Reading Poetry by the Morning Moon :: Personal Narrative Essays

Reading Poetry by the Morning Moon Wind sweeps a stray cloud across the sky, exposing half of a gray-mottled moon. It’s nine-thirty in the morning, and the moon looks like an island in a pellucid sea. Sitting in the mossy crook of a hickory tree, my legs dangle above the creek. A walnut leaf drifts past, on its way through the valley, destined for the river and finally the bay. For a moment, I think of taking off my sneakers and socks, rolling up my jeans, and dipping my toes into the soft silt lining the creek bed. The meandering stream is only shin-deep and with four strides I could sit on the other shore. In the October chill, however, I reconsider; instead, the smells - mud, fish, decaying leaves - intoxicate me. â€Å"My tongue, every atom of my blood, form’d from this soil, this air.† I know it’s a romantic idea, reading â€Å"Song of Myself† on a stream bank. In fact, if Walt Whitman’s spirit were to brush by me in the gusting wind, I’d probably hear him say: Close the book and watch. Listen. A shriek pierces through the orange and gold treetops like a blast of steam escaping a teakettle. Looking up, I see the silver belly of a red-tailed hawk as it glides in circles below the moon. â€Å"I fly those flights of a fluid and swallowing soul,† writes Whitman. He, too, must have witnessed the swooping undulations of a ruddy-winged bird. His heart, like mine, unburdened. From my rough but solid seat in the hickory tree, I hear, at first, the sounds of Annville’s busy thoroughfare - the drone of engines, squealing brakes, the chime of a church bell. Soon, however, other noises trickle into my consciousness. Water over fallen branches. Staccato crackles of a squirrel in the brush. My own breathing. The world has been reduced to a microcosm in which I am the center. In this cosmos there are no thoughts of the future, only a mingling of the present and past. Maybe it’s my solitude, or perhaps it’s the wind caressing my face with the smell of wet leaves, but I feel suddenly close to my home, a farm that is sixty miles west and a mountain away from this hickory tree on the Quittie. Closing my eyes, I see the familiar wisp of smoke curling from our brick chimney, the crooked lightning rod on the barn roof, and the mountains that surround the valley, Hidden Valley, like the walls of Jericho.

National Geographic: the World’s Most Dangerous Drug

The World's Most Dangerous Drug is a documentary produced by the National Geographic Channel in 2006, that explores the disturbing effects of methamphetamines, not only to those who use the drug but also to those people associated with them. American journalist and news presenter, Lisa Ling, takes the viewer on a journey to the mental and physical aftermath of taking Meth. The use of selection and omission, re-enactment and archival material, manipulation of codes and actuality, all contribute to the portrayal of the issues presented in this documentary. These issues conspire: the high percentage of crimes in the United States created by meth users, the promising lives destroyed by Meth and the life-long damage Meth has done to those who have stopped taking it, yet are still under the influence of the drug. Selection and Omission plays an important part in portraying the ideas of the documentary because it is an effective technique used to control what the audiences are able to view and what they are not. Interviews are widely used, not only of the Meth users but also of those who deal with the issue of meth on a daily basis. Examples of interviews that stood out were the ones of Kobe Kempey and his family. The portrayal of the idea that anyone can be victimised by Meth is initialised through these interviews. Kempey’s life story also depicts the lives of those who have survived being meth addicts in the past, however are still haunted by it. Professional interviews from doctors and from the police are used to show the lifelong consequences Meth does to people and to communities. The audiences are purposely affected by the interviews so that they can sympathise with the Meth victims and so thatthey are aware of the repercussions of taking the drug. The archival material shown in the beginning of the documentary creates a feeling of anxiety within the audience and introduces the main objective of the film. Through the footage and sound, the audiences are aware of the growing popularity of Meth among young adults. The re-enactment of Michael Wamsley and Janel Hornickel’s experience, half-way through the documentary, rogresses this idea and proves the promising lives destroyed by Meth. Similarly, the documentary Sicko, by Michael Moore, uses archival footage and sound to show real events and to make the documentary more persuasive. The manipulation of codes can affect one’s reading of a text. Symbolic codes are shown throughout the film to signify various meanings. The American flag is shown outside the Meth house to convey the idea of Methamphetam ines ravaging communities in America. The British pound being used as a ‘spliff’ also informs the audience that meth, not only ravages American communities, but also damages other countries through its diversity. Actuality is a code of realism that involves the recording of images and sounds on location as they actually happen. An example was when Lisa Ling went to a Bangkok red-light district to film the two, Thai, young women taking Meth for more booze. The women did not want to be shown on camera due to the constraints in the country. This scene depicts a real event that occurred in an unrehearsed situation. It represents the cultural context of Thailand and a part of their way of social life. Another example is of the ‘drug deal’ scene with the undercover cop, Sean Christian. This documentary is presented in third person Point of view to look at the issue of Meth from a different perspective. The Thai government’s values of discipline and safety throughout the country were conveyed through 3rd person P. O. V. The audiences are aware of those values because of the event that was shown in the documentary. A few footages from â€Å"Bankok’s Brutal Crackdown on Meth in 2003† were shown to purposely appeal to the audience and make them more aware of the generation of Thai Meth addicts. Visual effects and confronting images both assist in making this text more persuasive. Diagrams of the brain were shown to give the audience an insight to what really occurs inside the body when Meth is consumed. Before and after images of meth addicts were shown to reveal the physical effects and ‘meth mouths’ to portray the dame Meth causes to the teeth. Confronting advertisements from the Montana Meth Project were also shown to target young audiences and to promote their campaign. Repetition is also used, when showing the Meth bags and the ‘Methamphetamines’ medical sign to highlight the important of knowing what meth looks like to avoid wasted lives of addiction. Technological developments such as, animation allowed this portrayal to be more powerful. This documentary was produced mainly in the American states of Portland and Omaha and also in Bangkok, Thailand in 2006. Technological developments have made travelling to these destinations more accessible. This is a large-scale type of production because it was produces by the national Geographic Channel. The World’s Most Dangerous Drug depicts the mental and physical effects of taking Meth through the use of selection and omission, re-enactment and archival material, manipulation of codes, actuality and visual effects to raise awareness concerning the issue of methamphetamines, continuing to seduce millions around the world, infecting brains and bringing crime, chaos and death wherever it goes.

