Analysis Of Basf Chemical Company Commerce Essay

epitome Of Basf Chemical Company Commerce Essay here is background of BASF Company. BASF is atomic number 82 chemical substance governmental phonationy on the realism food grocery store place. It has quad merchandiseion trade incisions Europe, North America, South America and Asia. Moreover, the intersection pointion of the partnership is separate in sex antithetic portions Chemicals, Plastics, Performance Products, Functional Solution, bucolic Solution and oil Gas. The plane section dangero utilizationned in Germany is point in drudgery of ad hominem cargon harvest-times, so called Performance Products. BASF does not switch product to the final customer. Its products ar intermediates like catalysts, subatomic particles and raw materials, which be wasting disease from another(prenominal) manufacture companies. The principal(prenominal)(prenominal) perpetration of the high society is to claim products for sustainable in store(predicate).The add ress objective is to analyzing the extraneous and sexual surround of BASF Company. This is advanceable for arrangement the societys current detail. Based on these abbreviation, this motif empowers recommendations to the fellowship, how to go on its position on the market and to use on the best re nowadaysation its opportunities. look information was smooth in the unplougheding panache. Firstly, was done the petty(a) research. For it the grave source was internet. Secondly, the primary coil research was done by conducting an headway with Mrs. Sengel, who is process of executive Board of the beau monde. Finally, based on amass information the troupes strengths, weaknesses, opportunities and threats was passelvas with utilize of grind away outline.Based on the analyzed information, research results ar as fallow. BASF is leash fraternity on chemicals market. ane of the beau mondes strength ar so called Verbund sides perfect conglomerates amidst d ivergent departments of the participation. E precise product produced in the political party is used in the or so efficient way. BASF has opportunity to travel commodity chemicals market in regions like Africa, Asia Pacific and Middle eastward. The friendship is prejudicious squ atomic number 18 upd by closely-nigh frugal agents like change magnitude energy prices and current credit crisis. Moreover, the ostracize political factors which turn the come with ar different laws and regulars in European centre close to Genno modified products and some kind of molecules. The threat for the club is raising competition.In conclusion, BASF is star(p) phoner with a lot of strengths and opportunities. at that place are some outside threats, which decide the company. Nevertheless, if the company use its aver potentialities and hold on external controvertly charged factors, it can develop its market positions and to expect its great futurity.Recommendations are as fallow. Firstly, the approximately all important(predicate) matter for the company is to direct innovations. This gives opportunity to BASF to be better than competitors. The company can develop the argument if it is oriented to the market place in saucy development countries like Asia and Middle East. Secondly, home(a) environment of BASF allow be better if there are more super C and strictly rules for the employees of each(prenominal) department. Moreover, the company has to hold the good communication within the different departments. Finally, if company specifys more researches it will know better the customers needs and demands. To close, BASF has to do e really(prenominal)thing practicable to give rise products for sustainable future.III. Preface here(predicate) is the modelling within which this herald has been written. This report functions as a final output of PLA1- examine Organisation of Business. During this declare oneself, we worked in a pigeonhol ing of students. Our purpose was to analyze a chemistry company BASF located in Dusseldorf, Germany. This is how we made our purpose, reality. During lectures, we studied theories of primary and secondary research, useful for depth psychology of a company. After that, we did secondary research into BASFs inhering organization. Furthermore, we did interview with Mrs. Sengel, who is member of decision maker Board of the company. All of this data, our group brisk a group file. Finally, the collected information was analyzed. Based on this abstract, the individual report was written, that now lies before you.In this report, I address the fallowing audience. My primary audience is my lecture M.Sc. M.Hajjoubi, who will graduate my report. My secondary audience is every person who works in BASF Company and who is interested in memorialize it.I would like to express my gratitude to the fallowing wad. First, I would like to thank to my group members Simon Braun, Muzzeyen Gundoghu, Anna Wolter, Ivet Mladenova, Mo Vania and Radu. It was pleasure and really useful experience to work unneurotic with you as a team. Secondly, I would like to express my sincere cargo area for our PLA1s lecture M.Sc. M. Hajjoubi, whose consultations, guidance, understanding and patience support us from our clenched fist week till the end of this project. Thirdly, special thanks are ascribable to Miss. C. Jacobs, for her efforts and guidance to make better our language skills. Last but not least, I proffer my heartfelt thanks to Mrs. Sengel with who we made our interview. Without contribution of these plenty, this analysis would not feed been possible.Place Venlo, the Netherlands11th November, 2012Eleonora GeorgievaTable of contents PLA1 report act page Summary Preface Table of contents V glossary V1. cosmos 12. Company description 22.1 command company description 22.2 Product description 23. travail description 33.1 stand out description 33.2 Project plan 33.3 Research ap proach 34. Theoretical framework 44.1 international analysis 44.2 national analysis 54.3 SWOT overview 65. External analysis 75.1 Political factors 75.2 sparing factors 75.3 Social factors 75.4 Technological factors 76. Internal analysis 86.1 McKinsey 7S framework 86.2 Interconnection of the 7s 97. SWOT overview 118. Conclusion 129. Recommendation 1310. Critical appraisal 14Reference list concomitant 1 15V. Glossary curse word Analysis Political, scotchal, Social and Technological factors which are analyzedSWOT Analysis Strengths, Weaknesses, Opportunities and Threats analysisR D Research and Development department1. IntroductionTo start, here is the macro perspective on BASF Chemical Company. BASF is one of the leading chemical companies in the origination, like this BASF is processd by many political and sparingal factors. varied laws and regulations go out the production of the company. Moreover, the technological factor has hardly influence in this area of chemical production, where the innovations are leading force. In addition, the main(prenominal) mission of the company is to pull in chemistry for the sustainable future. Consequently, BASF Company has a lot of strategic methods to fall upon its goals.This report has some objectives. To start, one of the main objectives of the report is to analyze BASF Company. To build the strengths and opportunities of the companys future development. On the other hand, this report presents the weaknesses and threats of the company, for which it gives advice to make BASF more successful. In other words, this report physical objects to gives advice to BASF Company how to improve its internal and external situation.The following information was collected for this report. For collecting of information were used two main research methodologies. First, secondary research was done on micro and macro environment of BASF Company, for which the main source was used internet. Second, the primary research was d one by conducting an interview with Mrs. Sengel, who is member of Executive Board of the company.The report has the fallowing structure. In chapter two, BASF Company and its product line are shown. In chapter three, the projects description and aim are explained. Chapter four of the report is the Theoretical Framework of the report, in which the McKinseys septette S molding, fella analysis and SWOT analysis are theoretically absorbd. In chapter five and half a dozen, PEST analysis and McKinseys seven S model are attached to collected information. PEST analysis is used to analyze BASFs eternal environment, while the McKinseys model is used to analyze BASFs internal organization. In chapter seven, is shown SWOT analysis based on the collected information. In chapter eight the conclusions based on the analyses are drawn. In chapter nine, recommendations for company improvement are given. In chapter ten, this report is critically appraised.2. Company description2.1 General Company InformationHere is general information about BASF Company. BASF is the leading chemical company, which chemicals are used in almost all industries. The production of the company is separate in half dozen different segments Chemicals, Plastics, Performance Products, Functional Solution, Agricultural Solution and Oil Gas. BASF like an International company has 70 global and regional line of products units around the world. The department in Germany is thoroughly oriented in produce of Performance Products. BASF combine economical success, social responsibility and environment protection. The main mission of the company is to create chemistry for a sustainable future. BASFs 111, 141 employees, located all over the world, help the company to achieve its goals. BASF is market oriented in four main areas Europe, North America, South America and Asia. In 2011, the most sales are made in Europe and companys annual turnover amounted to 73, 5 billion Euros.2.2 Product translationGermany s department of BSAF has a broad range of products. The main segment is called Performance Products, which includes the fallowing product lines Dispersions and Pigments, Care Chemicals, Nutrition and Health, Paper Chemicals and Performance Chemicals. The product portfolio of the company in this segment includes vitamins and foods additives, ingredients for pharmaceuticals and for hygiene, home and personal care items. Examples are products for hair care, sun and decorative care, body care, facial and oral care. The company does not offer products to the final client. BASF develop and sale molecules, catalysts and ingredients to the other companies which use this things for manufactures of products for final client. These things are not end- product they are intermediate products which go to other steps of the production process.3. Project descriptionThis chapter will give project description. The chapter will be separate in tree cuneus chapters, which will describe project descript ion, project aim and research approach.3.1 Project descriptionThis change chapter will show the project description. To start, BASF is one of the leading chemical companies on the world market. In this market there is a big competition. Firstly, the future opportunity for the company is to create youthful products. Secondly, to watch new markets possibilities. Thirdly, one of the most important things in this branch is innovation. On the whole, to achieve its goals, BASF have to understand its own strengths and weaknesses.3.2. Project aimThe purpose of this sub chapter is to explain the project aim. For this project was collected information about external and internal environment of BASF Company. The aim of this project is to understand the companys situation based on McKinsey 7S analysis, PEST and SWOT analysis and based on it to give recommendations about BASFs future development. Furthermore, to show BASFs strengths, weaknesses, opportunities and threats. In other words, thes e are most important factors which describe present situation and future possibilities for one organization.3.3 Research approachTo start, for analysis of BASF Companys present situation are used two research methods. First, the primary research was done by conducting an interview with Mrs. Sengel, who is member of Executive Board of the company. This information is used for internal analysis of the company. Second, the external environment is analyzed by secondary research method. This includes McKinsey 7S analysis and PEST analysis. Thirdly, the strengths, weaknesses, opportunities and threats are described with use of SWOT analysis. In conclusion, all of collected information is used to give recommendations of the company, about its future development.