College Essay Guy

College Essay Guy If need be, keep checking the title of your essay to remind yourself to stick to the purpose of the essay. This will confuse your reader as you go back and forth with your ideas. Focus on the topic and the purpose of your essay. Readers will get bored if you are writing on a dry subject matter. Create a list at the end of the paper where you acknowledge all the books and articles you referred to in your own written piece. If you don’t cite the sources, you might be accused of plagiarism. At this stage of essay writing, focus primarily on the content. An essay should be organized according to an internal logic wherein one idea leads logically to the next. A topic sentence is a thesis statement for your paragraph. It provides the specific argument the rest of the paragraph will prove. Because your topic sentence is so focused, it requires some elaboration, so your second sentence needs to expand on the first. Sometimes this means placing it early so the rest of introduction can expand and provide supporting arguments. Had I selected a more vague topic like “American Women in the 1930s and 1940s”, it would have been a far more difficult essay to write. As a writer, you also need to organize your paragraphs overall. Writing essays is like paying bills â€" we all have to do it at certain points in our academic careers, and it's not always the most exciting experience. To be honest, most of us have probably cleaned our rooms and done the dishes to put off writing an essay that little bit longer. Practice timed essay writing with sample test questions before test day. With a little practice, you may not feel as pressured by the clock on test day. Avoid losing focus and concentration in your essay. Take your time and organize the information you have in a logical narration based on the outline. If you don't care about reducing alcohol advertising, don't pick this topic for a persuasive essay. If you decide to write about something that matters to you, you will sound more convincing. And the reader will find the paper more interesting. Choose a topic that's appropriate to the paper’s length. Thesis statements are not set in stone; they are meant to change as the paper develops. It is important to have a topic that is specific enough that finding sources is relatively easy, but broad enough that you can write many pages about it. As an example, I wrote a 12-page paper on the effect of World War II on the rights of women in American society. If your topic is just boring, you can bring some life in it by using, illustrations or statistics. People will understand better, rather than when you are trying to explain it in your own words. Another way of making your essay interesting and engaging to your reader is by using relevant evidence, such as statistics. The reader will see that you took your time to research and now you understand the point. No student can create such an essay in one draft. To get there, we tell our students, they’ll need a meaningful, effective, multistep writing process. This should only be a sentence or two, and can also be used to link the present paragraph to the next. Now, I'm not going to lie - this guide probably won't change that. No amount of glitter or '90s WordArt can make that property law essay more exciting. Avoid broad topics as you cannot cover them fully due to the limited number of words. If you're writing a four‐page essay, don't retell the whole history of women's rights. Instead, narrow it down to a more specific subject like one important incident in the women's rights movement. As you write and gather more evidence, your thesis statement may change â€" and that’s okay!

Pro Essay Writer Service From Samedayessay

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Main Answer Writing Practice

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Great Essay Writing In 8 Steps

Great Essay Writing In 8 Steps Finish the introduction with an overview of your essay’s structure. The overview should provide the reader with a general idea of what each section of your essay explores. Contact HP Printer Help Center for resolving any technical issue of HP laptop, Printer, scanner etc. Telstra Support offers internet post in the whole of Australia. It was originally a government possessed company but by the time the government offered its whole risks and currently it is a totally independently had company. My introduction sparks the reader’s interest and provides any necessary background information on the topic. The length of the body depends on the type of essay. On average, the body comprises 60â€"80% of your essay. For a high school essay, this could be just three paragraphs, but for a graduate school essay of 6,000 words, the body could take up 8â€"10 pages. Bigpond InternetBigPond offers internet post in the whole of Australia. I loved the way you discuss the topic great work thanks for the share Your informative post. I typically put 2 DVDs in one envelope to make sure that I have an added envelope with my regional distribution center address to utilize at a later time. This is certainly a great tip because many students and newbies in this field are unaware of some of the basic techniques involved in this. Just make sure that your purpose is in line with what the assignment asks you to do. Look for keywords in the assignment guidelines to help you figure out what your purpose should be. Write whatever comes to mind and don’t edit yourself. A decimal outline is similar in structure to an alphanumeric outline, but it only uses a series of numbers to identify each subsection. Some people prefer this structure because it shows how each section contributes to the essay as a whole. Ask yourself what you want to accomplish with your paper. Are you writing this paper in order to persuade, entertain, enlighten, or something else? How to conclude an essay A strong conclusion ties together your main points, shows why your argument matters, and opens broader questions. I have carefully proofread my essay and fixed unclear sentences, grammatical errors and typos. Each paragraph has a single focus and a clear connection to the thesis statement. I found this is an informative and interesting post so i think so it is very useful and knowledgeable. I would like to thank you for the efforts you have made in writing this article. The leading assignment help UK firm offers state of the art services to its clients with a promise of delivering all the required work well within the deadline. Provide your introduction in the first section of your outline. This section should include an attention getting opening and general information about your topic. When you are done, review what you have written and highlight or underline the most useful information. Repeat the freewriting exercise using this information as a starting point. You can repeat this exercise multiple times to continue to refine and develop your ideas. Expand those lists by adding onto the list or by using another prewriting activity. Instead, restate the idea, but rephrase it in a new way. Provide essay body information in the second section of your outline. The second sub-point should describe the topic, history of the issue, background, or problem being explored. Keep this section brief, but include the information that your readers will need to know in order to understand your paper. The last subsection of your introduction outline should be your thesis statement. The information you provide in your introduction outline should gradually become more specific as you progress through its subsections. Choose a decimal outline structure to show how your ideas are related.

