A Career in Tourism

Currently tourism – very promising and quickly developing field of economics. Now on volumes of revenue tourism in the third place in the world after the automotive and petroleum industries. But there is a forecast that in the coming years it will take a second or even first place. Also, it should be noted that in the tourism sector employs about half of the population of our planet. Therefore, I believe that tourism Is one of the most attractive areas of activity.In our time, given all the advancements and technology, travel has become easy. And If we consider that the standard of living In our country Is growing, we can still say that tourism Is becoming more affordable for us. Personally, I was attracted by specialty tourism, because I believe that this work- combining business with pleasure. That Is, If I work In the travel agency, I will get the opportunity to more and more to develop, to learn about different parts of our planet,I will certainly go to Info-tours at the e xpense the enterprise. If, for example, I work In a hotel, It Is a constant opportunity to communicate with new people, foreigners, with their culture. This is an opportunity to practice foreign languages. Jobs tour operator is also very interesting, as it implies a vast knowledge of geography, involves creativity. Make tours very interesting, because I can go to different countries.In addition to all the benefits that I have listed, we should add that all this high-paying places. More accurate to say that everything will depend on myself. To succeed in the career of tourism, first need to have a aspiration and a great desire, you need to be in the mood for communication. Should also receive special education. One must be aware of all the news related to tourism. Attend conferences, participate in the communities to be active within the enterprise, and to invent something new.

Nelson Mandela’s Leadership Style Essay

Effective Leader Effective Leader The urge to be an effective leader demands you to become a good manager. When describing the ideal characteristics of a good leader, there are essential skills that a good manger should portray. In this case, it is considered that a good manger should be equipped with human, technical and conceptual skills. These skills are vital in the delivery of organizational services. In addition, such skills will be used to determine the capacity of a manager in the bid to measure one’s effective leadership. Human skills involve the capability to handle issues that relate to humanity and members of the society. Technical skills are the tailored skills to deliver some efforts based on the available technical facilities. Lastly, conceptual skills cover multiple issues that an organization desires to achieve in the business ventured. Following the integration of these skills in varied dimensions, it is possible to establish the effectiveness in leadership. As such, it is considered that good managers are effective leaders. Although the term leadership and management are interchangeably used when referring to people spearheading organizations or a group of people, they distinctly imply different forms of overseeing people. Leadership involves the incorporation of creativity and innovation in leading people to partake in something that can be believed to be useful for all lives. On the other hand, management involves the understanding of an organizational vision and mission, which allow one guide it as per the formulated plans. Since these two concepts are vital for any organization, one should be a good manager to be an effective leader. This demands the understanding of what makes one a good manger to achieve the attributes of an effective leader. In this essay, I will discuss one of the great leader Mr. Nelson Mandela. His direction and leadership style has given freedom to South African people. Effective Leader – Nelson Mandela **** In the twenty first century, leaders are required to build a greater impression in which people believe in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organization. Such an environment helps the organization growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organization. (Subir chowdbhury management, 21c financial times prentice hall (2000). The world hopeful in political leaders but unfortunately, a few of live up to the leadership main beliefs and values. In fact, a lot of political leaders seem to severely be deficient in numerous of the majority necessary leadership qualities. This assay will be analyzing on one of African president ever recognized as dedicated leader; who dedicated his entire life fighting for freedom of his nation. Rolihlahla Mandela was born in Transkei in a small rural community in the easterner cape of South Africa. On 18th July 1918 and named Nelson by one of his teachers, Mandela led the struggle to reinstate the apartheid rule of South Africa against racial discrimination. As well-known as a democratic leader he was incarcerated for 27 years. Has been awarded the Nobel peace prize in 1993 and 1994 Nelson Mandela been voted as South Africa first black president. (BBC news-Mandela’s life and times2008) The essay will seem at his behavior, characteristics as leader, and the style of his leadership at last relate his leadership with particular theory of leadership that is transformational leadership model. Leadership Definition Leadership is a function of personal and professional qualities (retrospection), the conception of a vision, structure and satisfying a sense of collective purpose, and make sure carrying out, with strategy and culture as two situational or contextual factors (cannon,2004; gil,2006) Characteristics traits or personality Mr. Nelson Mandela Charismatic personality he’s self-determined, sense of humor, integrity, strong minded, intelligence, empathy, self-nelson Mandela charisma encouraged people by changing their goals, values, need beliefs and objective he bring about this change by attempt to south Africa people self-idea specifically make the people feel valued and personal identity the lack of resentment over cruel treatment received. Nelson Mandela spiritual strengths beliefs which show the integrity and willingness never to give up (BBC news – Mandela’s life and times 2008) As admired leader Mr. Nelson Mandela as peace maker struggle to reinstate the apartheid rule of South Africa with multi-racial democracy, During the period of his incarceration sacrificed his family were he was absent in nurture of his children or in any feature of everyday life he has been shared with the world for his struggle for a nation not only for an individual or for own individual family. Mr. Nelson Mandela believed that to be a freedom fighter one must suppress many of personal feelings that make one feel separated individual rather than part for the liberation of millions of people, not glory for one individual. (Long walk for freedom chapter 11) Not all freedom fighter live to see their struggle bring about the change they are fighter for in the life time’s sometimes they set the stage for the next generation to realize the fruits of their labor, social change happening when individual make change a choice to fight for justice and against oppression. (Frontline the long walk of Nelson Mandela: viewer’s &ump; teachers’ guide p11) Leadership role Nelson Mandela growing up with tribal traditional costumes’ Mr Mandela erudite that listening to others ideas is most important than talk or make own decision without consulting others. Mandela’s ideas about resolving disagreement grew as developed common sense of individuality and vision for leading people. Has combined the tactic and procedure observed from tribal chiefs, formal education and experiences to the ways of ruling parties. Mr. Mandela observed the ways of oppressors and well-known that they did little to dishearten, and in fact give confidence division along with the different tribes or groups of black and Asian South Africans. This taught that leaders  might use their power to bring people together or slash apart. (Frontline the long walk of Nelson Mandela: viewer’s &ump; teachers’ guide p18.) Behavior: Nelson Mandela characterized by nature a peaceful and peace-loving man. But over the conduit of life’s exertion, has been forced to make hard choices in order to realize his final objective of a democratic South Africa. While the ANC’s preliminary policy was one of non-violence, over time felt forced to reconsider its effectiveness and accepted violent behavior as a strategy for achieving goal for a South Africa, once returned to original guiding principle of non-violence has transformed from the period of apartheid government to a democratic rule Nelson Mandela as eventually the beneficiary, along with F.W. Deklerk, in 1993 Nobel Peace Prize. The subsequent year has been nominated as first black president of democratic South Africa. (Frontline; the long walk of Nelson Mandela: viewer’s &ump; teachers’ guide p17) Style of his leadership Under the democratic leadership style Where the focuses of leader is more with a group as an entire and better dealings within the group and leadership function are in collective with the part of team. The group member has a greater say in decision making, determination of police implementation of scheme and dealings (Laurie J. Mullins 2005). Democratic leadership as a style whereby the leader persuade an open trusting and follower oriented relationship. Leaders who adopted encouraged followers to establish their own police provided them with a perspective by explaining in advance the procedures for accomplishing the goals and granted the followers independence to commence their own tasks and congratulating them in an objective manner. According to bass (1990) leaders adopting this leadership style were described as caring, considerate, and easy to compromise and they also had a sense of responsibility and attachment to their followers. Transformational leadership Many writers see transformational leadership as the similar thing as charismatic, creative thinker or inspirational leadership for instance,  kreitner et al. Refers to a leadership as a transforming workers to pursue organisational goals over personality interest, Charismatic leaders followers by creating modification in their goal, values, needs beliefs and aspirations. Such as a new theory of leadership contain greater than recent years evolved as central to understanding leadership with emphasis on transformational leadership where leader stimulates group to change their motives, beliefs and values and capabilities so to the group own attention and individual goal turn into congruent with organization (Bas 1985). An important characteristic of this leadership is charisma; and certainly conger and kanungo (1987) include developed leadership theory that particularly focuses on measurement. In bass (1990) transformational leadership as a behavioral procedure of being gain knowledge of management, it’s leadership practice with the purpose of methodical consisting of purposeful and prepared investigate for possible systematic examination and the aptitude to move about resources from areas of slighter to better production, (Bass 1990, P,53-4) the leader attain this simulation in by creating an consciousness of the task of organization and develops group to higher level of ability and potential â€Å" (Mandel and Pherwani 2003, P, 390) furthermore transformational leaders believed to encompass the aptitude to motivate, inspire, and hold up creativity in group. This become visible to subsist achieved throughout transformational leader illustrate evidence of a high degree of individualized thoughtfulness which â€Å"the degree to which leader attends to the group observe and listens to the leaders concern by acting as a counsellor (judge and Piccolo, 2004 P. 755) Transformational leadership theory hold further by management author in the 1980 as method of efficiently carry in relation to organizational change (Avolio et al 1991; Bennis and Nanus, 1985; Tichy and Devanna; 1986 Tichy and Ulrich 1984) these study harassed that transformational leader lend a hand to realign the value and norms (Avolio et al; 1991, P.9) of an organization endorse change. These value and norms are mainly precious while an organization comes across harsh disaster in motivating group in pursuing creative problem solving (Avolio et al; 1991). Organizational changes achieved throughout transformational leaders creating awareness of the goal and task of the organization, according to Mandel and Phewani (2003) this awareness allow group to appear further than own interest through afterwards benefits the group and  eventually the organizational. According to whitehead, for instance the most significant attribute that a high-quality leader inspiring people by create an environment where it’s acceptable for people to make mistakes and gain knowledge of them, rather than what happened in the ancient times which to hold responsibility and punish them. Leading from this position the acquisition of a high level of commitment from their people than mere compliance. Adair argues with the purpose of truthfully inspirational leader should be aware of the spirit surrounded by all people encompass the possible for greatness; inspirational leader connects through the lead, appreciates the potential of others and during trust dete rmination release the powers in others. Adair refers to the inspired instant acknowledgment and attack of a concise window of opportunity that can take action as an influential means to inspire mutually the leader and the led. (Laurie J. Mullins 2005) Beginning visioning capabilities is an additional leadership skill is normally linked with efficiency. This ability consists of a leader being able to build up a strategic vision (Lombardo and McCauley. 1985 Kouzes and Posner. 1993). Bennis and Thomas conclude that individual achievement is partly connected to a leader’s ability to â€Å"come out others in shared sense† and that effective leaders are able to â€Å"mobilize workers† in a â€Å"distinct and convincing voice† (Bennis and Thomas, 2002 P 39). In addition to visioning skills Kotter (1996) recognized align and communicating way, motivating and inspiring workforce and producing useful change as significant leadership skills to be acquired. clearly goal achievement is moreover important (Bo yatzis, 1982) on the other hand performance needs to be redirected toward strategic skills (Lombardo and McCauley, 1988) directed at implementing a vision (Hitt, 1988), rather than excessively focusing on technical skills (Lombardo and McCauley, 1988) According to Burns (2002) leaders must keep people focused on core values and mission and encourage continuous transformation of the organization as a means of pursuing its core mission. Fundamental to system-control thinking is an idea of the chase of clear organizational goals designer by the manager or leader who then motivates others to act in ways which will achieve these goals. It is suggested that this difficult for a number of reasons. Such ways of thinking about leadership based upon a unitary view of organization and are thus motivated to act in ways that will ensure the understanding of such goals.  Both transformational and charismatic leadership theories can be seen to uphold unitary assumptions. Essential to Bass’s theory the view of subordinates transcending self-happiness for the goals of the organization, with Bas and Avolio (1994, p 3) for instance suggesting that â€Å"the (transformational) leader creates clearly communicated expectations that followers want to meet up and likewise Conger and Kanango (1987). Although Bass and Avolio (1994) acknowledge that followers hold a various set of views, desires and aspirations, they suggest that through the use of inspirational motivation the leader talented to support diverse followers around a vision. Thus there remains a belief that high consensus can be achieved and thus conflict, negotiation and politics that are predictable in organizations tend to be marginalized remarkably, Barker (1997) remind of Burns’s (1978) definition of leadership which emphasizes leadership as a practice which occurs within a context of competition and conflict. Interesting Bass’s theory of transformational leadership has built upon Burns’s work and thus far downplay important dimension. The following comment from a manager study highlights the realism of conflicting organizational goals. Managers in revision moreover often described the challenges in working with others who assumed very different views and the requirement of politic king to bu ild support for facts: This would seem to advise a slightly different reality to ideas of consensus, cohesion and willing self-sacrifice for the greater high-quality. Moderately suggests an added complex, untidy realism where conflicts of interest succeed and as such the manager should occasionally behave in uncomfortable ways to persuade others of individual viewpoints. It may be argued that assumptions of a unitary organization might simplify the reality that found organization are somehow set and once achieved the work of the leader done. Again this seen to simplify the case. (Conger and Kanungo, 1987 p.46).reliable with systems-control thinking theories of transformational and charismatic leadership present an individualistic conception of leadership, since the forces on the leader as special person. Indeed there center on a talented individual apparently possession of almost phenomenal, magical powers that may perhaps seen to hypnotize group to act in conduct wanted by the leader. Words such as extraordinary unconventional and heroic characterize a description of leader behaviors. Bass (1985) p.47,48) for instance,  highlights the extraordinariness of transformational, charismatic leader suggesting that the unusual vision of charismatic leaders that makes it possible for them to observe around corners stems from greater freedom from internal conflict while the normal manager is a continuing victim of their self-doubts and personal traumas . Alimo-Metcalfe et al (2002) argued that new theory of leadership create dangerous myths since they create a view of leadership unapproachable to the majority usual mortals. Further, the thought that a leader should in several method gifted shows a weakening to accepted wisdom of leadership as an instinctive ability and as such suggests slight completed through way of teaching leadership indeed, in own employment found several managers who apparent leadership as an inspirational gift and therefore attempts to teach leadership were seen as limited. Conclusion A leadership in an attempt study explore the style used in large scale to find out the outcome styles in terms of extra effort effectiveness and satisfaction among employees A transformational leader move up levels of understanding and consciousness about the meaning of value of necessary result s and habits of attainment encourage offering up personality interest for the sake of the group or organization. Leadership related directly to organization task and objectives. Transformational leadership develop inspired way surroundings and creating a mutual vision that is clear and hopeful to employees. Leaders strength necessitates make over corporate strategic objectives into an individually concerned vision to motivate and convince reluctant workers of its value. The glowing communicated vision and ambition vital constituent of expecting new behaviors and new instructions for an organization and its employees. References Bell, Myrtle P. (2001). Diversity in organizations. Koonce, Richard. (2001). Redefining diversity. It’s not just the right thing to do; it also makes good business sense. Kreitner, Robert, and Cassidy Carlene M. (2011). Management. Managing Diversity. Liopis, Glen. (2011). Diversity Management is the Key to growth: Make it Authentic. Retrieved from

