Theory

Very much like the author of a word of honor is given credit as its sole creator, auteur possibility gives the film music director credit for authoring the film, imprinting it with his personal vision(goodnight, 2011,sec. 7. 3,Para. 1). While auteur theory is a good starting point for film analysis, it places almost total certificate of indebtedness for a films artistic success or failure on the director. The enigma is that not all film critics agree on the same exposition of what is considered art. According to Andrew Saris, to be considered an auteur, a film director must transfigure in three key areas 1.Technical competence 2. Distinguishable personality and 3. indoor meaning A positive aspect about auteur theory is that directors kitty really make a name for themselves and become even to a greater extent famous than their Star actors. While each of a directors films are unusual in their own way, there still remains a mutual and recognizable thread that runs through them collectively that says this is a Spielberg film, or This is a James Cameron film. On the other side, some say that the auteur theory is too full of holes and is not a good way to narrow whether a film is true art.Some directors intentionally step outside the put down parameters of what is generally considered technical competence. Others insist that because film is a collaborative effort, it is not fair to esteem directors more highly than screenwriters and actors who play equally Copernican roles in the production of a film. I would consider Clint due east an auteur. He began his career very young as an actor in esters movies. later on 16 years of acting and learning he began directing films. atomic number 99 became famous first as an actor in films such as Dirty Harry.Later on in his career, though he played strong roles in each of his films, he was more known for his directorship of films like gramme Torsion and Million Dollar Baby. According to Prep Hemmer, in these fi lms, Eastward shows himself as an auteur through his constant use of Juxtaposing relationships between a younger and older generation, is consistency of a tragic event occurring, bringing his films to eradicate in a violent or tragic manner, and his choice of acting in the majority of his films as he challenges the declining role of American work force(Hemmer,n. . ).

Organizational behavior of HK Disneyland Essay

IntroductionHong Kong Disneyland, opened to visitors in 2005, is adept of the cardinal largest theme parks in Hong Kong. It successfully brings magical insure of Walt Disney to every(prenominal) last(predicate) the visitors vindicatory like other Disneyland around the world.Hong Kong Disneyland has created a enculturation for their employees with open converse with their managers and subordinates, professional prep atomic number 18dness, and give backs. This philosophy of treating employees hale has long been pick out by Walt Disney for many courses. The belief of Walt Disney is that you plenty occupy under ones skin joyful nodes as long as you save employees who enjoy intrusting for Disneyland and bringing contentment to visitors.With the complete develop for each employee, they make both visitorsexperience a memorable magical moment. No matter the throw out of Disney characters, or the plurality make waters in Disneylands restaurants or hotels, on the w hole of them receive comprehensive training. This training piece of ass ensure that every Disney employee fundament work to wee-weeher as a team, and supply excellent client benefits to allow for their customers ca-ca.In this report, we give illustrate how Disneyland incorporates organisational manner concepts to create a culture for their employees where they feel satisfactory for their work environment and feel that they atomic number 18 important to the team. Motivation and molding argon two main focuses in our research. We allow for in any case admit suggestions on how Disneyland tidy sum further advance in ground of organizational culture.MotivationHong Kong Disneyland has many ways to propel its employees to work. Our team is going to apply supposition X and scheme Y, Herzbergs two-factor possibleness, and Maslows power structure of Need these three theories to analyze the employee motivation methods of Hong Kong DisneylandTheory X and Theory YHere is a brief inception on the Theory X before the natural covering on Disneyland. Theory X found on pessimistic assumptions. It is impediment to employee morale and productivity. For example, it fancied that labors atomic number 18 inherently lazy and avoid to work, exclusively interested in money and in requisite of close supervision. Also, they would pitch little competition without incentive computer schedulemes, avoid responsibility and invite to be driven finished control systems. So, once the manager adopting this system, they leave end everything in unsaved without evaluating the fact, structure the work, energize the employees and withal in authoritarian style ground on the threat of penalty.Here comes to the application on hypothesis X. fit to the spokesperson of Disneyland, Angela Bliss, Disney employees have to adhere to strict guidelines and rules for their behavior and appearance. Once hired, they have to maintain the Disney Look, and the Disney look is a fresh, clean and approach shotable look, ensuring that every client feels comfortable with our entire take in. Therefore, puke fractions, Disneys way of referring to their employees, receive a Disney look book that details all of the prerequisites, emphasizing a graphic look with natural hair color and makeup. The purpose in doing this is to upkeep the focus on the show and non on the individual quarter member. Besides, a upchuck member with purple hair whitethorn non appear approachable to all of their guests.According to Disney rules, any clip a cast member confronts a guest who appears lost or frazzled, the employee must offer their service of process and point them in the right direction. Pointing must invariably be through with(p) with either two fingers or the full hand. So, the supra showed that the workers in Disney argon suffered serious and high intensive instructions and rules by the theory X style managers.Whats more, with reference to the article by Jas on Garcia, Orlando Sentinel on November 16, 2010, The Walt Disney Co. has issued a new policy banning employees from texting bit driving on the meditate. The ban applies to all of the Burbank, Calif.- base entertainment giants worldwide employees including its somewhat 60,000 workers at Walt Disney World. The policy, which recently took effect, also prohibits employees from making or receiving phone calls man driving on the assembly line unless they use a single earpiece. It applies to workers who are either driving company vehicles or utilize their knowledge vehicles while on the job. Disney punishments for workers caught violating the driving policy allow be decided on case-by-case basis. The policy does not apply to employees during their drives to or from work.In short, the evidences above status that the attention of theory X style, use to stupefy up regulations and punishments to motivate their actors.On the other hand, here comes to the theory Y. On the contrary , it based on dogmatic assumptions, and also more positive view of workers and the possibilities that create. For instance, they take for granted that employees are ambitious, self-motivated and anxious to accept greater responsibility. Employees exercise self-control, self-direction, autonomy and empowerment,also exercise creativity and become forward looking. So, once the managers are take this theory, they believes that people want to do advantageously at work, have a pool of unused creativity and that the rapture of doing a job is in itself motivating.Here comes to the application on theory Y. The Walt Disney Co focuses on creating a culture in which employees suffer flourish and find meaning in their work. Together with more than 10,000 online reference materials and resources, instructor-led classes, surgical operation support systems, and education reimbursement for job-related microscope stage programs, The Walt Disney Company offers an array of tools. From the webs ite of The Walt Disney Co., they claimed that It takes a finicky kind of person to work at The Walt Disney Company. Our employees and cast members contri ande to the success of our many brands in a way no other company butt match. That is why our employees and cast members are the most valuable part of our organization. But we know your action isnt just roughly work. You have additional things going on family, friends, ain interests, education and more. The Walt Disney Company offers a comprehensive total respects mailboat that helps you live your best life, grow personally and professionally, and get reenforcemented for the results you deliver. The programs, benefits and perks you receive as an employee or cast member may vary based on where you live and work. But when you add it all up, the total package bequeaths the resembling results your total rewards support you throughout all stages of your life and biography.Herzbergs two-factor theoryThe two-factor theory stat es that on that point are certain factors in the workplace that mother job satisfaction, while a separate set of factors cause dissatisfaction. The theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an improver in satisfaction leads to decrease in not pleasurable dissatisfaction.Two-factor theory distinguishes in the midst of motivators and hygiene factors based on the arbitrariness that the presence of one set of job characteristics or incentives leads to worker satisfaction at work, while another and separateset of job characteristics leads to dissatisfaction at work. Therefore, satisfaction and dissatisfaction are not on a continuum with one change magnitude as the other diminishes, but are independent phenomena.Motivators much(prenominal)(prenominal) as challenging work, strikements, recognition, responsibility, or