Adv & Disadvantages of Leadership Development Methods Essay Example for Free

Adv Disadvantages of Leadership Development Methods Essay Professional qualifications that require refreshing will be supported if they are an essential criteria for the post| * Trust induction * Trust Essential Update training * Manual Handling * Professional re-registration training * PRINCE2, MSP, LEAN| * Provides an understanding of how the Trust works * Provides health and safety training * Sends out a clear message that professional registration is recognised, important and is supported| * Trust induction training tends to be very generic and does not necessarily relate to the job role * Training for re-registration is not always timely * Is dependent on funding * Cost implications of ensuring that the training budget can cover training| Elective Learning| Courses that are not part of the essential criteria for the post will be deemed to be elective and will be subject to the trust policy on supported learning| * Courses identified as part of the personal development plan * Influencing skills * Negotiating skills * MS Project/Other IT Skills * Meets specific needs for the individual * Can be delivered by others in the team or by a generic course * Ensures that leaders are given requisite skills| * Some generic courses do not cover specific requirements * Is dependent on funding being available| Work Assignments| Work assignments will be seen as an opportunity to help leaders develop specific competencies or practice key behaviours. * Specific goals will be set as part of personal development plans * Feedback on progress will be done either via formal appraisal or by 1:1 feedback with line managers| * Reiterates the message that lessons can always be learned * Gives leaders the growth opportunities to put theories and models into practice * Learning by doing| * Unless well managed there is a tendency to concentrate on ‘getting the job done’ * Opportunities are not always recognised or used to the full advantage| Special Assignments/Initiatives| Involvement in short-term assignments or initiatives either generated from within the team or as part of a project team| * Attendance at programme or project board meetings * Involvement in assignments/initiatives

Employee Development Plan: Importance and Applications

Employee Development Plan: Importance and Applications Employee Development Plan Running Head: EMPLOYEE DEVELOPMENT PLAN Abstract With the nation’s economic turmoil still lingering it is more important than ever to develop plans that will encourage employees to remain with the company. Employee turnover is a crucial issue when it comes to the current economic standing of America. Each time an employee leaves the company the company loses the money it spent training and developing that employee for the future with the company. The training, classes, and cross skills the company has invested in the employee then benefit the new company. Because this situation costs the company money, a new employee development plan has been designed in the hopes of improving employee retention rates in the future. Employee development allows for the development of the employee so that they can better equip themselves for their career choices. It is important to support their desire to develop more fully at work, while at the same time not investing money that walks out the door and to the competition. This design allows the company to support and assist the employee desire to develop in career skills and to feel that the company supports the loyalty he or she has shown by years of service while encouraging education as well as cross training. The organizational consultant, per the research information and plan, challenges the organization to embrace the detailed plan to further develop each valuable employee. No matter what, organizational leaders must see the value in employee development and be willing to make the effort to show loyalty to its employees. Employee Development Plan With the nation’s economic turmoil still lingering it is more important than ever to develop plans that will encourage employees to remain with the company. Each time an employee leaves the company the company loses the money it spent training and developing that employee for the future with the company. The training, classes, and cross skills the company has invested in the employee are then benefiting the new company. Because this situation costs the company money, a new employee development plan has been designed in the hopes of improving employee retention rates in the future. Ebbert Hubbard, the prominent American philosopher and writer, once said, â€Å"One machine can do the work of 50 ordinary men, but no machine can do the work of one extraordinary man† (Goldstein, 2003). His statement seems to be more pertinent than ever in the contemporary context of commuting from organizations focused on tangible assets like land or property to organizations relying on intangible assets such as creativity, knowledge, or problem solving. Statistics show that more than 50% of the Gross Domestic Product generated by developed economies is based on knowledge—information technology (IT), education, and pharmaceuticals being the key sectors that account for the impressive percentage (www.yourpeoplemanager.com). This means that humans have become the major resource for modern companies. Consequently, their development and education are the major levers conditioning the organizational growth. For that, leaders must understand the value of their employees and develop them for organizational and employee benefit. This research defines employee development and addresses why organizational leaders need it. The research proves the link between employee development and company growth while sharing the benefits of employee training and development. Then the research outlines a plan that addresses hiring, training, development based on time, promotion, and education. Lastly, the conclusion calls leaders to action to realize the importance of, and build the plan for, developing their employees. What is employee development and why do we need it? Before starting to analyze the correlation between these two aspects, a clear picture of what employee training and development mean could prove extremely useful. First, a clear delimitation should be made among three concepts that people often confuse. These are education, training, and development. The first one consists of preparing an individual’s mind in a framework that is different from the organization. The second refers to attending courses aimed at improving skills, knowledge or attitudes for appropriately achieving a certain task within an organization, while the third is the natural result of the first two and is represented by the growth of the individual in terms of ability, understanding and awareness (www.accel-team.com). This triangle proves to be indispensable to company performance as it allows employees to account for more tasks that are difficult. In addition, it accommodates newcomers to the organization’s performance standards and helps them act w ithin the same competitive pattern responsible for the company’s success. Further, it enhances the organization’s efficiency and effectiveness, it responds to legislative requirements regarding health or safety, and sets an adequate framework for informing employees on changes that have been made and the courses they have to attend in order to cope with modifications. Detecting the personnel’s needs requiring employee training and development programs is very difficult. However, task as managers can rely on various sources such as common sense (for instance, the implementation of new technologies undoubtedly represents a solid reason for training) and negative aspects that statistics reveal (the decrease of output per employee, lower performance indices, behavioral problems like absences, sickness, lateness etc.). Furthermore, government recommendations, predictions, specialists’ advice, alarm triggers pulled by specialized journals or confessions made by other organizations which have encountered a certain problem also are other sources on which task managers can rely. Training and development may be achieved in both formal and informal ways. The former category implies attending courses held by internal or external managers who usually combine impersonal lectures with interactive