Intercultural Communication and Negotiation in Indochina (Cambodia, Laos, and Vietnam) Essay

Under this chapter, explores three main sub-topic which is firstly is barriers to effective communication, secondly is approaches to successful international negotiations, and thirdly is being culturally intelligent in Indochina. The discussion of differences in communicative goals in an intercultural negotiation setting. Every country have their own cultural whether Cambodia, Laos, and Vietnam in communication also negotiation. The processes by which they do so are different, and this difference makes it hard and face some difficulties in process of communication and to conclude an agreement which is, of course, the big differences in the process of intercultural communication and negotiation are reflected in the differences in communication goals that are follow by parties that involved. CONTENT Barriers to Affective Communication As kineberg (1965) highlight that â€Å"we find that culture differ widely from one another in the amount of emotional expression which is permitted. According to Klopf and Park (1982), the ways people communicate and interact, their language patterns, nonverbal (communication without use of spoken language, and transfer of meaning through means such as body language and use of physical space) models all are determined by culture. Figure 1: Intercultural communication model (Source: Samovar and Porter, 1997) As we seen at the figure, cross-cultural communication theory begins with the assumptions of cultural variations. These differences act as barriers to communication. The differences exist and knowing the potential effects on communication, the communicator will be more sensitive to the fact and adapt such differences. Here means, that communicators have to understand each other. Culture bound verbal and non verbal communication is non-verbal codes contain of body movements, facial expression, chronemics (time), proxemics (space), gestures, and Para language. Verbal communication displays non-verbal signs through emotion and speaking style as well as intonation, rhythm and others. CAMBODIA Cambodia is a collective society which means individuals take second place to the group whether this is the family, neighborhood or company. In such societies, etiquette and protocol guidelines are used to maintain a sense of common harmony, for example subtle communication style are employed in order to minimize the chances of causing offense to others. The concept of face ties in with this collective outlook. Protecting both one’s own and other’s face extremely important. Face can roughly be translated as a combination of honor, dignity and public reputation that is attributed to a person. face can be lost, given accrued. Need to aware of the mechanics of face to ensure they do not cause anyone to lose face as a result of unintentional actions. Face is lost when someone is criticized, embarrassed or exposed in public, it can be given by complimenting someone publicly for example for their business acumen or hospitality. LAOS Laos style in cultural of communication is they really highlight the importance of greetings and the rule surrounding the â€Å"wa†. They practice unspoken and implicit communication. Communication with people in Laos also need to caution, patient and humality. Laos also to emphasize social standards such as gift, business card, and dress code. And in communication process, you have to watch sensitive subject like politics, history and religion. And lastly, in Laos, it is rude for strangers to touch upon the head of the children where as in western countries it is way of showing affection. VIETNAM In Vietnam communication intercultural styles is personal relationship are required for successful business relationship. The initial meeting is viewed as an introductory meeting where you get to know one another. You should wait for your Vietnamese counterpart to raise the business subject. Many meetings are conducted in Vietnamese and to ensure you avoid any potential cross cultural miscommunications you will need a translator. Vietnamese put a higher value on keeping one’s word than on contracts. Never commit yourself verbally unless you are prepared to stand by your word. Communication and negotiations move at a slow and pace and patience will be necessary cross cultural attribute. It is important to speak to all stakeholders, which often includes government officials. When recommending a proposal, it is a good idea to offer several ways the other party could structure the deal. Vietnamese like to consider options. Vietnamese are skilled negotiators. Approaches to Successful International Negotiations In international negotiation, cultural preparation to understand different worlds is central to successful strategy and tactics. One theoretical model which may be useful for preparation before do the negotiation set out by Richard D.Lewis in his book â€Å"When Cultures Collide.† He divided cultures into three main categories as follows. Many cultures are a mix, but tend to dominate in one or two categories: The relative positions of cultures can be roughly arranged in a triangle, as a guide to which negotiation approaches may work best: For successful cross-cultural negotiation it helps to have a logical mental process encompassing which is a clear analytical model for interpreting cultural behavior and applying that model to manage cross-cultural interaction. A sharpened understanding of your own personal cultural profile, and how that fits into the global context of the triangle, in such as attitudes to truth, risk, time, power and others. Adaptation of personal communication style to different cultures expectations in negotiations, as for example in the use of logic, emotion, initiation versus reaction, simplicity versus complexity, optimism to create a positive climate or a free investigation of problems at the outset. Also understanding of how trust is seen in different cultures, and using this as a means of bulding trust more effectively in negotiation. CAMBODIA The Cambodia style in cultural of negotiations is they really highlight on personal relationship also means here is long term relationship. The process of communication will be slow while they take time to get to know you. Here patient attitudes plays big role because of could jeopardize the decision in this communication. If proposing a large contract, it is advisable to first seek government approval. Cambodians are non-confrontational. They do not like saying â€Å"no† overtly. If they say â€Å"no problem† actually means there is a problem and what you have to asked for will not happen. Try hard to maintain your composure at all times. Displaying anger irritation could negatively impact negotiations. In this poor country, price is often a determining factor in business decisions. LAOS The key of establishing trust which is politeness and willingness to help. Identifying decision-makers and power chains or power conflict. Time, priority and deadline management is important. Attitudes in signed contract and their implications. And organizing the post negotiations phase. VIETNAM Approaches to change which is Vietnam’s intercultural adaptability and readiness for risk is minimal. Changes is difficult to bring about and the idea of it is not received with enthusiasm. In order for change to take hold, the idea needs to be perceived as good for the group and be accepted by the group. Meanwhile approaches to time and priorities is Vietnamese is very relaxed with its attitude towards schedules and timelines. Vietnamese will not upset others in order to force meeting deadline, and while appointments and schedules need to be set in advance, these should be viewed as flexible. Patience is a necessary attribute to successful cross cultural management in Vietnam. Global and intercultural expansion means that some managers may have a greater appreciation of the need to enforce timescales and as such, agreed deadlines are more likely to be met. Culturally intelligent in Indochina. Cross-cultural communication is one such global skill that will train people to adapt to any cultural contex. Cross cultural communication has appeared largely through the globalization of markets, affairs of nation-states and technologies. As already explain, people have to adapt with the latest information and communication technologies such as the World Wide Web ( http://www.intercultures.ca/cil-cai/ci-ic-eng.asp?iso=kh ), (http://www.kwintessential.co.uk/cultural-services/articles-intercultural.html ) this links is Center for Intercultural learning, provide about the facts and info cultural all country around the world. Others sources is computers, films, and television shape cultural and civic speech. Here, from this approaches will brings transformation economic and social relation to such an degree that cultural and economic barriers are minimized. Others approaches is take a world intercultural class. In this class, highlight to intercultural communication and discusses some specific methods and strategies. These include mastering issues like learning to honors and sharing one’s own culture while developing a capacity to be open to others cultures. As for example like classroom practices and strategies include intercultural explorations through the use of appropriate texts, films and other multi-media resources, short stories, contra case studies of cultures, group meetings, presentation and role plays. Cultural intelligence has various meanings that can be looked on as complementary. It’s also refers to behaviors that are considered intelligent from the point of view of people in specific cultures (Richard Brislin, 2012). Firstly learned information about Indochina cultures such as behaviours can include quick application of previously learned information in some cultures, getting along with kin in other cultures, and slow and deliberate consideration of alternative courses of action in still other cultures. On the other hand, cultural intelligence can also refer to the traits and skills of people who adjust quickly, with minimal stress, when they interact extensively in cultures other than the ones where they were socialized. The two uses of the term are related because people who want to be sensitive to other scan examine intelligence as it is defined and demonstrated in other cultures and can make adjustments in their own behaviours during their cross-cultural experiences. REFERENCES Jandt, F.E. (2001). Intercultural communication: An introduction (3rd ed.). Thousand Oaks: SAGE Publications. Madrolle, C. (1996). Indochina. New York: Columbia University Press.

