Advantages of Retaining Older Workers

Encouraging older workers to remain in the workforce has many advantages along with some disadvantages for both the employee and the workforce in general. The term older worker refers to workers aged sixty-five and over. Older workers are an invaluable asset to the Australian workforce. Through age and life experience older workers hold great knowledge and wisdom in which they are able to pass onto the younger generation. Traditionally there was an age where people retired, however people these days people are now living longer. Therefore the time spent in retirement has also increased. This means people today will have to work longer than ever before to cover the costs of their retirement. This essay will outline why Australia needs to retain older workers in the workforce, why older people are staying in the workforce for longer and discuss some of the advantages and disadvantages associated with encouraging older workers to stay in the workforce for longer. Australia’s decreasing birthrate and an ever-increasing life expectancy has caused the Australian Government as well as employers to become increasingly concerned about how the distribution of the population within the workforce will affect the Australian economy. Presently the net growth of the Australian workforce is 170,000 people each year. Access Economics has estimated that over the decade 2020 to 2030, the Australian workforce is expected to only grow by only 125,000 people. That averages a mere 12,500 people per year. The ramifications for Australia are clear, new entrants will simply not provide enough manpower to the workforce to meet expected demand. (Andrews, K 2003) This demographic shift means the workforce will need to rely more on older workers in the near future, as Australia can no longer afford to waste the valuable resources that older workers contribute to businesses, the economy and society in general. Older workers will be crucial to the success of many companies in the future, and contribute greatly to the profitability and the survival of these companies. Australia’s need to encourage older workers to stay in the workforce for longer, will mean employers will need to structure the work environment in such a way as to fit in with the activities that older people are wanting to do. â€Å"The main reason why older workers retire or leave the workforce is to pursue new activities. † (Future of Work) While the government is encouraging people to work longer if they can, beyond traditional retirement ages, older workers are unlikely to respond to that call unless work can be more flexible and better organised to take account of what they want to do with their time. Many older workers don’t want to give up working all together and would prefer to work part time so they can still earn an income whilst having the flexibility to peruse new activities. The Government as a policy-setter and as an employer will need to meet this demand, just as the corporate sector will, by increasing workplace flexibility in order to encourage older workers to remain in the workforce for longer. 2005 figures from the Australian Bureau of Statistics shows that grandparents are delivering childcare services to more than 660,000 children nation wide. This information has lead the ACT Chief Minister Mr John Stanhope to agree with the need for the restructure of workforce practices inorder to encourage older workers to remain in the workforce for longer and in particuar older workers within the ACT public service sector. Mr Stanhope says that â€Å"Our ageing workforce, and our need to retain older workers for longer, means that over time we will need to provide working conditions that better suit mature-age workers. Mr Stanhope also believes that a side benefit of having more flexible working arrangements will also encourage retention of younger staff because they will see that their employers can be open and adaptable to change and work-life balance. â€Å"We need to ensure younger employees can also see the benefits of older workers in their workplace, not as competition for jobs, or barriers to promotion, but as the leaders who will help redefine work practices. (Changing working conditions to suit, 2007) (ACT Chief Minister Exploring Grandparental Leave, 29th August 2007) Encouraging older workers to remain in the workforce for longer has endless advantages for the workforce in general, as older workers possess more life experience and work experience than their younger counter parts. Older workers are a great on the job training resource as they have a greater willingness to share experiences with their younger co-workers and have fewer external responsibilities and distractions as their children have all grown up. According to research conducted by Australian Health Management, workers aged 55 or above are more productive than under-35s because they suffer less depression and headaches, and have no childcare problems. While the younger group of workers had an average of 19% reduction in productivity due to childcare responsibilities, allergies, depression, headaches, and asthma. A recent case study conducted by DMS Glass found that the employers considered that their older workers provided higher quality standards, which in turn encouraged younger employees to improve, as experienced staff passed on the benefit of their years of knowledge. Mature workers will also stay longer at an organisation, especially after receiving training, reather than younger workers, who are five times more likely to change jobs than a mature age worker. Older workers also have less absenteeism and sick leave and, fewer accidents than their younger colleagues. (The Australian, 2006) Influencing older people to remain in the workforce not only benefits the workforce and the economy, but it also has advantages for the worker themselves. As people age they want to remain as physically, mentally healthy and as socially active for as long as possible, and for many, work serves as a means of being able to do so. â€Å"Research tells us that there is a correlation between staying in the workforce and good health. † (Managing Your Ageing Workforce Conference, 2005. ) work also provides individuals with a sense of purpose, income and status. The reality that people today are spending longer in retirement than ever before emphasises the point that individuals will need to remain in the workforce for longer to ensure that they are financially able to live out a comfortable retirement. Some disadvantages to having older workers remain in the workforce for longer include the risk of health problems associated with older workers and their ability to perform as efficiently as their younger counterparts. As people get older they are more subject to deteriorating health, this is a part of life, and something that we have little control over. With deteriorating health these older workers may have to take time off work to attend medical appointments and may even have to restrict some of their work activities for health reasons. With older workers being restricted in their ability to perform certain tasks that are part of their job description this could prove costly to the employer as the employer will have to bare the costs of employing someone else to carry out these tasks that the older worker can no longer perform. Another problem with older workers being limited in their ability to perform certain tasks is their ability to be allocated another job within a firm or seek employment else ware as â€Å"a high proportion of older workers lack qualifications and have acquired their work skills on the job and these work skills may be specific to their occupation. (Managing Your Ageing Workforce Conference, 2005. ) Older workers are also more likely to be resistant to change, less willing to work long hours, and less willing to train. However this fact is debatable as professor McGregor from the University of Surry has found that older workers saw themselves as being â€Å"committed to the job with employees seeing themselves as eminently willing and able to be trained. † Encouraging older workers to remain in the workforce will be crucial to the success, profit, and survival of many Australian businesses in the future. The decline in Australia’s birthrate means the Australian workforce will grow an estimated 125,000 people over the decade from 2020 to 2030, which clearly it is not enough workers to meet demand. With this in mind employers will need to rely more on older workers in the future and have to find ways to restructure the work environment in such a way as to fit in with the activities that older people are wanting to do as it has become a known fact through much research that many older workers leave the workforce in pursuit of new activities. If the workplace were restructured as to fit in with the wants and needs of older workers, older workers would be able to have the best of both worlds by being able to still earn an income whilst having the flexibility to peruse new activities. Generally there are more advantages than disadvantages in having older workers remain in the workforce for longer; within the near future, older workers will prove to be an invaluable asset to the Australian workforce and play a crucial role in sustaining Australias economic stability. Bibliography Andrews, K 2003, opening address at the Ageless Workforce Symposium, Sydney, 7 August 2003, Viewed 9th September 2007, . Davies, M 2005, Labour Force Participation by Older Workers, What Influences Decision-making, Victoria University of Wellington, Viewed 29th August 2007. . Mercer Human Resource Consulting, The Productivity Commission’s Draft Report, Economic Implications of Ageing Australia, February 23, 2005, Viewed 29th August 2007, . Fr anklin, M 2006, November 14, Older workers more productive, The Australian, Viewed 10th September 2007, . Facing an Ageing Workforce, Information for Public Service HR Managers, State Services Commission, April 2004. Executive summary, updated 12th May 2004, Viewed 29th August 2007, . Hayden , C Boaz, A and Taylor, F 1999, Attitudes and aspirations of older people, a qualitative study, Viewed 6th October 2007, . Minister for Ageing, The Hon Julie Bishop, addresses the Managing Your Ageing Workforce Conference in Sydney, Viewed 29th August 2007, . Changing working conditions to suit, 2007, August 28, The Canberra Chronicle, p. 5. ACT Chief Minister Exploring Grandparental Leave, 29th August 2007, Viewed 9th September 2007. . Work and ageing 2005, Causes of our ageing population, Viewed September 9th 2007, .

“Gender” and the Importance of “the Social Construction of Gender.”

