Working from Home †Yahoo! and Marissa free essay sample

In the recent effort to improve its standings amongst its competitors, they brought on Marissa Mayer, a former Google executive. Mayer understood the challenge that this position would be accompanied with, and dove in head first. In recent weeks, the media has swarmed about her announcement to revoke telecommunication privileges from Yahoo! staff. This has an caused uproar in the industry causing Mayer’s decision, as well as her delivery to be under attack. Mayer sent out a memo to employees in late February 2013 announcing this decision—to revoke telecommunication privileges. The announcement was immediately leaked to the media causing competitors to offer positions to the Yahoo! staff. Yahoo! currently has a workforce of roughly 12,000, in 25 countries (Yahoo! , 2013). Problem Statement Delivering the news has had a large impact on so many Yahoo! ’s employees. We feel the delivery should have been handled with delicacy. Mayer’s, tactic of sending out a memo to reveal her plans left employees in shock. How could Myer’s have better managed the revoking of telecommuting at Yahoo!? Mayer’s decision to revoke telecommunications was a planned change. In situations where you can see the change coming, there is a great opportunity to plan it in a way that allows the transition to go smoothly. The text discusses the technical planning that goes into managing these changes, such as making sure the technology is in place and the job designs are updated for individual and groups; it also discusses the emotional aspects of the change that must be addressed, such as clarifying and creating core benefits and values of its people and the organization as a whole (Schermerhorn, Jr. , Osborn, Uhi-Bien, amp; Hunt, 2012). Fact is the majority of individuals fear change. This fear can be detrimental to an organization because if its employees are not on-board supporting the change, it can cause more than a few road blocks. Literary Review DOES WORKING FROM HOME WORK? EVIDENCE FROM A CHINESE EXPERIMENT In order to fully analyze the challenge that Mayer faced, we found it important to investigate the research that is working against her. In the same week that the announcement was made regarding the removal of telecommuting privileges from Yahoo! s employees, Stanford released their own study regarding their experiments on telecommunication. Bloom, Liang, Roberts and Ying found from their experiment using a Chinese based call center, that working from home led to a 13% increase in performance. 9% of this increase was attributed to working more minutes per shift due to the tendency of the employees to take fewer breaks and fewer sick days. 4% of the increase was from more calls per minute, which the resear chers attributed to a quieter working environment (Bloom, Liang, Roberts, amp; Zhichun, 2013). Yahoo! lso faces criticism from the public as the concern for work-life balance increases. Bloom, Liang, Roberts and Ying note that the number of households in the United States with both parents working has increased from 25% in 1968 to 48% in 2008 (Bloom, Liang, Roberts, amp; Zhichun, 2013). At the end of the experiment, the firm found that they saved $2,000 per year per employee working from home. They then offered telecommuting to the entire firm. While there are several benefits from working from home, there is also a negative. This negative being a decrease chance in promotions. While doing this study and comparing the performance with all individuals, the study found that the promotion rate to decrease 50% for those employees working from home. At the end of the study however, two thirds of the control group wished to remain at the workplace due to concerns of loneliness and the lower rates of promotion. Over half of the employees that were selected to work from home in the experiment (treatment group) wished to return to the office; however, these employees were typically the ones that performed relatively poorly at home. ORGANIZATIONAL BEHAVIOR -12TH EDITION Schermerhorn, Orborn, Uhi-Bien amp; Hunt discuss the management of change in chapter 14 of our text. They discuss how transformational change radically shifts the fundamental character of an organization. In particular, these shifts can be caused by a change in CEO, such as in the case of Yahoo!. These authors recognize the sensitive nature of changes in the organization and give examples on how to properly manage the process, such as celebrating short term wins, building on accomplishment, institutionalize results, develop a sense of urgency, communicate the vision and empowering others to act (Schermerhorn, Jr. Osborn, Uhi-Bien, amp; Hunt, 2012). STREETWISE HUMAN RESOURCE MANAGEMENT Streetwise Human Resource Management is one of our other resources for the literature review. This text gives leaders, enterprisers and HR representatives the knowledge to manage many aspects of company-employee relations. Patricia Buhler divides the text into essentially five sections. The main section that we used for this project was Part III’s Maximizing Employee Performance, chapter 11 Job Design. In this chapter we reviewed items pertaining to flexible job design and telecommuting. After reading the applicable sections we had a better insight into maximizing performance by crafting suitable work environments. AN INSIDER’S GUIDE TO BUILDING A SUCCESSFUL CONSULTING PRACTICE An Insider’s Guide to Building a Successful Consulting Practice was used as an additional resource for this analysis. Bruce Katcher provides detailed information on being one’s own boss. This text explores the benefits of being able to control a person’s work time, work space and work activities. We used ideas from the Control of Workspace section to strengthen our position on allowing employees to work remote. GOOGLE: TEN GOLDEN RULES This article was used to supplement areas where we compared Mayer’s past at Google to her actions of today. Written by Eric Schmidt, CEO of Google, this