Great Essay Writing In 8 Steps

Great Essay Writing In 8 Steps Finish the introduction with an overview of your essay’s structure. The overview should provide the reader with a general idea of what each section of your essay explores. Contact HP Printer Help Center for resolving any technical issue of HP laptop, Printer, scanner etc. Telstra Support offers internet post in the whole of Australia. It was originally a government possessed company but by the time the government offered its whole risks and currently it is a totally independently had company. My introduction sparks the reader’s interest and provides any necessary background information on the topic. The length of the body depends on the type of essay. On average, the body comprises 60â€"80% of your essay. For a high school essay, this could be just three paragraphs, but for a graduate school essay of 6,000 words, the body could take up 8â€"10 pages. Bigpond InternetBigPond offers internet post in the whole of Australia. I loved the way you discuss the topic great work thanks for the share Your informative post. I typically put 2 DVDs in one envelope to make sure that I have an added envelope with my regional distribution center address to utilize at a later time. This is certainly a great tip because many students and newbies in this field are unaware of some of the basic techniques involved in this. Just make sure that your purpose is in line with what the assignment asks you to do. Look for keywords in the assignment guidelines to help you figure out what your purpose should be. Write whatever comes to mind and don’t edit yourself. A decimal outline is similar in structure to an alphanumeric outline, but it only uses a series of numbers to identify each subsection. Some people prefer this structure because it shows how each section contributes to the essay as a whole. Ask yourself what you want to accomplish with your paper. Are you writing this paper in order to persuade, entertain, enlighten, or something else? How to conclude an essay A strong conclusion ties together your main points, shows why your argument matters, and opens broader questions. I have carefully proofread my essay and fixed unclear sentences, grammatical errors and typos. Each paragraph has a single focus and a clear connection to the thesis statement. I found this is an informative and interesting post so i think so it is very useful and knowledgeable. I would like to thank you for the efforts you have made in writing this article. The leading assignment help UK firm offers state of the art services to its clients with a promise of delivering all the required work well within the deadline. Provide your introduction in the first section of your outline. This section should include an attention getting opening and general information about your topic. When you are done, review what you have written and highlight or underline the most useful information. Repeat the freewriting exercise using this information as a starting point. You can repeat this exercise multiple times to continue to refine and develop your ideas. Expand those lists by adding onto the list or by using another prewriting activity. Instead, restate the idea, but rephrase it in a new way. Provide essay body information in the second section of your outline. The second sub-point should describe the topic, history of the issue, background, or problem being explored. Keep this section brief, but include the information that your readers will need to know in order to understand your paper. The last subsection of your introduction outline should be your thesis statement. The information you provide in your introduction outline should gradually become more specific as you progress through its subsections. Choose a decimal outline structure to show how your ideas are related.

How To Write Better Essays

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Critical Essay Writing

Critical Essay Writing This is an important factor to get reader’s attention. A coherent essay is an essay which contains well-linked sentences and paragraphs. Ideally, a coherent essay would contain connecting words in almost every sentence. For instance, “However”, “In addition to”, “Firstly”, “Secondly”, “Henceforth”. The connecting words help in giving the reader an experience which allows the information to flow into the brain. Hence, the reader never loses the link to what is being read. The most important factor in an essay is the vocabulary that is being used in the essay. Vocabulary is the range of words that you utilize when writing an essay. Although the purpose of an essay is not to prove your vocabulary, a variety of the words being used would help you capture the readers’ attention. This is followed by a brief summary of the topic discussed. Despite a common structuring of the paragraph, every paragraph has a different purpose to serve depending on the type of essay. Below mentioned is the detailed explanation of the structure of an essay. But college students need professional writing help more frequently. But if you write about others’ works, use the third person only. Then, specify the publication details, including the pages from where you take the quote or reference. It seems to me that the best way to learn to write well and structured is to learn from an essay format. It really develops written skills, structures thoughts and makes you think. Your interpretation is, actually, the thesis of your essay. In this section, you’ll support the opinion you expressed in the thesis. It’s the most detailed part of your critical essay, and it involves several sections. Each section addresses a particular detail and evidence to support your thesis. a roadmap for your essay to make sure you won’t miss any critical detail while writing a draft. Body paragraphs are what make up most of the essay. An essay may have three body paragraphs or may have ten. The number of body paragraphs depends on the purpose and required length of each assignment. Repetitive use of words conveys a lack of understanding and skill to present your views. A conclusion is an overall summary of the topic along with a brief summary of what has been discussed. It is mandatory for every essay to have a conclusion. The conclusion mainly contains topic sentence rephrased in a concluding manner. It will help to understand their structure and writing style. But don’t copy others’ ideas, trying to sound smarter! Develop your writing style, use the words you know, and introduce your ideas. That’s because at this level of education, the requirements do not match your skills. The professors demand a great number of assignments and don’t train you to complete them successfully. Every paper is custom written, which means it is 100% original every time. Paragraphs can be seen as pieces of the overall essay. So, your first step to writing a critical essay will be critical reading. And while reading, make sure to take as many notes as possible. Long story short, here go your steps to write a critical essay. In this article, we’ll reveal the core characteristics of a critical essay and learn the right way of writing it.

Samples Of Pte Essay Writing With Answers

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Great Essay Writing In 8 Steps

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Great Essay Writing In 8 Steps

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Performance Appraisal Systems in Red Square Industries - Free Essay Example