activities like role-playing or simulation, forums, tests, case studies presented with the help of video and computers. The latter category is a non-official one, and is mainly based on the employees’ ability to draw their own conclusions after observing other workers, participating in meetings, rotating jobs within the organization or temporary assisting employees from another company, autodidactic teaching by reading texts or viewing video tapes, being a member of a research team and so on (www.accel-team.com). Measuring the outcome of such training and development initiatives is a very difficult thing to do because results are rather qualitative than quantitative. Still, managers may observe if the effectiveness and efficiency of their employees have increased by analyzing the number of customer complaints or the time in which a certain task has been performed. They can also notice a faster accommodation of new employees, more effective use of machinery, a higher job satisfaction reflected in performing more qualitative services to the client (and thus attracting new customers), fewer accidents etc. Managers can also draw some conclusions concerning the employees’ loyalty or the improvement of their qualification allowing them to contribute to tougher tasks or other positions within the organization (www.accel-team.com). Researches proving the link between employee development and company growth Undoubtedly, employee development has a significant impact on the customers’ satisfaction and the employees’ ability and willingness to solve crisis encountered by the organization or to adapt to changes occurred in the business environment. Through training and development, a company’s personnel may gain the necessary expertise for approaching new markets or technologies, thus inducing cost savings in the end. Additionally, employees value trainings because these are seen as strategic investments that the organization accepts to make because of the huge trust it has in its personnel’s potential. Therefore, employees will embrace a positive and enthusiastic attitude towards the organization concerned about their intellectual evolvement and will work harder for helping it achieve its mission and goals (Gross, 2000). The link between employee satisfaction, customer satisfaction, and financial performance has also been outlined by AC Nielsen through its market researches or by Sears through surveys carried out on its retail stores (Goldstein, 2003). Another research survey, carried out by Sirota, Mischkind, and Meltzer (2005), on a sample of 2.5 million employees, highlighted that companies boasting high morale had the tendency to outperform competitors. Moreover, the research emphasized that out of 28 companies having almost 920,000 employees, the share price of 14 (known as high morale firms), had an average increase of 16% in 2004, while the share price of 6 (known as low morale firms) had an average increase of only 3%. The results were significant when compared with the industry average of 6%, calculated for 9,240 companies (http://knowledge.wharton.upenn.edu). In conclusion, higher morale and enthusiasm lead to increased financial performances. As employee development and training are said t o be rewards boosting the personnel’s positivism and satisfaction, they may be considered inherently linked to company growth. Benefits of employee training and development A major benefit of employee development is increased productivity. Because of the courses he or she attends, an employee may learn advanced techniques that lead to higher efficiency and effectiveness in performing tasks. For instance, if a company’s bookkeeper is sent to an Excel course, this will be taught several shortcuts that will help him or her comply faster with his job requirements. On one hand, this means that he or she can perform other activities that would have otherwise required hiring new employees, and spending more money. On the other hand, increased efficiency results in prompt accountancy reports and ledgers that may be timely consulted by managers in order to make operative decisions. This means shorter time, and consequently, less money spent. A second benefit of employee development refers to reducing turnover. Researches that have been carried out with regard to this issue have emphasized that an employee’s trajectory within an organization has the form of a parabola. In the beginning, he is enthusiastic about his new job and learns everything he needs in order to live up to the company’s expectations and gain recognition for his well-done work. This ascending trend (or honeymoon as Sirota calls it) lasts five or six months until the individual reaches a climax where routine comes into the limelight. Thus, he continues to do his job for a certain period, but as nothing new appears, the employee decides to leave the company and try something different or look for another challenge. Yet, Sirota’s (2005) research shows that 10% of the companies surveyed succeed in ensuring a prolonged honeymoon throughout the entire career to their employees because they understand the difficulty of â€Å"being enthusi astic about an organization that is not enthusiastic about you† (http://knowledge.wharton.upenn.edu). Consequently, they implement development programs that help employees seize opportunities and prepare for complex tasks that might reveal numerous latent skills or abilities. Additionally, employee development may be presented as a supplementary path to job security that has become a top need after the collapse of high-tech companies and September 11, 2001. A perfect example of a high-morale company in these terms is Southwest Airlines, which, after the terrorist attacks in September, stated: â€Å"We will take a hit in our stock price and not lay off anybody† (http://knowledge.wharton.upenn.edu). Furthermore, training and development can exert a positive influence in the recruiting process. First, managers may wish to hire an elitist who does not correspond to job requirements because of a certain skill. If the company is ready to offer trainings for developing the missing feature, it could win a valuable employee who may be responsible for future performances. The following is an example: A person applying for the PR executive position may be rejected because he or she does not correspond to a single requirement such as updating the company’s website. Although he or she is a performer and a fast learner, the organization prefers to hire a less brilliant candidate who poorly meets all the requirements instead of investing some courses in the first one. Such a decision may greatly affect the company’s performance and image. Secondly, development programs may prove enticing enough to potential employees. Therefore, the company can use them in order to attract the desired staff capable of inducing the organization’s growth. Thirdly, if existing employees are trained for different or more complex tasks, these may become eligible for vacant positions or may handle a wider range of activities. In this context, the company saves money by reducing its need to hire. Fourthly, development consists of rewarding loyal employees who after learning new skills are promoted to higher positions. This also accounts for a company’s performance. Lastly, development strategies allow employees to be more independent or, in other words, they give them wings to fly. This autonomy cuts off the supervision costs, thus increasing the company’s efficiency, and inherently, performance (Gross, 2000). Employee training also plays a major part in maintaining a work/life balance. This is essential for the organization’s health because the employee burnout phenomenon can decrease productivity or can have other negative consequences like: sickness, lateness, absenteeism as a result of the unusual stress; lower efficiency and morale because of their exaggerate workload; higher turnover rates. Consequently, employees should be helped to handle both work and life commitments through trainings teaching them how to better manage time and priorities or how to recharge batteries after projects or seasons involving an unusual amount of work. In response to the company’s concern, an employee may prove unexpectedly grateful and may voluntarily contribute to a future project, essential to the organization’s success (Gross, 2000). Employment Development Plan Hiring The first step to