The importance of Strategic Human Resource Management in organizations - Free Essay Example

Sample details Pages: 14 Words: 4193 Downloads: 9 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? The importance of Strategic Human Resource Management in organization: According to my understanding during the lecture period Human Resource Management Strategy as a central philosophy of the way that people in the organization are managed and the translation of this into HR policies and practices. To be affective, policies and practices need to be integrated so that they make a coherent whole that is integrated with the business or organizational strategy (Torrington and Hall) Strategic Human Resource Management is the vital factor for an organization to achieve its strategic goals as it has increased in importance since 1980s by considering the following factors which are discussed below: Globalization is the current phenomenon of the world which has integrated all the business environments under one umbrella where Strategic Human Resource Management in only way to show the business what is the actual goals of that business. By its activities business org anization can overcome global needs as SHRM learns organizations to sort out what is their positions and where they want to go in global business arena. Government rules and regulations which are the important issues for organizations, because it affects the organizations, business activities, through its own policy and procedures. An organization which can be overcome these issues through its strategic Human Resource policy, because organizations prepare its staffs, employees, stakeholders to be aware regarding these issues and do accordingly. Knowledge and research based activities have impacted the organization dramatically in todays world, where Strategic Human Resource management helps the organization to nursing their Human Resource management accurately as well as make ready them to overcome future goals. Labour unions which is the combined activities of Labours in the business that has affected the business strategic activities vigorously, but in this place, Strateg ic Human Resource Management gives treatments to them to be proactive and taking initiatives regarding labours demand and benefits which help the organization to meet up the staffs problems. (According to my own understanding) 1.2 The purpose and contribution of Strategic Human Resource Management activities in an organization: Case Study ASDA ASDA is one of the reputed retailer companies of WAL-MART which was formed in 1965 by a group of farmers from Yorkshire and its activities are still mainly based in the north of Britain. It expanded south in 70s and 80s , in 1989 buying rival change Gateways Superstores which is offering shoppers everything from Frank furthers to Diamond rings. ASDA is the second largest food seller that operates 370 stores from where primarily sell groceries and apparel, also the stores which are situated in different parts of the UK sell CDs, books, DVDs, House wear financial services, take away meal etc. The Strategic Human Resource Management of A SDA which has developed its overall activities, because every year ASDA recruits 10,000 workers, 10,000 permanent staffs to work as little as 10 weeks a year. ASDA always targeted people over 50 and it has already employed 22,000 people aged over 50. For managing their SHRM ASDAs employees trainings is the highest in the market. Every year they recruit fresh trainee employee to build a proactive team for the management. (https://www.allbusiness.com/retail-treade/4297631-1.html) As the part of SHRM management ASDA follows following structures of management: ASDA Corporate level Business level Operational level Board of Directors All regional managers Line managers Chief executive officer(CEO) Line Supervisors etc. Country Directors Chairman Chief Financial Officer (CFO) Chief Technical Officer(CTO) Divisional Head By this structure ASDA monitored and supervised all the activities while they ensure the power and position of that structure by its unique policy. For managing Strategic Human Resource Management ASDA assists organization to meet the needs of their employees in the best way they can, so that company goals can be promoted. It also managing people proactively, because it requires planning ways for ASDA to meet the needs of its employees, thinking ahead and also helping the employees to meet the needs of the organization. This process changes the outlook and affects the way things are done at this business site, in others words it help to integrate modern ideas and models into the traditional Human Resource practices to come up with better solutions which not only benefit the employees, but the organization. It helps the organization from the hiring of employees, to the training, assessment and discipline [https://www.mba-tutorials.com/human-resource-management/487-shrm-strategic-human-resource-management.html] For proper employee management by ASDA it has affected the organization significantly, because ASDA be aware about the employees career and development resulting reducing time frame of recruitment and selection process, retention staff in the organization, creates the productivity of the employee by developing training programs. It also arranges career programs for the employee which builds the employees loyalty towards ASDA which gives them unique efforts to fight with competitors in the market. Strategic Human Resource Management is the process of Human resource Management for a long period of time which helps organization to achieve its long term goals. As a part of these activities ASDA maintains high standard of Human Resource Management through its unfair and competitive employees selection, motivation and training which given ASDA to be almost a market leader in the UK super market. It has established companies overall growth, revenue and satisfaction of stakeholders. (According to my understanding during the class period) From the ASDA business site it is viewed that it has announced plans to create 9000 jobs in the UK through a mixture of new stores (20+new stores + extensions to existing stores), product range extensions in terms of non-food selling space named ASDA living and others business expansion like home shopping, online shopping via-ASDA direct. It sounds like an ambitious growth plan, although ASDA needs to keep growing quickly just to maintain its relative market share, where ASDA planed 179000 employees employ in the year. [https://tutor2u.net/blog/index.php/business-studies/comments/asd-goes-for-growth/] President and CEO of Wal-Mart International, Dong McMillan thanked Andy Clarke for his leadership role in the development of the ASDA business during his times as president and CEO and in other roles during his 16 year career at the retailer I am extremely proud of the management team at ASDA and the contribution that each of our nearly 170,000 colleagues makes every to serve our customer. We are very well positioned to continue to win in the UK market [https://your.asda.com/2010/4/12] From the discussion above it has been found that ASDA has been serve the customer promptly through their proactive management team which has impacted ASDA to improve its business growth revenue which attracts stakeholders such as employees, customers, suppliers, government, local community and competitors etc. Nowadays ASDA stakeholders feel confident as they invest as they could. Therefore, as a global company ASDA which is maintain its SHRM policies resulting to achieve overall growth of its business. Conclusion As a part of HRM development ASDA has been taking more initiatives in its operation, because every year ASDA recruited highly educated trainee officer in their organization. As well as they arranges graduate programmes for hunting talents to their organization. Moreover, they provide training for improving the skills of employees and prepared them to perform duties for next designation. There are so many othe rs programs which has been conducted by ASDA such as communication with all levels of employees, stakeholders etc. Therefore, the HRM management of ASDA has got success in its operation by which organization achieves its strategic goals. TASK 2 Task 2 Human Resource Planning 2.1 The business factors that underpin human resource planning and the human resource requirements in an organization: Tesco is considered as one of the Britains biggest and most profitable super market chain and according to the website of Tesco which states that is the darling-of the City. Tesco PLC which is an overseas retailer that principal activity is retailing and associated activities in the UK, China, Czech Republic, Hungary, the republic of Ireland, India, Japan, Malaysia, Poland etc. The main activity of the company is that of retailing, retailing service and financial services, retailing services which includes the companys online shopping channels, Tesco.com, Tesco.direct, Tesco pe rsonal finance (TPF) and dunhumby which is consumer research business. [https://uk.reuters.com/business/quotes/companyprofile?] Tesco is 2nd largest super market in Europe and 4th largest in the World operates 2318 stores in twelve countries around the world and employs 326,000 people. According to Terry Lehy Tesco is market leader in six out of twelve countries it operates in with its largest stores not in Bristol or Birmingham but in Budapest. It operates 1878 stores in the UK, 261 stores in Europe and 179 stores across Asia and plans to open 184 stores worldwide over the next year. In the UK there are 83 Tesco extra stores, 4447 Tesco super store, 161 Tesco Metro stores, 277 Tesco express stores and 910 recently acquired T S stores to be converted. [https://www.corporatewatch.org.uk/?lid=252] Recently Tesco has started business in petroleum named Tesco petroleum as well as it operates Tesco finance and Tesco CNG conversion. Every Tesco