anything else that given positive satisfaction, ar ising from intrinsic conditions of the job itself, which is based on the long lasting workings environment but not short-lasting achievement.The Walt Disney Company offers a comprehensive total rewards package that helps employee live founder life, grow personally and professionally, and get rewarded for the results they deliver, for example, on that point are incentive and special recognition programs which includes fictional character of work, length of service, community volunteerism and employee of the month recognition. Reward will be varied by company, job status, location and/or the terms of any applicable collective bargaining agreement. The company have a diverse workforce is critical to the business. Variety of opinions, ideas and perspectives to ensure staff and their managers quell to top the death penalty and represent the companys global marketplace. When employee reflects the communities, it bottomland enhance the way for them connect to guests, audiences and c onsumers. Employee fag end feel that they work toward an comprehensive environment that fosters creativity, cornerstone and camaraderie across all of the Disney companies. The culture advise also inspire the workers. For instance, they are committed to a tradition of innovation and technology. Employee raftful be easily given job satisfaction from mise en scene a high standard of excellence and maintain high-quality standards across all product categories. Apart from that, working in The Walt Disney Company can perpetually enjoy in the joyful atmosphere as the entertainment is virtually hope, aspiration and positive vector sums, they can create positive and inclusive ideas about families and provide entertainment experiences for all generations to mete out. The rewarding, inclusive and supportive work environment is committed by the company. Thus, the staffs are able to gain satisfaction from working in Disney.Hygiene factors, for example, status, job security, salary, wo rk conditions,the benefits for employee, that do not give positive satisfaction, though dissatisfaction results from their absence. The Walt Disney Company provides employee base salaries with the total compensation chance and health and wellness benefits which includes medical, Disney Health Pursuits Wellness resources, Employee Assistance Program (EAP), behavioural health, prescription drug coverage, dental, healthcare and dependent day care conciliatory spending accounts, accident and disability Insurance, long-term care insurance. Besides, the employee can have seemly quantify off working in Disney. They can have 11 paid holidays per year, vacation, sick pay and short-term disability, leaves of absence, bereavement and control board duty, personal life resources, group legal plan, adoption assistance program and onsite childcare centers. Moreover, they can also enjoy the retirement and financial benefits. 401(k) savings plan with company match, retirement savings plan for s alaried employees and employee progress toing purchase program would be included.Also, they can enjoy special bare(a)s which are complimentary theme park admissions, employee discounts, merchandise discounts at Disney-owned stores, company-sponsored sluicets and services, Disney employee matching gifts, commuter assistance program and many other unique advantages. Last but not least, some world-class training programs are customizable for employee to join such as professional development, management and leadership development, computer skills, business dousing programs and individual career development as the company encourages staff to learn and pass around their goals. To sum up, the Herzbergs two-factor theory can be employ into The Walt Disney Company as motivators and hygiene factors can be found in the policy of the company and working environment. It can satisfy both motivators and hygiene factors of employee and that is the reason staffs enjoy to work there.Maslows p ower structure of NeedMaslows theory relates motivation to a hierarchy of take aims. At the bottom are essential physiological needs such as air, food, shelter and clothing. As individuals satisfy one level of need, their motivations change as they aspire to reach the higher redact needs. Therefore, to motivate an individual Maslow suggests that it is necessary to know where inside the hierarchy eachemployee is placed so that these factors can be taken into account.Physiological needs Hong Kong Disneyland offers competitive salaries. This gives employees the mean to acquire the basic needs for living. Also, provide benefits programme to employees which suit them. These benefits and competitive salaries help workers pay go further and so motivate them to be loyal to the company. In Hong Kong Disneyland, empolyees can earn more than just a pay-check and will receive a total rewards package that consists of divergent types of compensation and benefits, such as Cast exclusive MTR discount schemeComprehensive group medical insurance, including outpatient, hospitalisation, specialist, Chinese herbalist and dental services Group life and group personal accident insuranceDiscretionary gratuityPaid annual leave, maternalism leave, marriage leave and examination leave Overtime payment for frontline overtime eligible positionsOvernight shift premiumLaundry services for uniforms and apparelSafety needs Hong Kong Disneyland values the safety of all employees. It is committed to providing a safe and healthy work environment to prevent accidents. Hong Kong Disneyland provides a die rule and regulation to employees. For example, how to access the control of the machines therefore employees are accountable to create a safe working environment too that means they have to take responsibility for observing the health and safety rules and practices. Hong Kong Disnetland also offers employees a range of working patterns. For example, it provide a flexible working schedu le, some employees may want to work as a part-time, they can choose among the schedule. This helps employees to choose the best option for a healthy work-life balance. cordial needs These are associated with a feeling of belonging. These provide informal opportunities for employees to get along with each other. This helps strengthen teams and enhances workers sense of belonging. Having an open approach to communication keeps everybody focused on the Hong KongDisneylands aims helps individuals contribute to the company.In Hong Kong Disneyland, there is a RACE Club which provides a variety of interest programs, instructor-led courses and outdoor amateur activities for cast members and their family and friends. The RACE Club strives to promote diversity and work-life balance for cast members. It is also a platform for passionate and talented cast members to let loose their potential by being program instructors. appreciate tout ensemble employees in Hong Kong Disneyland have a need to be respected and to respect themselves. valuate is the normal employees desire to be accepted and valued by others. Employees need to engage themselves in activities, to gain recognition and a sense of contribution. Esteem needs can intersect with motivation in the Hong Kong Disneyland too.For example, employees voice will be heard at the Hong Kong Disneyland recidivate. Cast members are welcome to region any feedback employees may have with the Cast Advisory Council (CAC). The CAC meets fixingly to take heed to cast member feedback and make suggestions to improve the working environment.Self-actualisation Hong Kong Disneyland provides employees with the opportunity to take on challenging and stimulating responsibilities. This enables them to develop and improve. Hong Kong Disneyland offers more than 100 instructor-led programs to all cast members, including the Operations and Professional Teams. As a full time cast member, Employees can receive an fairish of 35 training hours per year to help them excel in their career. Typical instructor-led training courses include Classes for either Cast MembersDisney Traditions TrainingCommunicating Effectively in the Workplace fully grown and Receiving Feedback in Disney lookInfluencing Team Members as a Role modellingGood Show Begins with MeClasses for All ManagersCoaching for Win-Win topicProblem solution & Decision Making SkillsTime ManagementSeminars and conferences hosted by Guest SpeakersattainmentOrganizational scholarship in DisneylandLearning in Disneyland take separate in three aspects, it includes Disney University, DU Learningland and Emerging Leader Program.1. Disney UniversityThe Disney University (DU) offers more than 100 instructor-led programs to all cast members, including the Operations and Professional Teams. As a full time cast member, people can receive an average of 35 training hours per year to help them excel in their career. This also acts as a guide to providing world-class ser vice to our guests. Typical instructor-led training courses include Classes for All Cast Members-Disney Traditions Training-Communicating Effectively in the Workplace-Giving and Receiving Feedback in Disney Style-Influencing Team Members as a Role ModelClasses for All Managers-Coaching for Win-Win Outcome-Problem Solving & Decision Making Skills-Time Management-Seminars and conferences hosted by Guest Speakers2. DU LearninglandThe DU Learningland provides a wide variety of self- education materials to study at workers own pace. There are about 1,000 collections including Disney feature films and books on career development as well as personal growth.3. Emerging leadership ProgramHong Kong Disneyland Emerging Leaders Program can help workers develop for future leadership portions at the Hong Kong Disneyland Resort. The six-month program focuses on developing your core leadership competencies. During the training, workers and other cast members work on group projects, attend classro om training and do on-the-job shadowing with a Guest Service Manager. Current situation of learning aspects in Hong Kong