Marketing plan Article Example | Topics and Well Written Essays - 750 words

Marketing plan - Article Example the market share of the carbonated drinks has been declining in the segment, from 29.8 percent in 2002 to 21 percent in 2007 and also 13 percent in 2014. This is because consumers are getting increasingly health conscious and this has restricted, to some degree, the growth of the carbonated soft drinks. In China, the soft drink production industry is highly concentrated. Pepsi-Cola and Coca-Cola alone dictate the market with an approximated joint share of 75.0 percent in 2014. Big businesses with Chinese local brands, like Jianlibao and Future Cola, account for a joint 6.3 percent market share. By 2002, this industry slowly come in a growth phase, and competition among businesses has since intensified. Majority of small enterprises have departed the industry, amalgamated with other firms, or transformed business direction, occasioning higher industry concentration. However, the leading role of Pepsi-Cola and Coca-Cola have been protected in the previous decade. The market shares of these key players within the industry are comparatively stable. Soft drinks, in China, refer to synthetic or natural beverages with not more than 0.5% alcohol content that may occur due to fermentation of the ingredient sugars and the making of flavoring extracts like vanilla extract. Ferrell & Hartline (2011) noted that soft drinks` demand kept growing as the Chinese citizens consumption level amplified in the past 30 years. Aggregate volume and total present value of soft drinks` sales growth in China rebounded in 2013 as opposed to that of 2012. A key reason for this was the 2013`s summer weather that gave this industry a good boost in sales. A lot of sunshine implies that more people buy drinks to enjoy outdoor and majority of impulse buying are seen in such hot climate. Besides this, fresh product development in numerous kinds of soft drinks are expected to drive consumption in 2016. Coca cola will continue to upsurge its penetration into the Chinese with distribution in both the

Labarotary report Lab Example | Topics and Well Written Essays - 500 words

Labarotary - Lab Report Example In addition, infants have still to develop a urinary system that concentrates or dilutes urine in response to changes in extracellular fluid. Aside from that, they are still unable to effectively communicate their complaints, It is thus important that an outside monitoring of water loss and input be conducted to prevent complications such as dehydration or edema (Ambalavanan, 2010). Early determination of abnormal fluid levels gives room in early intervention and prevention of complications. Usually, one can predict predilection of infants to abnormal fluid levels by the maternal and newborn history. As well, measuring of fluid output through urine, stool, nasogastric, orogastric, and cerebrospinal fluid may be conducted (Ambalavanan, 2010). For this experiment, four nappies per pair were prepared. After previously weighing all four, two (labelled 1 and 2) were added with 15-50 ml water, while the remaining were added with 15-50 l of concentrated salt. Weight differences between unused and wet nappies were then determined and presented in the tables below. Table 1 summarizes the data collected by the pair of experimenters. As can be seen, the differences among the unused nappy weights were minimal, with the mean weight at 10.2 Â ± 0.2 grams. Any detected differences among wet nappies, must thus be because of the fluids they contain, and not of the material they are made of. Looking at the data of other pairs (table 2), specifically of group 2, it can be seen that equal volumes of water and salt solution does not cause any significant differences in the change of nappy weight. In support of this data, group 3 found that pouring a volume of the salt solution that was twice as much as the volume of water caused almost twice as high weight difference as that recorded in nappies added with the same amount of water. Data gathered by this pair of experimenters, as well as of other groups were not used in

Pervious Studies about abnormal behavior ( sociology ) Assignment

Pervious Studies about abnormal behavior ( sociology ) - Assignment Example They are negatively distinguished from heterosexual homeless youth (Cochran, Stewart, Ginzler, & Cauce, 2002). The authors of the two research studies I chose, for this summary, have pointed out reasons why the topic of lesbian and gay youth’s reflection and challenges are areas of great importance. The author of the study on television programming says that there are very few lesbian and gay characters, especially positive role models, in television programming. Yet television is an important resource for lesbian and gay people to have vicarious experience and shape identity, beliefs and values, especially in the case where their own literal experience is limited. (Fisher, Hill, Grube, & Gruber, 2007) A consequence is that the lesbian/gay community is kept invisible, when there are insufficient models, and is undeservedly portrayed in stereotypically negative ways when the models are negative, reinforcing judgmental heterosexual stereotypes (Fisher, Hill, Grube, & Gruber, 2007). Another reason why the study is important is that there is very little research done on this specific topi c (Fisher, Hill, Grube, & Gruber, 2007), and so this study will be able to contribute to the field. The author of the other study, on homeless lesbian, bisexual, gay and transgendered youth, feels the topic is important because gay and lesbian adolescents, in general, are at increased risk for physical and mental problems (Cochran, Stewart, Ginzler, & Cauce, 2002). Studies indicate that between 11% and 35% of homeless youth are lesbian or gay. This led the authors of this study to suspect that being homeless and a member of a sexual minority would likely increase their risk (Cochran, Stewart, Ginzler, & Cauce, 2002). The challenges of surviving on the streets, on top of the challenging histories that lesbian and gay youth may already have, are enormous. This makes it a critical study. The first research article is, â€Å"Gay, Lesbian, and Bisexual Content on

Nationalism and Political Economy Essay Example | Topics and Well Written Essays - 750 words

Nationalism and Political Economy - Essay Example Corporations that were led by large financial companies. Lenin’s theory shows that the two developments are intrinsically linked since the concentration of capital created inequality where the general population could not absorb the commodities achieve by the high level of productive capacity. From this premise, capitalist class controls the nation politically since Lenin theorized that Finance capital, which is the dominant form of capital, is useful to state machinery in colonizing the surrounding. Though he showed that this strategy could function in the short-term, Lenin showed that in the long-term it would weaken imperialism as well as capitalism. In an inquiry of imperialism, the engagements of capitalist nations play an indispensable role and are practically an axiom of Marxist theory that nations act to defend welfares of the governing people. There are many statements to this effect in Marx’s writing even though he offered little-detailed analysis in support, however; he managed to show that states act to preserve the broad outlines of the social system since the ruling class is well organized in defending its interests. Moreover, high-level personnel of the nation like politicians has â€Å"clear interest in preserving the existing state organization† (Hobson 153); however, this dominant mode can only result in â€Å"chaos and economic regression† (Marx & Friedrich 15) in the absence of an affirmative alternative (Lenin 96; Schumpeter 105-110). Scholars of political economy regardless of whether they are liberals, Marxists or institutionalists mostly assume questions of national identity to be marginal in the understanding of changing economic structures. Therefore, the neglect between of the relationship between national identity and political economy, which is unfortunate since it, leaves central features of transformation unexamined. Economic nationalism can be comprehended in terms of relationships that links national identity to political economy; thus, this approach focuses on nation and understanding of the national identity as being rooted in the nation’s political economy (Polanyi 28). Thus, I believe there is need to examine economic nationalism as a form of local political struggle since it links an understanding of national identity to certain economic prescriptions. Friedrich in his national system of political economy he considers that political economy in international commerce has drawn lessons from experiences where the measures taken have to be appropriate for the people. Loyalties in nations arise since there is no monopoly because internal competition comes in place of foreign competition ad each individual in the country has the privilege of obtaining a share of the advantages a nation offers to its citizens moreover, loyalties for nations arise from good systems of protection.  