involve with so many accusation , joint venture, merger etc. locally and internally. As a part of these expansion activities Tesco maintains high standard of quality staff that have facilitated Tesco to operate its business successfully. However, the business factors that underpins the Human Resource of Tesco which are given below: Human Resource planning is the term use to describe how companies ensure that their staffs are the right staff to do the jobs. Sub topics include planning for staff retention, planning for candidate search, training and skills analysis and much more. Tesco has to consider some external factors such as supply and demand, labour market, image/goodwill, PESTEL, unemployment rate, housing, childcare, competitors, spouse/partner career, location etc. and internal factors such as recruitment policy, HR planning, size of the farm, cost of recruitment, travel time, recognition, temporary part time employees, work culture, growth and expansion, timeliness. [https://www.enotes.com/business/ q-and-a/human-resource-planning-crutial-process-an-172645] All part of these factors influence the Tesco in case of expanding its business locally and globally, but Human Resource management overtake these factors by its unique features such as training, motivating, recruiting, learning, coaching etc. World is changing rapidly, where all the business organization has come to the global umbrella. Every year Tesco has to do so many accusation, mergers and joint ventures all over the world to fulfil the global needs of customers, but for these expanded business activities it requires thousands and thousands skilled employees who have proper local and global knowledge to handle the business swiftly. For example, recently Tesco has started its operation in Asian countries while it requires some skilled people who have local knowledge of Asia, in terms of Asian Language, religion, culture, political and ethical matter. There also need a country director who has capability to lead the business in Asia with his strong hand. He must be well-known about Asian labour market, culture, political and legal situation as well as he should be capable enough to understand language of every people of that country. Manpower is the vital factor for Tesco to operate its business in Asia as it wants to penetrate the whole Asian market chronologically within next couple of years. As part of its activities they should be required to reserve some staffs to employ them in proper expansion. Furthermore, they should be needed for hiring some skilled employees from local organization to overcome competitive market in that environment. Tesco also should be considered employ some local employees by lower cost where they could be given the company better opportunity. Expansion the business outlets which is the continuous process of ASDA as it tries to increase its outlets locally and globally every year, but for expanding its business HRM is the vital issue, because it ensures the overall expansion activities. As a part of that activities ASDA would be required to take following initiatives: Recruiting highly educated employees as a fresh trainee officer. Hiring highly experienced employees from others similar organization. Recruiting staff to adapt with new environment. Giving promotions to tolerate the new business outlets. Recruiting highly experience CEO or Country Director specially for global expansion. Therefore, the requirement of Human Resource is very important issue for Tesco to expand its business locally and globally. So, it should be aware about HR management through proper selection, recruiting, motivation, communications, trainings etc. 2.3, 2.4, 3.1, 3.2: Development of a human resource plan and its contribution on the meeting of organizations objectives as well as purpose of human resource management policies and impact of regulatory requirements on this policies in organization: Human Resource development plan for an o rganization is the important issue to on how the organizations are managing their activities well in the market, this includes following steps: Job analysis which identifies a job regarding specific roles and responsibilities and abilities, skills, qualifications need to perform the jobs successfully. Human Resource planning which is the initiative through which an organization tries to ensure right number of qualified people in the right jobs at the right times. Employee recruitment that is the way for seeking and attracting a pool of applicants from which qualified candidates can be selected for the organizations against of that job vacancy. Employees selections which involves offer the employee for recruitments from the available candidates applied for this job. Performance appraisal that is associated with identifying how well employees are performing their jobs, communicating that information to the employees and taking initiative for measurement their performanc e by their activities, i.e. arranging promotion for good performance. Training and development which help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions. Career planning and development by which organization identifies employees career goals, possible future job opportunities and personal improvement by which it is ensured qualified employees are available when needed. Employee motivation which is the vital factor for any organization which focuses to make employees productive and lower rates of absenteeism and turnover. Every year Tesco collects so many bi-data from different sources from qualified applicant from which they select some people for recruitments. After recruiting they arrange training for fit themselves for their assign jobs. They also motivate staff by giving incentives, bonus, refreshment leave for motivation of employees, resulting a good employees structure for Tesco to implement it s strategic goals. Human Resource plan for an organization is the curse of action by which organization can manage its Human Resources efficiently and effectively by which achieve the organizations objectives. The role of Human Resource functions is explained by the key objectives to be achieved. The following diagram shows the role of Human Resources which is helped to organizational objectives. [https://www.merseyfire.gov.uk/aspx/pages/Leadership_Team/org_chart/hr.htm] Human resource plan can be contributed the organization for meeting its objectives by following ways: It strengthens human resource structures which helps organization to utilize all of the efforts of human resource into the organization resulting to achieve strategic goals. It keeps balance between management of employees management of financial resources which brings results for the organization. It helps organization to create skilled employment by which organization could expand its business l ocally globally. These activities help organization to involving acquisition, merger joint venture etc. in the own country as well as for operating business in the international countries. It ensures good practices for employees employment policies such as promotions, retention, rewards, punishments, health safety rules regulations which ensure the loyalty of employees towards the organization resulting to achieve organizational goals by these joint efforts. Tesco, making a human resource plan to set up a highly skilled person in the branch as a manager by whom it monitored implemented all of the activities in the operations levels. As a result, a lot of outlets which are giving service to customers resulting to achieve good turnovers which make sure the overall goals of tesco.[ According to my own research company websites of tesco] Purpose of human resource management policies in the organization is important factors that ensures the right, rules regulations of employees for doing works in the organization. Impact of regulatory requirements on human resource policies confirms the right of employees employers. These policies focus to ensure the best practices of human resource management achieve organizational goals by employing them. Human resource policies revive all the rights of employees by which the inspire to invest all of the merits talents to the organization resulting to achieve of companys long term goals. These policies include getting best employees in the company paying employees all benefits , ensuring training, ensuring compliance to regulation, implement fair, safe equitable work environments, sustaining its performing employees non- profit human resources. All the policies mentioned above have unique features of its own by which organization can implement all of its strategic goals. For example, Tesco, the largest superstore in UK which is assuring high standard products services for customers through its pe rforming team members while it reserves some rights for employees in the organization which has been sustained each employee management. According to part of that policies, Tesco maintains minimum national wages for employees, fixing up highly pay rates for its skilled employees where the arrange some training programmes, graduate programme, motivation, coaching, face to face discussion which has built its to make relationship with its employees. It also always aware about the health safety policies of its employees as it ensures some free medical treatment, health hygiene training for its employees for ensuring these policies. Tesco nowadays sustainable situation on human resource management. For proper human resource management gives Tesco power to bargain with customers, compete with rivals in price war, making bondage with its stake holders. In an organization regulatory policies ensure discipline of organization because it limits it into its system as well as employees in their organizational activities. More over into increases the loyalties of employees towards employers resulting to achieve organizational goals. Furthermore, it teaches employees to be