Disneyland 1. stated friendshipExplicit fellowship is association that is articulated through row, such as documents. Hong Kong Disneyland provides training to its workers. With the aim to construct along a steep learning curve, Disneyland offers learning opportunities for the trainees, including classroom training that give workers guidelines of the way workers should behave.2. Tacit knowledgeTacit knowledge refers to knowledge acquired through contemplation and direct experience. From the recruitment post of Hong Kong Disneyland, it suggests that previous work experience at Hong Kong Disneyland Resort (e.g. Part Time Host / Internship) or any other Disney theme parks will be considered as an added advantage. This proves the workers are likely to have some experience of welcoming guest before they enter the firm. Moreover, abundant mentorship and mentoring workshops are offered to colleagues so that that new workers can have deeper understanding about Hong Kong Disneyland more easily.3. SkillsMost of the job offered in Hong Kong Disneyland requires that applicants should have excellent command of English and Chinese, including spoken Cantonese and Mandarin. Despite the language requirement, Hong Kong Disneyland further requires candidates have the ability to award fast computer technique with Microsoft Office applications, including Microsoft Word, Excel, PowerPoint and Outlook, familiarity with Apple presentation products, and willingness to learn new software programs Generally, lyric skills and computer skills are the two fundamental skills that Hong Kong Disneyland is looking for.4. AttitudeHong Kong Disneyland demands that workers should demonstrate outgoing personality with good communication skill. Moreover, applicants should be those that are energetic, strong team-players and passionate about Disney. That is to say, Hong Kong Disneyland tries to let co-workers to imagine working for an organization that brings smiles to millions every year, or working with people whose passion for what they do is simply indescribable.Problems of Disney Learning StyleFrom the above description, we find that Disneyland provide extensive training program to their employees. These training programs have equipped their employees with basic knowledge on facilitating casual operation of Disneyland however, these training programs do not equip employees with creativity on how to make their service better. In other word, the training programs of Disneyland do not give enough fortifyment to their employees. Reinforcement is classified into two categories positive bread and butter and electronegative reinforcement. ordained reinforcement occurs when positive consequence is presented to a desired behavior while negative reinforcement refers to the presentation of negative consequence to undesired behavior. Both operant inst ruct and classical conditioning state that extinction of particular behavior will occurs if reinforcement is no longer presented upon the completion of behavior which is previously reinforced. Moreover, social learning theory also suggested that human will learn though observing because of self-reinforcement.In other words, reinforcement has played a very important role in every types of learning. Without reinforcement of desirable behavior and severe punishment of misbehavior, employees may not have any incentive to perform better. well-nigh of them may even lose their incentive to maintain their expected performance and withdraw from Disneyland. This may lead to severe consequences Disneyland in a hardly a(prenominal) aspects. First, with employee losing their work incentives, there will be a reduction of average customer service quality. As Disneyland aims to bring the greatest experience to its customer, their written report as the world most famous theme park may be harmed. Moreover, if employees resign from Disneyland frequently, the turnover rate of staff is high. In this case, notonly the cost of training newly join staff will increase, the time of training new staff will also be boost as every Disneyland staff needs to receive comfortable training before they become available to work. With the total cost increase in a great proportion, this will lead to a mischief of comparative advantage of Disneyland. To solve the problems mentioned above, Disneyland may need to provide enough external reinforcement and self-reinforcement to their employees.Suggestions1) Since Disneyland is a service industry, their staffs are required to provide high-quality customer services. And this kind of customer service is not only an hard-core knowledge, but also a tacit knowledge. That is, knowledge acquired through observation and direct experience, it cannot be obtained directly through knowledge, such as document. Explicit knowledge is provided by Disney Universit y, while tacit knowledge can be learnt from on-job training, new worker are asked to observe their mentor and learn. At the alike(p) time, employees are required to deal with varied scenarios to obtain customer satisfaction, and they can only learn through real-time experience since there are many unexpected situations happened in reality.So, extensive training can just provide the existing and past experience to their employees and after they obtained the explicit knowledge from Disney University, they can apply it to customers and make a change to satisfy customers with different needs. And this implies practice makes perfect, only through traffic with actual cases with go along rise to obtain a high-quality customer service and that is a tacit knowledge.2) Positive reinforcement can be used since it occurs when a positive outlet follows a desired behavior. In this case, desired behavior will be the high quality service provided by employees, positive answer can be bonus an d commissions. It is the common way for manager to create learning among their employees, and it becomes the motivator for employees to provide a better service in order to achieve the target set by Disneyland. Before the positive outcome launched, employees will less be motivated since they think there is no problem to work as usual. But after having this positiveoutcome, it will motivate employees to provide a better customer service as they want to get the bonus based on the checkpoint set by Disneyland which is related to themselves, the monetary benefit. So, it can create a win-win outcome that Disneyland can continue to have a positive reputation and a continuing improvement on customer relationship through the effort provided by employees, at the kindred time employees can receive bonus as rewards to affirm their effort directly.Employees can learn from social learning theory. First, behavioral modeling and learning behavior consequences are observing and modeling behavior of others and its consequences afterwards Since one department have lots of employees who have their own method to deal with customer matters, like the ways to deliver customer service when dealing with customers with different tempers, so everyone can be a role model towards the others. For example, for a host at Chef Mickey (Food and Beverage), there are many staff to serve customers, such as ordering, serving, and clean up. They can number one observe how the other staffs perform their job responsibilities to get customers satisfaction, and then the consequence is they can improve themselves to provide a unlined customer service after observation and modeling.For self-reinforcement, it is a conclusion that employees should reinforce their behavior with consequences within their control after the learning from observation. Disneyland can lend out the performance management through defining the criteria define what is high-quality customer service by the management department, items may include customer preferences, establishing rapport, dealing with complaints, promoting and up-selling measuring and appraising employees performance how often to carry out quality assessment and when will have appraisals based on the needs with the circulating(prenominal) situation, like the peak season for Christmas or The Lunar New social class providing them either positive or negative feedback using face-to-face approach in order to deliver their feedback directly self-reinforcement will occur if the feedback is positive, employees can accumulate a higher marks for the overall performance in order to get the bonus and rewards from achieving the checkpoint set by Disneyland. And their performance can beimproved through providing a better service to achieve the bonus and rewards, learning from colleagues, personal development, such as the goals and schedule set by an individual to provide a better customer service.3) using a reward allocation decisions can shape ones behavior in Disneyland. Which people to reward who meet the requirement of providing high-quality customer service, how to reward them whether using monetary or non-monetary term. When to reward them, depending when will the appraisals be released.Since Disneyland is a service industry, using team reward systems will be more provide as employees should have a good interpersonal and communication quality, and this reward approach can emphasize cooperation and joint efforts, also employees can share their experience to others in order to achieve a better performance and gain a higher reward through cooperation.At the equal time, competency-based reward should be used as a financial reward practice as it is the fundamental part of employment relationship. The pay has dual meanings, such as symbol of success which provides high-quality customer service performance, reinforcement and motivator, reducing anxiety that the worries about how is their own customer service providing perform ance.Competency-based reward is a pay increases with competencies acquired and demonstrated. It is a skill-based pay which means how well is the customer service provided, pay will be increased with skill modules learned. The advantages is having flexibility on the workload with a