â€Å"Gender† and the Importance of â€Å"The Social Construction of Gender. † Gender is an individual's natural sense of themselves existing as a male or female, which may hold opposing views from their biological sex. I believe sex and gender are two terms used interchangeably. Sex implies the biological characteristics among females and males. Whereas gender implies the social qualities connected with being a female or male.As Lorber states, â€Å"I am arguing that bodies differ physiologically, but they are completely transformed by social practices to fit into the salient categories of a society, the most persuasive of which are’female’ and ‘male’ and ‘women’ and ‘men’. † (pg. 11) An emphasis on gender not only exposes knowledge about women and men’s different familiarities; it also illustrates the embedded politics and stereotypes about men and women. Social construction of gender is generally conf erred by the distinction of biological differences of males and females. Such as, men are biologically aggressive and women are rather more passive.Gender is socially constructed and a product of sociocultural impacts all the way through an individual's growth. Gender identity can be modified by and detached from one society to another varying on the individual’s dedication to their society and their weigh on the view of females and males. Frequently people mistake or misappropriate the terms gender and sex. To make the discrepancy more concise one could deliberate that we inherit the sex but we learn our gender. Gender could be a fundamental characteristic of society and the sociological importance of gender that it is a system by which society governs its associates.Gender comparable to social class and race can be expended to socially classify individuals and even steer to prejudice and discrimination. When there is a distinction in the behavior of people centered on their sex, many would express this as sexism. This inequality around the world demonstrates that gender identity is swayed by social standards and has little to do with biological distinctions Society forms individual’s gender and groups its members comparable as many do with age, ethnicity, race, social class and status.However, by labeling according to gender is another way of swaying members of a society and to encourage inequalities. There are recognizable biological and culture differences amid the two sexes but we cannot use these variances to reason our conclusions and deliver stereotyped ideas about gender. Another form of sexism is portrayed by damaging stereotypical interpretations in the direction of women. For instance, sexism ideas of women are concentrated on the beliefs that women are secondary to men due to insignificant ideas that one can hold again women.One mark of gender socialization is the configuration of gender identity, which is one’s distinction of oneself as a man or woman. Gender identity molds how we judge others and ourselves which then impacts our actions. For instance, gender distinctions are present in the possibility of drug and alcohol abuse, violent atmospheres, and depression. Gender identity furthermore has an predominantly powerful effect on our emotions about our exterior reflection and our body image.Broadminded feminists reason that gender inequality is applicable from past traditions that create obstacles to women’s development. It underlines individual moralities and equal opportunity as the foundation for social justice and reform. These feminists, alternatively, debate that the root of women’s oppression resides with the system of capitalism. Since women are inexpensive when it comes to labor rates, they are taken advantage of by capitalism, which in return composes them to a smaller amount of authority both as women and as workers.Lastly, feminists see social systems wherein men dominate as the principal grounds of women’s oppression and debate that women’s oppression is within men’s control over women’s bodies. As conveys, â€Å"Women are less powerful than men in the society, they are often stigmatized because of their bodies and its functions, and they are regular targets of symbolic and physical abuse from males. † There is much deliberation between the means of social construction and deconstruction of sex, gender, and sexuality because of the ever changing sex and gender identities.As Ferber states, â€Å"I argue that race and gender identities are constructed and inequality is maintained through the regulation of sexual practices. I offer a deconstructionist approach that is at the same time intersectional-exploring the intersections of race, sex, gender and sexuality. † (pg. 93) A viewpoint about what a male and female is or what society considers they should be is raised in every culture. Women, for instance, are expec ted to be more drawn to things like fashion and worry significantly about their appearance.In contrast, men should be less absorbed on these fixations. When we are raised in a distinctive culture we engross ideas of what is expected of us from our parents, peers and the media. Most individuals then accommodate their actions, manners and pleasures in life to more closely fit society’s viewpoints. Although many don't unseeingly adhere to the socially constructed gender roles many of societies norms are developed and internalized by us as individuals and generally turn out to be part of our individuality.

Home Alice Walker Everyday Use Essay Example | Topics and Well Written Essays - 1000 words

Home Alice Walker Everyday Use - Essay Example This paper will aim to highlight the various aspects in which Dee’s character associates to home and her identity. Right from the start of story, Dee is presented as a character that appears to be a misfit in the environment depicted in the story. Dee’s mother and sister may be regarded as exemplary characters that have very polite habits of speaking and dealing with people. It appears that this is perhaps the writer’s way of creating a sense of ‘normal’ in the minds of readers. Dee character when contrasted against this ‘normal’ becomes extremely shocking for the reader and it is clearly evident that Dee displays characteristics that are alien to the environment of the home and its people. The sharp contrast that exists between Dee and her younger sister is a reflection of the fact that Dee has no emotional bonding to her home; a feature that is missing in her younger sister. Immediately upon arriving at her own home, she starts to behave in a manner that is unacceptable by all moral standards and the residents of home appear to be defending themselves from this new ‘trouble’. She is accompanied by her new boyfriend who has a religion and culture that is different from hers. This is Walker’s way of reflecting upon her new plan for her future. She has no intentions to revisit her culture in the future; instead she is looking for joining new people in life and most probably to adopt their culture. With this new ‘future’ sitting beside her during the dinner, she talks about the glory of her ‘roots’ and wishes to grab hold of the possessions that are a representation of her roots; but her real intention is to use her roots to ‘decorate’ her surroundings. Walker at this stage clearly exposes her false sense of belonging to her ‘roots’, since a person’s origins are not meant to deco rate their environment, but to make them proud of

Letter from Birmingham Jail Essay Example | Topics and Well Written Essays - 750 words

Letter from Birmingham Jail - Essay Example King wrote a letter in response to criticisms he had received while in prison. He was responding to the critics of nonviolence means and injustices before the law. He addressed his letter to his fellow clergymen who termed his actions as unwise. He said that he was trying to answer their criticisms in realistic terms. His response begins by expressing the reasons for his presence in Birmingham. He added that his presence in Birmingham is because he is invited for organizational ties. He refutes the accusations of his fellows who had argued that he is an outsider in Birmingham. King says that his desire to end injustice like the eighteenth century prophets drove him to Birmingham. King accuses the leaders of criticizing his acts of peaceful demonstrations, yet they could not address the conditions that fuelled the demonstrations.King says that, any nonviolent campaign involves four steps; assembling of facts on the existing injustices, meditation, self- purification and real action. F acts about the situation must be established, and brutality identified. Campaigns require facts, not guesswork and are meant to change the existing conditions of injustice and not personal gain. He argues that Birmingham is the most segregated city in the United States, leading in brutality and unjust treatment of Negroes. He added that the Negro fathers had tried to negotiate with the city leaders who refused to listen to them. The promises made to the clergy leaders by the city fathers were unfulfilled.

Anonymity and Networks Essay Example | Topics and Well Written Essays - 2250 words

Anonymity and Networks - Essay Example Though anonymity is a desirable security feature, it has certain disadvantages. Anonymity can be achieved through various security protocols like Single Socket Layer (SSL) protocol, Secure Hyper Text Transfer Protocol (SHTTP) and Transport Layer Security (TLS) protocol among others. Security protocols allow the establishment of secure channels across two communicating parties that are linked through an insecure network. Though the various protocols have many similarities, each of the security protocols has inherent strengths, weaknesses and vulnerabilities. While encryption offers some anonymity, there are certain limitations. The major challenge is the possibility of eavesdropping by local ISP or a local system administrator. The internet security protocols allow transfer of some networking information like the traffic flow route and the source-destination pair which is revealed through traffic analysis. Traffic analysis allows transmission of times data packets. The challenges asso ciated with internet security protocols can be overcome by utilizing authentication and key agreement (AKA) protocols which provide a random-shared key that can be used to uphold confidentiality and anonymity and have less vulnerabilities. ... .13 Section VI: Proposed solutions to the challenges of internet security protocols†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..15 Works Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 Introduction In the wake of increasing dominance of internet as the preferred mode of communication, there has been a lot of interest on the use of anonymity as a means of ensuring user privacy and security. The unprotected nature of internet networks makes them vulnerable for eavesdropping by unauthorized persons. Though anonymity can exist without the internet, the increase in internet us age has made it easier for distribution of anonymous messages. The free information flow facilitated by increased internet communication poses potential security risks to individuals, businesses and government departments as well as the entire nation. As a result, various software and hardware security features have been suggested to address the issue of anonymity. This paper examines the issue of anonymity during internet use with focus on why, how, what and when anonymity should be exercised. The paper critically examines different security protocols involved in anonymity on the internet with regard to the hardware and software components involved. Additionally, the potential problems arising from anonymity and the possible solutions shall also be addressed. Section I: Anonymity in the context of internet communication: what does it imply? One of the major concerns in internet use is the extent to which their privacy shall be

ECON ARTICLE Essay Example | Topics and Well Written Essays - 750 words

ECON ARTICLE - Essay Example The LCD-panel manufactures had been producing flat screens faster than the TV industry could absorb and thus were forced to cut their wholesale prices by as much as 30%, which lowered their profits. Now they demand that TV makers, distributors, and retailers should cut their margin in order to generate more sales. On the other hand retailers complain that their margins are not really much because the high cost of storefront display and marketing TVs does not leave high profits for them. In addition, they have to invest heavily in training sales personnel also. They further have a lot of money tied up in inventories of the costly TVs. Moreover, the average selling price of flat screen TVs have dwindled to about $3000 from $5000 two years ago. The LCD panel makers, meanwhile, face stiff competitive pressure from other screen technologies such as Plasma and High Resolution Projection TVs. Since September 2004, plasma TV prices have plummeted and contributed to high market share gains over LCD sets. Retailers of plasma screen also apply a similar margin to plasma sets as well. But plasma screen factories are not as costly to erect as LCD screen plants, and there is less competition among plasma screen makers, so the profit squeeze is not as bad. A slightly encouraging trend that the flat TV producers can find relief in is that the low price is likely to increase the sales volume. Though there is a gradual decrease in prices and an increase in sales of flat screen TVs, most analysts predict that it won’t take off as quickly as flat screen computer monitors. Monitors primarily being used for commercial purposes, the purchasing has been driven by businesses while TVs are chiefly purchased for domestic use by consumers. These customers rather tend to be more sensitive to price than any other consideration. Due to increased production, the supply of flat TVs has

CS 4 - Strategic Choices Essay Example | Topics and Well Written Essays - 1000 words