motivated, dedicative, energetic into their duties as well as ensures their present lives, future lives family lives easier happy. The important matter to consider that these factors protected everyone in the organizations from the discriminations in terms of age, sex, ethnic groups, dis ability etc. while it ensures equal opportunities for all levels of employees making good relationship between employer employees. For example-When Tesco recruits people the meets these regulatory factors in their recruitment process as they make criteria for those people who are vulnerable for our society such as dis able, ethnic groups as well as they prioritize all levels of employees with their equal opportunities policies. In Tesco superstore who is working they do not know what is their origin of country , but they only know that they are the members of Tesco team which makes it very confident towards its staff management. Task 3 Task 3 Reviewing Human Resource Management 4.1,4.2,4.3 : Impact of Organizational structure, culture and effectiveness on Human Resource Management: Organizational structure and Human Resource Management practices are two special factors involved in corporate entrepreneurship which achieve organizational goals. By selecting and implementing the appropriate structure and practices, Human Resource professional can systematically foster and facilities innovation and entrepreneurship within the organization. The more that new and different entrepreneurial activities are needed, the more that complete structural arrangement as well as policy and procedures flexibility are needed. Proper organization structure is important for company to function effectively. Communicating clear paths of responsibility is key for a company to meet the needs the future growth as well as help in streaming the organization. The following diagram which shows the organizational structure for a company. [https://www.edrawsoft.com/Human-Resource-Organizational-Chart.php] There are some important points which are essential for the structure of an organization which is given below: Organizational Chart: Organizational chart which is the ideal manner for mapping the organization. It is an instrument for assessing personnel and managing the work force effectively. An organization which needs to visualize the companys structure in order to find out the role of each employee plays in the Human Resource chain. Human Resource Software: Human Resource Software which assist management of Human Resources to take decisions for the following matter: Succession Planning Organizational development Human Resource management Corporate re-organization Efficient management of resources. An organizational chart is specialized tool used by Hum an Resources professionals to be able to get a solid picture of the organization. An organizational chart is generally deployed in situation when management wants to identify areas throughout the enterprise that present opportunities for downscaling also known as down sighing. Organizational culture is the workplace environment formulated from the interaction of the employees in the work environment. It is defined by all of the life experiences, strengths, weakness, education, up-bringing and so forth of the employees, while executive leaders play a great role in defining organizational culture by their actions and leadership, all employees contribute to the organizational culture. [https://humanresources.about.com] Organizational culture and its environment factors in which organization exist determines the way of managing the organization(Saffold,1988:547).The relationship between Organisational Culture and Human Resources practices can be explained as follows: When the m ember of organization i.e. employees, understand and internationalized the organizational culture which can be said as the way things are done around here, it will enable for employee to choose strategy and behaviour that fit with their personality as well as with the main routines of organization activities. Human Resource Management policies which directly influence and are influenced by Corporate Culture, also significantly impact supply chain members. That is, Human Resource decisions are important because when firms hire personnel that meld with their company culture, these actions enhance shared social knowledge and increase consistency between employee and firm goals (Wilkens Ouchi 1983), shared social knowledge guides employees in making the right decision when confronted with novel situation(Weitz and Jap 1995). [https://findarticles.com/p/articles/mi-qua3705/is-2002o1/ai-n9060287/] Organizational effectiveness depends on having the right people in the right jobs at t he right time to meet rapidly changing organizational requirements. Right people can be obtained by reforming the role of Human Resource function. According to Bratton, JGold.J(2003),Human Resource Management is defined as a Strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices. According to this definition there is seen that Human Resource management should not merely handle recruitment, pay and discharging, but also should maximize the use of an organization human Resources in a most strategic levels. Stuffing, training, compensation and performance management are basically important tools in the Human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Team work among lower levels of staff and the management sh ould be created and maintained to assisting various angles that would deem necessary in eliminating, communication breakdown and foster better relationship among workers. The management should emphasize a good corporate culture in order to develop employees and create a positive and conducive work environment. In the summarization of Human Resource management there should have aim to capture the people element of what an organization is hoping to achieve in the medium to long term, ensuring the following things: It has the right people in place. It has the right mix of skills. Employees display the right attitude and behaviours, and Employees are developed in the right way. An organization which wants to achieve its goals it has to think before regarding the following Human Resource related issues in the organization: Work force planning issues. Succession planning. Workforce skills plan. Employment equity plans. Black economic empowerment initiative s. Motivation and fair treatment issues. Pay levels designed to recruit, retain and motivate people. The co-ordination of approaches to pay and grading across the organization to create alignment and potential unequal pay claims. A grading and remuneration system which is seen as fair and giving proper reward for contributions made. Wider employment issues which impact on staff recruitment, retention, motivation etc. A consistent performance management framework which is designed to meet the needs of all sectors of the organization including its people. [https://ezinearticles.com/?human-resource-management-and-organizational-effectivenessandid=2844811] 4.4 Recommendations to improve the effectiveness of human resources management in an organization: Human Resource Management is the essential part of an organization as it ensures the strategic goals of organization. The effectiveness of Human Resource management could be improved by the following ways- Recruit ing and hiring highly educated and skilled employees for the organization. Training and development of Human Resource plan for the organization. Appraising the performance of employees for preparing them for performing jobs in the higher rank. Motivating employees by giving incentives, bonus, rewards etc. Strengthen communication among all levels of employees. Maintaining regulator factors for employees such as health and safety, pension, promotion etc. Maintaining equal opportunities system into the management. Forming different committee to monitor and supervised the employees roles and regulations such as compensation committee, audit committee, ethic committee etc. Ensuring job rotation and job analysis for each employee at different department. Doing job enrichment for employees. Don’t waste time! 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Ib Biology Enzymes Ia - 1414 Words

Biology Enzymes IA Design Introduction: Enzymes are globular proteins, they are responsible for most of the chemical activities of a living organism. They act as catalysts, substances that affects the reaction of other substances without being destroyed or altered during the process. They are extremely efficient in the body system of living organisms, one enzyme may catalyse over a thousand chemical reactions every second. But there are certain conditions that need to be fulfilled in order for the enzymes to work. Temperature of the environment must be correct for each enzyme because different enzymes will have different temperature ranges in which they can live. pH levels in the environment must also be correct because if the†¦show more content†¦Repeat this for all of the test tubes. Use the stopwatch to count 10 minutes and observe the amount of bubbles being released from the bubbles. After 10 minutes have passed, record amount of bubbles released in each test tube. Pour the hydrogen peroxide and dump the was te material unto the sink and throw away leaf discs, rinse all the test tubes. Record all observed data. This is the experiment Repeat the experiment but instead of using red apples again, use the different vegetables that has been previously prepared. Test tube rack Test tube rack 5Ãâ€"1Ãâ€"1cm potato with 3% hydrogen peroxide 5Ãâ€"1Ãâ€"1cm potato with 3% hydrogen peroxide Test tube Test tube Labeled Diagram: Data Collection and Processing Raw Data Table: Table 1: Amount of bubbles released from each test tube Processed Data Table: Table 2: Mean and standard deviation of amount of bubbles released from each test tube Graph: *Error bars represent the uncertainty of the bubble