Title Page Performance appraisal systems in Red Square Industries Executive Summary The Red Square Industries implemented performance appraisal system. This report evaluates the current appraisal system and provides implementable solution to the problem. HR director analyses the advantage of the current performance appraisal system in terms of grading, discriminating on basis of performance, rewarding performance and performance appraisal record. Next, he analyses the disadvantage of the appraisal system in respect of lacking top management commitment, leniency bias, poor communication, violation of EEO and static performance appraisal. Following are the recommendations that the HR director provides to the CEO: †¢Top management commitment †¢Prevention of leniency bias †¢Dynamic performance appraisal †¢Enhancing communication †¢Legal treatment in performance appraisal system †¢Employees feedback Table of Contents Pg Title page Executive Summary 2 Table of contents 3-4 1. 0 Introduction 5 1. Background 5 1. 2Aims 5 1. 3Scope 5 2. 0Literature review 5 3. 0Analysis 6 3. 10 The advantage of the performance appraisal systems in Red Square Industries 6 3. 110 Major type of performance appraisal systems 6 3. 20 Performance appraisal objectives 6 3. 130 The performance appraisal record 7 3. 20 The disadvantage of the performance appraisal system in Red Square Industries 7 3. 21 Lack of top management support 8 3. 22 Leniency bias 8 3. 23 Poor communication 8 3. 4 Violation of EEO requirement 8 3. 25 Static performance appraisal 9 3. 30 Implementable solution 9 3. 31 Management commitment 9 3. 2 Prevention of leniency bias 9 3. 33 Considering the validity and accuracy of the performance system 9 3. 34 Dynamic performance appraisal 9 3. 35 Enhancing communication 10 3. 36 Legal treatment in performance appraisal system 10 3. 37 Employee feedback 10 4. Conclusion 10 Reference list 1. 0 Introduction 1. 1 Background The Red Square Industries implemented performance appraisal system. At same time, it has been troubled for some time by the apparent lack of effectiveness of the appraisal system. 1. 2 Aims The purpose of the report is to evaluate the current performance appraisal system in terms of advantage and disadvantage. As well as, provide the relevant solutions to overcome the problems. 1. 3 Scope The pros of the current performance appraisal system consist of the grading, discriminating performance, rewarding performance and the performance appraisal record. In turn, the cons of the current system include that lacking top management commitment, leniency bias, poor communication, violation of EEO and static performance appraisal. Finally, the recommendation comprises with top management commitment, prevention of the leniency bias, dynamic performance appraisal, considering the validity and accuracy of the performance system, enhancing communication, legal treatment in performance appraisal system and employee feedback. 2. 0 Literature review The current performance appraisal system brings some advantages to Red Square Industries. For example, the rewards are corresponding to the related contribution, which is supported by Khan, Farooq and Ullah (2010). They state that the change in reward affects the change in the motivation and performance of employees. At the same time, there are some disadvantages of current performance appraisal system existing in the Red Square Industries. It could reduce the feeling of satisfaction and organisation commitment by the certain types of performance (Stathakopoulos 1997) when lacking top management commitment. In addition, the leniency inhabits the delineation of the rating quality (Frah and Dobbins 1989). What is more, the employees belong to the union are more lenient and only those rated 1 2 get bonus payments, which against the opinion that the EEO in performance appraisal is the minimum requirement (‘EEO is everyone’s responsibility’ 1981). The unfair treatment also creates ill feeling to the employees that may ‘doom the most carefully constructed appraisal system’ (Jawahar 2007). Finally, employee feedback is one of the recommendations. Nickols (2007) states that the Performance appraisal provides employees with feedback regarding their performance to reduce errors and waste, increase quality and enhance employee motivation, commitment. . 0 Analysis 3. 10 The advantage of the performance appraisal systems in Red Square Industries 3. 110 Major type of performance appraisal systems Stone (2010) expresses that performance appraisal systems focus on the individual employee. To judge the performance of staff, the organisations choose several performan ce systems, including grading. 3. 111 Grading Grading system could describe workers’ performance clearly in specific performance levels, comprising with superior, good acceptable, marginal and unsatisfactory (stone 2010). Stone (2010) further argues that the forced ranking distribution is the refinement of the grading system, which places the fixed percentage in each grade. For example, the Red Square Industries adopt the forced distribution as its appraisal system. Particularity, the top 10 per cent are superior performers, the next 25 per cent are good performers, the next 45 per cent are acceptable performers, the next 15 per cent are marginal performers and the bottom 5 per cent are unsatisfactory performers. As a result, the evolution expresses the performers and non-performers. At the same time, it helps managers to overcome the problem that overrating, underrating or rating people as average (stone 2010). Also, it requires managers to take more time to consider about their employees (stone 2010). 3. 120 Performance appraisal objectives 3. 121 Discriminating on the basis of performance The organisations must distinguish the subordinates who perform well or not in the company. Stone(2010) notes that the inadequate performance can not exist in the organisation. He further stresses that the failed performers would be supplied opportunity and assistance to improve their grads, but they will be transferred, demotion or termination if they can not match the requirement. For instance, Red Square Industries give employees rated 5 roughly 3 to 6 months to improve their performance by training before they get sack. Grote (2000, cited in Stone 2010) notifies that the organisation like’ Microsoft annually weeds out about 5 per cent of its employees through its performance appraisal system’. The up or out program brings great benefits to the organisation. it not only motivates those well- done performers by discriminating the good performers and non-performers, but also it saves much potential costs if they continue keeping the poor employees , such as dissatisfy the customers, damage public images, lost sales (stone2010). In a word, the Red Square Industries discriminate staff, which is one of performance appraisal objectives. 3. 122 Rewarding performance Most organisations would reward the employees who have contributions. Stone (2010) indicates that based on the objective measure of performance like forced distribution system or performance based discrimination, the organisations make decisions that who is being rewarded. In Red Squared Industries, the salary increases and bonus payments are performance related. Those rated 1,2 and 3 would receive relevant salary increase. Those rated 1 or 2 would get bonus payments. The employees rated 4 and 5 are given legally required increases. As Murray (2005, cited in Stone 2010) says that ‘if you deliver, you will get paid but if you do not deliver, you will suffer the impact of that’. As a result, the reward performance related system motivates the staff to contribute and approach good performance. In addition, the different level of contribution, the rewards that staff receives are correspondingly different. The bonus payments are only rewarded to those rated 1 or 2. Those rated 4 and 5 only get legally required salary increases. Stone (2010) points out that the excellent performers with higher rewards and the lesser performers with least rewards could ‘encourage a performance-oriented behaviour and a performance-oriented culture’. Therefore, the change in reward affects the change in the motivation and performance of employees (Khan, Farooq and Ullah 2010). Employees may lose their passions and give up forwarding if everyone gets the same awards no matter how good the performance is. In other words, the top performers would be motivated to keep remaining their excellent contributions while the bad performers would be encouraged to do better due to the incentive of the high performance related awards. 3. 130 The performance appraisal record The record is the document that records the ’performance rating and comments for employees’ (stone 2010). As we know, the Red Square Industries do make the performance appraisal record to note down the distinction of subordinates’ performance. The record could largely help the organisation identify those who play important role in achieving the objective of the organisation. 