Theories and Models of Communication Essay Example | Topics and Well Written Essays - 1250 words

Theories and Models of Communication - Essay Example The hypothesis of communication assists individuals in comprehending this phrase, since communication involves analysis of facts to deduce the meaning. Failure to evaluate these facts of information might lead to failing to deduce the correct interpretation. This way this hypothesis assists in analyzing information. For instance, it is easy to discern someone’s intentions; by the way, they speak. Lack of these visible signs might imply otherwise (Griffith, p.10). Mass media describe all media technologies utilized to reach an enormous audience through mass communication. Mass media also describes the institutions which manage these technologies, for instance, television stations, as well as publishing companies. An exemplar of mass media includes broadcast media, which describes the electronic transmission of information via television, radio, as well as CDs and DVDs. In addition, broadcast media involves other devices such as cameras, as well as video consoles. Another exemplar is print media, which involves utilization of a physical object as a way of transferring information. Other print media include brochures and pamphlets among others (Igor, p.10). The mass medium is an extremely powerful tool which significantly influences peoples’ ways of existence. It is extremely influential in that the images or information media displays have the capacity to foster stereotypes, products, alter cultures among others. For instance, in many countries, the dress code displayed by media is usually adopted by the youngsters. Media particularly Internet media is also readily available and affords a massive outreach. It can be utilized in varied parts of the globe concurrently and cost-effectively. This portrays the influence of media. 4 Semiotics involves the study of symbols, as well as sign systems. Semiotics also entails indication, description, metaphor, similarity among others. The fundamental component of meaning is the symbol. It is anything that can characterize an idea. It also includes studying the organization and meaning of lingo. The significant elements of any semiotic include content, as well as expression (Littlejohn and Foss, p. 23). Rhetorical evaluation assists in looking into

BP (British Petroleum) Refining Strategy in Europe Essay

BP (British Petroleum) Refining Strategy in Europe - Essay Example Many companies that deal in oil refinery use different processes and strategies in order to produce high quality products that can be used in different factory processes and automobiles. In the process of refining (Krippendorff 2013, 82), an oil depot or tank farm has to be located near the oil refinery plant so that storage of the incoming crude stocks can be persevered before being refined as well as the products arising from the refinery process. BP utilises one of the most efficient technology in the refinery field known as Fischer-Tropsch (FT) technology (Singh & Harvey 2010; Hicks &Nelder 2008, 45). According to BP (2013), the technology is crucial in helping the company to convert various feedstocks such as crude residues, heavy crude residues, coal and biomass into clean and quality fuels such as jet fuel, diesel and naphtha. Fischer-Tropsch technology makes refining process efficient and reliable while ensuring production of superior products that passes all performance-related tests used in respective industries (Maitlis & Klerk 2013; Klerk 2011, 17). According to BP (2013), the company is committed to minimising its contribution to greenhouse gases that emanate from its refinery processes. By adopting Fischer-Tropsch technology, the company has greatly minimised pollution arising from poor refining processes (Johansson 1993, 27; Maczulak 2010, 36). The Fischer-Tropsch technology has often been used with much success at BP Refinery in many of the countries that it has been used. The strategy involves various processes like the multi tubular fixed bed reactor. This reactor has various types of tubes that have small diameters with special catalysts surrounded by boiling water that removes the heat of the reaction (Great Britain 2010, 29). This reactor is very suitable when operating at low temperatures with upper limits reaching up to 530 K. The excess temperature arising from the system results in carbon deposition and can block

Cathys Clothing case study Essay Example | Topics and Well Written Essays - 500 words

Cathys Clothing case study - Essay Example onus provisions for the Coastal District stores, I will evaluate whether the stores have met their set targets in order to earn the stipulated bonuses (Armstrong, 2007). Evidently, New Haven and Boston have surpassed their benchmarks. For the month of May, New Haven Store has registered sales of $628,000 against the required $570,000 hence automatically qualified for the bonus. Concurrently, for Boston, the 12% of $549,500 (sales) is $ 65,940 (net income goal required for the month). Fortunately, the store the store registered a net income of $110,943. It surpassed the target thus qualified for the bonus. Another financial factor I would consider in evaluating the proposed bonus plans for Boston and New Haven incorporates the overall performance against expenditure. It is evident that the expenditure in advertising for Boston and New Haven stores are$5,300 and $53,000 respectively for the month of May. This contradicts the ultimate net income, which is $110,943 for Boston Stores and $70,992 for New Haven Store. I consider such differences and reward any store that spends strategically and sparingly on their daily business operations. Financially, this indicates some sense of responsibility and obedience for the business (Crosson & Needles, 2010). The managers in the performing stores should get some bonuses besides the stipulated ones. The aspects of cost and revenues are critical in the realms of bonus implementation. Strategic considerations will include customer care and prompt services. I will consider the stores in the realms of their customer attraction endeavors and how they uphold the brand name of Cathy’s Classic Clothes. This will be proportional to the value of sales registered per store. This will affect even the Portland Stores, which is not under the scheme. I consider such factors to be influential in decision-making, fair compensation, and motivation of all store managers (Warren, Reeve & Duchac, 2011). I expect the proposed bonus structures to

Management accounting Essay Example | Topics and Well Written Essays - 1500 words - 5

Management accounting - Essay Example This paper focuses on management via accounting and applies the same for Ryanair. Importance of Management via accounting The main theme of The Visible Hand is that modern business enterprises utilise the market mechanism for allocating resources and coordinating the activities of the economy. According to Chandler, the traditional American business enterprises were single-unit operations and small in size, which used to produce single product within a small geographical area. The activities of the traditional enterprises were monitored and coordinated by the price mechanism and the market. Eventually, the modern business firm evolved which were larger in size and conducted multi-unit operations, which monitored the production of different products from different locations. The activities of those enterprises were not coordinated and monitored by market mechanism, but by the salaried employees. In simple words, the modern enterprises had suspended the market because the administrativ e coordination provided higher profit, better productivity and lower cost, compared to the coordination by market mechanism. He emphasised on the fact that management via accounting has created advantages that gained precedence over all other previous forms. The main advantages that it draws are: Lowering internal transaction costs by ‘routinizing the transactions between units’: The organizations with high value supply chain ends up increasing the transaction cost. This requires paying immediate attention by framing policies for reducing the cost. Properly organizing the information or goods between the units involved in the production of goods and services will lead to decrease in the transaction cost (Spulber, 2009; Swinnen, 2007; Pollitte, 2008). Reducing costs for information on markets and supply sources by ‘linking the administration of producing units with buying and distributing units’: Market failures may result from asymmetric and inadequate info rmation. The appropriate and full information is not always perfect since goods information is also expensive. In a market that deals with good and services, inadequate information can lead to various social costs like, market power, low innovation or inefficient allocation of resources resulting from customer deception. Thus, the cost of information available to the market and supply sources linking between the various units like, administration, production and distribution, should be reduced (Kouvelis et al., 2011; Sunstein, 2002). Faster and cheaper flow of goods or services and of information from one unit to another: Goods and services are seen to travel through manufacturers, warehouses, retailers, wholesalers, distributors and customers. The organization should link the sellers and the buyers together via an ongoing communication that can enable the business to effect the decisions taken by each of the business units. Therefore, the organization should emphasize on the fast a nd cheaper flow of goods, services and information through both down and up the supply chain. By making this flow cheaper and faster, the organization will be able to save lots of cost incurred that can be utilized in other forms (Finch, 2008). Management via accounting provides the organization with lots of value added benefits. They provide information for decision making and