employee development is the hiring process. When there is an opening the department head will meet with human resources and determine exactly what the new job requirements will be. In addition, at this time there will be a discussion about where the position may lead in the future and what type of education or skills will be important to have for the path to be followed (Bass, 1985). Hiring in the future will involve a careful screening of applicants to cull the most qualified for the particular position in question. In the past, it has been accepted as a practice to hire the first one who was qualified in order to get the position filled. In the future, this will change and improve the retention rate of employees to the company. The applicants will be carefully examined so that the candidate who is most likely to advance within the company is selected. Hiring will happen by way of Internet sources, employee referrals, recruiters, and job fairs. When an opening occu rs it will be publicized in several publications so that the company will have a diverse applicant pool from which to select those who will be interviewed (Steines and Kleiner, 2003). Training Employee development is an expensive process. The company invests funds to train the employee, and then further train and then possibly invest in the employee’s college education as well. All of this is done with the hopes that the company will eventually reap the benefits of the investments made on the employee’s behalf (Liggett, 2007). The company’s employee development plan has changed to be more cautious about fund investments at the front end of the employee history with the company, but on the back end as time moves forward, the benefits are increased from previous years. When an employee is first hired, there will be a three-day training period by which the employee will view the videos and company policies, be given tours of the company, and will engage in a discussion about future possibilities. After the three days have passed, the employee will begin working along side someone in their chosen department who will assist with their acclimation (Liggett, 2007). While this will cost time and money because the training or supervising peer will have to slow down their own work when the new employee needs help, it is still less expensive than paying for the new employee to spend time in a training institution. The training will initially for nothing more than the job the employee was hired to do. At the first three-day session however, the employee will be told of the entire development package so the employee has an understanding of what the future holds and what staying with the company can mean to them. There will also be an employee suggestion box outside the cafeteria from which ideas for development will be read and discussed quarterly (Liggett, 2007). Development based on time The entire foundation of this employee development plan is to reward employees for loyalty and longevity. The plan is based on a staggered schedule that allows the company to provide the best benefits for those who stay with the company (Redling, 2003). The reward is incentive for employees to remain in the employ of the company while offering the company some security that it is investing in long-term workers. It also reduces the loss of funds that occur when a short-term employee goes to a competitor after receiving training at this company. Because the company’s new policy is operated with the bulk of the benefits on the back end of employment they must be made better than they were before so that employees want to stay and reap the rewards of the new package. After six months of employment the employee may request for a cross training package to be started. In this package, the employee will be trained in other departments so that he or she can work throughout the company in several different capacities. The company will provide a temporary worker to perform the employee’s duties while the employee is cross training for the other department (Redling, 2003). Each six months the employee will be encouraged to choose another department that he or she wishes to be cross trained for and the company will provide an temporary worker so that the employee can devote a full forty hour week to the business of learning the new skill. There will be no limit on the number of departments an employee can be cross trained in as long as there are at least six months worked at the regular position between training sessions. This allows the employee to develop their skills as well as provides additional back up support for the company because the empl oyee can handle multiple tasks within the company (Redling, 2003). Promotion It is important that an employee feel they are being treated well and given opportunities to advance in their careers (Solomon, 2002). Any time there is an opening the company employees shall have the first opportunities to apply for it. If there is an employee who is qualified, that employee shall be given the job and the hiring will focus on replacing him or her in the old position. Education After one year of employment with the company, the employee can apply for the education package. This will allow the company to reimburse for some costs of education. In years two through four of employment the company will reimburse the cost of tuition following the receipt of a report card that demonstrates a C average in the classes attempted. The classes can be based on any subject but there will be a one hundred percent reimbursement for classes pertaining to work and a seventy five percent reimbursement for classes that do not pertain to the industry. During years five through ten the company will reimburse at one hundred percent not only the cost of the tuition but also the cost of the books for any classes the employee chooses to take. The employee simply needs to provide a report card at the end of the semester to receive reimbursement. From years ten to 15 not only will the company pay for the employee college but will allow the employee to attend during the work day without docking the pay. This will work up to two hours a day for the duration of employment. The employment development plan not only allows for the development of an employee in the area of training but also in staff development. The managers of the company will attend annual seminars on staff relations so that they can better understand how to communicate with their subordinates (Dowling, 2001). The company wants to focus on employee retention and part of the reason employees choose to stay with a company or leave it for greener pastures is because they do or do not get along well with their superiors. Staff development and relations is an important aspect of employee development and annual staff relation seminars are targeting problem communications so that the employee will continue to feel loyal to the company. Conclusion Employee development can serve to save funds that the company would otherwise have to write off. Employee turnover is a crucial issue when it comes to the current economic standing of America. Employee development allows for the development of the employee so that they can better equip themselves for their career choices. It is important to support their desire to develop more fully at work, while at the same time not investing money that walks out the door and to the competition. This design allows the company to support and assist the employee desire to develop in career skills while at the same time discouraging a cash loss. If the employee stays with the company the development program risks very little of the company’s assets before the employee has proved themselves a long-term investment. This plan allows the employee to fully develop and to feel that the company supports the loyalty he or she has shown by years of service while encouraging education as well as cross tr aining. The organizational consultant, per the research information and plan, challenges the organization to embrace the detailed plan to further develop each valuable employee. No matter what, organizational leaders must see the value in employee development and be willing to make the effort to show loyalty to its employees. References Bass, B. M. (1985). Leadership and Performance Beyond Expectations. New York, NY: Free Press. Dowling, F. (2001). â€Å"Just the Job: Bosses need work on staff relations.