speaks to each of the golden rules; explained by the author of the rules. This Newsweek article dives deeply into these rules and how they have played a successful part in the maturation of the company. Other issues talked about in this resource are â€Å"techno arrogance†, the changing workforce and managing creativity. THE HR ANSWER BOOK: AN INDISPENSABLE GUIDE FOR MANAGERS AND HUMAN RESOURCES PROFESSIONALS The last resource that was part of this project was a Human Resources text book. This text deals with worker decision making from the stand point of the employer. Looking to increase employee satisfaction, productivity and retention; Smith and Hazin use over 200 questions to address these broad areas. We used this scholarly source to justify the pro telecommuting argument. Sections pertaining to the content of this project fell in the Employee Relations and Retention. The author feels that telecommuting is used to create a flexible work arrangement to help maintain a positive work-life balance. Analysis Mayer’s main issue is that she felt her Yahoo! mployees were not being collaboratively productive. There were claims that employees were not logging into the company VPN, a method of telecommuting, as well as claims that some were starting their own startups. Her perception of the existing work-from-home policies, or lack thereof, caused HR to make a new policy that all employees working remote must come back into the office; to work as one company. Mayerâ €™s reaction to Yahoo! ’s declining market share, lead her to believe that an underlining productivity issue was caused by those few employees on a work-from-home status. Her decision, sent out via memo, forced all employees to return to work in an attempt to increase collaborative efforts. In her eyes, her actions, a change in organizational behavior, should have had a positive effect on teamwork, but it was not been well received by all. We feel that Marissa’s leadership style is partly at fault when she made her decision. She chose to use a Directive Leadership approach when she ordered all remote employees back to the office; spelling out the subordinates’ tasks (Schermerhorn, Jr. Osborn, Uhi-Bien, amp; Hunt, 2012). Instead, as a new CEO to an established company she should have employed a more Supportive Leadership style; focusing on the needs of subordinates. In our class text we also found agreement; that â€Å"telecommuters report increase productivity (Schermerhorn, Jr. , Osborn, Uhi-Bien, amp; Hunt, 2012). † We believe that the increases in job satisfaction from telecommuting have a connection to overall increased produc tivity. Telecommuters enjoy the flexibility of matching their work style to their lifestyle (Buhler, 2012). We completely agree with the Stanford study and theses examples in that employees, when given the opportunity to choose their work environment, tend to excel. A 2007 study showed that 62% of respondents who cannot work off-site said they would like to (Katcher amp; Snyder, 2010). From this majority response we can see that they are many professionals that secretly yearn, if only given the opportunity, to work off site. One of the main attractions to working from home is avoiding the â€Å"time, aggravation and expense† of commuting (Buhler, 2012). We have all had to sit in traffic jams both coming and leaving work; most find these times quiet annoying. As stated by Smith and Mazin telecommuting can boost productivity when employees spend less time commuting and suffering the frequent interruptions of an office setting. Inclement weather and other unsafe driving conditions can add stress to an employee’s day even before entering his or her workspace. During Hurricane Sandy of 2012 many professionals on the East Coast worked remotely to avoid harsh winds, rain, flooding and debris. To negate these issues office workers have found it convenient to work remotely. One can imagine the amount of man hours that commuters can save by working remotely only a few days each week Additionally, long commutes from homes requires vast amounts of fuel; a direct cost to commuters that only increases as gas prices rise. When regular employees work remotely, â€Å"organizations enjoy cost savings on office space (Buhler, 2012). † This cost as an expense is always a major factor to employers. Companies must rent or lease space for cubicle farms, conference rooms and closed door offices. Once secured, they need to be furnished with items usable by all employees able and disabled. Often special furnishing such as wheeler chair lifts and ergonomic chairs can become expensive. These spaces must be maintained, cleaned and secure from liability. These rented and leased work areas are at a loss as they do not provide a return. Most employees communicate with e-mail, phone or conference calls; especially in teams that are geographically separate. Buhler states that â€Å"†¦most employees typically communicate with each other via e-mail rather than face-to-face†. We are certain that with open lines of communication co-workers can collaborate as if in the office together. Recently, advances in technologies have seen the inception of free communication tools such as Skype and Google Gmail with video chat. These tools can be used to hold real time group or one-on-one meetings. â€Å"At IBM, up to $100 million have been committed to sessions such as the Innovation Jam, where employees in more than 160 countries and their clients, business partners—and even family members—engage in online moderated discussions to glean insights that will transform industries, improve human health, and help protect the environment over the course of the coming decades (Schermerhorn, Jr. Osborn, Uhi-Bien, amp; Hunt, 2012). This excerpt is evidence that high level companies are relying on collaborative technologies to facilitate innovations in their business. From a leadership perspective we strongly believe Marissa is underestimating the level of discipline of those employees that work remote. Her