General Motors Essay Example for Free

General Motors Essay 1. The history, development, and growth of the company over time (e. g. , critical incidents) General Motors (GM) was founded in 1908. William C. Durant brought together 25 independent car companies to form one large corporation. Each company held its own identity as GM operated as central administration office for the 25 divisions. Due to high cost in manufacturing of automobiles, GM was only able to target wealthy customers who could afford cars. Then Henry Ford, owner and founder of Ford Motor Company, revolutionizes the production process of manufacturing cars and takes the lead in the industry. With this new process, Ford becomes GM’s largest competitor, rapidly growing their market share by mass produce affordable cars, the Model T. GM did not have the same competency to mass produce affordable as efficiently as Ford and their sales plummeted. GM was in a bad situation, producing a wide range of expensive cars for a small target market of middle class customers. From 1910- 1920 Ford grew stronger and wealthier while GM struggled to stay afloat. In 1920, Alfred P. Sloan became the CEO for GM and made major changes to GM’s strategy to more effectively compete with Ford. Sloan restructured GM to regain its competitive advantage, targeting a different segment in the market. His consolidation of the 25 companies into 5 major self-contained and operated divisions: Chevrolet, Pontiac, Buick, Cadillac, and Oldsmobile proved to be successful. In 1925 GM took the lead in the industry, hurting Ford’s sales of the Model T so bad that Ford had to shut down his factories for several months to redesign his production line and produce new models. GM became the United States car market leader with the largest market share, 70% at its highest. 925 to 1975, GM expanded its product line to all kinds of vehicles to full-size trucks, light weight trucks, and various specialized vehicles such as vans and ambulances. GM also started to vertically integrate and at one point, made more than 65% of its cars components. From 1925 to 1975, GM dominated the United States market holding approximately 65% of domestic sales. Together, GM, Chrysler, and Ford, held more than 90% of the United States market. Due to the global oil crisis and low cost/high quality Japanese cars in 1970’s, GM lost its lead in the industry. The oil embargo of 1973 revealed the inefficiency of the American â€Å"gas guzzlers†. Neither GM nor its American competitors at this that time had the competence to build fuel efficient cars. Japanese cars now entered the American market and not only were they fuel efficient, there were reliable and affordable. In the 1970s and 1980s, demand for large sedans fell and thousands of GM workers got laid off. By the end of 1970s Americans flocked to Japanese economy cars or sleek European luxury cars and ignored high cost and low quality American cars. In 1980, GM still earned 3. 3 billion on more than 60 billion in sales. With its large cash flows, GM was still able to act as a dominant competitor. Roger Smith, GM’s new CEO aimed to regain GM’s competitive advantage and launched several major programs to reduce cost and improve quality. By 1990, these programs had cost the company over 100 billion dollars, which at the time, was enough to buy out Toyota and Honda. Smith had the most the difficulty lowering cost due to the high cost labor agreements with the UAW (United Auto Workers). GM invested more than 50 billion to improve and update technology and in 1980 started to develop automated factories using robotics to increase quality and efficiency. GM lacked the competency to effectively operate automated factories and was costing them twice as much in producing parts the traditional way. In 1982, GM created a new division called Saturn to develop low-cost manufacturing skills and produce quality cars by imitating Japanese manufacturing companies. It cost GM 2 billion to build Saturn’s plant, GM largest construction project in history. Saturns were priced to compete with Honda Civic and Toyota Corolla. Saturn did not meet its quotas and 1991 and lost $800 million dollars. The next year, Saturn sales picked up and were ranked top 10 in customer satisfaction but still had a loss of $700 million. Saturn could not replicate Toyota and Honda efficiency, especially its low cost supply chain. Same as other divisions, Saturn had difficulties reducing costs because high labor cost due to previous agreements with UAW. To learn Japanese manufacturing techniques GM had a joint venture with Toyota in 1983 called new United Motor Manufacturing, Inc. NUMMI). NUMMI reopened a failed plant in California under Japanese management in 1984. By 1986, with the use of flexible work teams, plant productivity was higher than any GM factory and twice as much as with the old GM management. The flexible teams were regularly rotated, trained to perform the jobs of other works in the team, taught the procedures to analyze jobs to improve work procedures, designed all the teams’ jobs. This freed managers to focus other tasks. GM quickly implemented this system to all its plants and by 2005; GM was laiming to be the most efficient United States carmaker. However, due to tariffs and high costs involved to bring foreign car to the United States, foreign car makers were eager to open their own car plants in the United States. By 1995, foreign controlled plants were making more than 1. 5 million cars a year in the United States. Although GM’s market share declined from 50% in 1978 to 35% 1992, it had not reduced it number of plants or downsized its work force significantly. In 1990 Robert Stempel became the new CEO and like Smith, Stempel did not want to down size the company at all. However, an activist GM director, John Smale, set out to stop GM’s losses and convinced the board to appoint Jack Smith as the new CEO. Smith made drastic changes and down sized the company dramatically. His new strategy for GM was to once again become profitable by aggressively focus on cutting cost, aggressive use of marketing of new designed vehicles that better satisfy customer’s needs, and create a new more-flexible decentralized organizational structure. He also reduced number of models and platforms in which they were built. In 2000, GM built a $1 billion state-of-the-art manufacturing plant in Michigan to raise quality to Japanese levels. In 2005, GM did receive higher quality level similar to Japanese competitor but could not preform to be profitable due to high labor costs. In another attempt to lower value chain cost, GM closed down it Oldsmobile division in 2004. GM then focused on improving efficiency with its parts, components and suppliers, making various changes there. In 2000, GM, Ford, and Chrysler formed an organization called Covisint to gain power over global suppliers. Toyota launches program that reduces the number of steps needed to make components and car parts reducing its costs by 2. 6 billion. In 1992, it consolidated its nine groups into five and combined all its car divisions’ engineering and manufacturing units to eliminate redundancy. Also the five design and technical departments were combined into three to speed product development. To promote and improve coordination between departments, GM changed its organizational structure to a global matrix structure and invested heavily in IT to support this new global matrix structure. With the help of IBM, GM was now able to speed information transfer between its divisions all around the world. In attempts to quickly lower its cost, GM spun off several of its component parts divisions and vertically disintegrated. In 1996, form joint ventures with Isuzu Motors and Suzuki to establish facilities and make specialized engines and transmissions for GM. In 2000, GM acquired a 20% equity stake in Fuji, the manufacturer of Subaru cars and received a new CEO, Rick Waggoner. GM also establishes a strategic alliance with Honda. In 2001, GM’s new assembly plant in China begins production. In 2002, GM formed an alliance with Russian company. During this time, GM attempts to rapidly grow globally and competes with Ford to acquire premium European carmakers. GM bought many other European carmakers but did not find any to be profitable, only costing them more money and more failures. GM also acquired Daewoo and Hummer brand in hopes to strengthen product line and market share. All failed. In 2008, GM fell with the recession and spun off, sold, or digested many of its global assets. GM asked the government for bailouts and in the end filed for bankruptcy.