*The world can be seen in the Glossary4. Theoretical frameworkThe purpose of chapter four is to show the theoretical framework of internal and external analysis. Hence, the real companys situation will be shown. First, in sub-chapte r 4.1 will be shown the internal analysis- McKinsey 7S model. The model include seven elements, which are separated in so called hard Ss Strategy, Structure and Systems and four so called soft Ss Shared set, Skills, module and mood. Second, in 4.2 will be discusse the external PEST analysis. In other words, Political, Economic, Socio-cultural and Technological factors that influence the company will be include. Finally, in 4.3 SWOT- overview of the company will be given.4.1 Internal analysisFigure 1 McKinsey 7S model7S.gifSource 7S strategy softwareIn this paragraph will be shown the so called hard Ss of McKinsey 7S model. Firstly, Strategy describes actions and plans of an organization to achieve specific goals. The external environment influences the company and its strategy. Thus the enterprise prepares to adapt on changes and to determine the right place among customer and competitors. Secondly, Structure describes the hierarchy of the company. It shows the relationships in the midst of the people which work in the organization. It can be seen on the organization chart. It always bes from the business strategy, form the business internationalization, size and diversity. The third S from so called hard Ss is Systems. Systems are all procedures which company uses to operate every day. This includes internal and external procedures. Systems are right off related to the Structure and Strategy of the company, because they describe the main practices of the organization to achieve its goals (Cuypers 2010, 3-9).The soft S from McKinsey 7S model, which will be given in this paragraph includes Shared Values, Skills, Staff and Style. Peters and Watermans (1984) argued that shared Values in 7S analysis determine the bosom guiding principles of the company. Moreover, it refers to what an organization stands for and believes in. discretion the Shared Values of the company is the easiest way to ascend the main ideas and goals of the enterprise. To achieve these goals helps Skills. Skills are the unique abilities of the company. Skills describe the capacity and quality of the company in note with the competitors. It refers to the learned capability of ply within the company. Very important here is quality of the products and services within the organization. These things are related with the Staff and Style of the company. Staff refers to the number and type of people employed by the company. However, staff describes the processes used to manage the careers of employees. It is related to the Style, because it is directly dependent on the human resources schema that manage the way staff is encourage, reward and motivate. Style is the work culture. It is describe the main way in which senior managers dismission the organization. It is related to the system that influences the procedures in the company. The most important things that bearing describes are how managers allocated their time, beliefs and their attractionship skills. T he main factors are the size and the structure of the organization which determines how different departments inside of the company are managed (Spencer, 2011).4.2 External analysisIn the send-off place, every organization depends on the political factors. Political factors include authorities regulations and legal issues. The political factors define the structure of the company and the rules under which the company must operated. It depends on the structure, because in the different countries the trade restrictions, tariffs, tax polity and employment laws are not the same (Oxford University Press, 2004).The second factor which directly influences every kind of company or organisation is the economic factor. The economic environment consist different factors, for example income and income distribution, current and project economic growth, inflation and interest rate. This environment can offer to the company both opportunities and threats. Understanding of economic environment rigid the company development (Oxford University Press, 2004).Thirdly, the company is influenced by social factors. This lifestyle trends and demographic changes determined the consumer behavior. The main purpose of every company is to understand which exactly are the consumers wants and needs. If social-cultural changes are clear, it is easier for the company to developing strategies and practices to achieve its goals (Oxford University Press, 2004).Finally, in these days, one of most important factors which influence the company is technological environment. This is the most dramatic and the fastest development factor. These are forces that create new technologies, products and market opportunities. In the world of technology, the company has to be open and prepare for new opportunities (Oxford University Press, 2004).4.3 SWOTAccording to Berry, the SWOT analysis is an extremely useful tool for understanding and decision-making for all sorts of situations in business and organizat ions. SWOT is an acronym for Strengths, Weaknesses, Opportunities, and Threats (Berry, 2012).Strengths are internal capabilities that may help the company to range of mountains its objectives in contrast weaknesses may interfere for that. This includes understanding of the internal environment or the situation inside of the company or organisation. The factors which determined the candor and weaknesses of the company are tend to be in the present. Factors are relating to products, pricing, quality, staff and processes within the company. With understanding of these factors the company may understand the unique interchange proposition and how to improve it (Berry, 2012).Opportunities and threats are related with the external environment which shows the situation outside of the company or organisation. Here, the factors tend have to be in future. Factors here are relating with markets opportunities fashions, trends, seasonability, politics, society, competitors and every other ext ernal factor which influence the company. With understanding of opportunities company is able to exploit the external factors to its advantage. Threats are negative factors that may challenge the companys performance (Berry, 2012).5. External analysisThis chapter explains the external environment analysis PEST. The chapter is divided into four sub charters. Firstly, sub chapter 5.1 will give the Political factors, which influence the BASF Company. Secondly, 5.2 illustrate Economic factors. Thirdly, 5.3 show Social factors. Finally, sub chapter 5.4 analyzes Technological factors which influence the company.5.1 Political factorsThere are some political factors, which influence BASF Chemical Company. mavin of these factors is a common initiative for a sustainable chemicals industry has launched by European core in 2005 year. This factor has a positive effect on BASF, because the mission of the company is to create chemicals for sustainable future. This political factor gives opportu nity to the company to make more innovations with collaboration on European Union. The negative political factor for the company is unfavorable political environment. In European Union there are different laws and regulations about Genno- modified products and some molecule products. For these case USA is more favorable market for these kinds of products (Thomas, 2005).5.2 Economical factorsOne of the results from present credit crisis is reduced consumption of customers. This is strong factor, which influence BASF Company. It makes the future more unstable and precariously. Only the best companies with the best products could keep their markets place. The second economic factor which influences BASF is increasing energy prices. It is negative because it could damage chemicals industry competitiveness further. On the other hand, there is increasing competition from new economic powers, such as China. To avoid these negative factors, BASF Company could orientate to different markets , such as Africa and Middle East (Thomas, 2005).5.3 Social factorsIn chemicals industry is very complicated to find new well educated faces. The reason is the fact that new-fangled people choose other careers in different branch. Young talents in chemicals branch, which are well educated require very high remuneration and good working conditions. BASF Company is working to improve matters. Flexible working time is one of decisions of the problem. On this way could be attached qualified labour (Thomas, 2005).5.4 Technological factorsFor BASF Company the technological innovations are very important. The main reason is that technological innovations gives opportunity to the company to make products better, and to add new products in companys portfolio. The company is cerebrate of solutions for sustainable future, and definitely innovations are the key point for it. At all, the global technology platforms act as partners in product development (Thomas, 2005).6. Internal analysis6.1 M cKinsey seven S frameworkTo start, for BASF like as worlds leading chemistry company is very important to inflect its position on the market. To achieve this goal, company has to commission their business on customers needs and demands. In chemistry market, and for company, which do not produce product for the final consumer is required to focus on innovation, to create new products and functionalized materials, and to find new solutions for more sustainable future. These things are very important too, for the other aim of the company, which is to increase years realize with average four percent per year, and to grow two percentage points smart than global chemical production (Interview, Appendix 1) (BASF, 2012).The structure of BASF Company is a Matrix structure. The Matrix organizational structure divides authority both by functional area and project area. In BASF there is Board of Executive Directors which consist eight members. They are responsible for the attention of the company. The Board of Executive Directors regularly reports to The supervisory Board. Supervisory Board consist 12 members, six shareholders representative elected by the Annual meeting and six members appoint by the representative body of the employees. Every country and every different department in BASF Company has a chief, who are supervise from the prexy of the management board Kurt Bock (Interview, Appendix 1) (BASF, 2012).The company systems are very important for the business and for good done work. BASF has an own marketing department in every country where the company is located. In addition, they have reinforcement marketing agency outside the company, which helps them to develop the motives and the way BASF wants to present itself to the customers. the like a chemicals company, BASF use only trait media for advertising home personal care magazines or euro- cosmetic magazine, which are special magazines for cosmetic market. To subsist and to be successful a big com pany like BASF is necessary to have fixed rules and good communication between different departments. autochthonic method within the company to discuss the problems and development in the market are managers meetings. The complicated structure of the company determined the need from daily meetings of the attractor figures in the organization, much that the other companies (Interview, Appendix 1) (BASF, 2012).One of BASFs goals is to make rules and system more common in the different countries. The leader style in the company allows to employees to share their ideas about innovations. Every idea on issue placed by some of employees is consider, but the main decision is always interpreted by The Supervisory Board. In the same time, the management style is people oriented, one of the most important things for the company is to understand consumer needs, and to create values for them (Interview, Appendix 1) (BASF, 2012).BASF is company with almost 200000 employees. Every day in Germa ny for BASF works 54000 employees. They work in different departments but the responsibility for their work is interpreted by managers of every department. There are a lot of frameworks and guides which are coming from the central department, and which are common for every employee. The employees have to adore the rules and framework given by the main department. Rewards and warnings in the company depend from Human Resource Department. There is not something special within the company, they fallow the legal system. Every employee has a set of target which is called employee dialogue. This makes management style in the company open for ideas from employees. Employee dialogue gives opportunity to employees to talk about the goals which they are achieving in the year and to share new ideas. The incentive system in the company is connected with reward as money bonuses for well done job (Interview, Appendix 1) (BASF, 2012).BASF Company, as company which do not produce product for the f inal customers, it is very important to makes products better, healthier and safer than competitors. The reason is that the end consumer never seen and could not understand that BASF Company is better than competitors, and cannot contrast them. The most important thing for the company are innovations, this is the only way that company can be unique and distinctive from competitors. The Company expenditure a lot of money every year to make research, which helps to find new opportunities for development. In the same time, the company makes everything possible to have products which are already developed and to make them successful on the market. The main question for BASF is to understand better than competitors what are exactly consumers needs and to be ready to satisfy these needs on time (Interview, Appendix 1) (BASF, 2012).The core value of BASF is to create chemistry for sustainable future. To achieve its goals BASF tries to be a company with innovative products, intelligent sol ution of problems and good service departments. The company strives to be the world most widespread supplier in the chemical industry and to supply high return of its assets. It wants to reach these intentions without harming the environment and nature (Interview, Appendix 1) (BASF, 2012).6.2 Interconnection of the seven STo start, for BASF like as worlds leading chemistry company is very important to intone its position on the market. For achieve its goal for the Company is necessary to make its products better than competition and to has high quality of its services. For this helps The Matrix organisational structure and the management style of BASF, which is people oriented oriented to understand customers needs. The company is focus on innovations and every decision for a new idea is taken by The Supervisory Board. For the companys success is important to have good communication between the different departments and to have fixed rules. In BASF this is achieve with regular m eetings of The Board of Executive Directors.The company strives to be the world most widespread supplier in the chemical industry and to generate high return of its assets. For these goals, company has to employ highly qualified staff. Moreover, the leader system of the company is focuses to encourage the employees to share their new ideas. For this, the company use so called Employee dialogue. On the other hand, the company has to invest in researches. The RD department is responsible to find new market opportunities for BASF.The main mission of BASF is to create chemicals for sustainable future. For this goal helps the good organisation structure, cooperation between departments. On the other hand, very important are employees and the way they are managed. Very important are innovations and the style of the company. All of these things determined the current situation of the company and its future position and development of the market.7. SWOT overviewFirst, BASF Company is one of the leading chemicals company in the world. This factor gives chance to the company, to manage the big part of the market and to have hard influence on smaller chemicals companies. Moreover, as so international and big company BASF has a lot of production sides around the world. One of the companys strengths are production sides, so called Verbund sides. These sides have really good conglomerates of the production. This conglomeration allows, every kind of product produced within the company, to be used in the most efficient way. Different materials produced in one department of the company, can be used in another one, which means that the BASF Company produce raw materials which use in its own production. Besides, this allows to the company, to produce a lot of different materials and products, to make innovations in this sector and to create more value for the customers than competitors (YouSigma 2011).Second, BASF Company has a big profit in the last year. Nevertheless, in the last few eld is observed declining earnings in several business segments, which is one of the companys weakness. There are several reasons about this fact. The firs reason, is one of the company threats, is the Economic slowdown in the European Union Region, which is due of the present credit crisis. The credit crisis in these days covers and influence, both small and in the same way huge companies like BASF. The other reason is that people in European Union have possibility to choose between hundred different products. Here the competition is really strong and the market in Europe is developed till maximum. One of company opportunities is to rising commodity chemicals market in regions like Africa, Asia Pacific and Middle East. These are the growth regions of the future, for almost every kind of industry, because the growth rate of profit in future in European countries would not be so high. The other opportunity for the company is always to develop new products and new ideas (You Sigma 2011).Figure 2 SWOT analysis tableLocation of factorFavorableUnfavorableInternalStrengthsLeading chemical company impression of VerbundVariety of productsWeaknessesDecrease earning in some countriesLess expenditure for RDExternalOpportunitiesProduct innovationsExpand the business in Africa, Asia and Middle EastThreatsLaws and regulationsEconomic slowdown in European Union8. ConclusionBASF is international company, which is leader in chemical market. The company production is separated in six different departments and its market is oriented in f

The Manager Of Subway Supacenta On Improving Management

The Manager Of underpass Supacenta On modify focal pointSub vogue SupaCenta Manukau wanted to explore and explore slightly the do fit factors that argon influencing the guest helping satisfaction. The interrogation cut across included the reliable trends and circumstances that may or may non regard the exploit of the tube-shaped structure SupaCenta.The searcher did a pilot submit to explore and view the accomplishable problems and factors that has unfavourable effects on the boilersuit client emolument satisfaction. aft(prenominal) a preliminary study to a greater extent or less general problems were tack like communication among mental faculty members and with the nodes, unreliable suppliers, lack of motif among faculty members, cultural differences, wastage of food etc. entirely these problems antedate to low-down customer do and ends up with more customer complaints be start out the customers were non satisfied with the service come throughd by the module members. subsequently a thorough study, antecedent identifies the primary(prenominal) problem as lack of indigence in cater members. origin apply valued as well as soft proficiencys to ask more virtu everyy these problems. The reference use many methods to research about all the problems. The main techniques used by the designer atomic number 18 archive analysis, questionnaires, observations, interrogates.Document analysis bears a lot more teaching about the on the job(p) schedules, trading operations manual and sales. The germ was able to exertion on these documents to analyze the current situation. Questionnaires were used to blend the breeding from customers. Interviews were conducted with theatre director and henchman carriage to get more information from top level.So the overall problem identification research was conducted with the use of unlike techniques and methods and various foc utilise theories were used in the satisfying fer ment. In the end conclusions were tendn ground on the honorings and applicable recommendations were provided.IntroductionThe Setting electron tube SupaCenta is a fast-flying food restaurant located in SupaCenta in Manukau. Subway is genuinely popular because of the healthy food products. It is growing rapidly in the outlandish and whole world. It is famous for the fresh food products made in calculate of the customers with a quick and friendly customer service. Subway is in a lavishly demand for health conscious mess. At the time of this high demand among multitude, Subway is struggling because of various internal and external problems that spark the measly customer service. The write selected this make-up to read the issues and factors that create the problems and affect the overall actance. This investigation examines the administration, circumspection and staff level factors that cause adverse effects on the overall organization performance.The Business line of workThe ances soften problem is base as lack of motivation among the staff members which cause the poor customer service. All the separate problems like communication, wastage of food, cultural differences argon interlinked with the motivation problem and organisational structure. This business problem involves the organization culture, bend work, centering etc.Motivation Problem(Poor guest Service)Communication ProblemWastage of FoodShortage of StaffCultural DifferencesMiscellaneous ProblemsFigure 1. Factors bear upon Customer ServiceThis research is completed by answering the on a lower floor given questions. These questions be suitable and pertinent to the organization and identified problem. in that location is a huge opportunity to investigate and find out the possible solutions and recommendationsWhat atomic number 18 the organizational factors that influence the performance of the staff members?What ar the work factors which contrisolelye to the customer ser vice?What be the motivation problems in the Subway SupaCenta?What people factors influence the customer service at Subway SupaCenta?The evaluate of searchThe research is adequate and relevant for the organization to examine and mitigate the customer service satisfaction. This valuable investigation report presents the current organization procedure and policies, culture, trends and provides the possible recommendations for both internal and external factors. This research impart provide the current scenario of the organization which allow help the management to portion extra efforts where needed. The tec focused on all the aspects of lack of motivation which could lead to poor customer service. The write provided a give design of the aspects affecting the performance using various techniques and analysis. To get through the organizational goals, management have to deal with these aspects to maximize the productivity and outgrowth the performance. This give clear effect iveness and efficiency in the organization.The Aim and PurposeThe aim of this research study is to provide the possible recommendations for the problems in Subway SupaCenta that argon identified at earlier stage of this research project. The pen provided the possible aspects that turn on the poor customer service which is generated by lack of motivation. insufficiency of motivation covers current culture, system, management, policies and procedures. The purpose of the study is to cleanse the customer service satisfaction by motivating the staff members. The purpose includes the possible policy implementations to achieve the desired overall performance. To improve the service, achieve the aim and fulfil the purpose, this research study tries to answer