count of the experiment. Processed Data: Sample calculation of mean amount of bubbles produced: Where: Ex = Sum of all values n = Number of Values Where: Ex = Sum of all values n = Number of Values Formula: Mean= ∈ xn Calculation (Potato): 24+19+28+17+315 = 1195 = 23.80 Mean of potato = 23.80 Sample calculation of the standard deviation of amount of bubbles produced: Where: E = Sum of X =Show MoreRelatedHow Does The Consumption Of A Particular Energy Drink ( Red Bull ) Affect A Human s Heart Rate2211 Words   |  9 PagesIB Biology Cheyenne Cosman Dr. Sigworth March 28, 2015 Heart Rate IA Research Question How does the consumption of a particular energy drink (Red Bull) affect a human’s heart rate during exercise? Bakground Information The human heart has four chambers: two thin-walled atria, which receive blood, and two thick-walled ventricles, which pump blood. While veins carry blood into the atria, arteries carry blood away from ventricles. The atria and ventricles work collaboratively, alternatingRead MoreBIOLOGY GRADE 11 NOTES Essay examples6702 Words   |  27 Pagesï » ¿Biology Grade 11 Exam Study Guide Diversity Taxonomic Categories Domain Kingdom Phylum Class Order Family Genus Species Hierarchy From most general to most specific Binomial Nomenclature System used to identify all organisms on Earth Identifies an organism by its genus and species (ex. Humans-homo sapiens) Developed by Linnaeus in the 18th century Identifying Species 3 methods: Morphology ïÆ'   Form and shape ïÆ'   It is simple but there are natural variations in population Read More Malignant Melanoma Essay4346 Words   |  18 Pageswidespread disease is also appropriate. The more common patient has an early melanoma, and extensive testing is not usually warranted. Routine testing in this situation involves a complete blood count, a chest x ray, and determinations of blood enzymes including lactic dehydrogenase and alkaline phosphatase. If the patient has signs or symptoms of more advanced disease, or if the lesions depth of penetration is sizeable, further imaging studies may be appropriate. These would involve CAT scansRead MoreDevelopment Of The Mammary Gland9524 Words   |  39 PagesUnion Against Cancer (UICC) system. Staging based on the TNM classification system evaluates tumor size (â€Å"T†), presence of cancer cells within local lymph nodes (â€Å"N†) and tumor metastasis (â€Å"M†) (see table IA ). The UICC further groups the TNM data into the stages listed in the table below (Table IB). Neither of stage systems is inaccurate. Thus, to improve the TNM system, a separate pathological/histological classification has been added to allowing better predict both breast cancer free and overall

Public Schools All Over America - 975 Words

Words are extremely powerful. In America today, we have the First Amendment that protects our freedom of speech but, just because you are able to say something doesn t mean that you should. The majority of people have heard the saying, â€Å"think twice before you speak.† This saying is important because you never know when your words will offend someone even if you had no intentions to do so. Two simple words have created a controversy in public schools all over America. These words are, â€Å"Merry Christmas.† Many of us might not even think twice about saying these words to others during the holiday season but, it has been a debate in public schools on whether it is right or wrong because it promotes a specific religion and negates other religions. An article by The Texas Tribune, written by Morgan Smith, announced that â€Å"Merry Christmas† is officially okay to say in Texas public schools. The controversy erupted when cheerleaders of East Texas High School were told that they were not able to carry signs that displayed bible verses on them. A new law was formed in Texas that allowed schools to put up Christmas oriented decorations and menorahs on school property as long as the decorations included more than one religion and did not encourage a particular religious belief. In â€Å"Reflections on Religion† Voltaire discusses the importance of religious tolerance between people. He would agree with Texas’s new law because public schools have to be tolerant of all religions andShow MoreRelatedU.s School Food Regulation For Public Schools Essay1543 Words   |  7 PagesAmerican public schools have poor nutrition, and it causes obesity in teenagers. As a former student of the American public school systems, the condition of the food has been a problem for years. Over the past two decades, obesity has been an issue in the U.S, and it is due to poor school nutrition. 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Organizational Modelling

Questions: 1. Critically evaluate the purpose, components, and functions of business models with reference to both traditional and newer sustainable or technology driven models in a contemporary organization. In your answer discuss how traditional and newer sustainable, or technology driven business models may differ from each other. 2. Analyse and compare the business model of Alibaba with that of a traditional retailer such as Farmers Trading store OR Briscoes, explain Alibabas complexities and the ways in which it uses technology to generate revenue. Answers: (1). What is a business model? A business model is nothing but the method of doing business in to generate revenue from the customers. It just narrates the way in which the business works. This model includes the A to Z about the business ranging from the investment, the target audience, the marketing strategy, production techniques, partnership information and revenue generation. The term business model made its first appearance in an academic article that was published in the year 1957 ("What Is the Purpose of a Business Model? 2016). The business model contemplates the market in every angle possible that it must be sure of it in theory before investing actual money on the business. The business models have clear description of what the business sells or offers, who the consumers are and what they require to be satisfied. Purpose of a business model The purpose of a business model is to determine how the business would operate and result in making money for the investors. It should consider who the customers are and how the revenue is generated. This serves as an official document that carries all the necessary information of the company and its functions. The business models are all about creating a demand and a value for the target audience in the market ("Business Model: What It Is and What It Is Not", 2016). The people who run the business must know their customers and the model are to be made with respect to the preferences of the consumers. Knowing the key business processes that are involved in the business is of primary importance. The business must have some uniqueness in the competitive market. The propositions that the business has must be strong enough to sustain among the competitors. This would determine the degree of your importance among the consumers (Osterwalder Pigneur, 2013). The purpose of the business mode l is to achieve the objective of the business. Components of the business model The various components of a business model are the resources people, knowledge, technology and other assets which assist the business activities. The resources like raw materials and finance are the foremost components of a business. Manpower is the next component which executes the goal of the business. Nowadays technology has become a vital component of the business model and has made the business smarter, faster and perfect (Osawa, 2016). There are many assets like websites; machineries, technological tools and storehouse also form the important components of the business model. A business has several processes involved in its operations like acquirement of goods, establishing a store for showcasing it to the consumers, fixing prices and thus selling. There should be enough thought put out in the business model to create a demand for the products or services through proper marketing among the customers. The audience would never go for the products unless they are attracted towards it in some way. The partners of the business like dealers, suppliers, delivery men are also considered as the valuable components of the business model etc. (Lunquist, 2009). Above all, knowledge is considered to be the inevitable component of the business model. Unless there is knowledge and creativity, a business cannot survive. Clearly, there must be some innovation to stand out from the crowd of businesses that rise and fall in the market. Functions of the Business Model There are many functions of a business model. The business model creates value for the users of the product. It also identifies a market segment which is useful to the consumers. It defines the structure of the value chain needed by the firm. It specifies the methods to generate revenue for the firm. The cost structure and the profit potential for the product are estimated by using the value proposition and the value chain structure. It identifies the competitors in the market and also shows the position of the firm with the knowledge of suppliers and customers. Moreover it helps in formulating a new strategy to overcome the rivals in the field (Zhou, 2013). Traditional business model Traditional business models lacked the usage of technology and communication. Formerly, the business models were not much sophisticated. It was like bait and hook business model or razor and blades business model. In this model one product is sold at a low price and another product is sold as a complementary good or freebee. For example, razors and blades. Razors were the baits and blades were the hooks (Hedman Kalling, 2003). The customers could be enticed to buy the product by giving them the product for a free trial. Tying was another model in which the customers are tied to buy an undesired product along