† Birmingham Post. January 6, 22 pp. Function 7: Employee education, training, and development. (2006). [Online], Available:http://www.accel-team.com/human_resources/hrm_07.html (2008, January 30). Giving Employees What They Want: The Returns Are Huge. (2005). [Online], Available: http://knowledge.wharton.upenn.edu/article.cfm?articleid=1188CFID=3898075CFTOKEN=53249968 (2008, January 30). Goldstein, S. (2003). â€Å"Employee Development: An examination of service strategy in a high-contact service environment.† Production and Operations Management. Summer. Gross, B. (2000). Effective Training Programs for Managers, [Online], Available: http://www.allbusiness.com/human-resources/careers-job-training/2975408-3.html (2008, January 30). Helping Employees Maintain Work/Life Balance. (2006). [Online], Available: http://www.allbusiness.com/human-resources/employee-development-employee-productivity/1242-1.html (2008, January 30). Liggett, D. (2007). â€Å"Training and qualifying your employees.† Industry Applications Magazine. May, Vol. 13, Issue 3. pp.25-30. Redling, R. (2003). â€Å"Assembling a solid staff: Job rotation, job shaping and cross training help employee retention.† Connexion/Medical Group Management Association. March, Vol. 3, pp. 38-40. Sirota, D., L. Mischkind, and Michael Meltzer. (2005). The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want. University City, PA: Wharton School Publishing. Steines, S. R., and B. H. Kleiner. (2003). â€Å"Keys to Hiring Employees Effectively.† Management Research News. Volume 26, Issue 2/3/4, pp. 170-180. Solomon, M. (2002). â€Å"Discovering the Leader Within.† Computerworld. August 5, 38 pp. YPM Briefing: Employee development. (2005). [Online], Available: http://www.yourpeoplemanager.com/YarBGXpoTX_-WA.html (2008, January 30). Total Quality Management: Advantages and Disadvantages Total Quality Management: Advantages and Disadvantages Quality plays a significant role in the development and success of any organization or product. UK is recognized as a core of the creation of petrochemical and other associated products of petrochemical. There is high demand for petrochemical products all over the world; so quality assurance and quality management are very important in petrochemical industry in order to exist in the global economy. There are many petrochemical industries in this country and millions of people are working in these industries. Even though this sector is one of the major sources of economic growth, the petrochemical industries are facing some problems regarding quality management and quality assurance (Grote, 2001). The main challenges faced by the petrochemical industry are the need to manage the commercial environment better and as a minimum to stop worsening the industrys inherent cyclicality  the need for further restructuring in order to improve underlying performance  and the need to improve relationships with the outside world because crucially these relationships increasingly will determine the scope for success in our industry (ibid). In terms of long term challenges, petrochemical industries in the UK are facing number of challenges that need careful planning. These challenges are firstly, the increase of demand (BP, 2010). This increase in demand is caused by the increase in population in the UK and around the world which will put petrochemical under pressure to follow the demand. Another problem is dealing with petrochemical suppliers it will be possible to survive the prices that are caused the changing in petrochemical raw material (oil and gas) in global market (ibid). For example, in 2008 the oil prices raised to record value over $138 for barrel. Thirdly, they need to find more resources to cope with demand increase (ibid). Finally, they are going to face a problem of where should they make investments and train their workforce (ibid). The investment should not be on only finding new oil field but Its about discovering new technologies and pioneering new methods; developing the best equipment and equipping our teams with the right skills and be more innovative to become even more environmental friendly (ibid). Some petrochemical industries in the United Kingdom have problems in utilizing their resources in best way. This causes a great loss of profit for them since in higher demand season they need to increase the capacity by hiring skilled workforce or buying needed products from competitors which needs extra costs. Others have problem recycling there products or some kinds of product or even recycling of the waste product. This also causes a big loss to the company because if a product has a defect, its not necessary mean that all material integrated in the product cannot be recovered. Implementation of the Latest technology and train the workforce on it is necessary as it recommended by TQM and ISO 9000 in system improving point. The pressure which making solving these problems even more difficult come from the financial crisis for the past few years that has affected the running of the petrochemical industries 2008 saw crude oil prices rise to record highs and then follow the financial markets to unexpected lows (BP, 2010). Increase in the price of the resources decreased the production of these industries or if the production doesnt change, the profit will decrease. The petrochemical products are used for a number of purposes and the number of competitors has increased recently; therefore, leading in quality and clearing the company brand guarantee the survival in this competition. Implementation of TQM as a precursor to ISO 9000 and vice versa: The petrochemical industries are those involved in the manufacturing of toxic chemicals and organic compounds which can affect the people when not maintained properly. Quality assessment and quality standard implementation should be done from the start-up of production to the final despatch of the product for customer satisfaction and for the maintenance of quality system. The petrochemical industry should also comply with the requirements of occupational health and safety management systems which deal with the precautions on health and environmental factors. This is applicable to all chemical industries. In Diagram 1, the implementation of quality factors starts with the vision and mission of the company, the vision are the future view of the company; the mission are the goals in terms of quality products, customer satisfaction and the profit which they want to achieve (DTI, n.d., p2). The statements should be clear and spontaneous (ibid). CSF/KPI: The critical factors for successful implementation are the building blocks for the success and those identified factors that affect in the implementation by analysing of the past data and the modification to be done in implementing the new standards (DTI, n.d., pp2-3; Oakland and Marosszeky, 2006, p363). They identify the key performance indicators like the employees, resources like plant and machinery, innovation etc. Encouraging new ideas and technology, discarding obsolete ones etc. contribute to the success in the implementation; they monitor the performance and report the progress and the feedback for the organizations well-being (ibid). Core process: The core business processes are the profit rearing segments of the business and they consist of suppliers, process and the customers (DTI, n.d., pp3-4). The quality implementations create a major impact on the core process and the competitive advantage when the implementation of the TQM is done in the business process (ibid). Defining of the business opportunity: Quality implementation is done mainly for increasing the reputation of the company which leads to increase in profit. The company must be against the acceptance of any kind of compromise in the product quality which affects the company and its reputation in the market. To make the situation at an ease and conducting a review to identify the particular need and the specification of the customer and the company and the analyzing whether the required standard is met or not, this becomes the method for getting a better business opportunity (DTI, n.d., p6). The ISO 9000: This is an important tool for the implementation of TQM. This is a general name given to the list of quality standards. The main aim of these quality standards is to provide the company with the standard products and to make the company a profit oriented and highly reputed. The