all-encompassing decision, we feel, was a knee jerk reaction t o the free fall state of Yahoo! ’s market share. Her attempt to change her company is closely related to the Force-Coercion change strategy. This strategy uses authority as one of the primary inducements to change. This use of fear is the main reason why this strategy is effective (Schermerhorn, Jr. , Osborn, Uhi-Bien, amp; Hunt, 2012). Instead of this approach, using the Shared-Power strategy would have actively involved the Yahoo! employees who were at risk of losing work from home privileges. We could find no instance where Marissa involved or empowered her employees to help make this change possible. The results of a Shared-Power strategy would lead to a longer-lasting and internalized change (Schermerhorn, Jr. , Osborn, Uhi-Bien, amp; Hunt, 2012). The employees at Yahoo! re highly motivated intelligent professionals and should be treated as such. Using this style may have allowed Marissa to introduce her work philosophy without as much negative feedback. Her past as a programmer, a structured repetitive position, could be at play in her feelings towards the work attendance of Yahoo! employees. Programmers often spend long hours in front of computer screens tolling away at lines of codes or commands. We must not overlook her past at Google. The 13 years spent in the Google environment can be seen as manifesting itself in her need for Yahoo! o emulate their culture. Google employees enjoy on campus luxuries not seen at any other company. The Mountain View, CA Internet giant encourages its highly intelligent professionals to become part the company; both in mind and body. Mayer seems to lean heavily on the third of Google’s 10 Golden Rules; Pack them In (Schmidt amp; Varian, 2005). This practice of filling rooms with team members within a few feet of each other is a form of forced collaboration. Instead, Mayer should sway towards the second Golden Rule of Cater to Their Every Need (Schmidt amp; Varian, 2005). Taking this point of view would give those employees who need to work remote the freedom to make their own choice. Solutions Our primary solution to managing the change at Yahoo! is to have a mandatory in-house companywide meeting to discuss the success that has happened, will happen and is hoped to happen, at Yahoo!. From our research, we found that it is important for all of the people of the organization to see what the change is trying to accomplish and motivate them to support it. Yahoo! could teleconference offices around the world into the meeting and allow the employees to grasp the magnitude of the team that they are a part of. Marissa Mayer should make her announcement to revoke telecommunication privileges at this meeting. Delivering this news this way may cause people to stir in their seats, but it would be direct. Her actual delivery that occurred in late February was cowardly and impersonal to the hundreds of people’s lives that were being affected. Myer’s need to keep the announcement clear and concise always reminding people of the bigger goal that is attempting to be accomplished—the successful revamp of Yahoo!. Our secondary solution would be to change the atmosphere at the offices to encourage people to want to come to work. Other companies in the industry use tools, such as yoga, video games, indoor pools, etc. to lure their workforce into the office. I once had a client that had an in-house cafeteria with free food, Apple computers and ping pong to encourage their sales force to report to the office when not in the field. This has shown to be an effective tool. I believe Myer’s should have first introduced these perks before deciding to make in office work mandatory. If these offerings did not display the results that she desired, it would be an appropriate time to revoke telecommuting privileges. However, the delivery of this news would still need to be properly managed, such as in solution one. Solution three stems off of solution two by expanding further and maintaining a gym facility on-site. Research has found that not only does allowing employees to telecommute save the business money, but it also saves the individual. A major complaint that these former telecommuters will have is the added time and expense of driving to work each day. By putting a gym on premises, it will make people feel that their commuting time is worthwhile by allowing them to kill two birds with one stone, so to speak. Reflection We now have a deeper appreciation for the various aspects of the work from home culture. Most in the team feel that they will be able to work remote in the future as this assignment is full of reasons to validate this decision. Academically we were able to connect leadership and change concepts that we learned during class to our analysis and solutions. Professionally we will benefit from the work environment, work design and telecommuting research if applied during our everyday workplace situations. From a managerial learning perspective we can use the ideas put forth in this project to mold our future teams. Certainly we will come to point in our careers where we will be faced with productivity and collaboration issue spawning from work design. References Bloom, N. , Liang, J. , Roberts, J. , amp; Zhichun, J. Y. (2013). Does Working From Home Work? Stanford: Stanford. Buhler, P. (2012). Human Resource Management. Adams Media. Katcher, B. L. amp; Snyder, A. (2010). An Insiders Guider to Building a Successful Consulting Practice. AMACOM. Schermerhorn, Jr. , J. R. , Osborn, R. N. , Uhi-Bien, M. , amp; Hunt, J. G. (2012). Organizational Behavior 12th Edition. Hoboken: John Wiley amp; Sons, Inc. Schmidt, E. , amp; Varian, H. (2005, December 2). Google: Ten Golden Rules. Newsweek. Smith, S. , amp; Mazin, R. (2011). The HR Answer Book: A n Indespensable Guide for Managers and Humna Resources Professionals. AMACOM. Yahoo! (2013). News Center. Retrieved 03 11, 2013, from Yahoo! : http://pressroom. Yahoo!. net/pr/ycorp/overview. aspx