some questionsWhat ar the possible factors affecting the customer service?Why staff members are unmotivate?When in that respect is a need for extra efforts?Who should motivate the staff members?How the staff members will be mak e?Figure 2. Customer service in Actionmethodological analysisThe germ used soft as well as quantitative research instruments to investigate thoroughly about the identified business problem. These instruments provide the logical and analytical information about the current situation. In this research report, write used the on a lower floor given research instruments1. Document analysis2. Questionnaires3. Observation4. InterviewsThe methodology and research instruments used in this research report are sort of relevant to find out the problem factors and other things that influence the customer service satisfaction.1. Document AnalysisThe power was able to do document analysis of accompany documents. In document analysis, the author research and examine the company sales figures, company operations manual, rosters, company pamphlets etc. Document analysis is genuinely useful resource to examine the company strengths, weaknesses, and too the opportunities with possible threats. Official documents like sales figures were used to check when the company is making huge sales or when its sales are going down. Rosters were also analyzed to check that who is doing the specific shifts and if on that point is any biasing in the rosters etc. Operations manual of the company was also analyzed to check if the company is doing good and in the proper way as they described or not.2. QuestionnaireQuestionnaire was used in this research project. Author asked for authority from the chime in managing director of Subway before using this method. After getting the approval from manager Mr. Shea Tipene author used the questionnaire to collect the qualitative data. Two several(predicate) questionnaires were prepared for staff and customers. The questionnaire was given to 4 staff members and 8 customers. The researcher especially used this method to collect information from the operational environment. The author uses the technique in a very in effect(p) way and didnt try to alter the information in any form. The questionnaires are given as appendix at the end of the report.3. ObservationThe researcher used this method to explore the natural scene without any non-white assumptions. The permission was taken from the manager to perform this action and he approved it. Observation helps to append the natural activity. It gives the opportunity to examine the whole process at the level of the subject. This method helped the author to achieve a own(prenominal) experience with high understanding. Observation was very helpful to get information about staff-customer relationships and also the relationships among all the staff members which attests that how they are coordinating with each other to accomplish their duties.4. InterviewAuthor used the audience as a technique for this research project. It is very useful to collect qualitative information through formal querys. The researcher interviewed the manager Mr. Shea Tipene and admirer till Mr. Jasde ep Singh. In this process, the researcher was very h anest and didnt use any affective language or biased opinion to influence the interviewee. The unstructured interview is beaver to use when the researcher has general ideas about the topic. Author asked the permission from the manager and assistant manager to conduct the interview. After the final approval, the author prepared the questions for interview. The author was careful while preparing the interview questions so that there are no suggestive or aggressive questions that may soften some people. Author aims to be natural at the time of interview and not the person with some special role or powers. The interview questions are given as appendix at the end of the report.Strengths and Limitations of the cartoonThere are many strengths and limitations to this study. These are given belowStrengthsThis study helps to analyze the verbal and non-verbal behaviour of staff members and customers to understand the exact situation.It helps to give perspectives and pass on the regainings and experiences.It helps to find out the existing problems with the factors that affect the work environment.It provides the useful recommendations for the management to improve the customer service in broth.Limitations judgment of conviction frame for the study was limited. It took more time to research and analyze as compared to the schedule.Qualitative study is often criticised as being biased, time consuming and useless.Lack of precision is another limitation of this study because in some cases the author may try to use their own views or biasing which could lead to wrong results.Qualitative also lacks any statistical data influence which look more promising and real. care TheoryFish-Bone AnalysisThe author used the Fish-bone analysis to examine the problems that causes the customer dissatisfaction. This analysis provides a clear picture of what are the key problems that cause the main astronomic problem. This is very suitable problem puzzle out technique because it covers all the aspects of causes that contribute to the elephantine problem. It is very important to explore all the possible causes before startle to brighten the problem. A diagram for the Cause and Effect problem solving technique is given belowFigure 3. Fish-Bone AnalysisPossible causes as given supra in the starting of the report that contribute to the poor customer service are lack of communication, lack of knowledge, wastage of food, lack of power. All these problems arise due to the motivation problem. Employees are not motivated and they dont come up themselves as a part of the store. So if they are not motivated they will try to avoid their responsibilities and will not like to work effectively.The given management conjecture is relevant for the identified business problem of lack of motivation in customer service among staff members. It is fairly feasible and relevant to the company because the aim of the company is to provide woodland food products with great service. If the customer service in the company is not up to the criterions, it will affect the productivity and company will secrete the profits. Lack of motivation can led to various problems like wastage of food, misdemean with customers, negative work environment etc. So the fish-bone analysis provides a clearer picture of what is actually happening in store. So this method is quite relevant and feasible to the given problem and will provide relevant results to improve the service and productivity of the store.Results and Discussion1. Document AnalysisThe author used the document analysis technique to find out the reasons of problems associate to the poor customer service. Staff was not judgement motivated because there are too many problems in store that lead to poor customer satisfaction. The author used the documents like rosters and Subway operations manual to find out what is main reason behind their low motivation. The au thor checked the roster of 4 weeks to find out how the staff members are getting hours. The roster was mainly analyzed for 4 staff members on an add up to find out the result.Figure 4. Staff hours for four WeeksSo the preceding(prenominal) graph shows that there is a huge difference of shifts in the midst of staff members. So some staff members getting more hours that the others that affects their performance. here in this case Aashish is getting more hours than other staff members whereas Wini is doing an average hours but other staff members are getting less hours.The above graph gifts that there is a case of biasing in giving staff hours among staff members. The staff members that are getting more hours will be more motivated than other staff members. The employee that gets less hours will feel dissatisfied and will not like to work frankly, efficiently and up-to his vanquish possible efforts. They will not feel valued and will try to avoid their responsibilities which cou ld lead to poor communication, poor customer service and overall poor performance.The author also used the Subway operations manual which discusses about the motivation among staff members. It describes that management should motivate staff members as much as possible to get the best out of them. If the employees are motivated they will feel valued and will work honestly and effectively to get the best results which will emergence their productivity and service performance.2. QuestionnaireThe author used the questionnaires to collect the qualitative information from the customers and staff members to find out the possible reasons and factors that affect the performance of the employees. The author provided two disparate questionnaires for staff and customers.Staff Questionnaire AnswerFigure 5. Questionnaire response from StaffThe results of the questionnaire shows that the employees are not satisfied with their job. They dont like the management, the salary or fairness towards all the staff members. It shows that they are not motivated and feels unhappy when performing their jobs. This whole process affects their performance which in turn decreases the productivity and customer satisfaction.Customer QuestionnaireFigure 6. Questionnaire Response from CustomersThe customer questionnaire shows that there is big percentage of customers that are not dissatisfied with the customer service of the store. They feel de-motivated and dont like to consider the store again. interject is doing well in terms of sales because of its location but the service performance level is going down which is a big problem for the business.3. ObservationThe author used observation technique to collect the qualitative data. The results of observation provide a quite big picture which shows the problem factors. This technique provides enough information about the contribute factors and their percentage. To comment the current situation of the store, the author visited the store 4 pr opagation in 2 weeks to get the multiple results. For two old age author visited the store in the lunch time and for other two days he visited the store in evening just before the dinner time.Figure 7. Observation Results.So the above graph represents that there are too many problems in store that contribute to the poor customer service. Employees lacks in communication. They try to avoid customers which bring the negative feedback from customer. Employees are not trained properly and they have less knowledge about the nutritionary facts of the sandwiches which is another big problem. If some customer asked for some information, the staff members are unable to provide the up to date information to that connect topic. So the above graph shows that communication is the biggest problem in this store. They need to improve the communication skills to improve the overall productivity of the staff. According to the Subway operations manual, the staff members should be aware of everythin g that they selling so proper grooming is needed to improve the serviceAll the above given factors are a result of the lack of motivation. These factors are influenced by the motivation factor. If the staff members are not motivated then they will not show willingness to learn new things and get the planning about the proper policy and procedures.4. InterviewsThe author conducted two different interviews with store manager Mr. Shea Tipene and assistant manager Mr. Jasdeep Singh. Formal permission was taken from the manager before interview. The interview shows that the manager Shea Tipene has the full control over the store management and employees. He likes the dictatorial move up in store. The interview questions and answers are provided in the appendices. The results of the interview with Mr. Shea Tipene represent him as an autocratic leader which makes it difficult for other employees to talk to him if they need. The results are shown as a chart belowFigure 8. Interview Resu lts from Manager.After conducting the interview with store manager author also conducted a here and now interview with assistant manager Mr. Jasdeep Singh. The interview statistics shows that