3. 20 The disadvantage of the performance appraisal system in Red Square Industries 3. 21 Lacking top management support The factor that lack of top management support is the barrier to the effectiveness of performance appraisal schemes (stone 2010). Stone (2010) supports his opinion that ‘the best CEOs never hesitate to fire when they must’. However, the managers of Red Square Industries are reluctant to fire trouble some non-performing employees who belong to a union. As well as, they refuse to rank anyone as a 4 or 5. They fail to follow the grading system and discriminate on the basis of performance. Otherwise, the managers send the wrong signal to employees that they do not need to worry if they do not perform well (stone 2010). What is worse, it could reduce the feeling of satisfaction and organisation commitment by the certain types of performance (Stathakopoulos 1997). 3. 22 Leniency bias Leniency bias occurs when manager rates their employees either consistently high or low’ (stone2010). For example, some managers argue that their department is different. They say that most of their employees are stars or starlets and refuse to rank anyone as a 4 or 5. Leniency bias is one of the aspects that cause rating errors. It makes the appraisal system become inaccurate and nonsense (stone2010). Farh and Dobbins (19 89) further support Stone’s perspective, they say the leniency inhabits the delineation of the rating quality. 3. 23 Poor communication Negative communication and participation inhabit development scheme, hence prevent the appraisal process (Lansbury 1998, cited in Stone 2010). In Red Square Industries, when a ‘star’ is perceived by co-workers as really belonging to another ranking group, they are reluctant to communicate and cooperate. What is worse, the rating system fosters envy and negative competition. The typical attitude is that if they are hothots, let them solve the problem. As a result, it stops employee development that is the aim of performance appraisal. 3. 24 Violation of EEO requirement EEO requires ‘performance appraisal must be job-related and non-discrimination’ (stone 2010). However, employees in Rea Square Industries rated 5 who belong to a union are treated more leniently in terms of termination and pay increases than the employees who are not union members. Additionally, those with a 1 rating are referred to as ‘star’. Those with a 4 or 5 rating are called ’dog’. Employees rated 3 are called ‘workhorses’. What is worse, bonus payments are only given to those rated 1 or 2 and those rated 4 or 5 are only given legally required increases. Many managers claim that the forced distribution of employees creates too much ill feeling due to the unfair treatment. Jawahar (2007) says that ‘an unfavourable reaction may doom the most carefully constructed appraisal system’. What is more, EEO in performance appraisal is the minimum requirement (‘EEO is everyones responsibility’ 1981). 3. 25 Static performance appraisal The appraisal program is not successful among the managers and workers in the Red Square Industries. Mohrman (1995, cited in Stone 2010, p. 295) says that ’they are concerned with the past performance rather than with improving future performance’. People look back where they have been and do not attempt to explore how to grow and develop. For instance, those rated 3 become unmotivated, because they regard their rating as meaning they are only average. The static performance can not match the aim of the performance appraisal of the employee continual development. 3. 30 Implementable solution 3. 31 Management commitment To succeed the performance appraisal system, it requires the management commitment (Regel 1987, cited in Stone 2010). Regel (1987, cited in Stone 2010,p. 04) further states that ‘all members of the management team need to understand appraisal’s purpose and should agree that it is critical for management to participate in and support the system’. Therefore, if the management commit to the appraisal system, it will work. 3. 32 Prevention of leniency bias Due to leniency bias, the rating error generates. Therefore, the managers should prevent it to create the fair and accurate appraisal system. T he managers of Red Square Industries should correctly distinguish the performance. As a result, the appraisal system would not be nonsense and it ould facilitate employees to grow and develop. 3. 33 Considering the validity and accuracy of the performance system Sometimes the rating will not reflect the actual judgement, so it requires the manager to recognise this (stone2010). Stone (2010) further illustrates that ensure performance related are being assessed to achieve validity and make sure generating the consistency results to reach reliability. 3. 34 Dynamic performance appraisal Stone (2010) explains this system is not just judgement about performance, but the motivation to employees toward new goals. The Red Square Industries workers should learn to improve themselves relying on the rating system. Compared to the static program, the dynamic program is ‘more likely to be effective, credible and sustainable’ (Anderson 1992, cited in Stone 2010, p. 315). 3. 35 Enhancing communication Positive communication develops the employees themselves and facilitates job satisfaction (Stone 2010). The workers in the industries should cooperate and well communicate to each other, no matter others’ rating. Help each other and improve together to accomplish the organisational goal. 3. 6 Legal treatment in performance appraisal system Get rid of the call like ‘dogs’ or ‘workhorses’ which refer to those rated a 5 and 4 respectively, which will eliminate the ill feeling of employees. Furthermore, the fairness of the appraisal system would encourage people to participate to the organisation. Legal treatment is the desire of employee. Also, it is the proces s of EEO. 3. 37 Employee feedback Performance appraisal provides employees with feedback regarding their performance to reduce errors and waste, increase quality and enhance employee motivation, commitment (Nickols 2007). There are pros and cons of performance appraisal system in Red Square Industries. Employee feedback could help to minimize the disadvantages of the appraisal system. 4. 0 Conclusion In a word, the current performance appraisal system presents advantages in the Red Square Industries. Firstly, the grading system describes the specific performance level, which helps managers to overcome the overrating, underrating, rating people as average and requires managers to take more time to consider about their employees. Secondly, discriminating performance leads to motivate those well- done performers and save potential costs. Thirdly, reward performance results in motivating contribution and good performance. Finally, performance appraisal record helps to identify those who play important role in achieving the objective of the organisation. There are also some disadvantages of the current performance appraisal system. Firstly, it lacks top management commitment, which leads to send wrong signals and reduce the feeling of satisfaction to employees. Secondly, the leniency bias causes rating errors and inhabits the delineation of the rating quality. Thirdly, poor communication stops employee development. Fourthly, the Red Square Industries violate EEO which is everyone’s responsibility. Last but not least, the static performance appraisal can not match the aim of the performance appraisal of employee continual development. Finally, the solution comprises with top management commitment, prevention of the leniency bias, dynamic performance appraisal, considering the validity and accuracy of the performance system, enhancing communication, legal treatment in performance appraisal system and employee feedback. Reference list ‘EEO is everyones responsibility’ 1981, Management Review, Vol. 70 Issue 3, (online ebscohost). Farh, JL Dobbins, GH 1989, ‘Effects of self-esteem on leniency bias in self-reports of performance: A structural equation model analysis’, Personnel Psychology, Vol. 42 Issue 4, p835-850,(online ebscohost). Jawahar, I 2007 ‘The Influence of Perceptions of Fairness on Performance Appraisal Reactions’, Journal of Labor Research, Vol. 28 Issue 4, p735-754,(online ebscohost). Khan, KU, Farooq, SU Ullah, MI 2010, ’The Relationship between Rewards and Employee Motivation in Commercial Banks of Pakistan’, Research Journal of International Studies, Issue 14, p37-54, (online Ebscohost). Nickols, F 2007, ‘performance appraisal’, Journal for Quality Participation, Vol. 30 Issue 1, p13-16, (online ebscohost). Stathakopoulos, V 1997, ‘Effects of Performance Appraisal Systems on Marketing Managers’, Journal of Marketing Management, Vol. 13 Issue 8, p835-852, (online ebscohost). Stone, RJ 2010, Managing Human Resources, 3rd edn, John Wiley Sons, Milton.