better quality, since different employees will provide different customer service, they can learn from dealing with real-time cases in order to adjust how can the customer service be delivered better. not only is this reward focusing on individual rewards commissions, but also team rewards gain sharing and the most important part organizational rewards profit sharing, stock options, balanced scorecard.4) It is suitable to use the job rotary motion in Disneyland. The existing one iscalled the Internal Transfer Process, which is eligible to regular full time cast members who have been employed at Hong Kong Disneyland Resort and held their current position for at least six months. And the purpose is to pro vide Cast Members with cross-functional transfer opportunities and equip them to be multi-functional and multi-tasked.Cast members can first have six-months experience in their department, after being familiar with its job responsibilities and they feel it is time for them to experience the different challenges, they can submit the application for internal transfer without getting a supervisors approval. They can transfer within a Single Team, across different teams or between Operations Team and Professional Team with the same career path. And they can have job rotation after their demonstrated performance, education background, as well as work experience being assessed.Undoubtedly, it has a slightly difference with the job rotation approach since cast members need to submit their application and be assessed. However, the goal is actually similar that offers their employees a chance to have internal transfer. It can minimize repetitive strain injury and reduce the job boredom after staying as the same position for a long time it is good for employees to experience different customers needs through working in different department and it is the only way for them to obtain a real experience through working by their own but not on books or documents. At the same time, there will be some drawbacks that cannot be ignored, such as the extra resources on training as some employees may only work for six months and have internal transfer, that means they need another training which lead to an extra cost on training, the extra training cost will be much higher for employees transferring between Operations Team and Professional Team because the training criteria are alone different also employees may not be an expert in all fields, this problem may occur frequently also in the case of transferring between Operations Team and Professional Team, since the job requirement will be totally different and they need more speculative knowledge to manage employees or work out fo r a win-win outcome and also have decision making which will have a significant influence of Disneylands market share or status. destinationHong Kong Disneyland has demonstrated how a world class theme park creates a working atmosphere for its employees. As motivation and learning are always two most important aspects of employee management, so our team has taken these two factors for study.In motivation aspect, we have introduced Herzbergs two-factor theory and Maslows Hierarchy of Need to explain the motivation of employees. The two factor theory and the hygiene factors can be applied in the ways that how Hong Kong Disneyland motivates its employees. The Maslows Hierarchy of Need explains how Hong Kong Disneyland motivates its employees according to the five stages of needs, that is, physiological needs, safety needs, social needs, esteem, and self-actualization. In learning aspect, currently, Hong Kong Disneyland provides Disneyland University and mentoring sections for its emplo yees to acquire both explicit and tacit knowledge. Its problem is that is does not give enough reinforcement to the employees on bettering the services, resulting in lower incentives and even job resignation. Therefore, we have suggested Hong Kong Disneyland to provide positive reinforcement such as bonus and team reward to boost their motivation and arrange job rotation to keep the employees passion about the company as well as their job.In a nutshell, Hong Kong Disneyland is an international level organization hiring thousands of employees for operation. Its employee management method is a great model for studying but there are still rooms for improvement.

AIDS awareness advocacy advertisement.

Hannan Qistina Amir Hamzah 11200770816th April 2013 AIDS consciousness advocacy publicizing. Kenneth wampum has come out(a) with more than one advocacy advertisement to bring an sleep together to the centre. The world-class was AIDS awareness ad in 1985. He mainly focuses on the issue of AIDS, to increase public awareness of his views on how important to stay fresh it. He tried authentically hard to make deal check about the AIDS issue through his advertisement. The tagline for the ad was For the future of our children.In the ad, the models were not wearing shoes because Kenneth Cole was not promoting or selling his mathematical product but focus on the issue. He does not bother expense very large amounts of money onto his advocacy ad. General reaction to the runner AIDS ad. There is a lot of criticism that Kenneth Cole convey gotten from his AID ad. People ask a lot of nouss, they forget question the message of the ad, the rationality of the ad because the issue wa s very controversial. People will read his ad the way they wanted because everyone has their own perceptions.Even though there are lot of criticism, Kenneth Cole has the courage to argue and stand for his ideas because to him it is important. in addition that, what he felt about the social issue, the AIDS displace be reflected through his ad. AIDS awareness is something that he really cares about and really focuses on the issue genuinely. Kenneth Cole also pursue his AIDS ad as an opportunity to say what is important that whitethorn can assign differences on peoples lives. Value relationship This advocacy advertisement can also help to establish relationship with the constituents.Furthermore, advocacy publicize is designed to capture the eye and to win hearts and minds of the constituencies. The goal is that later on they have being exposed to the AIDS awareness ad, they may take a position on the issue and felt that it is important too, and may be persuaded to change opinion s about the issue. Kenneth Cole said that he believed that he could say something important and might help and impact peoples lives and make a difference. By creating an advocacy ad can put up new facts, arguments or even action that the government should take.Brand loyalty What Kenneth Cole has gotten from his advocacy ad is that it will eventually help to raise awareness of the company, brand loyalty because by taking care of the community can enhance the Coles company, and most importantly about advocacy issue. Other than that, is getting people to act the way he thinks people should act. It is to influence peoples opinion towards his advocacy ad or about the issue that he is focuses on like the AID awareness on 1985. Visit mothers with aids in cape Town.Kenneth Cole went to Cape Town to visit the AIDS centre and the treatment centre to actualize all the AIDS patients. With his visit, it shows that he really cares about the AIDS awareness and really cares about the issue to hel p people just what he said in his ad. He is not only producing an advocacy advertisement. From the visit, he has gain more knowledge about how the international actions around AIDS, he has knew that AIDS exist globally nad know how to address the issue locally.

A visit to a bird sanctuary Essay

People often go to bawl out identifys of their enliven corresponding zoo , hill-stations, sea-shores etc. but our teacher one day made a plan to visit a Bird insane asylum . It sounded quite thrilling to us because it was a very unusual lawsuit of visit . Of late I need been participating in the antithetic nature related activities , quizzes, nature trails, poster competitions , walks , programmes etc. so I got selected for the visit . I was overjoyed and felt on top of the ground as it was going to be a completely una wish hold out for us . On 5th November ,2012 at 7 am we were to learn at the school premises from where it was over to our teacher . About afterward forty minutes drive we were at the CHINTAMANI KAR BIRD SANCTUARY in Narendrapur , Kolkata .It Is one of the most oldest Bird sanctuaries in Kolkata and situated away from the fuss and bustle of the city . As we entered the sanctuary the pristine greenery of the place made us speechless because in cities only we can have the highrises,malls,multiplexes and lots of vehicles running everywhere .The huge trees , the dense foliage and the stamp down thrilled us all. We were filled with inquisitiveness and the strong desire to look for . Slowly we were escorted into the sanctuary and then it was never before . Beautiful trees , creepers , canopies, different variety of Butterflies , Moths, Birds ,Squirrels and other beauties of nature greeted us . As we headed inside , we got the glimpses of a Black Drongo , some Red Vented Bulbuls , a Black Headed Oreol ,Purple bomber , Common Sparrows , Cormorants etc. Our teacher spotted the common Kingfisher targeting his breakfast delights . The interior(a) of the sanctuary resembled dense forest . After exploring the sanctuary we realised how handsome nature is and what I had been missing .There was also a small lake which was centrally located .There in the lake were Lesser Whistling Ducks , Pochards and other aquatic birds. Soon it was time to return . We came back to school with the fond memories of the visit . The visit to the sanctuary was not only a new have intercourse for us but also very enriching . Some experiences are like waves which come and pass by but some leave an indelible mark on our minds and my experience of the visit is one of them. I would like to thank our school for providing us such good opportunities and hope to have some more like this in near future.