with their desired product. For example, a low quality pencil with a washing soap. Technology driven business model The traditional way of doing business slowly changed with the emergence of advanced technology and communication. It improved the productivity and efficiency of the business. Of late, all businesses adapted the change brought in by the information technology and the internet. The technology enables the customers as well as the businesses to access to a lot of data and information. The business models for the music recording and news industries were changed completely because of the internet. Many traditional businesses failed because of the entry of dot.com in the 20th centuries (Gilbert, Henske McGahan, 2010). Today business planning, marketing, shipping and communication are made efficient with the use of technology. Difference between traditional and technology driven business models Traditional business model was designed for a longer time. But the change in the technology is so fast that the technology driven business model has to be changed very often, at least once in six month. The technology has brought lots of benefits for the management such as minimizing the cost of production and maximizing the profit. In the beginning of the early twentieth century, the business people used landline phones and posts to communicate with the customers (Osterwalder, 2004). But nowadays instant messaging is possible through various technical tools like email, mobiles and couriers. The image of the products is accessed by the customers for verification through mobile and the customers orders are delivered the next day through courier. This was not possible in the traditional business model (Chesbrough, 2010). All businesses have to adapt to the change in the technology to survive in the competitive business market. (2). Alibaba an online retailer Alibaba Group Holding Ltd is a private Chinese ecommerce giant that tops the business market in retailing. It is an online retailer in China but the biggest online retail company in the world when taken into account the immense business that is being handled in the website. This company has more than 350 million active users as of 2015. The Alibaba can be explained as a perfect blend of websites such as Amazon, eBay and Paypal with Chinese characteristics. The model of business that Alibaba handles is that it does not acquire any sort of good from the suppliers but acts the role of a middleman and just connects the customers with the sellers. This can be compared very much to the eBays business model. The business model of this company comprises three web portals such as Alibaba, Taobao and Tmall (Johnson, Christensen Kagermann, 2008). All these websites are ecommerce website just connecting the various types of buyers with the sellers. Taobao is one of the biggest websites of Aliba ba in which there are nearly a billion products and a whopping sum of 7 million sellers in this website alone. The highlight of Taobao is that merchants selling their products in this website need not pay any money to sell their products over the website. Instead they have to pay Alibaba for the purposes of advertising. This model is targeted for small merchants and Tmall on the other hand is for bigger companies where even Apple opened a store recently ("India Suppliers, Factories, Traders, Manufacturers from the worlds largest online B2B marketplace-Alibaba.com", 2016). Tmall had an annual promotional day to reward buyers with discounts called the singles day in 2009 and it was a humongous hit. This model is much like that of eBays. The sellers pay a small amount to the company so as to have listings and have access to tools like checking the number of visitors for their listings, page views and reviews placed by the customers and so on. The website also earns revenue through onli ne payment portals. The key point that needs to be noted is that Alibaba does not have warehouses of any sorts and only handles the website alone. The other important element in the business model of Alibaba is its relationship with Baidu, a leading search engine in China. This search engine would not show any results from Taobao and Tmall as it blocks the Baidus spider from indexing the sites. This way, the shoppers have to no other choice but to go directly to the website to see check their product needs. This is how Alibaba generates revenues through online advertising as the search results have ads on the side of the websites in Taobao and Tmall (Gupta Bijlani, 2012). Briscoe on the other hand is one of the biggest retail companies in New Zealand. The Head Quarters of this is situated in Auckland. The main retailing that it does includes home wares and sporting goods in its stores al around New Zealand. The physical retailing is one of the most difficult fields to survive in currently with the advent of ecommerce and online retail stores. Even if it manages to struggle through there are numerous competitors that are already having huge successes before them. This company is associated with nearly 50+ brands that come from a variety of suppliers and dealers ("Alibaba Group", 2016). The company was established in the 1970s and with that it has generated a whole lot of consumer base with its authenticity. Even though this is a publically listed company most of the shares are owned by RA Duke Trust. This business model was purely based on the perspective of the consumers and the value creation with innovations in the home wares and the sporting goods. Rodney Duke was the person who took the company when it was in huge loss in the year 1980 and made it profitable in the coming years (Fernando, 2016). He has literally toiled so much in the retail industry that he was able to make the business profitable again under his management. The aspects of the business model of Briscoe is that it follows certain codes of conduct that appeals to the customers that prefer the company over other brands that are available in the market. The companys primary motto is to be truthful to the customers no matter what their selling strategy is. They wanted to abide by the law and never to surpass it even in the littlest of amounts. They valued their customers the most and built a trust and a brand name so trust worthy that they would be remembered in the years to come (Chesbrough, 2010). This shows how the business models of both Alibaba and Briscoe differ a lot as they are both in the retail business but follow two entirely different types of business models. The thing is to select which model appeals to be comfortable for the shareholders and the business CEOs to work on the company. The Briscoe has been in the market for over 5 decades and has not relatively touched the revenue generated by Alibaba as the website is instantly available to anyone in any corner of the world ("Alibaba Group", 2016). But Briscoe is a physical store that needs to be established in different parts of the country in order to be available for the customers to be accustomed. This shows that the digital era is slowly wiping of the traditional ways of business models. This is how the global business market operates. It changes overnight and it is the duty of the CEOs and the people of various companies to keep them updated on the changes that happen day-to-day. The era that has begun for the online retailing would one day be the sole leader in the retailer stores where there would simply be manufacturing units and warehouses (Gupta Bijlani, 2012). We would be ordering stuff from our homes with the press of a button and the logistics will deliver the products to our doorstep. It is not very far away. References 4 Ways the Digital Age Transformed Traditional Business Models. (2015).Inc.com. Retrieved 25 May 2016, from https://www.inc.com/bubba-page/4-ways-the-digital-age-transformed-traditional-business-models.html 6 Functions of a Business Model. (2008).ServiceXen Thoughts about Software Strategy, Marketing and Management. Retrieved 25 May 2016 Alibaba Group. (2016). Alibabagroup.com. Retrieved 25 May 2016 Business Model: What It Is and What It Is Not. (2016).Sciencedirect.com. Chesbrough, H. (2010). Business model innovation: opportunities and barriers.Long range planning,43(2), 354-363. Fernando, M. (2016). Introduction. InLeading Responsibly in the Asian Century(pp. 1-8). Springer International Publishing. Gambardella, A., McGahan, A. M. (2010). Business-model innovation: General purpose technologies and their implications for industry structure. Long range planning,43(2), 262-271. Gilbert, J., Henske, P., Singh, A. (2003). Rebuilding big pharma's business model.IN VIVO-NEW YORK THEN NORWALK-,21(10), 73-80. Gupta, S., Bijlani, T. (2012). E-Commerce in Asia: Challenges and Opportunities.Asia Business Insights. Hedman, J., Kalling, T. (2003). The business model concept: theoretical underpinnings and empirical illustrations.European journal of information systems,12(1), 49-59. India Suppliers, Factories, Traders, Manufacturers from the worlds largest online B2B marketplace-Alibaba.com. (2016). Johnson, M. W., Christensen, C. M., Kagermann, H. (2008). Reinventing your business model.Harvard business review,86(12), 57-68. Lunquist, S. (2009).U.S. Patent No. 7,624,057. Washington, DC: U.S. Patent and Trademark Office. Lunquist, S. (2009).U.S. Patent No. 7,624,057. Washington, DC: U.S. Patent and Trademark Office. Osawa, J. (2016).How to understand Alibaba's business model.Market Watch. Retrieved 25 May 2016 Osterwalder, A. (2004). The business model ontology: A proposition in a design science approach. Osterwalder, A., Pigneur, Y. (2013).Business model generation: a handbook for visionaries, game changers, and challengers. John Wiley Sons. What Is the Purpose of a Business Model? (2016).Smallbusiness.chron.com. Retrieved 25 May 2016 Zhou, S. (2013). Logistics bottleneck of online retail industry in China. Journal of Supply Chain and Operations Management,11(2), 1-11.