Culture Diversity Within Ryanair

Culture Diversity Within Ryanair Main purpose of this assignment to show the importance of Ryan air airline management and leadership across culture. In this assignment I am going to show the theories of leadership and motivation and different leadership styles across different culture and different motivation technique across different culture, motivate across a different culture , the theories of leadership and motivation, different leadership styles across different culture , Manage culture diversity within an organisation, theories relating managing culture diversity, different needs and expectations culturally diverse guests, techniques for managing and building team with a culture diverse workforce of Ryanair Please do not refer to first person (I) Introduction Ryanair is the worlds most wanted airline working near fifteen hundred flights per day from low cost directions across twenty eight countries, involving over 168 terminuses. It was set up in 1985 Ryanair has a team of more than 8,500 people and assumes to carry over 80 million travellers in the present economic time. Its head office is located at Dublin Airport with its primary operational bases at Dublin and London Stansted Airports. It is Europes largest low cost airline and one of the most commercial, In spite of the hard business environment in which Ryan air worked in both 2011 and 2012, the airline has been characterized by rapid expansion, a result of the deregulationof the aviation industry in Europe in 1997 and the success of its low-cost business model. It was one of the first independent airlines in Ireland. In 2001, many believed that Ryan air was like the Wal-Mart and Southwest Airlines of Europe Barret, S. D. (2004) Task 1 Chapter 1 Lead and motivate across a different culture All cultures have beliefs which are mutual for all people in that culture. Many beliefs have same values consequently there are some arguments that no need to learn Indian cultural beliefs and American cultural beliefs. Equally both countries hold morality as faith in their culture no need to check it people only need to understand how these values are bought out in toward life over activities, manners, beliefs . In the modern age of enterprise culture, aggressive competition and strategic leadership for effectiveness in the market, Ryanair has structured its leadership and business classic to report the subjects of organizes an commercial method to the management of organisations for a transformational method established upon achievement. For Ryanair, these issues discovery expression in low-cost and generic factors. Basically these factors are answerable for Ryanairs success occurrence. In catching this transformational, change-oriented quantity of Ryanair. A distressing business ideal tests the strategies used by the present well-established organisations in the market. Its main attention is on price understanding of customers. , noticing these things that Michael OLeary, the CEO of Ryanair has been at the centre of economy and low-cost revolt that has produced an detonation in the airline industry. Ryanairs leadership success is contingent on the economic condition in the United Kingdom i n the stir of the de ruling strategy that allowed new entrants into the aircraft industry thereby opening the rule that completed air manageable partial preserve of the rich class, and the inflexible commercial spirit that OLeary displays(Arredondo, P., 2011) Motivation is a massive matter. The base of motivation may change in people. In the determination location, many have self-confidence in that the side by side of agreement at work is a durable negotiator. It is true that people alter throughout their life. A person who once was motivated by change may or not like it any shorter. Though, the person who beloveds lifelessness may essential to involvement alteration to obtain almost different in their lives, fairly new than what they been doing for many, several years. 1.1 Theories of leadership and motivation (Ryanair ) Interest in leadership improved for the period of the early twentieth century. Early leadership theories motivated on abilities notable between leaders and followers, whereas following theories considered at other variables such as situational features and proficiency levels. Although many diverse leadership theories have occurred, maximum can be confidential 1. Contingency Theories: Contingency theories of leadership focus on certain variables associated to the atmosphere that might determine which particular style of leadership is best appropriate for the condition. According to this theory, no leadership style is best in all states. Success is determined by a number of variables, including the leadership style, qualities of the followers and aspects of the situation. Contingency theory adopts no one accurate way to lead will fit all conditions. In this approach states that there is no perfect way to lead an establishment rather situations govern the way to lead at an assumed time. In addition, there is a serious correlation or affinity between situational and contingency theory of leadership. Both suggest that sets of structure to lead depend on the problem at hand. Contingency theory is a class of behavioural theory that claims that there is no best method to Ryanair or leads a government. Instead, the ideal progression of action is c ontingent on the internal and external factors or conditions. Thus, contingency approach to leadership pressures related factors as significant influence on leader success. Bass, B. M. (1985 4. Situational Theories: Situational theories recommend that leaders preference the best classification of attainment based upon situational variables. Different styles of leadership of Ryanair may be more appropriate for positive types of decision-making. That anxieties follower development, an extension, the point actuality strained is that there is a break from organizational model scientific management largely mistreated the impacts of the environmental factors as well as encouraged vertical management structure, a departure from flat management arrangement. Ryanairs contingency or situational leadership, the symbol is that it is based upon leader-match theory, Theories of Motivation Motivation is the different, internal method that strengthens, leads, and sustains behaviour. It is an individual strength that bases one to perform in a particular way .Most often, motivation is the term used to explain peoples behaviour. Effective directors are said to be highly encouraged. A team leader who eludes work is said to be unmotivated Equity Theory: Motivation theories can help directors understand how to motivate their staff. The equity theory of motivation is based on the fact that individuals are inspired first to achieve and then to preserve a sense of impartiality. Equity refers to the distribution of rewards in direct equality to the contribution of each employee to the organization (Ryan air). Everyone needs not to receive the same rewards, but the rewards should be in accordance with individual contributions. The idea of equity likes a development of an input-to-outcome ratio. Alavi, M (2000), Expectancy Theory: Expectancy theory, industrialized by Captor opportunity is a very difficult prototypical of incentive that is based on an uncertain assumption. According to expectancy theory, motivation is dependent on how much want something and on how likely to become it. Ryan air airline sales subjects managers who are applicants for advancement to one sales reservations managers job. Ryanair has had a very good sales year and always get good performance evaluations.D.R., 1997 Reinforcement Theory Reinforcement theory states that behavior that is pleased it is likely to be repeated, although behavior that has been criticized is less likely to remain. Ryan airs is a non-additional airline but it has a high business the assistant general Secretary Ryan air has a very suppressive government and they have very high staff income Ryan air and as result the company is recruiting now agreement labor from activities as far away .Pilots were lately told that in order to development from older airplanes to original aircraft 1.2 Different leadership styles across different culture Nowadays, people from different cultures and value systems are appointed by the business organizations across the world. Western leadership style is supplementary of a participative style somewhere the manager contains his team followers to a positive point in result making. But, in Asia the leadership style is a combination of autocratic and transactional leaderships. An effective leader who arrangements with another culture should recognize their work related social and cultural values to achieve business success. He should also have the ability to organize and main a workforce of diverse cultures. Mosakowski, E, (2000) The leadership style OLeary has started at Ryanair good deal form in a grouping of translation a movement from autocratic leadership to democratic one. Major styles of leadership democratic participative, autocratic repressive and laissez faire representative. OLeary has expanded the leadership base at the top organisation unit from. It is significant to communication that OLearys leadership style has to experience this evolution from 1988 till present in order to recover the then injured, unknown airline, Ryanair, from dripping cash and this essential aggressiveness, confidence, style of leadership that concluded in low cost and non-additional method. OLearys leadership structure as at when he joint Ryanair in 1988 as Tony Ryans particular enforcer to 1994 when he became the CEO of the airline and now has experienced distinction to ensemble different situations. Different leadership styles are desirable to manage with different situations the autocratic style marks logic when an ass ociation is in deep anxiety and needs to complete an express improvement that style would be counter productive when the association is in a growth situation Green, S. G. (2002 Ryanairs leadership style has developed the European air company industry has been unfavourably re-joined. Leadership change is primarily a function of leadership style. Also, it is doubtful from the analysis presented Ryanairs success story is blocked in its leadership style, which has observed a sort of evolution from autocratic to democratic. And the leadership theory that marks the possibility of this new organizational culture change is administered Therefore, even though OLearys leadership model has been successful, it is essentially contingent upon the deregulation strategy in place since its founding. In addition, in order to withstand this administrative success, Ryanair requirements to gain the opposition in the airline industry and alters itself for sustainability. 1.3 Different motivations across different culture Motivation has kept people in emergencies accepted during times. It has been the basis of improved principles of living, achievement, prosperity, and approval. Most leaders concluded olden days have used irregular systems of motivation. The same is accurate of successful managers. The role of motivation in the work environment has great value. Many readings have developed from one place to another various motivational techniques for leading employees towards desired goals. The success or failure of motivation time-outs not on the system itself but on managements capability to like the wants of people with appropriate rewards Objects are needs, which force people to move towards goals. Many theories of motivation have been established with the thoughtful of how workers performances can be strengthened confidently and how they can improve and focused to accomplish favourite ideas. Motivation training in diverse culture needs ID of the positive and negative culture based-factors. Grant, R.M. 2002, Contemporary concepts of culture Several organization examiners contributed to the opinion that perceives culture as- a mutual similar way of existence, calculating and doing which are ideas, shared by members of a cultural group. Culture involves of designs, clear and unspoken of and for behaviour acquired and conducted by signs, establishing the unique successes of human groups, including their expressions in objects; the important basic of culture involves of customs practices that only come into existence in relation to, and in contrast with, other cultural groups. Differences in cultural principles need additional skill when trying to motivate changes in Behaviour. Managers of Ryanair want to correctly understand the condition and strategy an approach that turns a persons morals and needs. The theory of motivation recommends that people are motivated to do belongings as of external honors. Humanistic Theory of Motivation: Humanistic theories of motivation are founded on the knowledge that people also have strong Perceptive clarifications to perform various actions. Once the minor level requests have been seen, the main motivator converts the requirement for the desire to fulfill ones specific possible Adapting to Environments Ryan air managers are said to be highly motivated. A team leader who circumvents work is said to be unenthusiastic. Many workers from the United Kingdom have port their occupations with Ryan air and as result the company is employing now contract labor from agencies. Pilots were newly told that in order to progress from older planes to newer aircraft, they would have to compensation for their own retraining. Politis, J. D. (2004 1.4 leadership strategies for an organization that operates across different culture Organizations are motivated by expert leadership to display them over unsurpassed modifications. Some of the best and most appreciated managements are weakening to adapt to change, implement their strategic plans successfully or prepare for a more indeterminate future. Many top directors complain the lack of leadership worktable strength in their companies and sensation what will happen every leader is conscious of the value of a precise business strategy. Without proper leadership, even the best and courageous strategies die on the plant, their probable never understood. The skill of an association to attain its areas does not be dependent completely on the strong point of will of an only great leader, even upon the efficiency of the organizations restraint of knowledge. A good leadership strategy takes all of these factors into explanation Politis, J. D. (2004 Strategic Leadership is a development, which certifications organisation to be active rather than reactive in shaping its own future. A concentrating organizational lead affords and launches unworkable leadership to Ryanair. A good organisational leader progresses a positive scheme to strategic management, where the management rather than just identifying and answering to alteration. The change in business environment unfair the strategy of Ryanair. New markets or introducing a new service and it also created sources of innovation like a change in market structure, Tie Leadership Development to Business Strategy. Leadership development should originate and end with the businesss strategy and objectives in mind. The respondents well-known that the establishment of an cohesive strategy and system for all managerial development was the leading significance of their learning and development establishments These results imitation an previous study as well Many corporate learning and development establishments The best businesses for leaders consistently execute on the strategies that make for good leadership development. They make enterprise wide standards, practices, and