CS 4 - Strategic Choices - Essay Example This forms the principal guideline of Coca-Cola whereby it designs its company activities to suit the income and preference changes in the market. It is essential to note that Coca-Cola serves various ages of individuals: Both the old and young person’s utilize the brand. Coca-Cola is widely spread around the world. The activities of Coca-Cola transcend bias even in low-income countries. The countries, under Coca-Cola service stretch from USA, Canada, Europe, Asia and Africa. The company’s headquarters manage a global channel of distribution. In turn, it produces diverse brands out of the traditional domain of soda brands (Hirschey, 2008). Additionally, Coca-Coca integrates its activities in customers, employees, partners and its leadership. As for the partners, the company’s mission regards linking customers, suppliers and the company in a competitive network of entities. Coca-cola, as well, strive to a socially just society through participation in world concer ns and other community’s issues. These community’s issues regard water, sanitation and hunger. Revision of SWOT analysis This regards the strength that Coca-Cola possesses in the beverage competition. In close relation to this, SWOT analysis addresses the loopholes to achieving an edge in beverage market. In addition, it addresses challenges and inevitable threats it faces from the markets and competitive field. The company possesses notable strengths. To begin with, Coca-Cola shares a long history of serving the beverage world. This is contrary to companies that feel out of the competitive field. Each emerging generation of customers are willing to identify with the brand. The brand name is a robust force that traverses across groups and countries. This help in the fact that individuals can easily relate to the brand without relating the same to a specific group’s link (Inkpen & Ramaswany, 2006). The company utilizes an effective advertising method of various t ypes to harness customer base. The company faces a weakness of offering almost similar products just as other beverage companies. Despite its strength, the brand loses out to other popular brands such as Pepsi. Additionally, the company faces the weakness of offering products that medical expertise has analyzed to contain harm to individuals. The larger the quantity of such products, the more risky it becomes to consume. The opportunities for Coca-cola are notable. To begin with, the company can collaborate with other brands to produce different goods. This will serve to minimize anti-market campaigns and competition. In addition, the brand can engage in production of healthy products. The company can also establish a unique taste in their beverages to edge themselves out of the brands such as Pepsi. The company’s threats regards protective measures from other countries. This relates to tariffs and policies. In addition, its expansive activities face the challenge of politica l instability in some of its operation countries (Kapferer, 2012). Strategic choices Coca-Cola has several strategic choices that build on its core strategy of diversity in service. Coca-Cola literally expands into new market territories. The main method it employs to achieve this means of distributive properties. Despite the fact that Coca Cola’s headquarters are in Atlanta, the company owns bottling companies in several countries. The benefit as regards to this strategy relates to

Ummary of the New Testament Term Paper Example | Topics and Well Written Essays - 1250 words

Ummary of the New Testament - Term Paper Example Love, which is the focal message of the Bible is widely discussed by the different authors and explicated in various ways. Warnings are given to the audiences about the end of the world, the second life and the doom of evil men in the gospels and discuss at large the kingdom of heaven or the famous millennial reign of Jesus in the book of Revelation written by John the beloved or the apostle. The gospels written by Matthew and Luke narrate the immaculate conception of Jesus through the virgin maiden named Mary, who was at that time engaged to be married to Joseph. Thoughts of breaking away from her silently because of the shame the circumstance could bring them were not implemented by Joseph because of his vision of an angel who explained to him that the baby Mary bore was from the Holy Spirit so instead he married her. Isaiah 7:14 gives this prophecy and was reiterated in Matthew 1:23. As popularly depicted during Christmas season, Mary and Joseph had to travel to Bethlehem for the census ordered by Caesar Augustus for the entire Roman world (Luke 2:1-7). This is referred as the fulfillment of the prophecy in Micah 5:2 as echoed by Matthew in chapter 2 verse 6 saying, â€Å"But you, Bethlehem, in the land of Judah, are not the least among the rulers of Judah; for out of you shall come a ruler who will shepherd My people Israel†. The baby was borne and was named Jesus whose last record of his childhood was when he was found at the temple questioning and sharing with the teachers the word of God. While the aforementioned gospels started their narration from the birth of Jesus, Mark and John the apostle meet up with them in the start of Jesus’ ministry only giving a few lines to trace back the objective of the Savior’s coming to the world with the introduction of John the Baptist. After Jesus was baptized, He was led to the wilderness to be tempted by the devil (Matthew 4:1-10, Mark 1:9-13, Luke 4:1-13) and when he successfully overcame the t emptations, He went back to His town and started performing miracles, the turning of water to wine being the first of them (John 2:1-11). Other miracles which have been discussed as well in the four books like the healing of the sick, driving out of demons from possessed people, raising of the dead and feeding of many people. The most famous of which is the feeding of the five thousand from the lunch box of a young boy which contained two fishes and five loaves of bread, found in all the gospels (Matthew 14:13-21, Mark 6:31-44, Luke 9:10-17, John 6:5-15). The most important objective of the four gospels is the reason why Jesus came to this earth, that is, to die on the cross so that the sins of men will be forgiven. After calling his twelve disciples and training them, performing many miracles, teaching and preaching the word of God for three years, Jesus was condemned to die by the teachers of the law, accusing him of blasphemy, claiming to be God because He claimed to be the Son o f God. Judas, one of His disciples betrayed Jesus for thirty pieces of silver to the chief priests and sent the soldiers to the Mount of Olives for His arrest. Jesus was then brought to Caesar for his conviction and was sentenced to death which started His sufferings

Resoures needed Essay Example | Topics and Well Written Essays - 750 words

Resoures needed - Essay Example The energy released is usually in heat form. After heat is emitted, the coolant lifts it out of the reactor. Coolant used in most instances is plain water. After the coolant has heated up, it proceeds to the turbine chamber where it drives a shaft. This makes nuclear reactors be exotic heat sources (Hargraves 45). The reactor core The reactor core generates heat and stores all nuclear fuel. It has uranium (low enriched, not less than 5% U-235). The coolant Material passing through the core is called the coolant. It also transfers heat usually from fuel to turbine. A coolant can be the normal water, liquid sodium, or heavy water. The turbine The turbine receives heat from the coolant then generates it to electricity. This takes the same method as it happens in fossil fuel plant. Containment This is the general high-density steel structure-separating reactor from environment. Most are dome shaped and usually reinforced in concrete. Cooling towers These are used in Plants to dump excess ive heat that have not been transformed to energy. They only emit vapor and clean water commonly referred to as hyperbolic icons. Different types of nuclear reactors There exists a variety of nuclear reactors usually of different pursposes, fuel cycles, coolants, and different fuels. Some of them include; Pressurized water reactor This is the most prevalent type of nuclear reactor. It uses the normal regular water as coolant. The cooling water is kept at very high pressures to keep it from boiling. It transfers heat to the secondary coolant loop after passing through heat exchanger. This then keeps turbine in motion. This type of reactor uses oxide fuel pellets compressed in zirconium tubes (Frog 40). This type of reactor has its pros and cons depending on circumstances. On the positive site, it has the void coefficient, which is strong and negative. Reactor easily cools down when water begins to bubble. Secondly, the secondary loop prevents radioactive materials from reaching the t urbines, which eases maintenance. Procedures have been optimized due to accumulated operating experiences. On the other side, coolants under heavy pressure have a high likely hood of escaping in the eventuality a pipe breaks. This reactor is not able to breed new fuel as result of it being susceptible concerning uranium shortage (Weston 56-58). Canada Deuterium-Uranium Reactors (CANDUs) First used in Canada, they usually contain heavy water with extra neutron in hydrogen. This therefore results to Deuterium taking place of pure hydrogen. Since Deuterium has limited capacity in absorbing neutrons compared to hydrogen, CANDUs operate strictly on natural uranium and not enriched. Its advantages are that it needs limited uranium enrichment .For this reason, it can usually be refueled when in operation which keeps capacity factors high. They possess the flexibility nature and uses different types of fuel. Its demerits are based on safety concerns since some variants posse’s positi ve coolant coefficients. Sodium Cooled Reactor Sodium metal, which is liquid in nature, cools down these types of reactors. Since sodium is heavier than hydrogen, it enables neutrons to move at higher speed. These types of reactors use oxide or metal fuels and have the potential to burn everything thrown at them (Uranium, higher actinides, plutonium and thorium). The advantage of these reactors is that they have the capability to breed their own

EVIDENCE BASED PRACTICE Assignment Example | Topics and Well Written Essays - 1500 words

EVIDENCE BASED PRACTICE - Assignment Example This paper discusses the strengths and the weakness of the evidence-based method. This paper also discusses the future and current state of clinical guidelines and the limitations of the guidelines as well. Evidence-based medicine is about solving clinical problems, it does this through a process of bringing together the best evidence of clinical experience and patient values. Clinical efficacy is a critical assessment of anything you do which is aimed at making a change in practice as a result of having a positive outcome. The main purpose is to improve patient and care experience. Clinical effectiveness measures outcomes on an individual patient level. Clinical effectiveness studies help healthcare professionals to understand how to design treatments based on patient variation rather than cost. Clinical effectiveness is about the right people, doing the right thing, the right way, in the right place, at the right time with the right result (Graham 1996). In the context of my practice as a  podiatrist, the right person would primarily be well-trained and a member of the Health and Care Professions Council (HCPC), with knowledge of the new advances in podiatry, such as local anaesthesia, nail surgery, diabetic feet and gait analysis. All the above specialities need extended training such as Continuing Professional Development. Clinical effectiveness doing the right thing is aimed at making clinical practice more accurately based on the use of investigations that have been proven to be effective relative to the specific patient needs (Graham 1996). To do things in the right way it is necessary to have a well-trained and competent work-force that has clear responsibilities and works together in this new era of podiatry to deliver the best value healthcare possible. The right result refers to the maximization of health effects,