brainstorming of the ideas is given a good place for the implementation. They help in several ideas generated by the people and the product analysis and the performing of the functions according to the effectiveness of the customer satisfaction and the major role in the quality assessment criteria and to enhance the company position, reputation and profitability (Karakas and Kavas, 2008, pp.8-11). Decision making by the management and the implementation to be done by the different standards and the performance of them are monitored continuously, and the demerits in the performance are identified and continuous improvement is done by providing adequate training and development (Maddalena, 2007, pp.71-72). ISO 9000 series is a quality management system that has to be maintained in an organization. This means what the organization does to fulfil:   the customers quality requirements, and  applicable regulatory requirements, while aiming to  enhance customer satisfaction, and  achieve continual improvement of its performance in pursuit of these objectives (ISO, 2010). The idea of improvement in implementing TQM by the companies is to have the accreditation, proper dealing with the customer for the certification for the business and exports to be done to other countries and also to increase the position and profit of the company. Advantages of implementing TQM as a precursor to ISO 9000 and vice versa globally: The ISO 9000 and TQM are two main subjects that are used to show the quality of an industry. Although fundamentally different TQM ensures organizations do the right thing, while ISO 9000 is about doing things right (Williams and Buswell, 2003, p133). There are many advantages in implementing ISO 900 as precursor to TQM and vice versa. ISO 9000 has grown popularity due to its advantages. The ISO 9000 is considered as a quality model, and it can be used as a tool to TQM. ISO 9000 helps in planning household finance because keeping records of paying bills and taxes is the first step to run a business effectively (Kurtus, 2001). ISO 9000 will help the process of production when the quality management process is at the starting stage. ISO 9000 has nowadays become a need to any organization because it helps to improve productivity (Pike and Barnes, 1996, p27). It helps in organizing the process of production, and it also helps in improving the performance of the company (ibid). The implementation determines whether the work is done in an efficient way or not, and makes sure that the system is on track (ibid). Moreover, ISO 9000 gives a great advantage to an organization to work globally (ibid). Finally, by implementing ISO 9000 first, the implantation of TQM will be more effective. On the other hand, Total quality management can be implemented as a precursor to ISO 9000. Implementing TQM as a precursor can be of advantage to the implementation of ISO 9000 because the company can keep its regular customers which can be possible because TQM helps in meeting the needs of the customers. The implementation of TQM creates a competitive advantage, and it will also improve the participation and dedication of the employees. The employees work as a team for the implementation activities and thus cooperation increases. Besides, the implementation of TQM as a precursor to ISO 9000 will reduce the time of the registration with ISO because most of ISO 9000 requirement should be met by the organization. The implementation of TQM and ISO 9000 helps provide quality to the customers. So, the advantages of both quality systems in an organization can be listed as follows; They improve the productivity of the organization from top to bottom. They are systematic and well-structured approaches that can be used for enhancing customer satisfaction. Theyre very improvement methods by which the deviations can be reduced. Both help in delivering the product and services that required quality which expected by the customers. Together they help in reducing a higher level of wastages. Implementation of ISO 9000 offers a strong foundation for the efficient implementation of TQM. The implementing of ISO 9000 as a precursor of TQM helps to create an understanding of the requirements of the customers. It enhances the involvement of the employees in the TQM process. It increases the relationship with the suppliers. The profit of the firm can be boosted up by implementing ISO 9000. Disadvantages of implementing TQM as a precursor to ISO 9000 and vice versa globally: ISO 9000 and TQM are the integral components of the successful running of every organization. While implementing TQM as a precursor to ISO 9000, few problems arise in connection with customer satisfaction, because without the incorporation of TQM and ISO 9000 does not bring enough customer satisfaction. They consider that ISO 9000 certification is the main thing which shows the manufacturers ability to produce high quality products (Schoonmaker, 1997, p5). Also implementation of TQM as a precursor to ISO causes difficulties for entering into international market because ISO 9000 certification is an integral component of petrochemical industry to enter an international market. In order to get ISO 9000 systematic planning is necessary and it will help bring faith from the part of the customer and also to produce good quality products. ISO 9000 certification is the major thing which is used to compete with the international markets. Also, implementing TQM as a precursor to ISO 9000 will cause difficulties to maintain quality improvement. So, it is better to follow ISO 9000 standards before TQM in every organization. Nevertheless, there exist few disadvantages also for this type of implementation. In order to achieve maximum profit from a business, the major thing is to fulfil the needs of the customer and TQM approach gives more consideration to customer satisfaction. So, by implementing ISO 9000 first will cause few problems regarding customer satisfaction. Even there is quality in the products for the satisfaction of the customer ISO 9000 and TQM certification is essential. It is better to implement ISO 9000 before TQM because in the newest version of ISO 9000 it includes several features of TQM. Therefore the implementation of TQM before ISO 900 is really wastage of time and money. There are some problems regarding the implementation of TQM as the precursor to ISO 9000 and some of that problems are Initially higher cost of production as more is recognized as rejects. Cost of training personnel, cost of implementing stages of feedback for employees (Voters 2010). The implementation of this TQM standard requires more cost because there need to bring total changes in the organization such as for the training of the employees, implementation of the latest technologies etc (Pike and Barnes, 1996, p275). It is difficult to alter the practice of the long-time workers to the TQM procedures and ISO 9000 procedures. While the organization is ru nning smoothly with their existing functional procedures as the customer demands for the ISO 9000 and TQM standard certification, the company owners are forced to change to these standard procedures. Even though an organization maintains quality in their products and excellent workers the customer does not agree the quality without the certification of these standards. The petrochemical products are used for several purposes so the certification of ISO 9000 and TQM for every product seems to be very difficult because sometimes the assurance of the quality of a product requires much more money than the money required for the manufacturing of that product. There are also some difficulties in implementation the ISO 9000 as the precursor. To finish the procedures of ISO 9000 registration it takes several months. The 1996 Quality Systems Update survey indicated that it took businesses an average of 15 months to move from the early stages of the process to passage of the final audit, and that processes of 18-20 months or even longer were not that uncommon (Answers, 2010). It is really wastage of time and effort to the business owners moreover wastage of time to other employees in the organization. Frequently companies will have a customer who demands that they be ISO 9000 certified to continue doing business. NOW the company has the choice of losing a customer or implementing ISO 9000. Either way money is lost in the short term (Gunaman and De-Almeida, 2000, p.5).