The tale of Organisational Culture

Concepts of culture Organizational culture is amalgamation and a perfect blend of various prominent theories and studies carried out. Is is a mix of ideas, beliefs, values, structure, notion, norms of the organization scenario and basically it is the face of the organization. There are various theories defining and redefining the culture of the company as the operating system or the oxygen for the survival of the organization. It is the shared belief of employees and epitome of how things are done. It is a method of workplace civilization and the immune system to sustain the life of the organization. They are dynamic in nature, shaped by the employees and leaders, crafted by social control system. The best of the possible definitions is by Richard Perrin that organizational culture is sum of values which act as a glue to integrate employees of the organization. This best illustrates the concepts of culture and is epitome of strength and cohesiveness of the organization. The picture of culture The organizational culture takes up various forms and faces with different orientations and bends. Clan oriented culture is a cooperative society of workforce teaming up to perform tasks. Such culture is prevalent in the company Pixar, which makes animated movies and regard its culture as the trigger of success. Adhocratic culture is a storehouse of innovation and creativity and hence forms the platform for success and progress. Google is one of the companies following such culture. Market oriented culture is aligned towards quality of goods and services anticipating profits and success. The Phillips electronics company, Xerox and Southwest Airlines are few examples. Hierarchy oriented culture is strict in terms of distribution of power with Mc Donald or Ford Motor company being famous examples. The strength and health of culture and structure of the organization have a direct proportion with the effectiveness of the strategies proposed and implemented. Culture based companies Organizational culture of a company is the face and voice of its success stories. And for the companies based over the concepts of customer satisfaction, the organizational culture determines the hospitality towards the customers to a greater extent. An open, friendly, fun loving culture of the organization promotes healthy and happy employees who in turn go beyond the companys policies sometimes to make their customers happy and hence to win their level of trust and confidence on the brand. The customer serving agencies like Zappos has a culture which best acknowledges its customer base and treats them at the priority. People at work are humble and answerable to the demands of their customers and respect their decisions and feedback regarding the product. Customer satisfaction calls for a corporate culture which is well intertwined into the human resource practices of the organization and forms a part and parcel of the daily routine of the company. The open culture, parties, celebrations motivate employees to serve the best for the customers. Companies ensure that the employees working are a fit for the organizational culture. The recruitment process itself is a screening test for filter out and soak in the best suited employees. For example, the interview of Google consists of logical questions like how can a person make giraffe fit into a refrigerator. Another company Zappos let their employees undergo a training to seamlessly integrate into the culture of the call center but even then if an employee seems to be a misfit, some amount of allowance is given to them to leave the job for mutual benefit of the individual and organizational culture. The organizational culture web of Toyota The cultural web of organizations are intrinsically self motivated and self sustained with attributes of dimensions of culture. The Toyotas culture is self sustained in going to the deep roots of the problem and to understand the core concepts by working together as a team and to make the safety and demands of the customers as the topmost priority and the responsibility. It is an outcome of cultural values and principles inherent in the employees who fit the culture. Toyota as a company promotes corporate culture by dissolving the geographical boundaries and their impacts over the culture in the company. The dimensions of culture can be applied well over the case study of Toyota. The culture of the company is inspired by communitarianism which regards the society above all and pledges to service it. The culture is motivated by catering