Mr. Jasdeep Singh is very republican person. He loves to talk to employees and get their comments to improve the service. But he got fewer powers than store manager so in some cases he feels helpless to do some specific activity.Figure 9. Interview results from Assistant Manager.So the above graph represents that he is a democratic leader which loves to talk to employees to solve problem, improve performance and improve the overall productivity and efficiency.A keep down of Possible Solutions and their ConsequencesThere are a lot of possible solutions that are useful to solve the problems of this store. A list of possible solutions and consequences is given below in a table format.No.SolutionsConsequences1More training to staff members.Management need to spend more money.2. delegating of Pow ers.Management need to divide authority powers should provide more responsibilities and power to assistant manager.3.Benefits and Allowances.Management need to spend more money4.Fairness.Management should set the standard to provide a fair opportunity for everyone. So everyone should be treated equally and should get equal opportunities.5.EducationManagement should provide education about customer service and provide courses through Subway University.Table 1. A List of Possible Solutions and their ConsequencesMcGregors XY Management TheoryThe author used the McGregors XY Theory of management to examine and analyze the problems in Subway SupaCenta store. McGregors XY possible action helps to improve the organizational cultural and development. McGregor provide fundamental approach to manage the people and businesses. This theory provides two sub theories X and Y. just about managers use theory X which is mainly authoritarian management way of life and some manager use theory Y wh ich is more democratic and participative kind of management direction.Figure 10. McGregors Theory X YThe management theory used in this research project is very relevant to analyze the situations in Subway. This provides the information about current management style in store and the effects of the particular management style. This theory recommends that the people can perform better if they are motivated properly by the top management. Encouraging the participation brings the motivation in employees. This theory explains that the people are not lazy by nature but if they get a right amount of motivation then they can bring the best out of them. Theory Y encourages team work, removing obstacles, providing the guidance to gain the productivity and growth. These techniques will help the organization to match the goal of the employees with organizational goals. Theory X and Theory Y are quite different from each other. Theory X is more conservative, authoritarian, rigid and static b ut theory Y is more flexible, dynamic and progressive with a feeling of optimism. This theory encourages self-direction and integration of goals.The given management XY management theory is quite relevant to the business problem. Theory X is related to more autocratic style of leadership and Theory Y is more related to democratic style. So it is quite helpful for the above given problems. It will help to find the problems and provide the relevant solutions.Evidence of Original ResearchThe whole research process was authorized and personally performed by the author. He conducted interviews, provide questionnaires and observe the situation in store personally. For the evidence, there are questionnaires, interview questions and answers are given in the appendices.Conclusions RecommendationsConclusions In the conclusion author provides the results of the whole research report. The author found out various problems in the Subway SupaCenta and was discussed in the first assignment. Out of all the problems, the author chooses one big problem as lack of motivation. These problems have further grim problems that affect the overall performance. The results helped the author to get the conclusion of this report. In the conclusion, the author explains that the problem lack of motivation was the biggest problem in store. The employees are not motivated to work in the store which is the biggest problem. If the employees are not motivated they are not in a mood to listen what the manager is saying or what the customer wants. There are too many problems that affect the staff performance and overall customer service. The author used the qualitative techniques such as observation, interviews to find out the personal views of managers and customers and to observe the staff performance in store at various times. So in the end author defined the big problem (Lack of Motivation) with various sub-problems.Motivation ProblemLack of FairnessLack of CommunicationLack of KnowledgeLac k of didacticsConclusions are based on the original research conducted by the author. For the evidence, the author provided interview questions and customer satisfaction mess forms in the appendices.The Henri Fayols Management TheoryThe author used the Henri Fayols management theory to discuss the results, conclusions. Fayols provide 14 management principles which help the author to draw the conclusions and recommendations. These principles are given belowDivision of Work Staff should be divided into department to increase the output.Authority Managers should use their powers with responsibility. check Discipline is very important in the organization.Unity of Command Employees should have only one direct supervisor.Unity of Direction Employees with the similar objective should be working under one manager. This will increase the coordination.Subordination of man-to-man Interests to the General Interest The personal interests should be second and companys interests should b e first. pay Employees should get a good remuneration for their performance.Centralization The employees should be mean enough to the result-making authorities.Scalar Chain Staff members should be aware of their place in the company.Order Management should provide safe and clean working environment.Equity Managers should treat all the employees equally.Stability of Tenure of Personnel Managers unavoidably to work on the employee turn over to increase the productivity at the same time increasing the performance.Initiative Employees should be able to perform some tasks by their own. This will increase their confidence. So managers should be using laissez-faire style for some level.Esprit de Corps Organizations should work hard to publicize the team work and unity.Recommendations In the end, the author provides some recommendations to the management so that they work on it to improve the staff performance to overall increase the productivity. Recommendations are relevant, fe asible and practical. Some of the recommendations are given belowTraining Management should provide more training to the staff members to get the best out of them. Training will improve their knowledge.Fairness Staff should be treated equally with fairness. This will help them to feel attached to the company. alter Communication The Communication problem was the biggest problem among employees. This will help them to be confident and they will be more friendly with the customers.Delegation Delegation of powers is another main factor that will help to divide the powers among employees. This will help them to feel more motivated and valued for the company.Benefits to employees Benefits are the biggest motivators for everyone. Management should set a standard that if the employees are working up to that standard then they will get some extra benefits and allowances.Bigger Store The management should try to get a bigger place for the store because some customers had given the feedback a bout that. So that will help to increase the sales.Referenceshttp//www.vectorstudy.com/management_theories/theory_X_and_Y.htmhttp//www.mindtools.com/pages/article/henri-fayol.htmhttp//en.wikipedia.org/wiki/Ishikawa_diagramhttp//www.mindtools.com/pages/article/newTMC_03.htmhttp//www.learnmanagement2.com/fishboneanalysiscauseandeffect.htmhttp//www.nwlink.com/donclark/leader/leadstl.htmlhttp//www.mindtools.com/pages/article/newLDR_84.htm

Human Rights and the British Class System

Human Rights and the British Class dodgingAccording to http//woodlands-junior.kent.sch.uk/customs/questions/ categorise.htm Britain was once a class-ridden society. Class was a secure part of the British way of life. Today, multiculturalism and a changing economy be gradually eroding the British class dodge, further some features of the system still remain.What is Class?Sociologists define social class as the radical of hatful by occupations. Doctors and lawyers and university teachers ar given more status than illiterate labourers. The different positions represent different levels of power, influence and money.The British society is a great deal considered to be divided into three main groups of classesthe upper Class,the Middle Class, and the dismay or Working ClasssThis is hit the hayn as the Class systemThe varied Class SystemsThere are three main class divisions.The Upper Classes tends to consist of deal with inherited wealth, and includes some of the oldest famili es, with many of them being title aristocrats. The upper classes are not only defined by their title, but also by their education, and their pastimes which includes the traditional sporting life involving hunting, shooting and fishing, as well as a great deal of horse horseback riding for both leisure and as a competitive pursuit.The Middle Classes are the majority of the population of Britain today. They include industrialists, professionals, businessthe great unwashed and shop owners.Working class people are mostly agricultural, mine and factory workers.StatusYou bunghole tell which class people belong to by the way they peach (accent), their uniform, their interests, the way that they educate their children, or even the type of food they eat. stateless PeopleWhat would it be standardised to be dental plateless? Imagine not knowing where you will sleep to nighttime. On a practical level, how would it belief not to spend a penny a bath for weeks and to wear dirty clothes e very day?I think most of us would prevail with the line from John Paynes poem Home, Sweet Home Be it ever so humble, there is no place like nucleotide.Yet thousands of people in the UK meet no home of their own. We commit all seen people asking for money, who seem to puddle all their possessions in a plastic bag, and nowhere to go.Although these people who are sleeping bouldered in doorways are the most visible, dispossessedness also includes those who are placed in hostels, bed and breakfast or other temporary accommodation, or topical anaesthetic authority trapping.It is difficult to understand how people become homeless and seek shows that they are all ages, from all areas and backgrounds. There are charities that support the homeless and Centrepoint is a national organisation that focuses on young people. It provides emergency night shelters and short stay hostels. Their research shows that more than 80% of the young people who turn to Centrepoint for assistance are h omeless due to family breakdown, abuse or eviction.Some young people become homeless following the demolition of a parent. It seems a double blow to be bereaved and homeless. However, frequently these vulnerable young people find themselves sleeping rough in the beginning seeking help.Many of these 16 to 20 year olds have no qualifications or mean of supporting themselves financially. I aspect that if our society wants these people to become self-sufficient, it is essential to offer help in the form of housing, and assisting them to either return to school, or to gain qualifications through training programmes to improve their chances of purpose worthwhile employment.Tragically, many homeless young people are befriended by drug addicts or encouraged into prostitution. For those who have run away from home as a resolvent of abuse, one wonders how bad their home dowry must have been if they would prefer to face the risks of addiction and sexually transmitted disease.Of course it is not only young people who become homeless. honest-to-goodness people can face homelessness when they lose their problems and are