Advantages Of Effective Communication

Advantages Of Effective Communication Effective communication is the act of using correct word in order to get your message across and keep in mind who is receiving it. For example most people often use up to date slang when with friends as a mean of talking effective considering the best way to get their message to that person. Advantages of effective communication The fact is that while you already know how to communicate, learning a some simple principles that can be used at once will make you an effective communicator and give you enormous advantage in todays extreme competitive business world. Conflict is reduced. Conflict can arouse from the smallest word or action and can cause destructive responses and behaviours .Unsolved or poorly navigated conflict can harm and even ruin relationships.   Most conflict is cause by misunderstood communication. When you turn out to be an effective communicator, you can solve conflict and create harmony by bridging the communication gaps that create conflict. You can even use your skills to resolve conflict between other people. Effective communication skills provide a key role in successfully resolving conflict, both in the home and in the workplace. Help people  to  adopt your ideas.   Knowing how to persuade and getting people adopted to your idea require you to nudge hard and do things that will piss people off to make them adopt your ideas. Effective communication is not about you and getting what you want it is about becoming aware of what other people want and need and then adapting your presentation to match their needs. As you practice and develop your skills, you will find that people easily  adopt your ideas because you have cleverly helped them to notice them for themselves rather than telling them about them. Have stronger relationships. A keen, healthy relationship can be best achieves in your life. Good relationships enhance every part of your life, supporting your health, mind, and your connections with others. Some relationships are special and people often come all together for several reasons. Effective communication builds strong business and personal relationships and allowing you understand exactly what people want  and how to give it to them. At the same time, it allows you know how to communicate your thoughts and emotions in ways that people we automatically understand at an unconscious level. Lead to successful career. Effective communication provides people great advantage in getting good jobs which they had passion for, balancing their mood of life both in academic, moral aspect and bring out the out of life. People will like you better. People grow very accustomed to a certain manner in life. We like to celebrate individuality in the world and also discriminate against to that are dissimilar to us. Gratefully, effective communication shows us that we dont need to decide between these two polarities. We can communicate in a way which is similar to other people while still keeping the honour of our individuality. In order to be unique easily express what you want to express (say what you want to say and do what you want to do but in a way which is familiar and understandable to other people. Using effective communication will aid you to understand other people well and when you understand them, you will relate to them well. When you relate well, people will like you more. Get more of what you want out of life. It means you have to be assertive to get the best out of life. Assertiveness is an act of self-control. It involves understanding what we want, believing in our right to want it, and asking for it without requiring that we have our way, not violating other people right in every life activities. When you learn to communicate effectively in  ways that people automatically understand, they will be delighted to help you and provide you with the resources that you need to achieve your goals and dreams. Reference to this site:www.maximumadvantage.com Provides Clarity Effective communication give clarity in order to stay away from any confusion. Without clarity, messages can be unclear, lacking purpose and definition. Misunderstandings usually take place as soon as people could not understand precisely what is expected of them or being communicated to. Clarity happens by means of effective communication: questioning and repeating messages to the sender. Disadvantages of effective communication Manipulates Persuasion is an effective way of influencing people. When we use effective communication to persuade people in a manipulative manner, it might let them make decisions they might not really want to make. Example, suppose salesperson visit you at home and uses well organized persuasive method to market you products that you could not afford, it can let you come across financial problem. Reference to this site: http://www.ehow.com/list_6714762_advantages-disadvantages-effective-communication.html Being talkative when people over explain a details, the audience or listener might feel very bored leaving them more confuse and loosing focus of what is being communicated,It might let them not getting the point and going off on point which are not relevant. Vocal intonation and body language Sometime in life people might want to say or express their ideas but communication could be completely different by means of vocal intonation and body language. This might cause the receiver to pick out between vocal and nonverbal section of the message and might not really help to get the messages to receiver, this is because the receiver mostly like to pick out the nonverbal part. Reference to this site: http://www.preservearticles.com/201107309616/294-words-essay-on-effective-communication-skills.html Importance of effective communication Effective communication are very essential in every part of life, either in relationship or business. People in organization might naturally spend most their time in associating with people. Hence is of no amaizement that at the basis of a big number of organizational difficulty is inadequate communication. This very observable in cross-cultural situations whereas language is an issue. But it is normal among people of the same culture. Effective communication occur as an important part of organizational success either it is at the interpersonal, intergroup, organizational or external levels. Furthermore in developing social relationships like father, mother and children, communication skills are most essential. Proper communication skills lets people understand one another and working together pertaining to a goal. While learning these effective communication skills, you can well connect with your kids, friends, relations, spouse and coworkers. According to this Authors: Lawrence Robinson, Jeanne Segal, Ph. D., and Robert Segal, M.A. Last updated: March 2013. RFERENCE TO THIS SITE: http://www.helpguide.org/mental/effective_communication_skills.htm TASK04 A. What is research skills A research is the act of gathering information and carefully finding out new fact about it. While research skills are those skills we have or acquire to make decision when carrying out any kind of research process. Research skills are essential in all aspect of life be it in School, Organization, and Countries e. t .c. Having goods research skills before conducting a survey or any kind of research process will give you clear understanding about the research you are to conduct and well organize information on how you go with the research .When you have better understanding of the research and you will be able to have effective ideas and good answer that really help your research. Often people became confuse when it comes to conducting a survey or any kind of research process because dont know how to go about it and where to start from. By you having good research skills you will be able to do research more effectively, accurately and with enough confidence. And it would even help saving your time, reducing frustration and anxiety as well doing the research perfectly. Likewise it would even help you to encapsulating most what you from read books, internet searcher engine in your mind in other to develop your own idea because it is highly believed that anything you develop from the mind is one the greatest advantage ones can ever think of ,rather than just using someone else idea for all. And make your research very awesome with solid introduction than anyone else. Research skills are very crucial and important because it assist the researcher to create new idea, knowledge and understanding by means of problem solving, critical thinking, analysis and dissemination of facts .Research skills are more wide than just finding out fact and several focus than reading widely around a subject. When you acquire some basic skills, you would be able to find good resource for any kind of research process. Example; Critical Thinking By means of critical thinking skills you would be able to bring up important idea about problems that