A Taste of Honey Essay Example for Free

A Taste of Honey Essay In a normal mother-daughter relationship a mothers part is to provide love and affection all the time. A mother should provide this love and affection even more when the daughter is feeling depressed and down in the dumps. A normal mother should care for her daughter when she is ill and nurse her back to full health. She should give her daughter advice when problems come up and her get through the problem by helping to come up with a solution. A mother should guide her daughter through life and prepare her for its challenges. A mother should learn from her mistakes and ensure that her daughter doesnt make the same mistakes. A mother should provide stability for her daughter. She should do this by giving her a good home in one place, by providing food and doing things like washing clothes for her. A mother should ensure that her daughter gets a good standard of education. She should encourage her daughter in everything she does and push her so that she achieves it to the highest standard. A mother should teach her daughter the differences between right and wrong so that it will give her a chance to build up her own set of principles in life. The most important thing a mother should do is give her daughter unconditional love and sacrifice her pleasure for the sake of her child. The daughters part in a normal mother-daughter relationship is to have respect for her mother and to not do things like calling her by her first name. A daughter should not take her mother for granted and should help her with the housework as much as possible. A daughter should take care of her mother when she is ill. At the start of the play Helen and Jo have just moved into a new flat. Immediately we see that Jo has a lack of respect for her mother, Helen. I know this because Jo calls her by her by her first name. JO: Can I have that chair, Helen? We see that Helen doesnt care about Jos well being and whether shes hurt or not. I know this because Jo wants to put a scarf around an unshaded light bulb and Helen just sits by and watches her burn her hand. JO: Can I have that chair, Helen? (Jo takes chair from Helen, stands on it and wraps her scarf round light bulb burning herself in the process) There are many examples of Helen not caring including the time when Jo wants to turn on the gas stove but she is afraid she will cause a gas explosion. Helen doesnt come and help her like a normal mother would but just gives her a stupid piece of advice. JO: Which knob do I turn? HELEN: Turn them all. Youre bound to find the right one in the end. In the play we also see that Helen is not teaching Jo the basic rights and wrongs of life. For example when Jo tells Helen that she has stolen some bulbs she doesnt tell her off like any normal mother would but she condones it. HELEN: Where did you get those bulbs? JO: the Park. The gardener had just planted about two hundred. I didnt think hed miss half a dozen. HELEN: Thats the way to do things. Helen doesnt care what Jo does with her life and whether she gets proper education or not. For example when Jo tells Helen she is going to leave school, Helen just tells her to do what she likes. HELEN: its your life. Ruin it your own way. A normal mother would have tried to persuade her daughter to finish school and get good qualifications. When Helen recognises Jos talent as an artist she just gives her daughter a backhanded compliment, whereas a normal mother would praise her and push her to go to art school. HELEN: I didnt know I had such a talented daughter. Look at that, its good isnt it? JO: Im not just talented. Im geniused HELEN: I think Ill hang this on the wall somewhere. Now where will it be least noticeable The above quote gives me the impression that Helen maybe wants to encourage her but doesnt know how to. Helen has provided no stability in Jos life. Jo was always moving houses and schools. JO: Too many schools and too many different places. This was because Helen was always running away from one of her fancy men. JO: Why did we have to come here anyway? We were all right at the other place. HELEN: I was fed up with the other place JO: You mean you were running away from somebody Helen is a bad influence on Jo and does not act appropriately in front of her. When Peter arrives she allows him to make sexual advances towards her and doesnt really do anything to stop it. PETER: Arent you wearing your girdle? HELEN: Now Peter PETER: Whoops! HELEN: Well you certainly liberate something in me and it definitely aint maternal instincts. A normal mother would do this sort of thing in private without the presence of her daughter. Another example of Helen being a bad influence on Jo is when she encourages Jo to drink. When Jo refuses Helen almost tries to force it down her. HELEN: have some of this if youre cold JO: You know I dont like it HELEN: have you tried it? JO: No HELEN: Then get it down you A normal mother wouldnt force her 15-year-old daughter to drink. Helen doesnt sacrifice her pleasure for Jo. For example she always throws Jo out of bed, every time one of her fancy men comes. JO: You should have asked him to stay. It wouldnt be the first time Ive been thrown out of bed to make room for one of your A normal mother would go somewhere else. Another example of this is when Helen decides to go to Blackpool with Peter for the weekend. She just leaves Jo to fend for herself with only a quid to live on. HELEN: Can you give us a quid, Peter? Id better leave her some money. We might decide to make a weekend of it and she cant just live on grass and fresh air. Jo is very insecure and is afraid of the dark. JO: Im not frightened of the darkness outside. Its the darkness inside houses I dont like This is probably because Helen left her alone a lot of times since she was a child. Jo is very possessive about her mother. JO: You leave me alone. And leave my mother alone too. This also shows she is insecure. As I said at the start of the essay about Jo not having any respect for Helen, Helen also doesnt have any respect for her daughter as she calls her names like a whore. HELEN: You know what theyve been calling you round here? A silly little whore Jo craves her mothers love and affection throughout the play and for most of the time she doesnt get it. Helen directs her love and affection to her fancy men and not to Jo, leaving her jealous. HELEN: Cant bear to see me being affectionate with anybody JO: Youve certainly never been affectionate with me. You have seen in the above examples about how Helen is not a good mother but Jo is not completely innocent. There are examples of Jo often trying to spite her mother deliberately and annoying her. One example is when she makes her mothers coffee as weak as she can, as she knows she likes it strong. PETER: What sort of coffee is this anyway? It an hardly squeeze itself through the spout HELEN: She always does that. Makes it as weak as she can as she knows I like it strong Between Helen and Jo there are sometimes fleeting moments of affection shared. An example of Helen caring is when Jo tells her mother that she is getting married at her age. Helen tells Jo that she should learn from her mistakes and not ruin her life by getting married. HELEN: Oh Jo, youre only a kid. Why dont you learn from my mistakes? It takes half your life to learn from your own. This is one of the few moments in the play where Helen is acting like a proper mother and giving the advice that she should give. When Helen and Jo are having this conversation they are at the point of having a heart to heart when they suddenly start having the normal banter that they do. This has happened often in the play and it gives me the impression that they cant communicate with each other properly and cant talk about their feelings openly. Throughout the play Helen often refers to Jo as she as if there is a third person in the room. Helen most often does this when she is frustrated with Jo. At a point in the play when Helen is arguing with Jo and is really fed up with her, she says HELEN: Youre asking for a bloody good hiding, lady. Just be careful. Oh shed drive you out of your mind A normal mother would talk to her daughter directly. Helen and Jo often have conversations a normal mother and daughter wouldnt talk about. They talk about things like sex. For example JO: He was thin, weak-chinned, with a funny turned up nose. HELEN: It wasnt the nose I was interested in. When Helen and Jo are in the same room together the atmosphere is always fraught and the pair are always making sarcastic comments to each other. For example HELEN: Do I look all right? Pass me my fur. Oh my fur, do you like it? JO I bet somebodys missing their cat. Helen has never given a second thought to Jo. As soon as a better offer comes along she would take off and leave Jo alone. This comes true when she gets married to Peter as she just leaves to go to live with Peter leaving Jo with no money and no support. Jo is all alone. In the time that Helen is away Jo becomes pregnant. The boy is gone and she needs someone to look after her properly. She finds that someone when she meets Geoff. He is a homosexual boy and he looks after Jo throughout most of her pregnancy. In other words he became a mother figure to Jo. He did all the things Helen should have done like the cooking, cleaning and teaching her things about the pregnancy. When Helen comes back she gets rid of Geoff. So as always a really good thing in Jos life has been short-lived and she is right back to where she started. Helen comes back because Peter has chucked her out. She has nowhere to go. This gives me the impression that Helen only sees Jo as a convenience. In conclusion this assignment proves that Helen and Jo have an abnormal mother-daughter relationship. There is a lack of respect between the pair and they cant communicate properly. They cant express their feelings towards each other even though deep down they do love each other. The assignment proves that that Helen is not a good mother and doesnt know any parenting skills. It also proves that Jo is a neglected daughter who craves her mothers love and affection. Having said that, Helen is not a completely bad mother and has given her daughter worthwhile advice sometimes and Jo has done some bad things to her mother sometimes. The title of the play is A TASTE OF HONEY and it means a little bit of sweetness in life. In the play Helen and Jo have A TASTE OF HONEY in their life. Helen got it from Peter. Jo got it from the boy and Geoff. It was short-lived and they ended up right back to where they started. I thought that A TASTE OF HONEY an interesting play and was quite sad reading about a daughter who was rejected for most of her life and a mother who didnt know how to be a good parent.