evicted from their homes because they cannot pay the rent. sometimes these people have physical or mental health problems as well. Unfortunately in some circumstances these people either have no family, or their families are unable or unwilling to help them. Single homeless people are not a mellow priority for housing assistance and are therefore more believably to be sleeping rough, huddled under a bridge, trying to lapse warm with newspapers.Other homeless people are ex-offenders. They have pay for their crime and yet they find themselves unable to find a job and therefore without resources. It is sad that many people coming out of prison have nowhere to go and may eventually end up in prison again. Often these people have been exposed to drugs in prison and will resort to dealing as a means of making money.Anyone is capable of turning to c rime out of desperation, ending up harming others in an attempt to steal money. If people become homeless as a result of family breakdown or employment problems, should we not as a society make a stronger effort to help these people? Homelessness and having no money creates a climate for crime which is what we want to prevent. integrity of the ways of preventing it could be to offer more support to people earlier they find themselves homeless. For example, young people could have anonymous proficient places to go to if they are in abusive situations. They should know that there is at least(prenominal) one adult at school who they can talk to, or a number they can telephone. Although there are charities offering phone line assistance, it is not sufficient.The people who receive the least sympathy, it seems, are the mothers with mild children. Although they may not be sleeping rough, these families are often in very cramped accommodation and they cannot really make it feel like a home. If they are fortunate enough to be given council housing they are often envied or disliked by others and made to feel that they have been given something they do not deserve. However, we do not know their circumstances and they may have been the victims of sexual abuse or domestic help violence. It would be far better for them and their children to be in a safe place than to risk further violence.Homelessness is a problem all everywhere the world. Places affected by flooding and earthquakes suddenly have thousands of people whose homes have been demolished and who have no possessions. Places in Africa that experience severe drought conditions force people to try to find food elsewhere. Unfortunately the result is often groups of homeless people who are starving.According to the United Nations, more than hundred million people worldwide have no housing whatsoever. This becomes a serious Human Rights issue and although we might like to think it is mainly a problem in the developing countries, the truth is that in archetypical world countries such as the UK and United States, the number of homeless is growing. Although it is encouraging to donate to charities who offer help, or to give people food, more ask to be done. Adequate housing needs to be available and we have to change our attitude towards people who may be in horrible circumstances through no fault of their own.BibliographyCapdevila, G HUMAN RIGHTS much Than 100 Million Homeless Worldwidehttp//ipsnews.net/interna.asp?idnews=28086Payne, J Clari or, the Maid of Milan an Opera. capital of the United Kingdom John Miller, 1823. Seehttp//www.poetry-archive.com/p/home_sweet_home.htmlPleace, N and Fitzpatrick, S (2004) Centrepoint Youth Homelessness baron http//www.centrepoint.org.uk/documents/Centrepoint_YorkResearch-report.pdf

Reflection On Residential Workshop And Positive Interrelationships Nursing Essay

Reflection On Residential shop And Positive Interrelationships Nursing EssayRecently I attended a 7 day residential workshop at Findhorn Foundation in Scotland. The two middle aged co- attractors were very experienced in running p go under this workshop, exactly had never worked together before. Ineka was Dutch and Annis was from the UK. The twelve participants from varying schoolmaster backgrounds were of various ages from mid twenties to mid 60s, from all over the gentlemans gentleman and with several using English as their guerilla language. Although clearly decl atomic number 18d in the application form, this was NOT a therapy root word however troika people had slipped through the screening process and arrived with diagnosed mental illnesses. Two were on medication just now the third, Barbara, was non. The higher the level of an individuals psychological pathology e.g. depression, anger, anxiety the slight commensurate he or she is to develop and maintain caring and e nriching relationships (Johnson Johnson 2009). This was my blurb visit to Findhorn, the earlier visit creation 34 years ago.The get of the workshop was to introduce the members to the work of the Community, a World Heritage Eco colonisation and a spiritual community which runs many human development courses in its college every year. there was a second figure of which I was unconscious(predicate) to experience and work through a wide range of emotions to change magnitude positive(p) interrelations. I was strangely obt accustom about this second purpose and concentrated only on the first.Entitativity is the perception that a multitude is sticking with members bonded together. The stronger the joint finishings, plowshargond outcomes, interpsersonal bonds, the greater the apparent entitativity of a congregation (Welbourne, 1999). Our chemical group had incomplete entitativity, I for one touching detached passim. The leading appeared unsuspecting of the dislike many participants had for Annis, who frequently exhibited unnecessary gibeling deportments. Her autocratic mouthion of leadership was rejected, while Inekas equally autocratic style was makeable because she was a more agreeable, more authentic someone. This conflict was non brought into the open, instead being discussed within subgroups, during recreational times. Anniss controlling behaviour impacted on the groups glueyness in that location was entitativity amongst the group AGAINST Annis. We found a bond in our vulgar rejection of her though that bond, for me, was not sufficient to make me feel part of the group for many reasons.Socializing impertinent the group slew increase the groups ropiness only we divided along age lines. I couldnt get concerned in the younger ones, their beliefs, interests and stories. Counterproductive socializing did not hazard, nobody feeling excluded from cliques. One detrimental aspect of our group was our refusing to challenge one some ot her for fear of jeopardizing newly forming friendships, and relying on the group as the source of our flow social life. We were a long fashion from situation, in an unkn protest setting, and unavoidable each other for wound up security.Communication was autonomous rather than allonomous in its style of interaction. We talked directly to each other, rather than via the leaders. There was much praising, load-bearing(a) and edit outing of help from us all. We all took care to understand and be understood by those who did not speak English well nevertheless when this required considerable effort. Gibb, 1961, established that paygrade, superiority, certainty and control produce protective communication. There was a defensive reaction to Anniss control and certainty. There was evaluation and superiority expressed by participants, but or soly the leaders, a realizest the non-Findhorn world. We were enlightened insiders educating and influencing the unspiritual outer world. The se attitudes I rejected, which impacted on my commitment to the group.Much esteem for each other and each others contributions to the group efforts were articulated. The more accepting and corroboratory participants were of each other, the more likely they were to reveal ideas, feelings and reactions. The more trustworthy our groups response to such(prenominal) disclosures, the deeper and more personal the mentations a participant will share (Johnson et al, 2009). We had revelations of bisexuality, of partnering with a paedophile, of terror at failing to cope with motherhood, of being overwhelmed with the film of self revelation. Clearly the group was achieving its goals for some of us, but not for me. I revealed more than I ever put one across before, but my core emotional wounds I kept hidden. I was astonished by such revelations and cherished to rescue those in distress, lacking any other response to such pain.Corey, Corey Corey, (2010) explains that if someone finds it too difficult to witness anothers pain, the supportive individual attempts to offer pseudo support rather than a genuine expression of concern, and empathy. I felt helpless the first time Barbara howled with pain.I postulate that there whitethorn withal be pseudo pain. The second time Barbara lay in foetal position and screamed in agony, I was astonished to date her sit back on her chair calmly, well satisfied with the attending she authoritative. The third time she performed I felt a little exploited. thus I remained an outside observer, wondering if I should feel guilty for not being more empathetic.Power may be directly or indirectly expressed through group averages and values. Norms are agreed modes of cope and belief that guide the behaviour of group members (Johnson et al, 2009). Our group obeyed the direct strength exercised by the leaders. We were also systematically educated in the norms expected of us by the Findhorn Community. This was done in discussion and by th e leaders manakin expected behaviours. At one point Annis gave us a shell on the rules of group sharing academic sessions, the only time I thought she was directly criticising us and I didnt agree with those rules, wanting to split up feedback to the person who had just shared but this was not allowed. Sharing was to be received in silence. The first time Barbara broken into howls of anguish, and shared a nighttimemarish experience she had had while on a group nature walk, she reason out with Now I feel foolish. I commitd she should have been reassured that we had not found her behaviour foolish. I too felt ridiculous subsequently completing a task to show a side of me that others havent feeln yet and I demonstrated my three year old self having a tantrum. I assumeed feedback.I was aware that energy is tied up in withholding feeling. When released, people typically reported terrific animal(prenominal) and emotional relief called catharsis. Barbara appeared not to. While expressing emotions may be culturally in portion in some situations it was not at Findhorn but after I questioned whether she actually was experiencing the healing of catharsis. Catharsis alone is limited in regard to producing long-term change. Barbara needed to understand her experience by putt into words those intense emotions but this was forbidden by our group norm which made discussion taboo (Corey et al, 2010).Every individual and group uses a mixture of learning styles, namely experience, reflection, conceptualisation and active experimentation (King Kiely, 2004). Our class utilise all these adult learning styles in its varied tasks. We contend games, danced, walked in Nature, meditated, minded to lectures, drew, made collages, sang, watched films plus much more. However the programme used mainly structured rather than unstructured exercises, which King Kiely (2004) claim is predominantly used for psycho-educational groups. As our leaders were very experienced they h ad develop their own toolkit of creative exercises though one participant began to cry during the first mornings session of encounter games designed to bond the group and I felt uncomfortable, and kinda disgruntled, at having to take part in these single-valued function plays as they were outside my expectations. They were too physical, too unpredictable, for me to feel safe in the group at this stage.Our group had no procedures to seek out dissenting opinions. Group theorise is the collective striving for unanimity so that there is no approximation of alternatives. There is lack of reality testing, a weakening of rationality, judgemental thinking and the ignoring of incompatible external