The Case †Boeing Commercial Aircraft Comeback

Table of Contents Introduction Reasons of downfall of Boeing Remedial Measures taken Future Demand Business tactics being followed Conflicts Recommendations Introduction The Boeing Company was started by William Boeing in 1916, in Seattle. The initial name was Pacific Aero Products Company that was later (1917) changed to Boeing Airplane Company. It was in 1919 that Boeing made history by carrying the earliest international mail.Advertising We will write a custom case study sample on The Case – Boeing Commercial Aircraft: Comeback specifically for you for only $16.05 $11/page Learn More Their association with the US military started in 1923. Until 1950, Boeing kept a low profile, but in 1950, based on speculations, it took a massive risk in deciding to manufacture a bigger aircraft that would serve a dual sales purpose; to military and to commercial airlines. The aircraft was named Dash 80 and the aircraft was ready in 1956. In 1966, Boeing de veloped the world famous 747. For the first time, Boeing ventured into sub-contracting of work. Most of the work of 747 was sub-contracted to Japanese companies Kawasaki, Fuji and Mitsubishi. During the years, Boeing has taken over companies like Vertol Aircraft Corporation (1960) and Hughes Space and Communications and also had a merger with Rockwell International aerospace and defense units (1996) and McDonnell Douglas (1997). After the debacle in the mid 1990s, Boeing staged a comeback in the year 2006. Its main competitor was Airbus. By mid-2006, it was able to garner sales orders for its newest entrant, the super-efficient wide bodied 787, apart from the existing 737 and 777 jets. Now Boeing has five aircraft â€Å"families† that differ in their size and capacity namely, the 737, 747, 767, 777, and 787. These have different seating capacities, ranging from 100 to 500. Each family again comes in different variants. On the other hand, Airbus has four families namely, the A 320, A300/310, A330/340, and A380. The seating capacity ranges from 100 to 550. It will better to understand the factors owing to the comeback of Boeing if we first evaluate the reasons of its downfall. The purpose of writing this report is to ascertain the factors leading to the comeback of Boeing Commercial Aircraft in the aviation market. Reasons of downfall of Boeing Owing to the competition and subsequent drop in the sales of its aircrafts, Boeing could not meet its breakeven point which, at that time, was 250 to 270 aircrafts. The development costs were also too high. Boeing spent almost $5 billion on the development of the 777 and $8 billion on the 787.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The performance of the airline industry and the demand of aircrafts are related in the sense that if the airlines are doing well, the demand for newer aircrafts will keep on pouring in, but if the airline industry is facing a slump, it will have an effect on the demand of aircrafts as well. After the terrorist attack in 2001, there was a steep decrease in airline travel and consequently, the demand of new aircrafts decreased. Figures reveal that the global airlines, as a whole, lost about $40 billion during the period 2001 to 2005. There are various other factors that lead to the low traffic turnover in the airlines industry; number of employees, multiple job performance, in-flight services, choice of airports, etc. After January 2004, there was a surge in jet fuel prices; more than doubled. As a result, the cost of jet fuel took 25% of the total operating costs, as compared to 10% in 2001. One of the major setbacks for Boeing happened in 1990, when the company decided to lower their prices in order to gain market share. The company also increased the production capacity subsequently to which, it had to hire thousands of extra workers. These workers had been b orrowed from the suppliers of Boeing. This was again an insane decision by the company. The suppliers fell short of labor and could not deliver the components on time. As a result, the production was delayed and Boeing had to shell out penalties to the tune of $1.6 billion. Remedial Measures taken Boeing learnt a bitter lesson from this debacle of 1990. The company then decided to follow the â€Å"Moonshine Creative Philosophy† and the policy of â€Å"Lean Production†. The company sent teams of its executives to Japan in order to study the manufacturing system of leading manufacturers of Japan, especially Toyota. The lean production system was evolved by Toyota, in place of the normally used mass production system. Ohno Taiichi, an employee of Toyota, was the one to develop this system. Ohno visited the US plants of Ford and was of the opinion that the mass production system was not good. He pointed out three major problems. Firstly, in mass production system, huge sto rage capacities are required to store huge inventories. This involved huge amount amounts of money for the warehouses. Secondly, if there is a defect in mass production system, a huge lot would be rejected because of the defect. This again will incur huge losses. Thirdly, the mass production system doesn’t allow customer specific production. Because the products were manufactured in bulk, hence any single product could not be different from the others. Further, Boeing executives noticed that large machineries were being used to manufacture small parts.Advertising We will write a custom case study sample on The Case – Boeing Commercial Aircraft: Comeback specifically for you for only $16.05 $11/page Learn More So they decided to invent new smaller machineries. Teams called â€Å"moonshiners† were formed for this purpose and were given the task. The team noticed that 80% of the components were less than 12 inches long, whereas much lo nger machines were being used. Adhering to the new systems of lean production and moonshine, the huge machineries were replaced with smaller ones that could be moved freely. One of the innovations of the moonshiners was the system of loading and fixing the seats. Initially, once the chairs were delivered, wheels were attached to each of them and transported in a container to the area near the aircraft. The container was lifted by an overhead crane and brought to the level of the aircraft’s surface. The seats were then rolled inside the aircraft and then fixed. This was a very time consuming job. The moonshiners invented a new method of loading the chairs through the passenger door. This process consumed almost 6 times less time. This change reduced the time of production to a great extent. The company could make customer specific products also and finally, big warehouses were not required due to the implementation of the just-in-time inventory system. These measures decreased the cost to a great extent. Apart from the inventions made by the moonshine teams, Boeing adopted various other measures to control the cost and expenses. One of the most important decisions was to change from the static line of assembly to the moving line of assembly. Normally, aircrafts are placed on platforms with ramps all around. Workers move in and out to bring parts and fix them. Once the work at a particular workstation is finished, moving the aircraft to another workstation is a cumbersome process. The aircraft has to be brought down on a moving platform and then slowly moved towards the other workstation. This involves too much time. So in 2001, Boeing installed a moving line of assembly at its Renton plant near Seattle. In this system, the aircraft is mounted on a platform that keeps moving at a speed of 2 inches per minute. The workers have enough time to fix the components. The platform passes through various stations where parts automatically arrive at the time they a re needed. This process involves lesser time and all the work is done in a systematic way. Each workstation has its own light system that has different lights for different status. So if there is a problem in any workstation, it is immediately detected and resolved. The effect of all these new methods was visible gradually. By the year 2005, the time required for assembling a 737 was reduced from twenty two hours to eleven hours. Also, the work in progress inventory was reduced by 55% and the stored inventory by 59%. All the production lines, except that of the 747, have been changed from static to movable.