to specific tasks and looking deep into the problems and resolving them internally. The culture is inner directed and therefore can control the enviro nment with the right guidance. The status of the company is well achieved and that too rapidly with time by a right culture steering in a better direction. The cultural transformation To instill a change, there is a dire need for a leader who is self motivated and have the ability to paint the picture of change. The two models for change can be closely examined with one being a geometrical model with attributes like achievement, avoidance or reactionary and is a model specifying typology and the second one being intensely descriptive about the corporate culture. Though pictures speak a lot more than words but a clear, complete and correct description of the picture is essential for deep understanding and execution for the same. The theoretical cultural web woven for the successful corporate culture describes the six basic elements of the principles and paradigms of culture. The elements are symbols, control system for culture, stories or myths, organizational structure, power structure, and rituals and routines. The views of the author is based on strong evidence supported by describing impactful arguments regarding the effectiveness of the theoretical model. To t rigger a change, various small modular changes need to be put into practice and by well understanding of the model, changes can be well crafted, executed and sustained. For example, the culture of a call center was once negative myths or stories showcasing low morale, poor management and blunders happening in there. A lack of leadership was the most demotivating factor for the culture of the type of organization. But leaders brought out a complete change over in the culture and lead to a clear, transparent, open, goal oriented, trained, responsible, accountable, positive culture of the workplace. This was possible because of direct implementation of the cultural web model by the leaders by becoming able to plan, implement and analyze the changes in the culture without any external help. The typology type on the other hand is illustrative and have deep impact over the memory and effective application of it by the people. The typology triangle is one of the most suited examples of the organizational cultural change.

Topic Ideas For a 5 Page Essay About Economics Problems

Topic Ideas For a 5 Page Essay About Economics ProblemsTopics for a 5 page essay about economics problems have the potential to be very helpful. There are generally many, many factors which can affect a student's grades in the course of a semester. It is therefore quite difficult to predict with certainty what the grade distribution will be.Most college students have at least one thing in common. They find themselves struggling to get ahead. Since so many of them will need to take the course in order to be able to graduate, it makes sense to find solutions to economics problems as early as possible.This can be a very tricky and time consuming task. There are a number of topics that a student can choose from which are easy enough to get started but which they don't think they have the writing skills required to express.One of the best things about writing essays that have a lot of hard work involved is that they are often related to college-level subjects such as essay writing, compos ition, and even business or English and composition. This can make the task seem much more manageable. It also ensures that the student is not hindered by previous knowledge of these subjects.One of the easiest ways to get started is to start writing about your problems. Don't be afraid to be blunt and honest. This will make the process a lot easier.After you have completed this type of essay, it is a good way to start learning the skills of writing an essay. The writer has to understand exactly what is expected of him/her in order to produce a successful essay. The outline format is a basic requirement.In order to get started on these topics all you need to do is to read the topics and select the ones that offer the basic ideas that you want to cover. If it seems too difficult, don't worry. It is generally a good idea to read a couple of topics then pick a couple of topics that are easier for you to tackle.Remember, it's best to start off small and build from there. You can do this by picking a topic that is easy to tackle and go from there. With practice and perseverance you will find your skill level, improving with each assignment that you complete.