Leadership styles and the behaviour styles

Leadership styles and the behaviour styles Leadership is the behavior of an individual when he/she is directing the activities of a group towards a common purpose.  [1]  A leader is seen as someone who sets the paths in an effort to influence people to adhere to those paths. Leadership is an action and not just a position. It can be shown via different people in various situations. A person is not born to be a leader but cultured through the upbringing and environment. A leaders personal characteristics are also vital for the developments and motivations of the organizations. True leaders such as the teachers who illustrated that leadership is an action (teaching and leading the students) and not a position. Touching the lives and affecting the outcome of many different expectations, a teacher is the epitome of a leader. A leader has his or her own style of motivating the people in the organizations. A leader must find the best skills in order to provide directions, motivations and purposes. Effective leaders are flexible. Organizational Leadership Model The effective leadership influence is not the same for everyone. It depends on their ranks in the organization and abilities which are required in leaders. The three basic leadership roles identified: initiation, speech, and management. 1. Initiation Initiation refers to planned decision making on policy formulation or structural change. These vital decisions are the determinants of the organizations culture and mission. 2. Speech Strategic decisions and methods designed for implementation within the establishment. It includes adjusting or adding on to the present structure towards new policy demands. 3. Management Management is putting into practice the policies and measures that are available to maintain the operations of the organization efficiently. These three kinds of Leadership are naturally executed at diverse ranks in the company with different abilities and skills. The top level management would initiate new policies that involve a change in the businesss structure or understanding the companys mission. An understanding of the entire organization, culture, mission, vision and how it correlates with the external parties is mandatory for these top level individuals. They represent the organization and what the business stands for. Understanding the policy decisions and practicing them to the existing organization via utterance or speech is usually made by the intermediate-level managers. They must uphold a two-way point of reference by taking orders from the above management and adapting them for the lower groups of people in the organization. Type of Leadership Process Typical Organizational Level Cognitive (Knowledge) Affective (Emotion) Initiation: Change, creation and elimination of structure Top echelons System perspective Charisma Speech: supplementing and piecing out of structure Intermediate levels: pivotal roles Subsystem perspective: two-way orientation Integration of primary and secondary relations: human relation skills Management: use of existing structure Lower levels Technical knowledge and understanding of system of rules Concern with equity in use of rewards and sanctions EXHIBIT 16.1 Three Leadership Patterns, Their Location in the Organization, and Their Skill Requirements  [2]   The companys policies and procedures will be administered by the Lower-level supervisors. These personnel must possess both the technical knowledge and a clear perception of the organizations rules in order to be successful. They have to continually deal with issues such as equity, rewards and punishments in leading others. Therefore, leadership plays a crucial role in an organization because the it has direct impact on the effectiveness of the organizations. Leadership is when a person manipulates others to perform a task at their own will which they would not normally do. Leadership is a vital process to an organization and it can be deliberated on three different stages; i.e. the individual, group and organization. Analysis at the individual stage: the leadership studies have paid attention on the successful leader personalities. Behaviors of both formal and informal leaders are focused at the group level. The effectiveness of an organization is decided by the relations between the leader, follower and circumstances. The studies have caused an emergence of different theories of leadership, namely situational and contingency. In Search for Leadership The requirements in selecting and training efficient leaders were emphasized during the World War I and the quarter century between World War l and World War II; numerous studies were made to examine the personal characteristics of good leaders. These studies are usually referred as characteristic studies since the primary goal was to classify the traits and personal characteristics of successful leaders. The diverse methods used to study these leadership traits could possibly be the reason in the irregularities of the results. The manner of studies was not consistent in identifying the leaders. A majority of the studies was in comparing efficient with inefficient leaders or leaders with non-leaders. Some were identified by external observers, others selected by the group by way of recommendation or voting, nominated by observers such as teachers while some were chosen because they are already in leadership positions. The studies conducted were in conflict as to the way they deliberated on the traits. Some traits were measured by mental tests; others relied on viewers to spot the traits they have seen while some depended on the persons to report their own personality traits. The trait studies were quite unsatisfactory as a whole especially since they had hoped to develop an accurate measure of leadership effectiveness. The spotlight on the leadership research moved because of the flimsy results, to contingency studies which investigated more than just traits of a leader. Numerous traits formed an important divergence in leadership effectiveness and they interrelated with other conditional variables to stimulate the effectiveness of the leader. Physical Behaviors Physical attributes including height, weight, health and appearance are also examined in the studies. It was concluded that there is a relationship between the above features and leadership. Apparently leaders have the tendency to be taller, heavier, better fitness, greater physique, higher energy output and more attractive in appearance. However, these types of results were not always reliable and consistent. The results neither are too weak in general and not consistent to be effective in selecting leaders nor are they helpful for training functions since not much can be made to alter most of these physical traits. Intellect It was generally agreed that leaders are more intellectual than non-leaders and the relationship was shown in the various studies. The relationship could probably begin from the reality that leadership functions depend mostly on success in problem solving. Leadership roles such as initiation, speech and management necessitate great mental ability. In general, it is safe to assume that leaders seems to be more intelligent than non-leaders but the relationships are small. Many other variables other than intellect inspire leadership effectiveness. It was also suggested that leaders should not be too intelligent than the group because associates who are notably brilliant than others are rarely chosen as leaders since the other members tend to snub them. Individuals with high IQs are inclined to have different sets of vocabulary, networks and aspirations that would create communication and inter-relations problems. Leaders do extremely well generally at school/college/university and score better grades. It is important for effective leadership to know how to do things. Thus general and practical knowledge are essential for leaders to make better decisions. Characteristic Traits Only a partial of the characteristic traits seem to be related to leadership and most are not especially convincing. It was suggested that the average leader is more social, has greater initiative, is more persistent, smart in getting things done, highly self-confident, cooperative, adaptable to situations and possesses excellent communication skills.  [3]  Leaders were found to be more emotionally mature than non-leaders in the personality integration or emotional adjustment. It can be concluded that personal characteristics are related to leadership. Effective leadership does not depend on a mixture of personality traits only because situational variables are also important since they always decide whether a character was associated with effective leadership either positively or negatively. Therefore, it can deduced that effective leadership depends on the leaders characteristics, his subordinates and the nature of the task at hand. Many leadership styles were based on studies of leaders behaviors. The finest researches on the styles of leadership are made together at the same time; i.e. The Ohio State University and the University of Michigan. Researchers acknowledged two leader behaviors that were similar although the investigations were conducted separately. As a result, a two dimensional aspects of leadership have been to used to form the Managerial Grid  [4]  . Authoritarian, Democratic, and Laissez-faire  [5]  Leadership Due to the diverse political systems in the US and Germany before World War II, studies of leadership have been inspired which evaluated three styles of leadership: authoritarian, democratic, and laissez faire. In the democratic leadership style, decisions were made by vote of majority; equal participation encouraged; criticism and punishment minimal. In the autocratic leader, the leader made all the decisions and others must follow the set procedures strictly. In the laissez-faire leader, there was minimal actual leadership and others were permitted to work and play as usual without proper directives. Initiating Structure and Consideration The two leadership factors were initiating structure and consideration which include leadership behaviors in organizing and defining the tasks to be performed and goal achievements. A leader who assigns people to do specific jobs, expected workers to follow set routines and meet deadlines. The consideration factor is friendliness, showing trust, exhibiting warmth and concern for followers. Production-Centered and Employee-Centered Leader Behaviors Production centered behaviors were akin to initiating structure in which leaders would establish targets, gave directives, checked on operations and planned the group Employees work. Centered behaviors were similar to the considerations dimension in which the leader would develop a caring personal relationship with the subordinates and encouraged a two-way communication with them. The relationship between production-centered and employee centered behaviors are found to be independent scopes of leadership. A leader with strong production orientation does not mean that he is disinterested in the employees. Managerial Grid  [6]   Robert Blake and Jane Mouton had created a framework which relates task accomplishment to concern for people called the Managerial Grid. They both assumed that concern for production and concern for people would produce the most effective leadership style. There are leaders primarily more concerned with accomplishing the production and task not concerned about people. This person wants the job done and schedule followed at all costs. There is also individual who is not concerned whether the group produces anything but concerned more about the personal needs and interests of the team members. Ideally, leaders should be concerned about meeting schedules in order to get the work done and simultaneously are concerned about the team members interest and feelings too. The Managerial Grid  [7]  is popular among managers. It is extensively used by organisations as part of their training program to assess leadership style. However, the effectiveness of the Managerial Grid is not consistently supported. The factors which are considered in determining leadership styles interact in complicated ways which resulted in various leadership styles. SITUATIONAL LEADERSHIP In assessing leadership effectiveness, there are many factors that must be combined. A situational leadership model developed by Paul Hersey and Ken Blanchard considers three variables: (1) guidance and direction provided by the leaders (task behavior) (2)emotional support given by the leader (relationship behavior) (3) the maturity level exhibited in performing the task As a result, four potential leadership styles have been created using a combination of the above factors : S1: Telling Give instructions and supervise performance closely. Suited for followers who are unwilling but of low maturity. S2: Selling Decide and provide opportunity for explanation. Appropriate for followers who are not able but willing. S3: Participating Sharing ideas in making decisions. Suited for followers who are able but not willing. S4: Delegating Responsibility handed over for decisions and performance. Appropriate for groups who are able and willing. Contingency Theory of Leadership Fiedler studied the interaction of leadership style and situation. He identified and developed ways to measure leadership orientation of the leader and situational factors which influence leadership. Leader Orientation Two types of leaders were identified, i.e. relationship-oriented or task-oriented. Leaders who are relationship-oriented tend to look at others as coworkers and look upon interpersonal relations as a requirement towards accomplishing the task. However, for task-oriented leaders, they react strongly against people whom they could not get along with in performing a task. Situational favorableness (1) relationships between leader and member can be good or bad; (2) the task is relatively well planned or not; and (3) the leaders authority is relatively strong or weak. The task structure becomes the second most important situational variable based on evaluation of four aspects of the task structure. Clarity: whether requirements of the tasks are stated clearly, Multiplicity: which the problems encounter can be solved. Verifiability: which the correctness of the decisions can be ascertained. Specificity: which there are generally more solutions involved in performing the task. Group