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Future Demand The future demand of aircrafts is mainly based on three aspects namely, speculations about the future worldwide economic growth, future demand for air travel, and the financial conditions of the world airlines. Both the major aircraft manufacturing companies Boeing and Airbus have their own predictions. According to Boeing’s 2006 report, the world economy was supposed to grow by 3.1% per annum, to be continued till the next 20 years. This projected growth was supposed to generate a growth of 4.8% in passengers and 6.1% in cargo. Based on these figures, Boeing came out with the figures that an estimated 27,210 new aircrafts (1360 per year) would be required within the next 20 years. The value of these aircrafts was put at $2.6 trillion. It is expected that out of these new aircrafts, 9580 will be replacements for those aircrafts that will have retired from the flying service. As per estimates, by 2025 the total number of aircrafts all over the world will be 35,97 0. In 2005 the figure was 17,330. Further, it is expected that North America will place almost 28% of the new orders, Asia Pacific 36% and Europe 24%. Business tactics being followed Owing to the profitability of the 747, Boeing had an upper hand in the larger jet segment. The 747 was the most profitable aircraft of its times, that gave Boeing a monopoly. But since the design was very old (1960s), it was sort of out dated. Moreover, many people believed that a new super jumbo aircraft with up to 900 seats would be in great demand. So during the 1990s, Boeing and Airbus initialized plans to develop a new aircraft in place of the old 747. Initially it was agreed between Boeing and Airbus that the project would be a joint one but later (1995), Boeing backed out saying that the costs were too much and the demands were not certain. So Airbus started working on the project on its own. The proposed aircraft was named A3XX, with a capacity of 500 passengers. Airbus forecasted the demand of such aircraft to be around 1,400 over the next 20 years. The cost of development was estimated to be around $9 billion which ultimately rose to $15 billion. In response to this, Boeing started drafting plans for newer versions of the 747 family namely, the 747-500X and the 747-600X. The 747-500X was to have a capacity of 460 passengers and a range of 8,700 miles and the 747-600X 550 passengers and a range of 7,700 miles. But in 1997, Boeing withdrew its plans citing limited market and high development costs ($7 billion) as the reasons. The company also considered the fact that the bigger wing span of the new versions of the 747 would require airports to modify their gates. Another reason cited by Boeing was that due to the increase in â€Å"point to point† flights across oceans the demand of such big aircrafts would not be too much. Instead, Boeing planned to come out with new versions of the 767 and the 777 that would have the capacity of flying up to 9,000 miles and passeng er capacity of 400. However, Airbus carried on with its plans to develop the A3XX mentioned earlier. In December 2000, the board of directors approved the development of the aircraft. The name given to the new aircraft was A380. The development costs were put at $12 billion and the plane was scheduled to start operation in 2006. Singapore Airlines was the one to start the operations. The aircraft was supposed to have twin decks, more leg room, and wider aisles. The capacity would be 555 passengers. According to Airbus, their new version would be able to carry 35% more passengers than the 747-400. Moreover, the cost per ticket would be 15 – 20 % less. It also stated that no change was required at the airport to accommodate the A380. But it was observed that London’s Heathrow airport had to spend about $450 million to make way for the aircraft. Eighteen US airports also had to spend around $1 billion to make changes at their respective airports. In response to this, in M arch 2001, Boeing formally made the announcement that it’s new â€Å"sonic cruiser† was capable of carrying 250 passengers with a flying capacity of 9000 miles. The speed was said to be just a little less than that of sound. The company claimed that the new aircraft would reduce the transatlantic journey by one hour and the transpacific journey by three hours. It was planned to make the sonic cruiser with low weight carbon fiber composites. This would keep the operational costs to a minimum. The offer seemed very interesting but due to the downslide in the aviation industry due to the 2001 disaster, both the parties became less interested. Again Boeing came up with another proposal. This time the conventional aircraft was to be developed using composite technology. The plane was given the name 7E7, where the ‘E’ stood for â€Å"efficient†. In 2005, the plane was renamed as 787. In April 2004, the 7E7 was launched with in-hand orders of 50 aircrafts worth $6 billion. The company that gave the order was Japan’s All Nippon Airlines. This was supposed to be the largest single order in Boeing’s history. The 7E7 was supposed to carry 200 to 300 passengers for up to 8500 miles. It had twin engines, two aisles and the body was quite wide. The features were suitable for long point to point flights. The plus point was that this version was a step ahead of its closest competitor, the A330-200. The 7E7 could fly 750 miles more than the A330-200. Another positive aspect of the 7E7 was that it was lighter and as such would consume about 20% less fuel. The seats and the aisles were also wider. The windows would be larger for a picturesque view. The 7E7 would gather pressure 6000 ft altitude as compared to the normal practice of 8000 ft. the humidity was to be 20 to 30 %. The estimated cost of the 7E7 would be $7 to $8 billions and the scheduled launch was in 2008. It was decided that almost 35% of the plane’s fuselage an d wing structure would be built by Boeing itself and the remaining work was planned to be subcontracted to various companies. The Japanese companies that had previously worked for Boeing namely Mitsubishi Heavy Industries, Kawasaki Heavy Industries and Fuji Heavy Industries were subcontracted 35% of the work and around 26% of the work was subcontracted to Italian companies, mainly Alenia. Boeing also convinced the subcontractors to bear some share of the development costs. Boeing’s wide bodied plant at Everett, Washington was selected as the assembling place. The subcontracted work was supposed to be done by the subcontractors at their facilities and then shipped to Everett. In order to speed up the assembling, the parts from the subcontractors were proposed to be airlifted. The assembling time was also reduced to three days. Boeing was able procure good orders for the 787. In 2004, it booked 56 orders, in 2005 – 232 orders and in 2006 – 85 orders. The total was 373 aircrafts. The figures were beyond the breakeven point. Seeing the response of the 787, Airbus also announced its new model, the A350 that would compete with the 787. The capacity of the A350 was similar to that of the 787 (200 to 300 passengers). It was also made of composites. But unfortunately, Airbus could not garner that much response. The airlines were hesitant in placing the orders because they were of the opinion that the A350 did not match the 787 in quite some respects. The operating efficiency was not up to that level, the flying range was less and there were lesser amenities for the passengers’ comfort. Conflicts Due to the competition between Boeing and Airbus, there have been a lot conflicts and tensions between the two companies, with both companies blaming each other of enjoying unfair government subsidies. Airbus was able to get $13.5 billion as government subsidies from the period 1970 to 1990. A maximum of this amount was in the form of low interest lo ans. In 1992, both the companies reached an agreement to rubbish their differences and conflicts. The European Union negotiated the pact according to which the subsidies were fixed at 33% of the total cost of production of a new aircraft. This amount was supposed to be repaid, with interest, within a period of seventeen years. The indirect subsidies were fixed at 3% of the country’s annual commercial aerospace revenue. Recommendations If Boeing Company wants to continue being a feasible aircraft manufacturer, it should stop bothering about the short term gains. It should also stop investing in non-profitable ventures of developing new versions of aircrafts. This case study on The Case – Boeing Commercial Aircraft: Comeback was written and submitted by user Brian Nieves to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.