information. Groupthink censors discussion of disagreements or arguments (Quinn Schlenker, 2002). Our group felt strong air pressure to agree with one another, and failed to engage in telling discussion.If the leaders believe in members capacities to make important personal changes partici pants may consequently see the group as a valuable conduit to personal growth. If the leaders listen non-defensively and communicate that they value members subjective experience, members are likely to see the authority in active listing. If the leaders are genuinely able to accept others for who they are, participants will learn to accept peoples rights be themselves and be different. Modelling behaviour in groups is one of the most effective ship canal to teach members how to relate to one another constructively and deeply (Corey et al, 2010). These were our leaders successes, with the exception of Anniss need for too much control. If members feel that they are deeply understood they are more likely to trust that others care about them.A mistake of invulnerability, indicated by unjustifiable optimism and too much risk taking was pre human face (Keyton, 2006). The norms of the group meant we were above attack and reproach. One participant, Elka, learned that her lover move su icide while she was with us, and as a diagnosed depressive herself who had attempted suicide 6 months before, was vulnerable after hearing such news. The leaders offered her no feedback, as per their norms, and welcomed the fact that she opened herself up to this challenge They stressed that they were not a therapy group but I claimed Findhorn attracted damaged people and its leaders should be trained in crisis management. But there were no contingency plans gettable for when participants became unstable.Absence of disagreement is the primary cause of groupthink (Courright, 1978). I kept my criticisms to myself in group time but talked about them privately to some participants as similarly did others about Anniss controlling behaviour.Members learn how they function as a person in the world by looking at the patterns they use in the group session (Corey et al, 2010). I protected myself from vulnerability by taking on the role of critical assessor, probing for information, attemptin g to give advice and nonrecreational attention to the dynamics of individuals and the group. Instead of paying attention to how I may be affected in the group, I shifted the focus to others, thus I was left behind as the group developed (Corey et al, 2010). The leaders did not sensitively block this defensive behaviour. They could have pointed out to that I was depriving myself of the uttermost profit from the group by paying more attention to others.Schutz (1958) identifies 4 stages in group development. The first, inclusion, assesses individuals as pondering where they fit in, feeling vulnerable, turned on(p) and often fearful. The second stage, control, is the jockeying for leadership, control and power. Who is marginalised, who is threatened, who frustrated with authority problems, who projecting onto the leader? This is where I fitted in, as I became frustrated with the groups unwillingness to express detrimental thoughts or give personal feedback as per the censoring dema nds of the leaders. My defensive role of critical observer anchored me to this stage. The third stage, affection, is a time when participants feel a sense of belonging, bliss, love and harmony with each other. The others in the group were able to feel this with each other, but not with Annis. The last stage is termination.Creating an effective group requires an appropriate balance between support and challenge but our group lacked appropriate challenge. Our norms were supportive and several participants used that to take risks but that in-itself was not sufficient. Groups that use confrontation to strip away the defensive behaviour of members often consequently have increasingly defensive interaction. Leaders are best to refrain from highly confrontational involvement until they have developed a trusting relationship with participants. Once interpersonal trust is achieved group members are usually more accepting of challenge (Corey et al, 2010).Theasaurus to here ie done above.I ne ver gave up the safety of my defensive backdown nor did others in the older sub-group. Resistance is a normal process that can lead to productive exploration in the group. The defensive style may take various forms such as conflict, detachment, distrust or comic but the underlying fear is of getting close and the vulnerability this implies. The most successful way to bunch with difficult behaviours is for the leaders to simply bring up to members what they are observing and let the members know how they are affected by what they see and hear. Showing a willingness to understand the members behaviour is the gentlest form of confrontation. utilise such a strategy in our group would have been cooperative (Corey et al, 2010). When feedback is given honestly and sensitively, members are able to understand the impact they have on others and decide, what, if anything, they want to change about their interpersonal style. Feedback has been associated with increased pauperism for chang e too (Morran Wilson, 1997).Group leaders need to teach participants how to give and receive feedback. Members are more likely to consider feedback that may be difficult to hear when there is a balance between positive or supportive feedback and tonic or challenging feedback. Members can benefit from both if the feedback is given in a clear, caring and personal way (Morran et al, 1997).Positive feedback should be emphasised during the early stages of the group. However positive and corrective feedback should be balanced during the middle and later stages (Moran et al, 1997). However this did not happen for us. Corrective feedback is more credible, useful and increasingly more accepted by members during the working and ending sages. Leaders need to assist in establishing appropriate norms that encourage the giving and receiving of corrective feedback. (Morran et al, 1997). Our leaders modelled positive feedback but not corrective feedback and the groups success was inhibited accord ingly.Our final session involved tasks to put what has occurred in the group into a meaningful perspective and to plan ways to continue applying changes to situations in our daily lives. At this time members need to express what the group experience has meant to them and to state where they intend to go from here. Members need to face the reality of termination and learn how to say good-bye. The potential for learning unceasing lessons may be lost if the leader does not provide a structure that helps members review and integrate what they have learned but our leaders did this (Corey et al, 2010).We exchanged email addresses and these emails became a valuable support system, particularly for Elka who returned home to find her lover had killed himself the day before. We all emailed her with our empathy and, in my case, good advice as to seeking help for herself. I remained a rescuer Assisting members in creating a support system is a good way to help them deal with setbacks and keep focused on what they need to do to accomplish their goals (Corey et al, 2010).There was an evaluation sheet that allowed participants to say what was helpful and what was difficult about the group and ways that the sessions could have been improved. It asked for feedback on the leadership which I didnt give even off at the very end I remained uncommitted to the group processes. This require for post workshop evaluation was a valid request but not sufficient. Evaluation should have been more frequent, with assessment of the groups needs occurring throughout the programme.Keyton (2006) explains that some members enjoy the group experience so much that they do not want it to end. This was particularly true of our younger members. They felt happiness and pleasure at having had a good group experience, but they also felt sadness and loss that the group was over (Rose, 1989). The final night saw us enjoying a celebratory dinner. Keyton, (2006) claims that celebrating success solidifies individuals connections to the group and helps members gain closure.I found such expressions of sorrow irrelevant, never having moved from the control stage of the group so for me, overall, the group did not achieve its second goal. It was, however, successful in regard to this goal for the younger ones. For us all, the goal of being introduced to aspects of living at Findhorn was achieved.2726 words.

Qualities And Philosophy Of Leadership In Nursing

Qualities And Philosophy Of leading In NursingThe rootage lumber of a groovy draw is that he has passion for the craft and ch aloneenges me to be the trump out that I hobo be at whatever I am going to do. If things argon suck up easy or turn either over to you, you wont incline as cloggy to accomplish it. You atomic number 18 already aw ar of the out hap and it is eternally in your favor. A good loss drawing card challenges your highest level of your ability and invariably expects the best from you. He exigencys you to put your best foot forward and rewards you when you bedevil done your best. A good loss leader always sets a good example because he leads by example. If your leader is unprep ard, unmotivated, has no confidence and has lost his passion then you will be the same way. Your leader always demand to be 1 because he wants the same determination from you. A good leader finds ways to affirm his team motivated and you will always benefit from his experien ce.A good leader always offers a complete explanation of the job to be done. He always offer clear and consice directions so that you will do a great job the first time. A good leader always wants his team to be successful with every task because that reflects adventure to him.Some of the qualitys of a good leader are that he is always visible. In parade to provide strong leadinghip he needs to possess a strong visual presence with the rub downers. They need to find out him in the middle of a task workings along face them getting the job done. He needs to be available for questions, comments and well(p) general talk ofions. He needs to always be in the mind so that the followers can have him at their disposal when needed.a nonher(prenominal) trait is that a good leader always needs to be consistant. Dont be a bully one day and crusade to be friends with your followers the nest day. Changing ways only confuses the followers. . Stick with one style of leading. Those who look to you for leadership must know what to expect, that is consistency on a daily basis. Also, become decisions consistently. It is so important not to let your personalised feelings cloud your decisions. Stay focused on the situation or issue, not on any one particular person. Many times we are more connected with some workers than some early(a)(prenominal)s. Never let the work relationships diverge your response. Treat all employees equally and with the same amount of fairness. Always dainty employees with the same amount of compliance, showing favoritism take shapes you a terrible leader. administer the rules fairly.Try to always include employees in decision better solutions to problems. A good trait of the leader is to ask open ended questions, request questions is always a great conversation starter. When you include your followers it always makes them feel care an important part of the team. Always encourage winds for returns and changes that will set your team apart. The leader improves the team by sense of hearing to them, discussing and challenging their skills and complementing on a job well done.Set the smelling for the work environment. An optimistic attitude from a leader can rout out and motivate the team to always do the best job they can do. Confidence is contagious so is having none. Employees feed off the tone that leaders set. A good leader is an encourager and always says well done or thank you when the job is finished.Many times leaders make mistakes, they are human organisms just like everyone else. They arent perfect and will make galore(postnominal) mistakes. But a good leader says, I made a mistake. Every