Managing Across Culture

wet-nurserect pass awayrect 000579613 000573398 000573202 000583118000527971 draw under chassis draw set drawframe drawframe drawframe drawframe drawframe drawframe drawframe drawframe drawframe Managing Across Cultures- Group Report on encase Study Analysis of Alcatel- luminous BY TEAM Meenak*shi Mukherjee* 000579613 Carlos Andres Serna 000583118 Quasirat Hasnat 000573202 Sangeet Premkumar 000573398 Imran Shahzad 000527971 Exe cuffive Summary This subject examines a case study sprouting optical fusions of dickens firms Alcatel and lambent technologies.This unseasonedspaper provides an insight into the French and Ameri buns socializations taking into consideration the p bent friendship heathenish imbroglio. Alcatel, an Ameri provide company, was previously owned by the technological giant, the AT&T group. hitherto in the year 1996, the company parted ship canal from the group of AT &T and merged with the French company, Alcatel. Alcatel, headquartered in France, prov ides hardwargon-softwargon function to the tele talks sector involving service providers and enterprises. On the 1st December, 2006, Alcatel- lambent merged to look for greater productivity by utilizing jointly owned resources, products and services. comprehend-cultural barriers hindered Alcatel-Lucents strategic advantageover its competitors. In this paper, the Alcatel- Lucent merger will be critically analysed with help reference frame locks and cultural tools much(prenominal)(prenominal) as Hofstedes dimensions, Trompenaars theories on culture and related holds from newspapers. In the recent years, companies name been adopting the schema to expand their markets globally with contrastive strategies such(prenominal) as mergers and acquisitions, strategic alliances, licensing and so forthHowever, companies listening to achieve synergetic benefits often fail in their act of expansion due to the cultural problems revolving amongst the host and home countries. mental home Alcatel-Lucent, headquartered in Paris, France, is the Telecom giant with over 77,000 employees in its payroll a with annual revenue generated as reported in the financial report standing at a staggering 16. 98 billion Euros. The merger of p arent companies Alcatel and Lucent was anticipated to be the shining star of mergers and was aptly phrased as a merger of equals (Sutherland, 2006).This paper discusses the importance of cultural differences and indicates the problems that can be create when different cultural swallow upaction go ons between different stratas of organizations. Short Brief about different cultures Culture can be considered to be a vast word having no unify vagary that can summarize the true essence of it. Some scholars and look intoers trammel Culture as a part of our environmental conditioning, usually distributed among members of resembling nations, regions and areas (_Sorensen_, 1984). This case study is partd to communicate the study of cross culture and its related problems.In regards to bloodline environment, the French Culture believes in providing hostage department for the members of the fraternity. The Culture is warring yet assertive but however is jeopardize averse and consumes too much meter to take ends to deal with a situation. On the contrary, the American Culture is easy going and flexible. Americans believe in quick finish making with a win-lose begin and as a resultant accept uncertainties in a positivist manner. In a recent phrase, Holstein (2007) express, that the two set up companies addressed the issue of crisis taking mea indisputables otherwise.In epochs of crisis, the Americans believe in reducing costs through scale down job opportunities whereas the French charter a supportive approach towards their employees with the government acting as the back b matchless to resolve such issues making the process of conclusiveness slow but unaffected by the crisis piling on the company with additi onal operational costs. The inclination of the American Culture is towards achieving short term goals such as profit making, however, the French culture touchs a negative aspect of doing furrow with haste.The French decision making processes are long and go to measure from each one st unitys throw taking cardinal aspects into consideration. Literature review The Dutch anthropologist, Trompenaars , conducted a research over 10 years and eventually publishing his work in 1994. Expatriates in an establishment can benefit from his dimensions by having knowledge on the managing tasks in different cultures (Trompeenars et. al. , 1997). Universalism Vs Particularism tally to Trompenaars , Universalism and Particularism are term used to de none a culture which is governed by rules and alliances.In the words of French (2007), rules are flexible in particularistic societies and relationships are give more importance than rules. Trompenaars classifies of USA as aUniversalistic socie ty bound by rules. Hence, Lucent as a company believes in growing rules, codes and standards that can be applicable to everyone in every situation without any modification. In USA, dialogue takes place in written agreements, shows that a formal procedure is to be followed to do concern. However in a particularistic culture, the type of relationship determines the work.Whereas the French culture is average in Universalism indicating Alcatel, the French company is uncomplete too particularistic nor too universalistic and rationally develop inter personal relationship and trust bearing in mind the evaluate standards (Gesteland, 2005). Affective/ Emotional Vs Neutral Affective and Neutral are terms used to epitomise emotions with in a culture. In affective cultures individuals tend to show their emotions explicitly in public like the American culture. However Neutral cultures believe in implicit behaviour towards their emotions.According to French (2007), different cultures exhib it different behaviours when it comes to emotions. American community tend to hit the sack their disgust spot-on using verbal communication where as the French do so with sign language such as frowning and smirks. The US and French cultures are both alignedvery close to each other in terms of how emotional or neutral they are. both of them are reasonably average, which means people working in Lucent as good as Alcatel neither express their feelings too en therefromiastically nor do they try to hide their feelings (Gesteland, 2005).Specificity Vs Diffuseness According to Hampden (1998), Specificity is a term used to represent cultures where difference between work life and personalised life are applicable. In soft cultures, the society is non- segregated as work and personalised life are closely interlinked. According to Guirdham (1999), the French are diffused in their cultural believes and so personal and professional life is considered to be a part of the culture whereas the Americans believe in belongings the two separate. Achievement Vs AscriptionTrompenaar describes cultures which believe in achieving precondition through accomplishment with a generic belief that status can be gained and woolly if performances are not measured tallyly. Ascribed status is where people believe that status is gained through inherent right and not according to what they perform in everyday life(French,2007). Achievement orient societies formed by individuals who believe in achieving goals independently. For example the reigning President of the United States of America, Barrack Obama is an individual who became the hot seat with his qualities and perseverance.In Ascribed societies, people believe in the status and the background of individuals. This juxtaposes the idea that in France one can participate in politics hardly if their family has been inclined politically in the past. The American culture is achievement oriented thus at Lucent, social status or posit ion of an employee is derived from his/her achievements. The employees in Alcatel could grow plainly if their business links with the superiors are concrete (Guirdham, 1999). nonparallel Time vs. SynchronisationThe word, sequence, is used to describe time where events follow one another whereas in synchronised time, events are arranged at a parallel basis. Multi-tasking is the main feature of synchronisation. Lucent being a northward American company follows monochromic time that is tangible and divisible. They view time as a narrow spectrum of distinct, consecutive segments. Hence they perform only one activity at a time with greater focus, memory a strict schedule of appointments and showing a strong apology from deviating their inventions (Gesteland, 2005).Whereas Alcatel being a Mediterranean country follows Polychromic time, for them time is indivisible by(predicate) and flexible. Time is viewed as a norm and people perform fivefold activities simultaneously which makes them distracted very easily. For them appointments are approximate and can be changed at any point of time, schedules are not as in-chief(postnominal) as relationships are. Future Vs Past Orientation Lucent focuses more on the present and the immediate futurity than what has happened in the past. They concentrate on achieving result within a short span of time. In Alcatel, the present and future are valued by looking at events that occurred previously.Any precondition situation is compared to the previous happenings. Time orientation does matter a sess when companies operate in different cultures. It creates chaos specially in taking long term decisions. High Vs Low context cultures Lucent (USA)- as a company possesses the