Substance Abuse Prevention Field Of Prevention Essay

Substance abuse is a growing universal trouble in the United States today. It is not only affecting the individual directly, but cutting across the racial, socioeconomic, geographic, and general lines. The effects of substance abuse is now affecting judicial systems directly, disturbing the public, and hurting families worldwide. Anyone could agree to substance abuse being to be a top priority in our communities today. Yet, there are multiple challenges for the healthcare workers specializing in the field of prevention. These include funding, having enough time for both the students and teachers, and the overall effectiveness of the program. The most successful way to create a superior program will include looking at the more effective strategies within the substance abuse prevention field. Tips will need to be provided to parents and the creators of the programs, while discussing the future of substance abuse as seen by the leaders of its programs. A growing number of Americans are beginning to suffer from substance abuse. Substance abuse includes underage drinking, alcohol dependency, prescription drugs, over-the-counter medications, and illicit drug use. All aspects of our communities are beginning to be affected in large numbers. Not only is it affecting the individual directly, but it is hurting families, friends, and everyday peers of the individual. Whether a child decides to use alcohol or drugs is a choice. It is influenced by their environment; their peers,Show MoreRelatedBenefits And Limitations When Prevention Providers Are Looking For Successful Programs Essay1722 Words   |  7 PagesThere are many benefits and limitations when prevention providers are looking for successful programs. The National Institute on Drug Abuse, or NIDA, provides a large research-based guide of the most effective prevention programs. 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Because this is an issue affecting an ever-growing number of the country’s population, the focus of our practi ce based research project will be based primarily on the increasing number of olderRead MoreHuman Resources Management Approach to Samhsa Strategic Initiatives1526 Words   |  7 Pagesemployees. Substance Abuse and Mental Health Services Administration (SAMHSA) is a part of the United States Department of Health Human Services and their mission is â€Å"to reduce the impact of substance abuse and mental illness on America’s communities† (SAMHSA, 2014). SAMSHA was established in 1992 by congress in order to make the services and research of the agency more accessible. The agency provides behavioral health support services like prevention, treatment, and recovery to

Dennis the Menis movie report Essay - 600 Words

Dennis the Menace Report In the movie Dennis the Menace, there are many different age groups represented; childhood, adolescence, adulthood, and older adulthood. During childhood, children are carefree, fearless, talkative, curious, and playful. In adolescence, teens are faced with many important responsibilities and decisions. They start to become more mature and become interested in the opposite sex and sexual actions. When you enter into the adulthood and older adulthood world then you are faced with many more decisions and obstacles including; what job you are going to choose to do for the rest of your life and when or if you are even going to get married and start a family. Also, you must think about buying food, clothes, a house,†¦show more content†¦The worries and stresses go on and on and seem to never stop. There are many stereotypes which members of one group associate with members of the alternate group. Children have a lot of stereotypes that they compare to adults, these include; that all adults are cranky, sleep a lot, have no fun, and that they don’t understand anything that they do or go through. Adults have a lot of stereotypes that they consider children are, they include; that all children are â€Å"menaces†, annoying, too curious, don’t understand anything, and ignorant. The attitude toward the opposite sex changes as you get older. When you are younger you think that the other sex is gross, annoying, and has â€Å"cooties†. As you go into adolescents you start to get more interested in them. When you get into the adulthood and older adulthood stage you come to realize that you need and want someone of the other sex that you just might spend the rest of your life with. You need them if you ever want to get married and have family. Dennis tries to get the attention of his parents and Mr. Wilson by being a â€Å"menace†. He also asks them a lot of questions, so he feels like he is closer to the people he cares about. He goes and visits Mr. Wilson everyday and when he thinks Mr. Wilson is sick he tries to make him better, but instead of making him feel better he ends up making Mr.