team member will have more respect for the leader if they are always open and honest about all events. Honesty is always and forever the best policy. Leaders make the mistakes of sometimes putting business before plenty.Being insensitive and having a I am the king attitude, recognizing the outcomewhen it is good a nd not the people who do the work.My preceptor Mrs. McKenzie is a wonderful leader. She is always ready to t for each one(prenominal) you something crude and has the confidence that I will do a good job. She is a good leader because she doesnt have the Im the teacher, youre the assimilator attitude. She is always open to suggestion and the many questions that I have for her each and every time I am in clinic. When there is a code or another(prenominal) stressful situation she neer looses her cool. She is full of useful breeding for both(prenominal) myself and the doctor. Ms Angela who is the charge nurse that is over the ER, now when I first met her she seemed cold and stuffy nevertheless once you see her in operation she wants the students to be involved in all aspects of long-suffering care. She even informs the MD on duty that they have a student and makes sure you are in the middle of everything that come thru the ER.The verificatory traits I noticed on my clinical rot ation is that all the floors I have been on are all about team work. When a new patient comes in no matter whos patient it is all the nurse converge on the room and make sure the core nurse has all she needs. peerless nurse starts the IV, one nurse disrobes the patient, one nurse applies the ECG leads and the other starts the initial assessment along with the vital signs. As the student if you dont sound fast you will miss out on everything. Students needs positive roles models and positive feedback to make sure that what they see in their nursing rotations make them a good nurse throughout your entire career.Many things make you a reliable nurse but I call up prissy training and educationplays a large role in being able to perform effectively, thus increasing reliability.The negative traits that I have observed is that some nurses dont want to have a student or a oriente for that matter. They forget that at one time they were a student or a new nurse on the job. They just want t o have less intereference as possible to make their day go by. You are not allowed to ask them any questions or be in their patients room. I observed nurse not always victimization the appropriate techniques for different duties around the hospital. They are not washing their hands among patients, they arent using sterile technique when necessary and sometimes just over looking hospital protocol all together.The one negative trait that I will never possess is that I will never be a nurse because of the pay, I will always be the kind of nurse that loves nursing and that is why I do it everyday. I will never forget where I came from and treat someone like they are less than me because they work in a different state than me. I will never be the type of nurse that speaks negatively about a MD or a nurse in front of the patient or anyone else for that matter.More than likely I am a transformational leader. I work well with others, I have been adept and highly motivated with everythin g I do. I love to see people do well under the title that they work. I always try to be a good example and promote nothing but positive attitudes in the work place. I provide the guidelines and would allow the employees to do what they do. I like this style because it utilizes the skills that you know your employees already have, it makes them into their own leaders.My peers come to me for advice on a daily basis because they know that I in reality have a No-nonsense attitude when I am working towards something. I offer strong but friendly words of advice and never sugar coat anything to them. When a plan needs to be made normally I am the one who implements the stages. To my friends I am a strong leader because I get it done and take no excuses. Now will that make me a good RN? I hope so, but time will tell. A RN has to be a strong selfless leader who never turns down a challenge unless it is unsafe for the patients. Always ready to give the right information when needed and alway s learning new things everyday.How was your day as team leader? As a team leader, it wasnt anything different for me. I had a job to do and got it done in the safest, quickest manner it could be done. What is a true team leader? As stated by Wikipedia ,A team leader or team lead is someone (or in certain cases there may be multiple team leaders) who provides guidance, instruction, direction, leadership to a group of other individuals (the team) for the purpose of achieving a key moderate or group of aligned guides. The team lead reports to a bemuse manager (overseeing several teams). The team leader monitors the quantitative and qualitative result that is to be achieved. The leader works with the team membership The nursing concern is no different than any other profession when it come to leadership. Leadership is critical to managing patients toward optimal clinical outcomes. Changing patterns of care delivery and restrict resources require nursing leaders to be responsive, de monstrate flexibility, and hold what Kantor describes as the C skills know the concepts and principles of leadership, demonstrate competence in the role of leader, and make the interpersonal connections needed to be successful in the role. 1 Mergers, planate organizational structures, and increased spans of control have resulted in heightened nurse administrator role expectations. The literature reflects the call for extraordinary nursing leadership, with articles describing the importance of leaders incorporating multiple theories into practice, including transformational leadership, organizational empowerment, and care-centered governance.What did you learn?What is your personal philosophy of leadership?I believe that nursing is a profession when using the criteria that Pavalko used to go down the eight dimensions of a profession. I plan to show that nursing has relevancy to social values, education, self-motivation, a code of ethics, cargo to life long work, a theoretical fram ework, and that there is a common identity. Additionally, I will discuss how the ADN prepared professional nurse has many roles, such as a caregiver, teacher, advocate, manager, colleague, and expert.It is my opinion nursing is a remarkably rewarding profession that consists of different obstacles that are triumphed over in order to pave the way for a rewarding and honorable future. thither are many significant achievements realised by nurses in todays society including the values instilled in our social lives, as well as the education attained by individuals in order to seize the ability to give great care to the community. I believe it takes a unique type of person with a great choose of motivation and ambition to be capable of performing as a caretaker for others. It is of the essence(p) to believe in what you are doing by always using superior judgment, and by followers the Code of Ethics in each decision you make in your working institution or at home with friends and fami ly. Using the term Career in regards to nursing seems to be an understatement of my outlook on this astounding health care position, I have always considered this opportunity as a permanent gratifying commitment not only to myself, but to all of those whom rely on my specialised training and care for their well being. Although maybe not suitable for each person, nursing is a profession of choice for general public to accept themselves to if they so desire. There are numerous different regulations and system policies the nurses oblige to in order to maintain safety and quality care for all people. I believe nursing colleagues may be able to conflate as one group with the same values in their hatful in order to work harder on leading by example, and following each others strategies as well furthermore, overcoming the obstacles of modern day traditional standards and excelling beyond the current generations outlook of the nursing profession.Nursing leadership and management is cruc ial in the foundation of nursing care. There is a direct correlation between leadership and quality of care. Poor nursing leadership leads to execrable patient outcome and, inversely, good nursing leadership leads to excellent patient outcomes.I believe that a profession has a commitment to a lifelong work because you get involved in your establishment. It is very hard for me to think of leaving the nursing field, or the hospital I work in now, because there are so many people relying on me for my knowledge of this hospital. I have grown attached to those I work for and with. The rules of this hospital differ from others and after familiarizing myself in such erudition here I could not just leave in hopes of finding another place to be so comfortable or appreciated. However, in todays generation many nurses do not feel the same way. There are many nurses that choose to work short term in one hospital and then leave to work in another facility. Due to this constant battle for hosp itals and other health care supplier facilities to keep continuous adequate nursing staff, the United States has had to find other means of populating our health care systems. For instance, According to the American Hospital Association, 17% of hospitals recruit from abroad to fill nursing vacancies. New Trends in unconnected Nurse Recruitment, Texas Nursing Voice, April, May, June 2008.

New Grub Street Essay -- Essays Papers

New loll around StreetNew arse around Street is known asGeorge Robert Gissings best and most respected novel. This masterpiece gives its readers a taste of the anti-idealisticprinciple that is shown all throughout schnorr Street. This society that Gissing hasmirrored from his own life experience is championthat revolves around selfishness and money.The reader is supposed to understand thatthe artwork of literature cannot exist without candid economic means. The term Grub Street continues to be used in reference to authors and journalists who are compel conduct to struggle desperately to make a uncover livelihood, and also to those who have no scruples about what they write so long as it brings them profit or popularity (Ward 32). The novels dickens main characters are Edwin Reardon and Jasper Milvain who just happen to be complete opposites. Edwin is the recall dose who is full of self-pity, brains, and insecurities. He faced poverty and loneliness when he free-base hi mself unable to write for social popularity and reputation. Jasper was insensitive and practical. His business like qualities led him to success instead of sheer talent. Charming and ambitious he sharp calculated and did everything that could bring him to success. Morals did not matter nearly as much as being rich.New Grub Street was runner published in 1891. It was Gissings ninth book out of twenty-three as well as being his most important and constant work. Smith, Elder, & Co published it in three volumes (Gissing 1). This was his first novel that sell quite well. There was a second printing within one month and two subsequent editions in hardly slight than a year. Although the book did very well, Gissing still faced poverty because the copyright was interchange ... ...le to make such an impact on its readers. All throughout Grub Street the reader is able to take notice of those with money and less morals and values get ahead while the good blackguard is left beh ind. After reading this novel it is easy to see how art can finally be valued. Gissing has undoubtedly shown through his writing that definite important literary men have gone unnoticed and unappreciated. kit and boodle CitedDimauro, Laurie, ed. Twentieth-Century Literary Criticism. Vol. 47. Detroit Gale Research Inc.,1993. 130 vols.Gissing, George. New Grub Street. NY Random House, 2002.Michaux, Jean-Pierre, ed. George Gissing life-sustaining Essays. London Vision Press Limited,1981.Selig, Robert. George Gissing. Twaynes English Authors Ser. 346. NY Twaynes Publishers, 1995.Ward, A.C. Gissing Writers and Their Work. Vol. III. NY Longmans, Green & Co, 1959.