attributes of a low context culture where it relies on study explicitly provided, detailed communication and even high gearer detailed instruction at workplace. However at Alcatel (France), employees practice moderate levels of cultural context interms of c ommunication, information and even instruction at workplace.Alcatel being a French company practices very high power distance, which means a wide gap exists between leaders, subordinates and management decisions are do at the flush level only without the consent of fellow employees. Hofstedes heathenish Dimensions Dutch Anthropologist, Geert Hofstede defines culture as The collective architectural planming of the mind which distinguishes the members of one category of people from another (Hofstede, 2001). Using his survey at the IBM involving employees from earthly concern over, he formulated the cultural dimensional framework.High Vs Low index Distance Power distance is related to a society which is split up into classes and ranks. In USA, ranks are least important to individuals as they believe in Equality. Organisational ranks often make employees feel uncomfortable and are not secure widely. In France such distinction between classes and ranks are acceptable. Though high organisational ranked employees believe in appraiseing employees of lower ranks but make sure that the distinction is clear. In such countries it is wise for a subordinate to use terms such as Sir or Madam.Whereas, at Lucent- a US based company, power distance is relatively low. The gap between superior and subordinate is minimal likewise salary and decisions are made consulting with everyone, though organisational hierarchy exists but for convenience. High Vs Low incertitude Avoidance The term Uncertainty denotes societies that are venture averse and risk takers. In US, the culture believes in taking risks and with France, risk taking is not a wise decision and is often followed with monotonous long-term decision making. The French are known for high uncertainty avoidance.Hence at Alcatel people prefer not to take risks unnecessarily, they usually are leal to their employers and set about long work records. The organization is structured with explicit rules and regulations w ith the employee (French, 2007). Therefore, Lucent as an organization is not well structured and people are eager to take risk, thus being flexible that makes them not loyal enough and are clear indicators of short term employees. As France is exceedingly cautious about uncertainty decisions, thus employees at Alcatel are extremely concerned about job losses.In a recent article Sutherland (2006) stated that About 10 percent, or 8,800 employees, will be laid-off. Lucent could not answer which percentage of the job losses will be borne by the U. S. Company, but French laws tightly control when employers can enhance workers (Cited in, Sutherland, 2006). Individualism Vs Collectivism In Individualistic societies, individuals tend to look by and by their family and themselves. Organisational goals are based on individualistic performance and not on the group effort. aggroup works are performed with individual rewarding system. collectivist countries believe that the essence of good performance is based on group up work. Individuals must sacrifice their personal interest for the benefit of the team. Rewards and bonuses are according to the teams performance on activities. The French and American individualistic characteristics are common, causing a clash of cultures while working in conglomerate companies such as Alcatel-lucent. Individualism evolved when the two companies merged because the people started thinking of their own self interests instead of considering the company on the whole.This leads to jumbled asynchronous processes that are disruptive for productivity (French, 2007). masculinity Vs Femininity maleness and femininity are characterized by behaviours such as assertiveness, competitiveness, caring and loving. masculinity is a composition of tough values whereas Femininity shows tender traits. Both the nations are masculine in nature but the roles of women in the two societies are very different. In USA, Women can reach the top layers of the organisation whereas in the France it is the other way round and men are wedded more precedence as the society male dominant.In an article Holstein (2007) stated that One is that there is confusion about whos in charge. Russo became chief executive officer of the combined entity and Tchuruk became chairman. In American cultural terms, that means Russo runs the company. later all, shes the CEO. plainly in a European context, and particularly a French setting, the chairman is the boss. Confusion at the top is deadly (Cited by, Holstein, 2007). Masculinity is relatively high in Alcatel compared to Lucent. At Alcatel, people believe in competition, performance and male dominance.Whereas at Lucent ,people seek equal opportunity, separate quality of work, solidarity over other factors including competitive behaviour. Patricia Russo, a successful business entrepreneur from the USA is an example of a Masculine dominant society where women scale the height of opportunities. According t o Verwaayen (2008), decisions making in Alcatel-Lucent remains a crucial factor as the two companies dumbfound different reportage standards. In Alcatel the Chairman is the head who takes the final decisions relating to a company and in Lucent the CEO is the person who delegates decisions.The two different distinct approaches shake off clearly confused the role of employees in both the companies. Verwaayen (2008) also stated that in mergers, long distances usually creates trauma as processes cannot be co-ordinated hence provides freehand edge to competitors. According Gubbins (2007), it is important for the government to have a top- bottom flat structured system so as to make the operations of the company smooth and efficient to survive the competitive environment. heathen clashes were so evident that Patricia Russo, the pass executive decided to bestow the company and stakeholders expected changes after his reign.This can be analysed from the newsfeed of Alcatel-Lucent (2009) stating that We hope that a new CEO will be able to bridge the cultural divide between the Americans and the French and get all sides pulling unitedly (Cited in, Windsor, 2008). Analysis of Opportunities, *Challenges,* Considerations Opportunities Alcatel-Lucent partners a project phrased as the Cercle Passeport Telecoms,in France, which is a business program for corporate mentoring of multicultural students from humble backgrounds in their pursuit for higher pedantic opportunities (Alcatel-Lucent,2008).As a part of the recruitment opportunities, Alcatel Lucent revamped its business development programs into sessions that integrated technical training with hands-on experience on shelter products and data transmission . Further emphasis on sales methodologies, range out to partners to engage with the end-users and to carve out solutions to address their needs. In revise to convert innovative ideas into reality products or services, Alcatel-Lucent launched the Entrepreneurial Bo ot inhabit housed in Belgium in the spring of 2006.Aimed at a constructive image of a global knowledge base where creativity blossoms, a business foundation like the Boot Camp is a grooming manufactory for all the budding business developers of the next generation. Alcatel-Lucents strategic security partnership with renowned financial sector reseller Abraxas Partners paves wave for new job opportunities showering prosperity in the near future (Alcatel-Lucent, 2008). Considerations The primary objective of a merger is the integration of skills, resources, and business networks and their harmonic implementation.Taking into account Cultural differences, mergers are drafted, and contingency plans are prepared in order to harness such differences. When cultural differences arise at higher level of the organizational hierarchy, the execution of these pre planned contingencies become haphazard(Turner & Trompenaars, 2000). The analysis of this uber-merger case study has given us a clear insight in to the detrimental situations unrestrained by unsuccessful execution of mergers. The cultural differences seem irrelevant considering the fallacies refer with it are not redundant while assessing shifts in fiscal trends.The resolved pressure enforced a moral obligation, convincing the American chief executive, Patricia Russo and the French Chairman, Serge Tchuruk to step down. (Ruitenberg,2008). The ignorance of demographic and geographic interests might have had a negative impact on the merger. Previous acquisitions and mergers may have misapprehend the merger as a change in organizational goals. According to Jolly (2008) ,Alcatel-Lucents current vision can be quoted as CSR is about being a value driven company, where values are not words on pieces of paper but things we do automatically .Its about being a company that is inclusive and has respect for the individuals, respect for differences and respect for cultures . Challenges spinal fusions and Acquisitions hav e a tendency to confront several(a) issues and involve constant reframing of policies. Differences can be resolved at the emergent stages of the Merger or Acquisition only. Alcatel-Lucent faces a challenge in restoring their longstanding relation with their previous collaborators like Bell Labs, Packet Engines and Xylan who might have experienced difficulties while the management underwent changes, so that they may continue providing and developing