Reflective Portfolio

Question: Discuss about the effect of internship for the future development of the carrier. Answer: Introduction: This particular assignment has provided an extensive knowledge and deep insight about my experience while working with the organization. From ten weekly learning journal entries, I have chosen week seven. An extravagant wedding had been celebrated on 15th march of 2016. I was playing in the role of an in-charge. In this particular study, I would like to highlight my role, responsibilities, learning experience, scopes of learning and so many. While executing my job inside the wedding event I had to face immense difficulties to control the entire event. Therefore, I had learnt from my coordinator how to overcome various challenges skillfully. Role and responsibility associated with the internship I had been appointed for the post of in charge on the wedding ceremony of Amy and Cesur. This particular job is completely related to the event management. I had to play a big responsibility to take care of the event decoration in an organized way. The entrance of bride and grooms were decorated an incredible manner. I had to treat the guest carefully. By maintaining an effective communication with them, I convinced the guests to have their own seats instead of blocking the brides entrance. Besides, I had to play a key role to cooperate the photographers as well. While taking a good snap with the bride and grooms, photographers as well as the videographers had to face immense challenges (Cameron and Green 2015). My role as an in-charge was to manage the entire situation skillfully so that the entire event could be conducted systematically. Elsbach (2014) stated that the role of an in change of a wedding event is very delicate as the success of the event is entirely dependent on the managing skill of the in-charge. I personally felt the same while executing my job at the workplace. On the contrary, it has been highlighted that after achieving the business goal the event in-charge has been highlighted first among the entire team members. Therefore, I have realized that an in charge has to play a major role in order to deal with the wedding members effectively. My own experience while working with the organization I have gone through a blended experience while working as an in charge of the wedding ceremony of Amy and Cesur. While interacting with the guests properly I had to face immense difficulties. People have entered into the ceremony from various culture and background. Therefore, it was definitely challenging for me to communicate with them properly. Linguistic barrier was one of the major factors that prevented an effective communication with the guests. I had tried my best to apply both kinds of communication including verbal and non-verbal. The people who had to face verbal communication barriers, I liked to use my expression and body language in order to communicate those people. Apart from the communication barriers, I faced numerous difficulties while treating with the photographers, celebrities, other guests of bride and groom and so many. In addition, I had to keep a constant control on the service procedure as well. As per my instruction, the service providers intended to keep themselves alerts in order to provide an effective service to the guests. As a whole, this internship has remained a memorable learning experience in my life. Brief discussion on the problem solving activity Rationale of my action While dealing with the post of an in-charge I had to take many immediate actions. For an example, in order to deal with the people of different culture and attitude I had to learn non-verbal communication method. In addition, amidst the extravagant gathering of a wedding ceremony I had gave the photographers immense space to take necessary snaps of bride and groom. Consequence of my action As per my point of view, people have definitely faced a positive consequence after taking my relevant actions against a particular situation. Videographers as well as the photographers have achieved immense opportunity to execute their job perfectly. Guests have achieved a warm treatment on behalf of the coordinator. The entire event has been conducted systematically. As per my point of view, role and responsibility of an in charge should be executed properly in order to get a positive outcome. What was going right and what was going wrong While conducting my role and responsibility I had to overcome numerous dwindling situations in order to execute the job systematically. I had observed that a large number of guests had turned up to attend the wedding ceremony. Due to the limited space, my team members could not arrange available seat capacity for the guests. As a result, I had to face an embarrassing moment after the huge gathering at a time. Some of them had to spend their time by standing in the place. Therefore, this particular thing was not going right at all. Otherwise, the communication with the invitees, the way of arranging every aspects, decoration were commendable by others. Learning experience However, it is undeniable that the entire journey was a tremendous learning experience for me. I was quite introvert in nature. After appointing in this particular post, I have come to know how to maintain an effective communication with others. Communication is one of the most important factors for the success of any kind of business process. Apart from that, I have come across people of different attitudes. I also got an opportunity to learn their culture, values and beliefs. How this experience would help to change my approach in future Before joining in the professional fields I dint not have any knowledge how to maintain professionalism inside a workplace. After doing the internship I have come to know the meaning of professionalism. Maintaining an effective communication with the clients is a part of my job. In addition, I have improved my skill and competency fervently after being appointed in the position of in charge. These particular experiences would help me to enhance my carrier in future. I would be able to control the entire business process more skillfully. Discussion on how this approach would help to develop my future career Holding the position of an in charge in a wedding ceremony is out an out a responsible job. In order to justify my dignity and position I had to change my personal gesture and style. Going beyond my introvert attitude, I had to learn how to make an effective communication with my clients to fulfill their needs and demands. In addition, I have learnt the style of approaching an opportunity or a proposal towards clients. However, these approaches would help to build my career definitely. While conducting an event I have used different kinds of methods to deal with a client effectively. The approaches include direct approach method, face-to-face method, personal selling approach and so many. Among the three approaches, international method would help to develop my future carrier first. With the help of this particular approach, I would be able to get an immediate feedback from the clients. Based on the feedback I would get the scope to develop my ability and skill. Discussion on how work placement should be developed for the future interns I personally believe that future interns should get an effective training before handling such kind of dignified position. In charge is the centre of an event management team. This particular individual has to keep a constant control over the entire process of business. Therefore, before handing this position, the person has to be skilful and competent enough to handle every kind of situation. An in change should have the capacity to accept any immediate pressure. Executing the job amidst immense pressure is the ideal responsibility of a dignified person. Therefore, an individual fresher has to face immense trouble to deal with variable circumstances at the very first stage. Therefore, training is highly needed to make a fresher efficient in terms of experience and competency. Discussion on my expectation of the industry following my placement As per my expectation, I have gained immense opportunity to expose my skill and competency. After appointing me for the post of in charge in a wedding event, I have come across numerous innovative experiences that I can apply even in my future. As per my point of view of industry, it can provide better placement even. On the contrary, It can be stated that place is least important. At the very first, an individual should have to think whether this person would be able to handle any sudden crisis or not. I am not exceptional to that. I have come across innumerable challenges while dealing with the clients at the wedding ceremony event. Conclusion This particular study has provided detailed overview about the effect of internship for the future development of the carrier. I had been appointed for the post of an in-charge of a wedding event. Therefore, I have expressed my feeling and experience while dealing with the people of different culture and attitude at the workplace. Various positive and negative aspects of arranging an event have also been highlighted here.

The Staffing Problems at British Airways (BA)