effectiveness Relationship-oriented leaders perform excellently well in situations where concern for the team members is apparently necessary in order to motivate them to perform well. People naturally prefer leaders who care about them and their welfare. However, task-oriented leaders are clearly more effective in impossible situations. Path-Goal Model Directive leadership: subordinates are told what to be expected. Specific guide, standards and work schedules are provided to ensure that task are performed as expected. Supportive leadership: subordinates are treated equally and show concern for their needs and well-being; develop pleasant interpersonal relationships among the group members. Achievement-oriented leadership: challenging goals are set and subordinates are expected to perform at their highest level, improvement in performance always. Participative leadership: subordinates are consulted on suggestions and ideas in making decisions. Situational factors Characteristics of the followers and environmental factors which affect leadership style are called situational factors. Significant characteristics of the followers which have been identified as determinants of leadership style are: (1). Followers with internal locus of control believe that they are rewarded for their own effort. Meanwhile, followers with external locus of control believe that external forces have a control on their rewards. (2). Authoritarianism: an individuals willingness to accept the influence of others. (3). Abilities: The followers ability and experience influence a leader whether they are able to work with an achievement oriented leader or a supportive leader who are patient enough to provide encouragement and instruction. The path-goal model recognises three environmental factors which effect leadership styles: the nature of the task to be performed, the existing organisations authority system the organisational norms and dynamics The above factors may influence the effectiveness of various styles of leadership in a many ways. Normative Decision-Making Model of Leadership Based on the contingency theory of leadership, this leadership model does not assume any leadership style as appropriate for all situations. Leaders must develop a range of leadership styles and take on the most appropriate style depending on the situation. Leaders are required to know in which circumstances they need to consult others and vice versa. Even though the leader may be the chairman of the group, he is just one of the group members and does not try to influence the group to adopt a particular solution. Criteria for selecting a leadership style. Two criteria used for assessing the efficiency of a leadership style are quality and acceptance. The quality of the decisions made refers to the accurateness of the actions taken and the extent which some objectives are achieved. The quality of decisions depends on accurate and relevant information Conferring with other group members often provides additional information. Diagnostic decision rules. In order to save time and minimize costs, some managers choose the lead autocratically. If the aim was to further the subordinates personal development, the participative style is selected. In some strategies, the manager decides alone. At times, the manager decides on his own after earlier consultations with his subordinates. Comparing the leadership models. All situational leadership models emphasize on the effect of external factors on a particular leadership style. Different leadership styles suggest styles that are determined by various situational factors. The models focus on different methods, which are situational factors and criteria for selecting the best style: task-oriented versus relationship-oriented. The normative decision-making model ascertains three leadership styles, namely autocratic, consultative, and participative. In each model, situational factors which influence the effectiveness of leadership are somewhat different. A significant reason which contributes to this is that normative decision- making model likens leadership to decision making and considers only this aspect of the leadership function. The model also uses different criteria for evaluating leadership effectiveness. DETERMINANTS OF LEADERSHIP EFFECTIVENESS Although identifying what makes an effective leader seems like a simple task, however, individuals who are in leadership positions are often faced with a dilemma on deciding which leadership pattern to practice. Choosing a Leadership Style Choosing the most appropriate leadership style to adopt depends largely on the context of the organisation. A successful leader must be capable of assessing the situational forces in the organisation and respond accordingly to the needs. The forces include the organisation culture, business goals as well as the organisations strategic plans. Effective leaders must understand themselves, the group, company and social environment. Strategies for Improving Leadership One of the main variable to improve leadership relates largely to the organisations reward system. Leaders should not overlook his capacity to reward his followers accordingly since followers will respond otherwise. For instance, the managers of high- performing groups generally are compensated according to their achievements. Considerate leaders manage to create satisfaction among their performing subordinates while at the same time, changes in the behavior of the leaders could be caused by the performance of the subordinates. Constraints on leader behavior. Leaders have limited opportunities to influence others. Leadership effectiveness is inhibited by a variety of factors. For example, the managerial decisions are planned ahead due to factors such as organisational structure, state and federal law, technological specifications and innovations as well as the absence of other alternatives. Many other organisational factors can impose limitations on the leaders capability to communicate with subordinates or reinforce their behavior towards achieving the organisational purpose. For example, organisational policies, nature of task, skills and abilities of available resources and other external factors may impede the capacities of organisational leaders. External factors. In terms of external factors, leaders are constrained by factors that they have no control on such as state and federal laws. Other external factors include the world economy and global issues. Irrespective of their leadership style, leaders with unskilled resources will face great challenges in leading. The availability of skilled followers is subjected to the external labor market. Organizational policies. The organization may limit a leaders effectiveness by hampering the amount of communication between leaders and followers. The existing company policies may also pose restrictions on the ability of leaders to reward or punish followers. Group factors. Leaders may find it hard to penetrate or influence group members who are highly unified. This will create difficulty for leaders to demonstrate his true capabilities in performing tasks for the organisation. Individual skills and abilities. The leaders own skills and abilities may become their constraints because leaders can only possess limited expertise, energy, and power. Some situations may need greater amount of skills, experience and capabilities compared to what the leader may possibly have. Substitutes for leadership. Leadership is an extremely important function. It has an enormous influence on the value of organizations, especially in a business environment. However, in complex situations, we may not know exactly which leadership behaviour will be the most effective to adopt. In addition, certain situations warrant that leadership may be unnecessary subordinates. SUMMARY 1. Leadership is the increasing influence which occurs when an individual manipulates others to do tasks voluntarily which they would not do otherwise. The basic leadership roles include initiation of policy and structure, speech, and management. Leadership is required within organizations to provide direction to employees towards a common organisational objective. 2. The studies of leadership were mainly studies on traits that tried to identify the characteristics of effective leaders. The studies focused mainly on physical traits, intellect and characteristic. The results were usually weak and inconsistent although some personal characteristics were always related to leadership. Most studies concluded that apart from behaviour characteristics and traits of the leader, the nature of subordinates and the type of task to be performed were as equally important to determine success. 3. Another approach to studying leadership set on leader behaviors; i.e. how leaders actually behave. One of the studies compared three leadership styles: authoritarian, democratic and laissez-faire. Democratic leadership produced the greatest satisfaction among subordinates while autocratic leadership style encouraged high level of productivity in the organisation. 4. Research conducted simultaneously at two different universities identified two groups of similar leadership behaviors. At The Ohio State University, researchers identified these two leader behaviors as initiating structure and consideration. At the University of Michigan, the similar two factors were called production-centered and employee-centered. These two leader behaviors seem to relate leadership functions which are essential to the effectiveness of a group. A matrix named Managerial Grid had been formed based on these two factors. The Managerial Grid correlates the concern for production and the concern for people in identifying leadership effectives. 5. As a result of unsuccessful researches conducted to identify superior leadership behaviors, four situational theories of leadership were developed instead. Theories have suggested that the effective of leadership style depends largely upon situational factors, especially nature of the group and the task to be performed. 6. A situational leadership model that matches various combinations of task and relationship behaviors with maturity of the subordinates. As the number of followers increases, the appropriate leadership style that should be employed would be telling, selling, participating and delegating. 7. Three situational variables are used to assess the most appropriate leadership style. The variables are the relationship between leader and members (good or bad), the task (structured or unstructured) and the strength of the leaders power. Based on findings, the most effective leadership style when these three variables created an extremely favorable or unfavorable situation is task-oriented leadership. However, a leader with a high concern for interpersonal relationships is most effective when there were intermediate levels of favorableness. 8. The path goal model theory is derived from expectancy theory. It suggests that effective leaders must clarify the paths to attract followers. Based on this theory, the directive, supportive, achievement-oriented and participative leadership styles emerged. The most appropriate leadership style is dependent on two types of situational factors: characteristics of followers as well as the internal/external environment. Three significant characteristics of follower are the locus of control (internal or external), authoritarianism and personal capabilities. The three environmental attributes are nature of the task to be performed, the existing organisational authority system and norms and dynamics of members. 9. The three leadership styles identified are autocratic, consultative and group decision making. Determining which style is most appropriate depends largely on several factors such as considerations whether adequate information is made available to the leader when making decision alone, whether the goals of the organisation are acceptable by the subordinates, orwhether the followers accept decisions made without their involvement. 10. Members of the group also has a reciprocal influence on the leader. Group member can influence the behavior of their leaders by responding selectively to specific leader behaviors. The power and influence of a leader can also be limited due to certain external factors such as policies of the organisation, norms of the group members as well as the skills and abilities of followers. POSITIONING ON LEADERSHIP CRISIS Many leadership theories have been in existence as more people tries to determine the most effective leadership style available. Arthur G. Jago (1982)  [8]  had proposed a framework that organizes leadership theories based on each theorys focus and approach. However, effective leadership also depends on specific situations. There are various kinds of behavior that leaders can display to its followers. The two leader behaviors that have been consistently identified are called production-centered and consideration-centered activities. A person can change his or her behaviour without being forced based on the amount of influence exerted by another individual. I concur with A. Ange on the presence of leadership crisis but I also foresee the resolutions taken and are still being taken to resolve the problem. Many organizations are spending money in sending their employees to be groomed and trained for future growth of the company whereby they are exposed to different methods of management and how to be great leaders. Leaders are born to leaders but in some circumstances, situations and environments also play a huge role in creating a leader. Leaders come and go and new ones are always on the threshold to take over the empty space. The qualities of the leaders and their leadership styles vary but they are vital in the development and motivation processes of the organizations. There is a crisis in good leadership but it is not at a critical point. Big organizations would have everything in place for the future growth of the company and would have in line the replacements for all aspects of the management. Even is small to medium sized organizations have planned their management line-ups for the future. The ongoing programs and trainings that are conducted by organizations to produce capable leaders and groom them further showed that companies are aware of the could be crisis and had taken steps to overcome the situation. Yes, there is a crisis but the severity of the crisis is not huge enough to cause panics throughout the organizations.