metrics for leadership;Martins, L.L. (1996) Organizational culture is the collective behavior of humans who are part of a society and the meanings that the people to their actions. Culture includes the organization values, visions, averages, working language attach, systems, symbols, principles. It is also the arrangement of such supportive behaviors and expectations that are taught to new executive members as a way of observing, and even thinking and sensation. Organizational culture moves the way people and collections interact with each other, with clients, and with sponsors Ryanair and Marketing Strategy Marketing strategy is very important in order to maintain modest advantage. It is important in order to maintain good relationship with the customers. This is mainly important in the service industry, as well as the hospitality and tourism sector. This is because of the fact that the entire industry is characterized by intensive competition, because of the growing number of competitors in the global market. In addition, the services actuality offered as well as the products being created are hard to differentiate, because the products and services to be offered towards the customers are practically the same Peterson, S. J. (2009) Ryanair were recognized by the Ryan family with an investment segment of a staff of 25. The company launched its first direction in July with daily flights which operate daily from Waterford in the southeast of Ireland to London Gatwick Ryanair is the worlds much-loved airline and works more than 1500 flights daily from 44 sources and more than 1100 low fare routes crossways more than 25 countries, which connect to over 160 terminuses. As a result, it is dynamic for company in this production the emergence of the Internet in the mid-1990s as well as the growth of Intranets and Extranets required airlines to progress their strategy on industrial innovations in order to increase their attractiveness. In addition, they progressively reinvented themselves to main technology suppliers for a wide range of tourism organisations including airlines, travel agencies and Internet travel portals. Cross-cultural understanding influences business relationships, and many training providers offer courses that outline the various basics of the cultural exchange and appropriate ways of doing business with abroad societies. Whilst this is highly applicable, it is valuable to specifically analyse the impact of cultural values on business performs in the tourism industry. Task 2 Chapter 2 Manage culture diversity within an organisation Diversity is much wider topic today Diversity is strangeness or those human capacities that are diverse from outside the sets, to which we belong, yet present in other individuals and groups. Its important to appreciate how these magnitudes affect presentation, inspiration, success, and interactions with others. Organized organizations and observes that have presented barriers to some dimensions of diversity should be examined, challenged, and removed.Diversity also incorporates a wide variety of other differences, including work experience, parental status, educational background, and managing diversity means more than simply observing legal and policy requirements. Managing diversity is defined as planning and executing administrative systems and performs to manage people so that the potential advantages of diversity are maximized Thomas, R.R., 1996 Managing Diversity. Managing diversity means identifying peoples alterations and make out these differences as valuable it improves good organization like Ryanair practices by stopping perception and promoting inclusiveness. Companies should completely redesign the working culture that make possible the scheming of a wide collection of posts that leads to give definition of how work gets done and how diverse markets are approached. All workforces should be held responsible for their performances and human resources results. Companies must create a post bureaucratic organization based upon trust and admiration in which diverse employees are valued and integrated into all aspects of the work. Diversity increases inspiration and innovation and advantages. Diversity helps administrations for inflowing the global arena. Diverse groups mark it possible to improve elasticity and fast reply to change. The cultural impact on management is exposed by humble ethics, attitudes, and beliefs of the people. Culture can mark skill allocation, managerial attitudes, managerial ideology and even government-business relationships. Hall, T. (2005 Managing Cultural Diversity: To manage successfully in a global diverse environment, that essential to identify the differences and learn to use them to improvement, reasonably simply allowing differences to cause difficulties somewhat directors should be skilled how to respect the differences at work and how to work with them to maximize the contribution of each employee, It is a global and diverse company, which works individuals of all confidences. To reproduce the protracted collection of principles followed by their employees they provide prayer facilities across the business and publish religious festivals information sheet on intranet site with the aim of raising awareness on the different cultures across the company. Some religions or beliefs have specific food needs. Ryanair provide a variety of dietary selections to confirm key rations are provided for and foods are considered. In addition, the Ryanair Uniform Committee has adapted the new uniform to ensure that it sustains the company image whilst allowing flexibility to meet key religious needs. Peterson, S. J. (2009) The Employment Equality (Age) Regulations have had a great impression through the Ryanair airline. Prior to the regulation, Ryanair ran attention assemblies to estimate workers views on the changes. There was an extensive choice of answers, maximum persons sensed that the age regulation was an optimistic period and that flexibility was the key to working for longer. Ryanair is working closely with the construction of Terminal 5 to confirm all phases of disability are protected. As a company they are dedicated to confirming that controlled employees can attain their full conceivable. Practical alterations are completed for employees if they are disabled to become disabled whilst working for Ryanair. They work in partnership with the Employers Setting on Disability. They also work with the Disability Rights Commission to support their disability strategy. Flexible working has become significant part of the technique they (Ryanair) work and represents part of a current change of attitude. Ryanair has introduced a number of elastic working enterprises that have progressive women who tend to undertake responsibility for most dependent care. One objective is to increase the focus on work-life balance to encourage women to return near work after maternity leave. It is a priority of our race equality strategy to listen to their ethnic minority employees. Ryanair encourage sharing ideas on how they can work on issues such as career progression, training and development, internal and external recruitment, harassment and bullying. Milliken, F.J.1996 2.1 Theories relating managing culture diversity Workforce diversity is a difficult work to achieve in an establishment. The organization of workforce diversity as a device to raise administrative success cannot be highlighted, especially with modern alterations wide crossways the world Workforce diversity is a main anxiety for maximise of the trades. Workforce diversity, incapacity, old age, human resource management, equal opportunity. The increased flexibility and contact of people from assorted circumstances as a result of better-quality economic and political systems and the acknowledgment of human rights has put most organizations under burden to hold diversity at the work place. The idea of diversity management of Ryanair increased kindness with globalisation and the requirement for more families to banquet globally to influence customers across the world. D.R., (1997) Managing diversity make a modest benefit to Ryanair. Possible benefits of this diversity contain well choices, more achievement in advertising to external and national cultural sectional groups, and an improved passage of economic chance culturally diverse groups comparative to similar groups are new active both in the contact method and work presentation these assistances arise after a diverse group has been together for old-fashioned. Ryanair succeed at diversity if the creativity to make, achieve and price the diverse workforce has the full sustenance of the highest management The organization must connect and worries for diversity to human resource management choices around staffing, group, project, sequence planning, presentation administration, and Managers must know their companys culture principal and then contrivance diversity plans allowing to that culture Diversity of Ryanair in administrations has its assistances but there are some disadvantages of workforce diversity. Some people feel helpless by working with people of a different age, sex, or culture. There is a rise in the cost of training. This increase originates from prices related with meetings, programs and addresses specified to encourage diversity in the company Theories of cultural values Mainly in the workplace, minions expect to be referred. In cultures with a high control distance, dissimilarity is more broadly recognised and power, which is thought by a marginal, is known by the needy majority of people. In a more manly culture leaders are expected to be critical and forceful and struggle is committed by aggressive Uncertainty deterrence rises to the vital for instructions and principles. Weak uncertainty avoidance comprises incentive by attainment and inspiration of inventive ideas and performance. Strong uncertainty escaping specifies a need for rules and some battle to state-of-the-art designs and behaviour. Motivation by safety is likely to be established in civilizations indicating strong uncertainty avoidance. Milliken, F.J.1996 2.2 Different needs and expectations culturally diverse guests Elastic working has becomean important part of the way Ryanair work and signifies part of an on-going change of attitude. There are clear benefits for passengers and for their business and they will continue to support flexible occupied solutions that are appropriate and meet our needs. They support a wide variety of elastic working possibilities that are aimed to meet different types of work. These solutions assist the employee to balance home and work life whilst contributing to the on-going changes wished by the organisation to assist cost reduction.Free and incapacity facilities governments essential to reflect the variety of their clients values, beliefs and cultural expectations. Religious practice Communal and debility facilities workers need to be watchful to the conceivable changes in sacred formal and the influence of a beings religious practice on their politics and value system. Central faith of Ryan air may admiration other beliefs as cults somewhat than official religions however people of any belief have a right to respect.Turner, J., 1985 Incapacity Ryan air needs to contemplate different cultural views of disability and look after of family members with incapacity, positioning the person before the disability, and facilities for people with a disability. Focus on the person, not the disability. Work performs may need to be modified to permit for dissimilar national views and conventions main contact and corporal exchange with the opposite gender. Culturally comprehensive practice It is impractical to assume public and disability services workforces at Ryan air to differentiate the cultural in a fast increasing and extremely modest global market, and in contradiction of the background of the current challenging economic climate, the pursuit of quality has become an organisational imperative for leisure industry trades. Different acuities of quality, yet, make its realisation more problematic, not least since of the very nature of the persons within the market the staff within vacation industry businesses and guests. Lawson, R., 2002 The relationship between cultural realization and superiority There is a correlation between the equal of national realization of the travel business and the following perception of product, service quality on the part of the tourist. Increased customer satisfaction is likely to follow as a result of improved staff cultural awareness and following development of ethnically appropriate products and services. It is significant for tourism businesses and purposes to take this into account in the provision of products and services. Cross-cultural understanding influences business relationships, and many training providers offer courses that outline the various basics of the cultural exchange and appropriate ways of doing business with abroad societies. Whilst this is highly applicable, it is valuable to specifically analyse the impact of cultural values on business performs in the tourism industry. Wendy. (2004, March Undoubtedly the tourism industry and culture are inextricably linked in that it is often the search for a cultural exchange that is an inherent part of the motivation for the tourist to travel. As already illustrated, to meet expectations there is a need for cultural awareness, both on the part of the individuals travelling and, equally importantly, tourism businesses. Customer loyalty is often affected by the perception of the level of service provision. Another aspect of culture is body language and whilst subtle, it is easily possible to offend through inappropriate gestures that demonstrate a lack of respect and subsequently undermine the business relationship. The National Centre for Languages stresses the requirement for cultural skills in business, specifically the tourism industry, indicating that cultural and language skills are beneficial for, amongst others, hotel reception, tourist attraction and restaurant staff, in welcoming guests, dealing with enquiries, taking bookings and guiding visitors. 2.3 Techniques for managing and building team with a culture diverse workforce Teambuilding Insignificant businesses depend on teamwork, objective as significant as their improved accompaniments. When a minor group of people starts employed to near common goals and making results that improve up to more than the amount of the portions, it becomes a team. Positive team employed gets consequences in all areas, including auctions, IT, problem solving and handling new projects. People work more effectively and their inspiration and loyalty to business are also increased. Starting and conference the team, important sides, Positive side assemblies, solving problems. Cultural Diversity in the Workplace, Paglis, L. L. (2002) gradually various incomplete work to the globalization of profitable, nationwide competence is conceivably the most leading ability for effective work presentation in this century. Social competence is the ability to collaborate successfully with persons from different beliefs. This capability of Ryanair is needy on awareness of ones own cultural worldview, information of worldviews, compliant to cultural variations, and multicultural services. Managing culture diverse workforce Developed cultural capability consequences in capability to appreciate, connect with, and efficiently cooperate with peoples crossways cultures, work with varying culture calendar Communication:Providing evidence precisely and punctually is dangerous to effective effort and team presentation.