their services.They also face the challenge of retaining existing customers especially those who might have endured inept services while the organization resolved its differences. The merger of the parent companies has taken a toll of time and the company has experienced positive development in turnovers, cultural integration thus reoccupying the held market persona and brand goodwill. Internal Organization Alcatel-Lucents design and consultancy service convolutes the full of life processes necessary to ensure an integration of cost-e ffective, flexible network infrastructure. personal credit line Consulting, trading operations Consulting, Applications Consulting, Security Consulting, Network Consulting & Design, Network & Service Optimization are Business units and processes that constitute this esteemed organization (Alcatel-Lucent,2008). Conclusion and Recommendation Complications usually occur when two companies from two different countries merge to benefit synergetic effects. In terms of Alcatel- lucent, the two parent companies follow an individualistic approach which motivates employees to work towards individualistic goals and often the objective of the company is not taken into sheer consideration.The essence of good successful business is to adopt a socialist approach giving the goal and the mission of the company at the top priority. Team work will motivate employees of Alcatel- Lucent to take decision jointly (Alcatel-Lucent, 2008). To bridge the gap between America and the France, it is important to deoxidise the distance by sending employees of each company onto discharge missions. To empathise a culture, it is important to stand in the threshold of the other. Managers in expatriate missions will gain better understanding of the French and the American cultures thus adjusting to the new inter-cross culture.Leadership should be vested in hands of one and not many, therefore confusion at the top should be avoided by compound processes with clear objectives. Employees should be made to report to only one superior. It is important for the company, Alcatel- Lucent, to use new technologies such as video conferencing to reduce communication barriers between the employees of the two countries. In this time of financial crisis, it is important to cut costs to sustain in the global business market. Top solemn structures in the company with higher pay packs to the employees could create operational loss.In the reduction of financial position, the competitors would benefit by reap ing advantage of the situation and coincide it by way of acquisition. As the French are more antifertility about the job loss scenario, the company should take effective measures such as putting employee rolls stagnant thereby reducing its financial cost. References French, R. (2007),Cross Cultural management in work organizations, Kerry Press LTD, London. Hofstede, G (2001) Cultures and organizations software program of mind McGraw Hill, untested York. Turner,C. H. & Trompenaars,F. 2000) Building Cross cultural Competence, John Wiley &Sons Inc, USA. Alcatel-Lucent, (2008) Alcatel-Lucent launches new channel recruitment drive in UK and Ireland and announces security partnership with Abraxas Online operable at http//www. subtelforum. com/articles/? p=190 (Accessed on 2nd Dec. 2009). Alcatel-Lucent, (2009) Alcatel-Lucent announces Chairman Serge Tchuruk and CEO Pat Russo to step down Online functional at http//www. alcatellucent. com/wps/portal/ ut/p/kcxml/04_Sj9SPykssy0xPLMnMz0 vM0Y_QjzKLd4x3tXDUL8h2VAQAURh_Yw?LMSG_CABINET=Docs_and_Resource_Ctr&LMSG_CONTENT_FILE=News_Releases_2008/News_Article_001159. xml (Accessed on 2nd December 2009). Fons,T. , Turner,H. , Charles, (1997), Riding the waves of culture, Gardners Online Available at http//www. businessmate. org/Article. php? ArtikelId=5 (Accessed on 10th Nov. 2009). Gubbins,E. (2007), UBS Alcatel faces mobility decline, culture clash telephony online Penton media online press Online Available at http//telephonyonline. com/wireless/news/alcatel_mobility_revenue_121907/ (Accessed on twenty-third Nov 2009). Hall,E.T. and Hall,M. T. (1990), Understanding Cultural Differences, Germans French and Americans , USA, pg 129130. Holstein,W. J. (2007), Lucent-Alcatel Why Cross-Cultural Mergers Are So ToughNew York Times Online available at http// www. nytimes. com/2007/11/01/business/ human racebusiness (Accessed on 10th nov. 2009). Jolly,D. (2008), Culture clash hits home at Alcatel-Lucent New York Times Online a vailable at http//www. nytimes. com/2008/07/29/business/worldbusiness/29iht-alcatel. 4. 14867263. html? pagewanted=1 ( Accessed on 1st December 2009). Ruitenberg,R. 2008), Alcatel-Lucents Russo, Tchuruk to Quit Loss Widens BloombergOnline Available at http//www. bloomberg. com/apps/news? pid=20601085=a6fn02kzojwE=europe (Accessed on, 20th November 2009). Sorensen,G. (1984) How much Poison is some other Mans Meat? Notes on the Logic of World Systems Analysis, page 29. Sorensen,O. J. (1984) Marketing Systems and economic Development. An Institutional-Structural Approach page 41. Sutherland,E. (2006), Lucent Brushes Up on French With Alcatel Merger Internetnews Online Available at http//www. internetnews. com/bus-news/article. hp/3596246 (accessed on 23rd Nov 2009). Verwaayen ,B. (2008), Alcatel-Lucent New CEO, identical Three Problems The Wall street journal. Windsor. R(2008), Alcatel-Lucent confronts its cross-cultural challenges BBC NewsOnline available at http//leaderswedeserv e. wordpress. com/2008/07/31/alcatel-lucent-confronts-its -cross-cultural-challenges (Accessed on 5th Nov. 2009). Managing across Cultures, INDU 1033 Team Reflection Questions to guide the Team Presentation and Written Report Draw on your experiences how would you qualify the teamwork in terms of textlist-itemKeeping in mind the scarcity of information available in journals and online web pith a strategic plan was devised to search online material using key trigger words that would hurry in text referencing. The presentation time being short was a challenge for me in my role( Meenakshi Mukherjee) as group leader to define circumstantial roles to my team mates to quantify the case study of Alcatel Lucent keeping in mind the cultural heritage both companies native countries share.A well defined work with ample support from team members in way of skills and research makes me happy and feel good as a budding manager graduating from this esteemed university. textlist-item I would li ke to strike on the fact that our team being truly multicultural, representing various nations of the world knit as family segregating this task into sections of expertise . Taking the reference frame work set forth by the respected lecturer and tutors, each subtopic in the case study was carefully classified and analysed.Disputes about the content were usually friendly group discussions in a professional manner. How much could difficulties be related to national variations in approaches to group work ? multicultural teams like ours have different rational thinking capabilities . Innovative ideas streamlined. But the pipeline for these ideas was the standards we must set . Work can be go away to interpretation. A consensus of the group eradicated doubt and hesitant notions. What elements of the process would you do differently next time.NB various approaches may exist among the different members of the team The data collection was done in large qualities from various confine reso urces. The case of Alcatel Lucent is primarily neglected in the business world. careful selection of the company of reference could have been more articulate and the constrains of time and word limited was a real burden . Optimum purpose of resources can be improvide in future. The following members of the team declare to have fulfilled a

Certified Nursing Assistant Essay

Many people enounce it cultivates a particular(prenominal) person to go into the health field especi exclusivelyy into nurse. thithers so many skills and values nurses encounter to use on a daily basis to maintain their roles and keep a smile on the patients faces. There be many different areas CNAs are requisite like the nursing homes, assisted animate facilites, hospice centers, hospitals and many more. Being a Nursing Assistant you kind of get down the dirty work, but we all gestate to push through several(prenominal)where. You must be very compassionate and confound the desire to help people. Its in spades not a easy moving in but its very rewarding.To become a Nursing Assistant, it takes a circle of grueling undivided time put into studying and wise(p) how to figure on the spot in certain situations. New and different things glide by each twenty-four hour period with the patients and knowing how to react properly is one of the near important things to know . I stimulate encountered in a lot of situations when I fork out prevented re brassnts from falling by being attentive to them while loss by their rooms, or practiced simply checking on them frequently. Sometimes they are halfway out of the bed even though I stir sure their beds are down to the floor. I simply choose, Do you have to use the bathroom? If so, I assist them to use the bathroom and bond with them until they are finished. Also, I ask, Would you like to take a little walking around the building to look at the flowers and get some mellifluous air? Some patients have no reason for settleing to get out of bed theyre just bored and want to do it themselves knowing they cant. After helping them, I have to prompt them if they need help or want to move some sit new to just press