might occur when conducting a survey or any kind of research process. At the same time, you would able to evaluate and gather information related to the research and coming up with accurate conclusion. Critical thinking would also assist you knowing how to figure out fact base information during research process. STAGES OF A SUCESSFUL RESEARCH .Analyzing your assignment .Generating topic ideas .Refining your topic .Formulating your research questing .Conclusions For example; .Analyzing: It means careful read the assignment as not to do the wrong answer. A lot people do research without looking back on how the question is been asked. .Refining your topic: There is no way you can get around fact search for information. Unfortunate a lot effort and time would be waisted if you not spent enough time to investigating and refining your topic. Good research occur from the early work you have done when carrying out a research. In conclusion, if my research is very successful I would have be one of the happiest person on earth, full of excitement and giving thanks to God for helping me through the wrong and right I experienced during research. TASK04 B. IMPORTANCE OF HAVING TRANSFERABLE SKILL Transferable skills are those skills we have and that skills are transferred or being used in carrying out some other works. It is awfully essential to have transferable skills because it assists us carrying out new work. Example if you are a good team player you can transfer that your skill in job which would really benefit us very much because in work place we meet different type of people and different people think differently so we should be able to work together with other people to run org. properly. Likewise if somebody is a manager in a workplace then he should be able to lead the people otherwise there may be a problem and the management cannot go smooth. Likewise if we have good mass communication skills then we can impress people by our words and thoughts. And we would be able to express ourselves to the world. If we have good skills in reading and learning then we will be able to know others ideas and with the benefit of those ideas we have created new several ideas. Example Newton had created three laws which are used in science for doing many different things. So it has helped science in many ways. Similarly, we need to have transferable skills like Self-motivation Grooming employees to do some work willingly Self-regulation Self assurance Time management Use the time efficiently If we have self motivation skills, it will always lead us to development. Example when we are in school, if we dont get good grades at first then we need to have self motivation skills to study more seriously so that we can get good result next time. And if we are able to acquire this skills then we can transfer this skills in different place in workplace so that we would be able to do bring possible changes and receive benefits from it. In other hand, time management is very important skill that everybody should possess because if we cant be able to manage time then we cant do anything. Example in a student life activities, we need to manage time for studying extra curriculum activities .This is equally important fou knowledge personality development. As well as if we can be able to manage time then it will help us in the future. As well as everyone knows time doesnt wait for anybody and once the opportunity is gone then the same opportunity never comes back again. And to be success ful in life we need to be able to know the important of time. Example when we have top attain some meeting and we if we dont be able to be in time we wont be able to discuss about the subject and conclusion. So it is very to have transferable skills and which would benefit us and to other people as well. Reference:www.ukessay.com/essays/edution/demonstrate-and-deliver-a-range-of-transferable-skills-education-essay.php

OSI Model Essay examples -- Essays Papers

OSI Model During the past two decades there has been a tremendous increase in the numbers and sizes of networks. Many of the networks, however, were built using different implementations of hardware and software. As a result, many of the networks were incompatible and it became difficult for networks using different specifications to communicate with each other. To address this problem, the International Organization for Standardization (ISO) researched many network schemes. The ISO recognized that there was a need to create a network model that would help network builders implement networks that could communicate and work together (interoperability) and therefore, released the OSI reference model in 1984. This chapter explains how standards ensure greater compatibility and interoperability between various types of network technologies. In this chapter, you will learn how the OSI reference model networking scheme supports networking standards. In addition, you will see how information or data makes its way from application programs (such as spreadsheets) through a network medium (such as wires) to other application programs located on other computers on a network. As you work through this chapter, you will learn about the basic functions that occur at each layer of the OSI model, which will serve as a foundation as you begin to design, build and troubleshoot networks. The concept of layers will help you understand the action that occurs during communication from one compu...

Black Americans Struggle in Baldwins Stranger in the Village :: Stranger Village Baldwin Essays

Black Americans' Struggle in Baldwin's Stranger in the Village In ?Stranger in the Village? (1955), James Baldwin, a writer born and raised in Harlem, experiences extreme emotions during his stay in a 'tiny Swiss village'(127). James Baldwin?s feelings of inadequacy and insecurities of being an American black man bring out a rage in him toward the white man's power over him. His deep feelings of outrage, bringing back hurtful memories as a black child in America, are revived as he is forced to endure the unintentional cruelties of the villagers. Baldwin asserts that even the most simple-minded white man has more control and history over Baldwin than Baldwin's desire to reclaim his culture. As his outrage mounts, Baldwin admits that the black man intends to make the white man stop acknowledging him as an 'exotic rarity and recognize him as a human being'(131). Baldwin further reveals he is tired of getting looked at with curiosity and deception; he desperately yearns to be accepted as an American man. Furthermore, Baldwin's anguish at the loss of the American Negro slave's history, as it was taken away from them, enrages and saddens him, yet he doesn't truly blame the white man because the white Americans were only following in the footsteps of the Europeans of the past. In this context, from Baldwin's perspective, Europeans experienced no dilemma of cons cience towards the black man, and he just 'did not exist for Europe'(132). Americans, on the other hand, faced a moral conflict to recognize the black man?s identity without poisoning their own (133). Despite his rage and aggressive support of the black man?s struggle in America, he strove for humane treatment in a racist society. Baldwin sought to bring about acceptance and a better future for black Americans and having feelings of inadequacy and insecurity determined him to bring change to America: ?This world is white no longer, and it will never be white again?(135). This statement is not meant to be taken at face value.

Article Review Format Guide Essay

The article discusses whether the Sarbanes-Oxley Act and the subsequence laws were the correct solution for the problems that arose from the Enron and WorldCom bankruptcies. The article illustrates how the different rules and legislature affect different size business, and the ramifications that resulted for companies that must follow the Sarbanes-Oxley Act. The authors of the article also conducted a study on whether or not fraud of the financial statements was in direct correlation of businesses filing bankruptcy (Nogler & Inwon, 2011, p. 68) like in the cases of Enron and WorldCom. The results found that the larger the company that filed bankruptcy the more likely that securities fraud litigation and general overstatement of the revenue and assets of the company occurred (Nogler & Inwon, 2011). LEGAL ISSUE Legal issues were rampant in the article. For instance, with the issuance of the Sarbanes-Oxley Act of 2002, companies chose to â€Å"go dark† to â€Å"no longer trade publically,† (Nogler & Inwon, 2011, p. 67) in order to not have to comply fully with SOX. The article also address whether it is fair or just to make smaller companies follow the same exact rules and fines of such articles as Article 404 of the SOX Act. MANAGERIAL PERSPECTIVE Fraud is a real threat to the financial stability of a corporation and even the country. The legal issues presented in the article show how damaging fraud truly is. Of the over 1,200 companies that filed for bankruptcy in the study, 77.8% had some sort of fraud (Nogler & Inwon, 2011). These numbers show that laws like Sarbanes-Oxley are justified in trying to stop the illegal actions within the finances of a corporation by making people responsible for their actions and the actions of those around us. The creative reporting methods that people use in ponzi schemes and recording of financial information needs to be highly monitored to prevent losses for stakeholders. Realistic solutions include more laws for the betterment of the corporate world. Laws that protect individual employees like auditors and Certified Public Accountants, because as it stands now all liability falls to only a few people like the CFO or CEO, when in fact there are instances when they too need protection. Smal l businesses that wish to go public should have similar laws designed for their size and not just an umbrella law that might prevent the company from growth. Reference: Nogler, G., & Inwon, J. (2011, May/June). Sarbanes-Oxley Act: Was the ’one-size-fits-all’ approach justified? Journal of Corporate Accounting & Finance (Wiley), 22(4), 65-76. http://dx.doi.org/10.1002/jcaf.20691