Abstract This paper focuses on a case study of the staffing problems at British Airways (BA) as an illustration of a service-oriented company that faces modern-day problems of employee opposition to downsizing. The paper uses online questionnaires as the main data collection tool to sample the views of ten company employees who work in British Airways (BA). Comprehensively, this paper acknowledges that BA has maintained a good relationship with most of its stakeholders, except for its employees.Advertising We will write a custom case study sample on The Staffing Problems at British Airways (BA) specifically for you for only $16.05 $11/page Learn More Therefore, this paper proposes that BA should adopt an open communication strategy to improve its relationship with its employees. Similarly, this paper recommends that BA should uphold stakeholder engagement as the main solutions to the periodic industrial actions it faces. This way, the company can improve its competitiveness in service provision and maintain its leadership in the aviation sector. Introduction British Airways (BA) Company is the national flight carrier of the United Kingdom (UK). BA operates under the banner of the One World Alliance and under its parent company – International Airlines group (Cole, 2003). The parent company lists in the London Stock exchange (Cole, 2003). So far, BA flies to more than 160 destinations around the world (Melville, 2011). Its presence manifests in Europe, Asia, North America, Africa, and other parts of the world (however, its main hub is in London) (Melville, 2011). Based on its fleet size, BA is among the largest airline companies in the world. Moreover, besides Easy Jet Company, BA is the largest airline company in the UK, in terms of its passenger numbers (Cole, 2003). BA offers a variety of services including engineering and cargo transportation. However, passenger service is its main business focus. Since its privatization, BA has been a phenomenal success in the provision of passenger services. The company’s privatization helped the organization to move from a loss-making entity to a profitable enterprise. An increase in the organization’s turnover, operating profits, and earnings per share characterized the swift transition of the company into a profit-making entity. The volumes of passengers have also more than quadrupled in the past decade (Melville, 2011). Nonetheless, underlying BA’s success is a growing dispute between the company’s management and its workers. The fiercely competitive aviation sector also threatens the sustainability of the company’s service. Indeed, low-cost airlines considerably erode BA’s market share through effective pricing and the provision of quality services.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On one hand, BA’s has been forced to improve its customer services by nurturing long-term relationships with its customers, but this move has been undermined by several factors. Staffing problems and a demoralized workforce highlights some of the problems that affect the company’s goal of maintaining its industry leadership. Defining the Problem For most parts of the years 2010 and 2011, British Airways experienced several industrial actions from its workers (Werdigier, 2010). The workers demanded higher pay and better working conditions. BA was however hesitant to do so, after citing significant hikes in operating costs and an unstable business environment as its reasons for rejecting the demands of the workers. Besides the rising costs of operations and the unstable business environment, British Airways also suffered from an increasingly fragile British economy, characterized by high unemployment rates and a weakening consumer spending power (Werdigier, 2010). The sheer extent of a serious British Airways strike worried many analysts who feared that such an eventuality might cause more fragility of the country’s economy (Werdigier, 2010). This happened. Broadly, the BA strike involved a dispute between the company’s staff (through their union) and managers of the airline company. The union accused the airline’s management of bullying and harassing its workers. For example, in 2010, the airline’s management decided to withdraw cabin benefits of the workers. Most of the employees considered this move as bullish and went on strike. In fact, for the period of the strike, the company threatened most of the workers with job termination and the withdrawal of fringe benefits (Melville, 2011). Consequently, most of the workers believed that the airline’s management was out to gag some of its workers and cripple the worker’s union. The strikes caused significant losses for the company because BA was still experiencing the effects of fie rce competition and rising costs of operation. The strike affected BA’s operations at different levels because customers reported significant delays in flight operations and lack of baggage services. The check-in staff was also not on duty, thereby affecting the company’s sales. In some major airports around Europe, the strike affected the airline’s operations for more than 24 hours. For example, the strikes affected Heathrow, Gatwick, Birmingham, Manchester and Glasgow airports with significant delays of up to 24 hours (Smith, 2012).Advertising We will write a custom case study sample on The Staffing Problems at British Airways (BA) specifically for you for only $16.05 $11/page Learn More In fact, at Heathrow alone, the company cancelled more than 150 flights (Smith, 2012). At Gatwick airport, the strikes caused the cancellations of more than 45 flights (Smith, 2012). The effect of the strike was so severe that the company had to c ancel more than 1,100 flights out of a possible 1,900 flights that the company scheduled to do within the strike period (Smith, 2012). Moreover, even as the strike continued, periodic collapses in negotiations between the workers and the airline managers occurred. Analysts say that for the period that the airline company witnessed the industrial action, the company incurred more than 264 million Euros in losses (Werdigier, 2010). Similarly, during the strike, the airline’s brand suffered a significant dent in its image after customers shunned BA and decided to book flights with its competitors. As the strike continued, its spillover effects started to be felt by other airlines as well. This standoff caused many analysts to fear for the airline’s future, especially as the competition in the airline sector grew fierce, and the costs of operations continued to rise (Smith, 2012). The 2010 industrial action witnessed at BA has not had a long-term solution. In fact, the ind ustrial action is not the first in the company because a similar strike in 1997 occurred after workers complained about managerial insensitivity to the plight of the workers (Smith, 2012). While BA’s managers solved the 2010 strike, the threat of a new strike is always not far away from reality. For example, BA recently collaborated with a Spanish airline company, Iberia airlines, as part of its expansion plan. However, since the merger has not been profitable for the company, BA considers restructuring the company to make it leaner and more efficient (WSN, 2012). Unfortunately, this strategy requires the company to dismiss hundreds of workers. This has been the latest battlefront for BA and its workers because the workers are threatening the company with more industrial action if it intends to proceed with its plans. Therefore, BA faces a tougher future as it is involved in a fierce battle with its workers, who oppose its restructuring plan. Tools used for Data Collection Th e main data collection method was the online questionnaire. Ten BA employees received the questionnaires. We gathered the data as a survey to understand the opinions regarding the human resource issues at British Airways and their possible solutions.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The unavailability of some respondents for a face-to-face interview informed the selection of the online questionnaire as the main data collection tool. Indeed, online questionnaires transcend geographic boundaries that would prevent a face-to-face meeting with the respondents (McDonald, 2003). Moreover, the use of the online questionnaires provided a cheaper approach of data collection because of the simplicity in administering them. Certainly, the respondents easily keyed their opinions through the online questionnaires without having to meet with the researcher in person. Therefore, there were no travelling and printing costs incurred. Another motivation of adopting the online questionnaire was the limited probability of errors occurring in the data collection method (McDonald, 2003). A comprehensive regulation of the online questionnaire occurred through a data input software that disallowed the input of â€Å"unacceptable† information. Moreover, in some instances, the re spondents had to select their answers from a series of available choices. This option created a lot of flexibility in the collection of data because answers displayed through check boxes, pull-down menus, pop-up menus, help screens and sub-menus. The use of the online questionnaires also enabled an easy and prompt review of the participants’ responses because it was easy to get information from the respondents (promptly) without waiting for the physical delivery of the questionnaires (McDonald, 2003). Furthermore, since the data collection process occurred through a central database, the data analysis process was also faster than physical questionnaires. It was therefore easy to understand the views of the respondents because their answers were more direct. The use of the online questionnaire often poses significant challenges in data collection, but most of these challenges did not occur in the research. For example, McDonald (2003) says that online questionnaires normally h ave a low response rate when researchers use