their button and Ill be thither in a jiffyAs a dedicated yearn term care and hospice Certified Nursing Assistant, I have to be very loving caring and respectful to all my patients. I try ver y hard each day to provide them with the care that I would want to receive of one of my own relatives. There is no separate way to do a good lineage as a CNAwithout passionateness and understanding, patience, kindness, spiritual values, perceiveing skills, alertness, communication, observation, respect, and privacy.While I was doing my long 12 hour shift clinicals to become a CNA, I had a specialized patient in the nursing home that I will never forget. In room 112 my patients name was Rusty. Rusty could not memorialize his name, where he was, or why he was even there. I noticed he had the Nazi symbol tattooed on his butt because I had to change his depends all(prenominal) time he used the bathroom. I just kind of chuckled both time I saw it. Every 5 minutes he would push his button for me to come in there and he would ask can I augur my mom? I would always say of course Rusty, let me help you into the wheel chair and ill take you to the nurses station with a simple sad rep ly of ohhhhkay. Rusty would bid his mom about 20 times a day hoping she would call him back but she never did. A fellow nurse told me she passed out about 6 months ago and he doesnt ever remember when we tell him. The head nurse copied her voice mail from her old cellular phone phone and now when he wants to call his mom all we had to do was press 35790. Seeing him go through that pain on a day to day basis hurt so much, but knowing that us nurses were the merely ones there for him, and he relied on us to do everything made it very rewarding to know we can help some one out when there is no one else. I lettered building a relationship with each patient somebodyly helps them feel more comfort sufficient where they are and for them to know theyre not alone.There are various types of institutions that are built for the elderly based on what they are capable of doing. Hospice is a center for the elderly that are on their death bed, or for patient that are expected not to contract it much longer due to fast coming disease. Currently I am working in a hospice center as a PRN position. The position basically means that I can throw or turn down the tallyer of a certain job during that day for specific hours. I jump back and forth amid patients houses as an in home care nurse, assisted living facilites and nursing homes. Hospice is a completely different category then just a regular nurse working at a nursing home. for each one day you go to work you are expecting a patient to die, or close to it. Of course its hard on the family because theyre by their side for theirlast couple of days but its also hard on the nurse for a couple of different reasons. For one, seeing a traumatic experience is hard on yourself because death is always a fragile and hard subject for most people to go through. Seeing the patients family go because of their loved one is hard on you and you just feed off their vibes. For two, when you receive patients you automatically become att ached to them because you see them every day multiple times for different reasons. Nurses get to know the patient for who they are, and just get to have that one on one time and listen to them. Building a relationship with the elderly and then losing them gets tough on a day to day basis.Becoming a nurse definitely takes a special person who has many different characteristics. Nurses have to be able to multitask, and accomplish different tasks at the same time. Sometimes when a tragic accident happens or something you werent expecting does, nurses have to be able to think quickly and be able to move on their toes. If you are thinking about joining the health field, make sure you have the qualities and are going into it because its something you want to do. Not because of the money of benefits certain jobs have to offer. Having different areas CNAs are able to work helps people have a variety of fields they can join. If the elderly is not for you, peradventure working with newborn b abies is. Becoming a CNA takes a lot of hard work and dedication to knowing what you are trying to achieve for your lowest goal. Whether you want to work in assisted living, a nursing home, or a hospital you need different qualities and experience for each individual job. Learning alternative ways in nursing doesnt only benefit you in the work place but also you living daily. I would not change my career choice for anything. I love being a CNA, even though it is the dirty work. You have to start somewhere and this is where I chose to start.

Jerusalem A City of Three Faiths

capital of Israel, the metropolis of the three combines. capital of Israel founded in between 4500-3500 BCC has become a bosom of the three major(ip) monotheistic faiths in the world, Judaism, Christianity, and Islam. Rising from a proto-Cantle village to a city that has had crusades and Jihads launched In Its name has sincerely been an amazing turn of events. How did It happen? wherefore Is It Important? Why here and not elsewhere? What makes people so driven to capture capital of Israel? Why has It been captured and recaptured no less than cardinal four times? Questions that welcome great difficulty to be answered very much times yield the most interesting answers.Jerusalem has been beckoning those of the three major monotheistic faiths to come and calculatek her since all in all three faiths inceptions, The City of David, The City of delivery boy and the place where the prophet Muhammad ascended to Heaven can be seen as unfeignedly a focal point of the Worlds religions , though it is in a relatively isolated area in the Eleven. Jerusalem has been a center of ghostly fervor almost since its inception, it has perhaps been this way due to its almost Ptolemaic position in accordance with the empires of the world. At first glance, Jerusalem on a geographic level seems to engage very little owe for It.In a region of relatively little rainfall and with an elevation of approximately 2500 feet It Is difficult to move water Into the city. The forests that were once a bout Jerusalem have been devastated by wars. Overall, It does seem to indeed have very little in reality going for it in the geographic sense. The majority of Jerusalem allure talent be seen to have come from the location and the centrality in world governing that it has had. Perhaps the main reason that it has been such a religious center since its inception is not due to the geography of the region at all but its location. Jerusalem is regain in the center of the Eleven.The Eleven is located at a prime position to be a trigger off of quite a few empires. The Babylonians, Persians, Eclectics, Romans, and the Ptolemaic peoples laid claim symposiarch at some point during the Biblical time frame. The Byzantine, Muslim, Turk, French and British empires have also led claim to it since then as well. Jerusalem has been fought over so many times that It has been fully destroyed and rebuilt twice. macrocosm In a prime location has sure as shooting helped Jerusalem be a city of all three major monotheistic faiths, f star looks at the original monotheistic faith, one might see this in practice.With the Jewish faith, one sees a people that came from the legendary paradigm Abraham who purportedly gave a figure named Milkweed a tithing of his possessions. Moses, another olden figure of the Jewish faith desired to lead his followers into the call land. This promise land was none other than Canaan, the land in which Jerusalem is located. After the conquest of Jerusalem, David made it his capital and following the building of the temple by Solomon, it became the capital of the Jewish Faith.With being the Political capital, in that respect surely was some incentive to be the religious capital as well. When It comes to the Christian faith, It Is one of the ii holiest clues In Christianity. Rome and Jerusalem are these two holiest cycles in the Christian faith. Jerusalem was the orally of the Christian faith and has invariably been the epicenter of protestant faith. Catholicism associates Rome as Its faiths epicenter. Other cities also exhibit importance in various churches as well. Jerusalem journeys of savior are centered around Jerusalem.With all of this writing based round Jerusalem, there was absolutely no reason for it not to be one of the primary centers of the Christian faith. When it comes to Jerusalem and the Muslim faith, it is the third holiest city of their faith behind Mecca and Medina. Jerusalem is the location where the prophet Mu hammad allegedly ascended to Heaven. The Dome of the contestation is located on top of where the prophet Muhammad allegedly ascended to Heaven. Due to this fact, several(prenominal) Jihads have been launched in the name of reclaiming Jerusalem for Islam. Jerusalem is definitely a holy city by any measure of the word.The three major monotheistic faiths have claimed Jerusalem among their holy cities since each of their inceptions. The reasons that they have claimed it in the first place were not strictly and completely religious. Some of the claims over Jerusalem have been due to its central location. Because of this central location, the propensity for historical events to occur there has greatly increased. One could also argue that from a religious perspective, the like the formerly pagan Pantheon, that some cultures find sites that do have something truly special about them and other cultures come and build upon this belief.