Rango Essay

It’s not always easy to relate the story of a talking lizard to the history of the world. Or at least, that’s they want the watchers to think. The truth is that there are many different themes that tie into the world’s past. Rango (the talking lizard) can represent some of the world’s most influential leaders; the mayor, who is a talking turtle, corresponds to the corrupted government of countries. In a way, many of the themes in this movie relate to one another. Human identity, religion, government, hero worship, and human adaptation, is only the beginning of what this film uncovers about the world, and the human species itself. The biggest and most occurring questions asked in Rango are the ones that follow; who am I, or who are you? Throughout the whole movie, Rango tried to figure out who he is. The movie opens up with Rango acting out a scene, but then stops and realizes that his play is missing something; his character needs to be more defined and is in need of conflict. After falling off the car, and having his home shattered, he finds conflict, but still has no clue of who he really is. Talking to the armadillo, he comes across the fact that because no one knows him, he can be anyone he wants to be. In the duration of the movie, Rango evaluates who he is, and who he can be. In this way, I can relate Rango to Friedrich Wilhelm Nietzsche, the famous philosopher. One main point of Nietzsche’s writings’ was the will to power. Originally Schopenhauer’s created the idea of utilitarianism, which is the notion of an aimless will, claiming that many human’s main motivation is simply to be happy. Nietzsche rejected that idea when he stated that happiness is not the main goal, but a result of successfully fulfilling one’s main goals, and overcoming challenging obstacles-in the long term, fulfillment of the will. Rango’s character is too raw and undeveloped in the beginning, when he gets to the town of Dirt and creates this strong, law abiding, Sheriff persona, he comes to believe that this is who he actually is. When Rattlesnake Jake, proves that Rango is a liar and forces Rango to leave town, the armadillo and him have another encounter. In that encounter, the armadillo points out that it is the deeds that make the man. After hearing this, Rango returns to Dirt, fully aware of whom he is. Another way humans define themselves, is through religion. Though religion is a touchy subject for some people, it is expressed and shown numerous times throughout the movie. The first time Rango meets Roadkill (the armadillo), is when Rango must help the armadillo up because he got smashed by a car. When Rango, questions the reason for Roadkill’s suicide mission, the old armadillo answers that it is because the Spirit of the West is waiting for him on the other side. That is not the last time the Spirit of the West is mentioned. The acting deity is referred to at the ritual for water that happens every Wednesday and noon. Right before, completing the ritual, the villagers send a prayer to the Spirit of the West, ending in ‘amen’. The villagers of Dirt go into a sort of trance, when they hear that 12 O’clock bell chime. Each resident grabs a bottle and gets in the line. Once they reach the end of their ritual, they are all standing in front of a water spigot, praying for water to once again overwhelm the town. After saying a short prayer to the Spirit of the West, the mayor holds up the valve handle, in the shape of a cross inside a circle. The mayor holds up the handle, much like a priest would hold up the consecrated host, signaling the ritualistic and religious behavior of old and current civilization. The mayor plays a very important role in the film as well as the analogy. The mayor represents the corrupt government leaders of the world. In the film, the water of Dirt basically runs out. The people are barely scraping by without water, and desperately need their problem to be fixed. They mayor was there, in the town of Dirt, long before it became a barren wasteland, so he knows how much a true city can thrive. The once great leader became corrupted by the notion of power and influence he had over the towns people by controlling what they needed the most; water. The mayor wanted to have everything under his control, every piece of land, every piece of business and so on. The town, was one day thriving, living the great American life, and then the next, businesses were shutting down, land was drying up, and the drought was more serious than ever. While the mayor and his comrades laughed about getting all the water to themselves, the villagers lived in hardship. That situation reminds me of Jean-Claude Duvalier, president of Hati from 1971-86. Jean-Claude resumed the position of president after his predecessor and father, passed. The United States put a lot of pressure on Jean-Claude to restore the great land of Hati, from the dictatorial regime of his father. In the beginning, he was successful. He introduced reforms, replaced cabinet members, and released political prisoners. Though all was not as it seemed, and his reign did not differ much from his father’s. While his people were living in poverty, he continued to live a luxurious lifestyle with his wife. In fact, his wedding along cost $3 million US dollars. Many people wondered for ages, how all this was possible, and eventually, the truth came out. As it turns out, Jean-Claude had been in several drug trades as well as selling body parts of dead Haitians. After his dark secrets were revealed, he fled to France, and for the next two decades, served a self-imposed exile. This year, on the 16th of January, he was spotted in Hati. The following day, he was arrested for the possible charges of embezzlement, and corruption. Currently, Duvalier is expected to be held in trial before a judge in Port-au-Prince. Yet, the situation makes you think, that in the same way the townspeople looked to the mayor for guidance and resurrection, the Haitian inhabitants, looked to Duvalier for savior from the awful dictatorship before him. What the mayor and Duvalier both have in common, is the aspect of the hero, saving the land. The biggest thing I found Rango to have in common with the world is human adaptation. It was obvious in the beginning of the film, that Rango did not belong in Dirt. After figuring that out for himself, he took on the task of adapting to his surroundings. He studied the ways they walked, talked, and held themselves in their everyday life. The villagers very bluntly showed that they did not take well to strangers, and are against the idea of anyone being different. The residents showed that it is easier to survive, if you do not stand out. Rango derived from the town’s behavior that, he would be much more likely to survive, if he behaved like one of them. Our human ancestors ran into many of the same problems Rango did. They had to adapt to their environment, in order to survive. Rango had nothing when he began his journey, as did our ancestors. With nothing more than rock tools (spears, knives, etc. ) they trekked out of Africa and towards the middle east and then westward. Our beginning ancestors not only had to adapt to their environment, but they had to shift their eating habits, to whatever was available to them. Similar to the way the people of Dirt drank cactus juice because of the lack of water availability. There are no limitations when it comes to relating history to the things we see around us. After all, without history, there would not be a present. The film Rango takes themes you see in everyday world history and places them into terms and situations that any age group may understand. Mainly the characters in the film can represent various figure’s in real life; Human identity, religion, government, hero worship, and human adaptation in the past have all influence how the world is now.