Cebu Pacific A Time For Change Management Essay

Cebu Pacific A Time For Change Management Essay The airline Cebu Pacific Air (CEB) has been flying since March 1996 (Cebu Pacific Air 2010). It has experienced ups and downs when two of its fleets crashed, killing hundreds of people (Balatucan c. 2010). Yet despite the tragic incidents, CEB was able to rise and salvage its reputation, bringing it in as one of Southeast Asias most dominant airlines (Krinks 2002). Its status grew, giving it the license to have international flights through in the world. Cebu Pacific Air is especially well-known in Singapore, as one of the leading airlines who has flights nearly everyday in Singapore. Yet due to the economic crisis that is felt globally, CEB is letting go a portion of its loyal employees. Though it is painful for the company to do so, such measures are out of the managements hands as the wave of financial turmoil crash stronger and stronger daily. This is the perfect time for the company to regroup, so that Cebu Pacific Air could emerge as a stronger, better, and a safer airline whic h will be known throughout the world in the years to come. If the company will be able to rethink its management style, in particularly, people management, then more profit would be generated for the airline, and the company will be able to afford its lavish number of employees as well. 1 Introduction According to Manila Bulletin Publishing Corp. (2008), Cebu Pacific Air contributed 45% of the total domestic passenger traffic by carrying 2.57 million passengers in a span of six months in 2008 (from January to June). This means that in 2008, the company was able to generate lots of income and was a great donor to the Philippines annual revenue. Yet despite this, the economic crisis has not been kind to the company. Some employees had to be let go in order to adapt and give way for a better regrouping that will give Cebu Pacific Air a better leverage in the airline industry. Main competitor Philippine Airlines already bowed out of the race by having to retrench a lot of it people. Yet Air Philippines, a Philippine Airlines affiliate, was rumored to be headhunting the market for a Quality Assurance Director. Right now Cebu Pacific Air is also in need of a Quality Assurance Director to oversea the whole production and process of Cebu Pacific. What the company has now is Mr. Jose F. Buenaventura who directly reports to the Director, President and CEO of Cebu Pacific, Lance Gokongwei. Having a Quality Assurance Director will have its many advantages, therefore bringing the Cebu Pacific revenue higher than it has ever been. With the February 2, 1998 crash of Flight 387 which took 104 lives, and the May 3, 2006, Flight 393 crash which delayed flights in a local airport because of a failed aircraft part, Quality Assurance is not a question of want, but a necessity. It is important that the company changes its management style and employ a superbly qualified Quality Assurance director to ensure that future flights of Cebu Pacific will not suffer the same fate as the two flights mentioned above. 2010 has been a good year so far, by enabling the company to meet its 40 million passengers in the 999 pesos Go Lite Seat. Having met this milestone, the company will be able to proceed with more important and valuable projects which will increase the income of the airline. Despite the obvious growth of Cebu Pacific Air in the current years, expenses are mounting up, and these turbulent times globally should be taken advantage of. Cebu Pacific should sit back and regroup, taking its biggest and best thinkers into a room to determine the best course of action that will propel the company even higher than its standing today. The author believes that once Cebu Pacific changed its management style and employed the right Quality Assurance Director, more revenue will enter the companys portfolio. With proper planning, and correct execution of plans, Cebu Pacific could well be a household name in terms of flying, abolishing all traces of competitors greatness forever. 2 Background of the Company Cebu Pacific Air would cease to exist as it is known today without the efforts of John Gokongwei, who is the founder of this noble airline. He stared selling textiles and corn, created textile miles and explored food manufacturing before directly competing with San Miguel, one of the premier brands in the Philippines. Gokongwei continued to amass wealth by building shopping malls, hotels, compounds, real estate, among many others. His major companies include Digitel Corporation, Apo Cement, and Cebu Pacific Air (Krinks 2002). Cebu Pacific Air first graced the skies on March 1996. The company calls its clients as Juans, which is a typical Filipino name with affiliations to the poor. Because the company aims to give low fare, great value (Cebu Pacific Air 2010), the word Juan is very symbolic in terms of giving the medium and average families the chance to fly and visit places. This dream is made possible by Cebu Pacific as it offers the lowest prices on the market. CEB started its operations by offering clients to fly domestically in cheap prices. After the initial success, the company was able to fly internationally on November 2001. Now, nine years later, Cebu Pacific is given the license to land in Bangkok, Kota Kinabalu, Kuala Lumpur, Jakarta, Macau, Seoul, Shanghai, Taipei, Singapore, Bangkok and other hot spots across Asia (ibid). It enables every Juan who boards its planes to explore the countries near the Philippines, and to enjoy their stay with the affordable prices. Cebu Pacific Air also boasts to be very safe and reliable, considering its recent re-fleeting program which brought about twenty-nine new planes. These 10 A319 and 11 A320 Airbus planes and 8 ATR 72-500 aircrafts (ibid) gives Cebu Pacific the right to say that it has the youngest fleet in Southeast Asia. Having younger planes gave the airline passengers a sense of security that since the planes are never overhauled, repaired, and manipulated in any way, and the maintenance of the fleet is routine, then their safety will not be compromised despite the low fare. Not only is Cebu Pacific the leader when it comes to low fares, it is also the torchbearer of technology in terms of aviation in the Philippines. It is the first local airline to use e-ticketing (made popular by the American Airlines), prepaid excess baggage and seat selection in the Philippines (ibid). Unlike other domestic airlines, Cebu Pacific not only provides magazines in flight (the magazine is called Smile), but also provides board games and other forms of entertainment, otherwise known as Fun Flights (ibid). Lastly, not only does Cebu Pacific provide low fares that will give peace of mind and assurance to consumers, but it also provides the travelers with a from plane-to bed service after having tied up with destination hotels, travel insurance, entertainment ticketing, travel agencies, travel insurance, and other travel necessities. The Juans could simply board the plane, and upon arrival, ride the rental car arranged for them by the company. Last February 2010, the on-time performance of Cebu Pacific reached 92.5% (ibid), and the company is aiming to raise this to a hundred. With the smooth travels, reliability, and enjoyable flights, it is no wonder that Cebu Pacific is the best choice for air transport in Southeast Asia. 3 Literature Review Though there are many management styles, Cebu Pacific employs people-friendly but firm in the discipline and order area (Manila Bulletin Publishing Corp. 2010). Before the author discusses this particular style, a literature review of workplace related concept would be given to establish the importance of the authors proposed management method to be given later on. 3.1 Air transport in the Philippines Krinks (2002) points out that the air transport was only accessible to citizens with a high social standing, the elites, the famous, tourists, and businesspeople whose travel expenses are being shouldered by their companies. Majority of Filipinos can only dream of flying and visiting foreign places, since to ride an airplane before is synonymous to having a lavish lifestyle. This was before Cebu Pacific came in. Philippine Airlines, the first airline in the Philippines, has dominated the air transport industry in the Philippines for more than five decades. It was first obtained by the Philippine government in 1948, was bought by a private institution in 1965, and was re-taken by the government in 1977. This was when the former President Ferdinand Marcos issued a decree saying that PAL should be the sole domestic carrier (Krinks 2002) in the Philippines. When former President Marcos was ousted, President Corazon Aquino then started turning Philippine Airlines as a private company. By 1993, Lucio Tan was the major stockholder, and from then on, Philippine Airlines enjoyed the privilege of dominating the Philippine skies without competitors. By 1995, former President Ramos re-build two airports in the Philippines and made their sizes to be globally competitive. The Manila and Mactan (in Cebu) airports were the major airstrips in the country, and Ramos urged competitors to take advantage of the five new airports with international flights. By 1996, Cebu Pacific entered the picture by giving the lowest rates possible without incurring loses for the company. PALs maket share fell a whooping 65%, and it continued to decline by losing billions of pesos from that year onwards. By 2000, PAL was indebt to an amount totaling to $2.2 billion, and Cebu Pacific was being embraced by the Filipinos. The air transport industry is currently being shared by Cebu Pacific Air, Grand Air, Air Philippines, Philippine Airlines, Asia Spirit, and Corporate Air (ibid). Along with the opening of NAIA 3 came the opportunity for Cebu Pacific to display to its counterparts that it is a force to be reckoned with. When the third Ninoy Aquino International Airport was opened in Villamor, Pasay City, Cebu Pacific was the one who first launched a flight in the airport (Manila Bulletin Publishing Corp. 2010). Airport General Manager Alfonso Cusi for NAIA 3 said that the airport had an agreement with CEB that the airline will fully utilized the terminal for their regional flights (ibid). 4 Proposed Workplace Relations Approach Cebu Pacifics laidback friendly approach to its employees are working and motivating people, but the lax in discipline and respect could be further improved. A domineering or autocratic style of management could work as well, but according to Thomas (1997), this type of leadership could fail at one point or another. But since Cebu Pacific needs to regroup and to change its system in order to earn more revenue, it is time for the airline to think about its workplace relations approach. An organization requires the utilization of a complex array of resources to grow, survive and achieve the ultimate mission or objectives that informed its existence or creation. The mobilization and deployment of these resources human, financial and material in the right resource-mix, gives the organization leverage toward the desired end. Of these resources, the human resource is the most potent and central, contributing significantly to corporate bottom line and competitiveness. The organization therefore gains sustained competitive advantage through people, the organization workforce. Competitive advantage is simply defined as anything that gives an organization an edge over the competitors in its market. According to Porter (1985), the unique talents among employees, including flexibility, innovation, superior performance, high productivity and personal customer service are ways employees provide a critical ingredient in developing a firms competitive position. Similarly, Chiavenato (2001) notes that employees are purveyors of activities and knowledge whose most important contributions in the organization are their intelligence and individual talents. There is agrowing consensus that effective management of human capital is critical to an organizations success (Barney Wright, 1998; Jackson, Hitt DeNisi, 2003; Akhtar, Ding Ge, 2008). Managing the human resources in the organization is the traditional responsibility of the personnel manager, a precursor to human resource management (HRM). Some scholars however equate HRM with personnel management, concerned with providing staff support in the organization (e.g. Guest, 1989). Other scholars consider HRM as a natural development of personnel management practices in the face of changing economic and business environment (Armstrong, 1989 2004; and Fajana, 2002). The people-management discipline is undergoing continuous metamorphosis, with the recent emergence of strategic human resource management (SHRM) in organization and management literature. In a recent review covering 30 years, Lengnick-Hall, Lengnick-Hall, Andrade Drake (2009) present an evolutionary and chronological perspective on the development of SHRM. The authors identify the following seven themes which influenced the development of the field of SHRM: (1) explaining contingency perspective and fit, (2) shifting from a focus on managing people to creating strategic contributions, (3) elaborating HR system components and structure, (4) expanding the scope of SHRM, (5) achieving HR implementation and execution, (6) measuring outcomes of SHRM, and (7) evaluating methodological issues. SHRM is evolving as a new approach to the management of people, and specifically focusing on integrating the human capital to business strategy to enhance organizational competitiveness. According to Aswathappa (2004:39), the advent of SHRM has brought forward the issues of linkages between the employer-employee relationships and wider organizational strategies and corporate objectives. 