The Hobbit Essays (593 words) - The Hobbit, New Zealand Films

The Hobbit The Hobbit As the book, The Hobbit, by J. R. R. Tolkien begins to conclude, Thorin Oakenshield sees the goodness in Bilbo Baggins and apprehends the most significant parts of life. Since the beginning, Thorin's principle objective is to become the King under the Mountain and to have all the gold and treasure. While Thorin is on his deathbed he tells Bilbo, "There is more in you of good than you know, child of the kindly West. Some courage and some wisdom, blended in measure. If more of us valued food and cheer and song above hoarded gold, it would be a merrier world." Unlike the dwarfs, Bilbo cherishes friendship and merriment over gold and wealth. He shows this by placing his life in danger numerous times by escaping ferocious goblins and killing giant spiders to save Thorin and the other dwarfs. Bilbo cares more about others than himself, and Thorin notices how fortunate they are to have such a wise individual as a friend. Because of the goodness in Bilbo, he declines the treasure. It is offered to him since a promise was made in the beginning for him to receive and equal portion of the riches. He refuses the treasure because he feels that the most precious possession he has is the friendship with the dwarfs and others that he encounters along the way. Also, Bilbo enjoys near death experiences and thrills that accompany the quest for the mountain. Although, from Bilbo's words, he makes it seem as if the only reason he does not take the treasure home is that his pony will only carry two chests. Bilbo also thinks he did enough harm and becomes weary. He just wants to be back in his hobbit-hole. What use would Bilbo have for the whole treasure? Bilbo was content without the riches which is why he declines the treasure. Thorin changes drastically by the end of the book. Now, Thorin's quest is now fulfilled since he returned the mountain to the dwarfs reign. For many years, a dragon, Smaug, took over the mountain until when Thorin and his company claim the mountain again. Another part of his quest was to have the Heart of the Mountain, the Arkenstone. He accomplished that when it was laid upon his breast by Bard, a friend, and Bard exclaimed, "There it lay till the Mountain falls!" His death was necessary for the theme of the book to teach that kindness is superior of treasure. Finally, Thorin realizes this valuable lesson, but it is too late. Thorin does not deserve respect or admiration because he did not realize that friendship and merriment is more meaningful than riches. Many creatures lost their life from the choices that Thorin made and the selfishness he had. According to Bilbo's perspective of Thorin, Bilbo stated, "He is quite ready to sit on a heap of gold and starve." If Thorin would have given everyone their evenhanded portion of the fortune, the battle possibly could have been stopped, and there would have been no hard feelings. Instead, he was too avaricious, and that is why Thorin is not respectable and does not deserve our admiration. Therefore, in The Hobbit, Thorin's perspective on life changes when he sees the goodness and kindheartedness in Bilbo. Bilbo would risk his life for any friend, but during the adventure all Thorin wants is the treasure. As Thorin is on his deathbed, he notices how selfish he has been and wishes he could have transformed it. Meanwhile, Bilbo sets the perfect example. He shows wisdom, courage, bravery, and above all, nobility. Bilbo teaches a valuable lesson. His goal is to survive and be happy, but most of the other characters only desire treasure. In turn, Bilbo becomes an admirable and a remarkable companion.

[WATCH] How to encourage your employees to speak up in meetings

[WATCH] How to encourage your employees to speak up in meetings Attention HR – Introverted or technically focused team members can often struggle when it comes time to publicly contribute to the work conversation.   But we all know we’re better when all our voices are heard. Developing the confidence to actively and intelligently participate in meetings takes some serious courage (and planning). This week’s Bossy Skirt outlines a clear and simple three-part approach that you may find helpful when working with your quieter colleagues.   After all, everyone deserves a chance at the mic.Source:[DailyFuel]