The Victoria Climbie Inquiry Report Social Work Essay

The Victoria Climbie Inquiry Report Social Work Essay In his statement to the House of Commons when presenting Lord Lamings Inquiry Report into the death of Victoria Climbià ©, on 28 January 2003, the Secretary of State for Health, Alan Milburn, said: It is an all too familiar cry. In the past few decades there have been dozens of inquiries into awful cases of child abuse and neglect. Each has called on us to learn the lesson of what went wrong. Indeed, there is a remarkable consistency in both what went wrong and what is advocated to put it right. Lord Lamings Report goes further. It recognises that the search for a simple solution or a quick fix will not do. It is not just national standards, or proper training, or adequate resources, or local leadership, or new structures that are needed. I will give an overview of the inquiry. I will also give an overview of the themes, lack of accountability right through the organizations to the most senior level and staff not adequately trained in child protection. I will analyse and critique these themes in relation to agency policy, legal requirements, research, practitioner knowledge and the voice of the service user. Previous inquiries and there link to this inquiry will be discussed along with have we learned any lessons from this. The failure to implement a legal, ethical and political framework to inform current best practice will be utilized. I will reflect on the implications of evidence informed practice and how this will inform future social work practice. This paragraph will provide a summary of the events leading to the death of Victoria Climbie, and establish why there was a need for the inquiry. From the report (Lord Laming, 2003) we know that Victoria Climbie came to England with her great-aunt, Marie-Therese Kouao in April 1999. Within a year, she was dead. On 25th February 2000, Victoria died of hyperthermia at St Marys Hospital, Paddington. She was just eight years old and had 128 separate injuries to her body. On 12th January 2001, her great-aunt Kouao and her boyfriend, Carl Manning, were convicted of murder. The level of cruelty experienced by Victoria was truly horrific, with daily beatings using several different implements. Her final days were spent living and sleeping in an unheated bathroom in the middle of winter, where she was bound hand and foot, lying in her own urine and faeces in a bin bag in the bath. The secretary of State set up the independent statutory inquiry into her death, under the Chairmanship of Lord La ming, in April 2001, to establish under section 81 of the Children Act 89 the concerns with the functions of the local authority social services committees and the way they relate to children. The inquiry wanted to examine the way in which local authorities in respect of their social services functions and identify the services sought or required by, or in respect of Victoria, Marie-Therese and Carl. This section will now aim to analyse and critique the key theme I have identified that emerged from the inquiry report which is lack of accountability right through the organizations to the most senior level and staff not adequately trained in child protection. Lord Laming (2003) points out There were at least 12 key occasions when the relevant services had opportunities to successfully intervene to help Victoria, but had failed to do so. Within the Report Lord laming (2003) states That not one of these interventions would have required great skill or made heavy demands on staff, sometimes it needed nothing more than a manager doing their job by asking pertinent questions or taking the trouble to look in a case file. He continues to states Lord Laming (2003) There can be no excuse for such sloppy and unprofessional performance. As Lord Laming (2003) commented Not one of the agencies empowered by Parliament to protect children in positions such as Victorias emerged from the Inquiry wi th much credit, what happened to Victoria, and her ultimate death, resulted from an inexcusable gross failure of the system. Lord Lamings (2003) expressed His amazement that nobody in the agencies had the presence of mind to follow what are relatively straightforward procedures on how to respond to a child about whom there is concern of deliberate harm. The Inquiry Report (Lord Laming, 2003) highlighted widespread lack of accountability through the organisations as the principal reason for the lack of protection afforded to Victoria. Who should be held responsible for these failures? As Webb (2002) states: Lord Laming was clear that it is not the hapless and sometimes inexperienced front-line staff to whom he directs most criticism, but to those in positions of management, including hospital consultants, I think that the performance of people in leadership positions should be judged on how well services are delivered at the front door. Professor Nigel Parton (2003) points out that Too often in the Inquiry people justify their positions around bureaucratic activities rather than around outcomes for children. Frankly, I would be the very last person to say that good administration is not essential to good practice. Professor Nigel Parton (2003) continues to state that Good administration-and we did not see a lot of it, I have to say-i s a means to an end. I cannot imagine in any other walk of life if a senior manager was in charge of an organisation and that organisation was going down the pan-to put it crudely-in terms of sales and performance that someone would say My role is entirely strategic, do not hold me to account for what happens in the organisation. People who occupy senior positions have to stand or fall by what service is delivered at the front door. The Inquiry Report Lord Laming (2003) highlighted the apparent failure of those in senior positions to understand, or accept, that they were responsible for the quality, efficiency and effectiveness of local services. As Rustin (2010) states Lord Laming pointed to the yawning gap in the differing perceptions of the organisation held by front line staff and senior managers. Lord Laming was unequivocal that the failure was the fault of managers whose job it should have been to understand what was happening at their front door. As the Report Lord Laming (20 03) pointed out, some of those in the most senior positions used the defence no one ever told me to distance themselves from responsibility, and to argue that there was nothing they could have done. Rustin (2004) states this was not a view shared by Lord Laming. Rustin (2004) also continues to state that Lord Laming went even further in evidence to us, telling us forcefully that, in his view, accountability of managers was paramount, and that the front line staff were generally doing their utmost. In addition to the fundamental problems of a lack of accountability and managerial control, it was also apparent in the course of the Inquiry Lord Laming (2003) that other failings existed in all aspects of practice. This section will evaluate previous inquiries and how they link to this inquiry and have any lessons been learned from them. As Rustin (2004) states: As with many previous inquiries into child protection failures, Maria Colwell (1973), Jasmine Beckford (1984), Tyra Henry (1984 ) and Kimberley Carlile (1986) it was clear that the quality of information exchange was often poor, systems were crude and information failed to be passed between hospitals in close proximity to each other. As the Report commented Lord Laming (2003) Information systems that depend on the random passing of slips of paper have no place in modern services. The evidence from another report, Maria Colwell, who had died in January of 1973 pointed to similar weaknesses, which were found in Victorias report these weaknesses were, lack of accountability and staff not adequately trained (Corby et al, 2001). Inquiry reports are sources of evidence to inform social work practice and even though they have many weaknesses within them as illustrated. Professor Nigel Parton (2004) points out that In many respects public inquiries have proved to be the key vehicle through which changes in policy and practice have been brought about over the last thirty years in relation to child protection policy and practice in this country. Professor Nigel Parton (2004) continues to point out that Rather than public inquiries being ignored, they have been fundamental to the way child protection operates. In this respect, they are as much a part of the problem as they are the solution. Have lessons been learned from the many public inquiries over the previous thirty years. It was as if states Professor Nigel Parton (2004) The frontline professionals, and the key organisations and agencies who have responsibility for children and families were quite incapable of learning the lessons and, crucially, putting these into practice in such a way that such horrendous tragedies could be avoided. It is hoped by many, therefore, that the report by Lord Laming, and the changes brought about as a result, will mean that this will be the last report of its type. This section will address the other theme I have highlighted adequate training. The question of adequate training and supervision for staff working in all the relevant agencies were also an issue identified in the Inquiry. Professor Nigel Parton (2004) points out that In Haringey, for example, it was observed that the provision of supervision may have looked good on paper but in practice it was woefully inadequate for many of the front line staff. Professor Nigel Barton (2004) also points out that nowhere was this more evident than in the fact that in the final weeks of Victorias life a social worker called several times at the flat where she had been living. There was no reply to her knocks and the social worker assumed, quite wrongly, that Victoria and Kouao had moved away, and took no further action. As the Laming Report (Lord Laming, 2003) commented, It was entirely possible that at the time Victoria was in fact lying just a few yards away, in the prison of the bath, desperately hoping someone might find her and come to her rescue before her life ebbed away. This section will now look at the failure to implement the legal and political framework within the inquiry report. Lord Laming within the report (Lord Laming 2003) told us that he continued to believe that the Children Act 1989 was basically sound legislation. His recommendations do not argue for a major new legislative framework. However, Lord Laming (2003) states he did not believe that the Act was being implemented in the way that had been envisaged for it, and, in his view, there was a yawning gap at the present time between the aspirations and expectations of Parliament and the certainty of what is delivered at the front door. Rustin (2004) states In the absence of adequate managerial accountability, front line workers were obliged to make crucial strategic decisions, for example about the use of the Children Act, and between using sections 17 and 47 (relating respectively to a child in need, and a child in need of protection). The sections of the Act had been developed with th e intention of as pointed out by Rustin (2004) Of recognising the different needs of children. How the sections were being applied on the ground however as stated by Lord Laming (2003) is Quite different, far from employing the section of the Act that would best meet the needs of the particular child and their circumstances, what they were actually doing was using these sections to restrict access to services and to limit the availability of services to people. The Children Act, Lord Laming (2003) argued to us Should be about promoting the well-being of children, not about putting labels around peoples neck. Lord Laming (2003) went on to suggest that Front line workers were being forced into making decisions that should properly have rested with management and policy decisions. This raised major questions about the role of public services and the basic principles that should underpin them, as (Lord Laming 2003) stated We need to stand back and say that we need to discover the basic principle that the public services are there to serve the public, not just some of the public and not just some people who can get through eligibility criteria, or who are sufficiently persistent. Therefore services must be more accessible and they must be more in tune with their local communities. If, as Lord Laming believes Kirton (2009, p.17) states The Victoria Climbià © case was not unique, but highlighted widespread and major deficiencies in the implementation of the Children Act, this raises issues that Government should address. I believe that the Children Act 1989 remains essentially sound legislation. However, there is concern as pointed out by Professor Nigel Parton (2004) That the provisions of the Act which sought to ensure an appropriate response to the differing needs of children are being applied inappropriately, used as a means of rationing access to services, and have led to section 17 cases being regarded as having low priority. The Laming Inquiry (Lord Laming 20 03) recommended that consideration should be given to unifying the Working Together guidance and the National Assessment Framework guidance into a single document, setting out clearly how the sections of the Act should be applied, and giving clear direction on action to be taken under sections 17 and 47. Within this section I will discuss the ethical framework. It is important to include the issues of social class and gender, which were not evident in the Victoria Climbià © inquiry. However, it is issues around ethnicity and race that are more evident. However, the diversity referred to is incredibly complex. This is illustrated at various points states Webb (2002) For example: At the time Victorias case was handled in Brent, all the duty social workers had received their training abroad and were on temporary contracts. (In Brent) at least 50 per cent of social workers time was spent working on cases of unaccompanied minors. As Webb (2002) states There was evidence that Haringey has one of the most diverse populations in the country, with 160 different languages spoken locally, a long tradition of travellers settling in the borough and a high proportion of asylum-seeking families (9 percent of the total population). Within the report Lord Laming (2003) points out that In relation to all the London boroughs involved there were high levels of poverty and deprivation, diverse ethnic, cultural, linguistic backgrounds, as well as the diverse backgrounds of the workers themselves. In many respects, it seems Victorias situation was not unique in these respective boroughs. Webb (2002) indicated The impact of increased global mobility, more specifically the rapid increase in asylum-seeking families, together with the diverse backgrounds of the workers themselves increasingly seems to characterise work in many metropolitan areas. This has a particular impact states Webb (2002) On the nature, stability and cohesion of local communities. It is worth noting that, compared to the Maria Colwell case, no referrals are noted in the Victoria Climbià © case from neighbours or other members of the community apart from the child minder Mrs Cameron. We are not simply talking about diversity here but incredible compl exity. Kirton (2009) argues that Not only does it pose major linguistic challenges but also it poses major challenges for statutory departments in relation to the familial and cultural identities of those with whom they work and to whom they have responsibility. Issues around racism are clearly important here, however they cannot be reduced to a simple black and white community and cultural divide. This section will reflect on the implications of evidence-informed practice (EIP) and the usefulness of the inquiry to inform the development of future social work practice. Often, in hindsight, those who put people at risk are blamed for the misfortune and harm they cause. (Kirton, 2009) This is arguably the most signi ¬Ã‚ cant professional context in which EIP has emerged. According to Munro (1998) Social workers rely on vague assessments and predictions, rather than considering what is more or less probable. In everyday life decisions have to be made on a limited evidence base and professional decisions are also at best problematic. There are numerous unexpected and complex outcomes in social work, many of which rest on having to make judgments under conditions of uncertainty. (Kirton, 2009) The main problems associated with making effective decisions in social work as stated by Kirton (2009) include: risk and uncertainty, intangibles, long-term implications, interdisciplinary input and the politics of different vested interests pooled decision making and value judgments. Decision analysis has developed as a statistical technique to help overcome these kinds of problems. Decision analysis is closely related to risk assessment and actuarial practices. Evidence-informed practice and policy are self-explanatory. They involve the adoption of evidence-based protocols and use local standards for conducting social work practice and developing organizationally speci ¬Ã‚ c policies. (Webb, 2002) It has been suggested that evidence-informed protocols feed directly into the practitioner context to provide guidelines for carrying out EIP. Essentially evidence-informed practice and policy in social work will entail the explicit and judicious use of current best evidence in making decisions about the social care of service users. This de ¬Ã‚ nition is widely used and derived from Sackett et al.s Evidence-based Medicine (1996). A pragmatic approach as stated by Sa ckett (1996) Has been adopted here, which regards the practice of evidence as integrating practitioner expertise with the best available external evidence from systematic but multiple research methods. The implementation model outlined is the idea that the practice-based process begins with the evidence rather than the individual or groups of clients. Clearly the application of evidence-informed practice and policies will be governed by the economic scope of social work agencies in terms of resources and the development of an evidence-informed infrastructure. (Kirton, 2009) Sackett (1996) points out that At a local level it will also be dependent on incremental learning and accumulative professional development which are likely to be facilitated by the practice research networks and evidence-based brie ¬Ã‚ ngs discussed above. In this essay I have analysed and critiqued two key themes from the inquiry, lack of accountability right through the organizations to the most senior level and staff not, adequately trained in child protection. I have also analysed and critique these themes in relation to agency policy, legal requirements, research, practitioner knowledge and the voice of the service user. I have linked previous inquiries and discussed have we learned any lessons from these inquiries. I identified the failure to implement a legal, ethical and political framework to inform current best practice will. I also reflected on the implications of evidence informed practice and how this will inform future social work practice. A closing quote to finish from the Secretary of State, Alan Milburn (2003) It has felt as if Victoria has attended every step of this inquiry, and it has been my good fortune to have had the assistance of colleagues whose abilities have been matched by their commitment to the task of doing justice to Victorias memory and her enduring spirit, and to creating something positive from her suffering and ultimate death.