4.1 Outsourcing How would one be able to increase revenue yet save money at the same time? Rival Philippine Airlines has already resorted to outsourcing. Yet Somani (2005) argues that there are many problems in outsourcing, in terms of miscommunication-misunderstandings that are the result of misinterpreted content, tone or word choice-as it relates to people management. This is a problem since by outsourcing, the company is obliged to employ people who speak different languages with no upbringing of the Cebu Pacific culture. They will not be the fun, committed individuals who have served the Juans of Cebu Pacific through the years. Somani (2005) gives a portrait of outsourcing which could easily happen should the company decide to outsource its services: an outsourced project team member mistook a debt of  £95 million as credit, and created a report saying as such. The company then included the  £95 million to the already overextended credit line. Needless to say, instead of saving money by outsourcing, it only made them lose  £95 million more. Cebu Pacific aims to bring people together to have an enjoyable flight through affordable means and the staffs willingness and eagerness to serve with a true heart (Cebu Pacific 2010). If the backbone of the operation (i.e., the ground operation, the ticketing staff, the check in counter people) were being outsourced to other nations, then this soul for service that Cebu Pacific is known for would be changed. The airline would only be another airline who wishes to increase money. 4.2 Solution Berman, E.M, West, J.P., and Richter, M. Jr. (2002) says that the workplace friendships and relations encouraged by a company derives from mutual trust, commitment, reciprocal liking and shared interests or values. These behaviors are present in CEB employees as they mingle and explore new challenges as led to them by team leaders. QM has been adopted widely by most organizations. Previous research has suggested that successful quality management requires a series of people management practices such as training, development, and empowerment. Despite ample findings on the impact of QM on organizational and individual performance, less attention has been paid to employees actual behavior during the implementation of people management practices. The present study, therefore, contributes to the literature by going beyond the employees perception and reaction toward QM implementation and identifying employees potential behavior when implementing QM. Yet when it comes to disciplining, this friendly approach could prove to be fatal. Managers might make wrong decisions because their view is not objective and forming personal friendships with the people they are in charge of could cause complications and conflict of interests in the future. A way to avoid such is to get the assistance of an outstanding Quality Assurance Director. There would be three organizational heads which will help the company: a Quality Assurance Director, an Operations Director, and a Management Director. The most promising would rise to the title of Overall Director, and would report directly to the current heads Mr. Jose Buenaventura, and CEO of Cebu Pacific Lance Gokongwei. Having this additional structure in place would give the directors more focus on their tasks in their department: for human resource management, operations, and quality assurance. Once these three aspects are strengthened and formed, then the rest of the organization would follow. This is the proposed structure for Cebu Pacific: Director, CEO and President Board of Directors Overall Director Senior Consultants Executive Officers Figure 1.1 Proposed Structure for Cebu Pacific The current structure of Cebu Pacific is as follows: Figure 1.2 Current structure of Cebu Pacific As one can see, having the Board of directors in the same level as the senior consultants, executive officers, and the overall director would prove to be beneficial since the companys top people are closely working together. There would be no discrepancy in positions, as there would be different functions for each person. 4.3 Management Approach After implementing the proposed structure for Cebu Pacific (Figure 1.1), then the companys management approach should be changed as well. The informal, friendly atmosphere must be changed. The managers must be more diligent in imposing the rules, yet be flexible enough to the changes. The managers will cease to be lenient with their teams, and push each team member to produce more results and more revenue for the company. Watching movies while working in their desktop computers, having four break-times in an eight-hour work day, and games in desktop computers would all be removed. There would only be three break times in an eight-hour work day: at 10:00 to10:15 in the morning, 12:00 to 1:00 PM for the lunch break, and a 3:00 to 3:15 PM break. This will maximize the potential of employees and remove those who are skiving off work. While people management practices involve extensive communication, employee participation, and teamwork, it is expected those practices would facilitate individuals pro-social values motive. In addition, Nair (2006) suggests that QM is now most widely accepted organizational goal and is believed to be essential for effective management and competitive survival of organizations. This organizational-wide consensus with respect to QM as organizational goal and QM as a means of competitive survival may lead to the increasing in individuals desire to help the organization even when they need to do more than their job descriptions stated. In sum, if people management practices are heavily emphasized in QM implementation, it is expected to motivate both organizational concern and pro-social values motives of organizational citizenship behavior. There are employees who were caught watching movies while working, with their Windows Media Player minimized. There are also those who are spending the office hours by playing Solitaire and other games that were initially installed in all desktops. It would then be implemented that all computer programs and softwares that are not work related would be uninstalled, and employees will no longer have the access to install programs. Each program from an anti-virus to Auto CAD for the engineering department and Adobe softwares for the marketing team would need to be installed by the IT department. Instant messaging systems such as Yahoo! Messenger, Skype, and others would be removed as well. In its place would be the intranet which would have the same function, the only difference is that only colleagues and co-workers would be able to talk to the employees, and there would be no distraction and other impediments that are hindering the productivity of a team to flourish. 5 Basis for critical success factors The author strongly believes that changing the organizational structure of Cebu Pacific and installing powerful and over-qualified people in the positions of Overall Director, Quality Assurance Director, Managing Director, and Managing Director could prove to be beneficial for the company. There would be a clear distinction of tasks and responsibilities. Unlike to what the company has now wherein there are different vice presidents per sector under the Executive Officers, there are areas that are forgone and are ignored, such as Quality Assurance, which is a crucial part of an airline. Having no Quality Assurance director in place means that Cebu Pacific is compromising the lives of its millions of passengers since there are no routinely assured processes that would indicate that a plane is safe for flying. Though Cebu Pacific Airs fleet is young and robust, this will not be the same in five to ten years time. A fleet would have to be maintained rigorously and each decision should conform to the manuals of FAA and other aviation regulators. Changing the management habits of higher ups would also prove to be of valuable contribution to the company. The employees look up to their division managers, section managers, and team leaders to set an example. If the manager is always leaving his or her place to smoke, or is caught doing things that are not work related, then the morale of the team would fall and all efforts would be ineffective. It is important that the management be able to invoke respect and awe in the members to make the most out of their potential and to maximize their talents. If a leader is lenient with no concern for the company, then the team it is managing as well would feel the same way. Knowledge, competence, and related intangibles have emerged as the key drivers of competitive advantage in developed nations. This is not just because of the importance of knowledge itself, but because of the rapid expansion of goods and factor markets, leaving intangible assets as the main basis of competitive differentiation in many sectors. There is implicit recognition of this in both management theory and practice with the growing emphasis being placed on the importance of intangible assets, reputation, customer loyalty, and technological know-how. By using a good structure like learning organization we will have organizational structure that have the ability to support the Intellectual capital in todays market. So todays organizations should try to use this paradigm (learning organizations) to be competitive. Also because our contemporary organizations may differ from the traditional organizations and so we should implement new skills to be learning organization so that our staff can adjust themselves with new technologies. Also can sense the weak signals in the environment and can reply the prosper answer to them. In this situation our managers and executives and CEOs can effectively manage the Intellectual Capital in the organization. Successful managers as well as businesses have been overseeing intellectual capital one way or another right from the start, whether deliberately or intuitively. This though, does not denote that they have an Intellectual Capital Model (ICM) program or strategy. Overseeing intellectual capital as a topic of common business sense is not adequate for the expansion of intellectual capital model like an organizational capability. It is simply when a management style shifts from being instinctively applied to a planned and systemized development that it can be completed. Only then can it be significantly altered from being an art developing into a science. Once it evolves into a science, it turn out to be testable, measurable, more predictable, furthermore, most importantly, repeatable. Even if organizations that pertain intellectual capital model progress this goal, there is, nonetheless, a long road of experimentation along with applied research ahead for the up-and-coming area of intellectual capital model to develop into more of a science. (ICM, 2009) 6 Conclusion The Cebu Pacific legacy as the countrys low-fare pioneer when it comes to air transport continues to this very day. Two years ago Cebu Pacific contributed 45% of the air traffic in the Philippines by carrying 2.57 million passengers in six months time (Manila Bulletin Corp. 2010). This legacy should be protected, so that it would continue to transcend for future generations to come. Given that Cebu Pacifics management style is people-friendly, there are those employees who are taking advantage of the lenient management of their team leaders, section managers, and division managers. It is time to put a stop to that. Personal relationships should between higher ups and employees should be avoided in order to ensure that the managers decisions for the teams welfare would not be compromised because of personal reasons. It is also important that the managers learn how to be firm and demanding, to push their team members to produce more output rather than letting them go at the pace that they want. A team without a clear direction is eating at the funds set by the company for development. It is important that managers be able to adapt and learn how to be rigorous in leading their people. The author proposed that at least initially, the following changes should be made in the staff-manager ratio: lesser breaks, removal of not work related computer programs, and removal of instant messaging systems which would be replaced by an intranet for the company. These changes are small and gradual, yet they would have a positive effect on employees. If the staff members logs in to their computer and there is nothing there but work related stuff, then there would be less distraction and the employees would be able to function to the best of their abilities. Having lesser breaks removes the chances of employees asking for overtime pay for leaving their cubicles during working hours to do personal chores and to return after the 5:30 end of shift to file for overtime to compensate for the hours they lost. The author also suggested that the organizational structure of Cebu Pacific be changed in order to meet the demands of this technologically advancing world. Outsourcing is not an option since this could only mean more money spent because of miscommunication. The best way is to restructure the management in terms of putting emphasis in Quality. Having an emphasis on quality will ensure that future plane crashes would be avoided, equipment malfunction would be minimized, and the Juans would have peace of mind when flying with Cebu Pacific. The goal of Cebu Pacific as Southeast Asias cheapest fare provider is to give every Juan a chance to fly and explore new worlds by traveling. Having directors in place with specific functions would be vital for the company since Cebu Pacific would be able to focus on having good quality without compromising safety. With proper management, a good structure, and more dedicated people, Cebu Pacific Air would go miles it has never been to before. There would be savings in terms of not having to pay more overtime fees for those who are not deserving, and savings for big replacements which would be avoided by routine checks. With all these changes, Cebu Pacific would be able to give every Juan the chance to relieve a dream: to fly in the skies without worrying for their safety, and the bills they are leaving behind. Now they can fly cheaply, safely, and with no worries since the management has dedicated its time to ensuring their safety in terms of Quality Assurance.