Engaging migrants in the uk in the uptake of hepititis B screening and Essay

Engaging migrants in the uk in the uptake of hepititis B screening and treatment - Essay Example Most governments are characterised by focusing their resources towards control and prevention of the spread of HIV without paying close attention to hepatitis B. Once a person contracts HIV, the life of that individual is not threatened. This is because there are ways of managing the virus and the individual’s life can be prolonged through the use of antiretroviral drugs. These antiretroviral drugs help keep the HIV levels in the body down, enabling the person to live a normal life free of any complications (ACHORD, 2009: 104). The same cannot be said of a hepatitis B victim because there are no drugs available to mitigate the effects of the virus in the body, especially on the liver (ZUCKERMAN & MUSHAHWAR, 2004: 159). The fact that the hepatitis B virus can be spread faster than the HIV and that hepatitis B’s probability of killing its victim is high makes it a necessary requirement that governments adopt more stringent measures in curbing the spread of the virus. Spre ad of the hepatitis B virus can largely be attributed to immigrants who come from regions of the world where there is a high prevalence of the risk of contracting the virus. In the context of this paper, focus is going to be drawn onto immigrants of African origin. The fact hepatitis B affects a majority of people at their most productive age irrespective of their racial, ethnic or religious background is a cause for serious concern. Hepatitis B, as HIV, cuts across all cultural boundaries and its impact, on the health of nation’s population and economies is going to greater lengths than that caused by HIV if not properly mitigated (SHERMAN, 2012: 178). The migration of Africans to the UK has been on the increase from the 1990s with the annual estimates according to the LFS (Labour Force Survey) being at around 30,000 people (OECD, 2010: 88). The majority of these immigrants originate from the West and Central Africa regions of the continent. Migration from other regions of t he continent, especially South and East Africa, were noticeable in 2000. All of these figures represent the immigrants who came to Britain and never left. Most of the African immigrants to the UK are asylum seekers especially from sub-Saharan Africa because this region has experienced wars, civil conflicts and political unrest. Examples of these countries are Chad, Central African Republic, the Congo basin and Mali (OECD, 2010: 85). A common characteristic of African asylum seekers is that they come from Britain’s former colonies and the bulk of these applications come from Southern and Eastern Africa. Examples of these countries are Somalia, Algeria, Zimbabwe, Congo and DR Congo and Nigeria. Migration for asylum purposes has been on the decline, and a new emerging trend is now being witnessed where the majority of migration is work related. The bulk of these immigrant workers is African doctors and nurses with the rest of the immigrant population being accounted for by depen dants and students. The majority of these immigrants live in the Southern and Eastern regions of the UK with people from Eastern and Southern Africa being more geographically widespread than other Africans. The demographics of Africans living in the UK present a situation where their interaction with the rest of the white population is high. If they were carriers of the hepatitis virus, their likelihood of spreading the virus to the rest of the population

Airline Industry Essay Example | Topics and Well Written Essays - 3250 words - 1

Airline Industry - Essay Example (Step stone case study) Basically, Lufthansa is an airline founded and based in Germany based. The airline has been unwavering to be one of the international companies that will guide the business inside and also through the 21st century (Gardner, 1996). During 1996, that the corporation was observed up-and-coming from an interlude of enormous transformation. Widespread reformation along with its privatization has at the moment geared up the corporation for a bright and promising opportunity within the exceedingly aggressive airline industry. The lines of attacks that have been implemented by the team at Lufthansa to evolve it into a cost-effective association have been triumphant. It was during the year 1994 that Lufthansa marked as being one of the most beneficial period during its entire history and establishment (Gardner; 1996). It also marked the 5 year spin from an unsuccessful state owned corporation to a commercial key international competitor, linking the years 1991 until 1996; this also revealed the competitor abilities that are present within the organization. On the other hand, the association was still inundated by declining profits at the speed of an approximate 2 percent per anum. The dare for Lufthansa is to carry on the transformation procedure in order to place the association at the right point for its longer period continued existence.(Lufthansa .pdf ) Identifying at least two Strategy options Before we outline and evaluate the strategic options for Lufthansa, we need to be aware of the elements that Lufthansa needs to work on: The need to strategically plan, by way of a more planned technique. The corporation needs to be aware of what is it that the airline actually wants to accomplish Secondly, the corporation should be able to assess how they as a corporation will manage their resources that they have to achieve their above set goals. Furthermore, as an international competitor, Lufthansa will need to define their individual function regulations as well as limitations. Now moving onto Porters generic strategies: Competitive Advantage Lower Cost DifferentiationBroad Target Narrow Target Lufthansa's comparative location inside the international airline industry establishes if the corporation along with its productivity is over or else less than the airline business average. The essential foundation of the over average success within the long run is to be able to create a maintained competitive advantage. There exist two essential forms of competitive advantage that a corporation can have power over: the low expenditure otherwise differentiation. The two fundamental sorts of competitive advantage united with the possibility of actions for which Lufthansa seeks out to accomplish them, show the way to the three generic strategies for accomplishing the more than average performance within the international airline industry: the elements of cost leadership, the differentiation, in addition to the focus. The two suggested strategies that Lufthansa should opt for are the Cost as well as the differentiatio