them in areas that do not have an internet connection. However, all the respondents who were involved in this study had a working internet connection in their offices. It was therefore easy to avoid this challenge. McDonald (2003) also says that online questionnaires have a bias towards young people and have a lower reception to their completion. These challenges were equally avoided because the respondents were young people aged 40 years and below. Moreover, they did not exude any hesitation to participate in the study or to use online questionnaires. Analysis of Data Gathered The biggest issue identified by the BA workers sampled included managerial insensitivity. Many of the respondents believed that the company’s management was running the company single-handedly without considering their thoughts. When the respondents stated their greatest grievance in the company, they affirmed that managerial insensitivity, coupled with poor pay and bad working conditions were their main concerns. As seen from the graph below, managerial concerns formed the greatest grievance of the workers (60%), followed by bad working conditions (21%) and poor pay (19%) in that order. Many respondents therefore believed that their managers were largely arrogant and insensitive to their plights as workers. The withdrawal of some of their fringe benefits was also an issue of serious concern for most of the workers. The lack of job security and the uncertainty that prevailed in the workplace also stood out as serious concerns for the workers. The workers were therefore not sure about their employment status in the workplace because the fear that they would lose their jobs always lingered over their work. One respondent said that the company intends to dismiss about a quarter of their workforce without any consideration to the welfare of the workers, or any proper notice for such actions. Another respondent said that the company intende d to reduce workers’ pay by about 25%-30% without any consideration to the prevailing financial hardships that most workers faced. This uncertainty demoralized them and prevented them from fully engaging in their duties. They therefore lacked enough focus to dedicate their services to the company. The main indicator of this lack of employee commitment was the low level of customer satisfaction with the services of the company. The employees no longer experienced the need to satisfy their customers because they lacked the commitment to do their job well. One person said, with the fear that they would no longer be part of the company; they could no longer devote all their energies to the company’s activities. When the respondents suggested what the mangers could do to alleviate their problems, many of the respondents answered that the managers should demonstrate empathy and concern for the plight of the workers. Other respondents said that the company’s management should adopt more consultative approaches when formulating their decisions, so that whatever decisions they came up with, demonstrate the input of all the parties involved. However, there was the unwillingness of the respondents to appreciate the factors that led the managers to make their decisions. More specifically, the respondents did not understand the external and internal factors that were privy to the managers, which forced them to make the decisions that they did. Moreover, the workers did not refer to the competitive pressures and the growth of competitive forces that forced the company to make hard decisions about its staffing problem. The workers therefore never appreciated that the company had to be more efficient and leaner to make more profit and compete with other airline companies in the industry. When the respondents stated who would better solve their problems (between the managers and the union) an almost equally opinionated response highlighted the potential fo r the worker’s union and the company’s management to solve the company’s problem. As seen from the above pie chart, 49% of the respondents said that the union should continue to pressure the company’s management for better working conditions, while 51% believed that the managers had the sole discretion of solving their problems (better than the unions would do). Broadly, the employees believed that the union’s role was mainly to advance their agenda to the management, but the management had the mandate to solve their issues. Indeed, there was a clear understanding that the union did a good job to organize the workers and formulate a collective bargaining agreement with the company’s management. The role of the union could however not be undermined because without their opinions in the negotiations, the workers would not stand a chance of effectively receiving a favorable response from the company’s management. Therefore, through such an understanding, the employees believed that the union’s input was instrumental in the decision-making process. Therefore, the solutions to the staffing issues had to mirror the union’s input. When the respondents explained if their industrial actions were effective in advancing their plight, all of them answered affirmatively. In fact, most of the workers believed that this strategy was the only â€Å"language† that the managers understood. WSN (2012) said that during the 2010 strike, the industrial action cost the company about 7,000,000 Euros, daily. For most companies, such (daily) losses would be significant enough to warrant a careful reconsideration of the plight of workers. Nonetheless, so far, the company has made some effort to open its communication policies to include the trade union, but such efforts are still insufficient. For example, a planned exercise to dismiss more than 400 cabin crew has been ongoing because BA’s management has tried to engage with the workers’ union about this plan to no avail (Melville, 2011). So far, the company is facing a situation where the union demands that the management should only dismiss workers who are unwilling to work for the company (Melville, 2011). Therefore, the union would oppose any attempts by the company to dismiss workers who are still willing to retain their jobs. Such hard-line positions require a well-thought approach to solving them. Conclusion and Recommendations Stakeholder Involvement The importance of companies to maintain a good relationship with their stakeholders cannot be overemphasized. This is because stakeholders support most company activities, and without their support, organizations would seize to exist. BA has managed to maintain a good relationship with most of its stakeholders (Werdigier, 2010). For example, suppliers have provided the company with crucial goods and services that support the organization’s activities. Indeed, since the c ompany is a service-centered company, BA buys many goods from its suppliers, including food for its customers and fuel to power its airplanes (Werdigier, 2010). The company’s suppliers are always keen on nurturing a good relationship with the company because as BA expands, they will also expand and enjoy greater profits. Some of the company’s main suppliers are Boeing and Airbus because both companies manufacture airplanes and sell them to the company. Both companies therefore have a big stake in the London-based organization (Werdigier, 2010). Creditors also surface as an important stakeholder for BA because most of them are interested in receiving regular and periodic payments. They need to know that the company can pay its debts on time, so that they can lend the company more money to make more profit. Such stakeholders are more interested in the financial performance of the enterprise (Werdigier, 2010). Therefore, BA’s creditors would be more concerned with the company’s profitability, cash flow, balance sheet and the likes. According to the context of this paper, employees are the main stakeholders for BA. Employees are normally interested in the company’s activities because it provides them with an income and a livelihood. Besides this advantage, workers are interested in the company’s activities because it provides them with fringe benefits and an opportunity for advancing their careers. However, BA has failed to understand the role of its employees in the company’s decision-making process. Consequently, it has failed to include all stakeholders in its decision-making process. Some of the sampled respondents mirror this weakness because some of them feel isolated and vulnerable to managerial excesses. They also feel that most of the company decisions do not reflect employee input. The importance of stakeholder engagement at BA cannot be overemphasized because the management needs to realize that it needs to consider the inputs of everybody that it influences through its decisions (Welch, 2011). Stakeholder engagement may offer the company a good opportunity for aligning its operations with the needs of the employees and the organization. Through this process, the company will also find it easier to improve stakeholder value and improve the company’s long-term sustainability. Welch (2011) says proponents of stakeholder engagement intend to encourage organizations to exploit the opportunities of full stakeholder engagement that is associated with the process. Through this engagement, Welch (2011) says that BA may find it easy to enjoy an employee buy-in. Moreover, such a strategy may improve the motivation of the workers, thereby improving the company’s overall productivity. This way, the company may also improve its services and improve customer satisfaction. In fact, BA has long suffered from the lack of customer satisfaction, which has also significantly eroded its pr ofitability from low sales. The improvement of these organizational functions will also lead to the improvement of the company’s competitive standing. Such a development will be an important addition to the company’s brand because BA continues to face stiff competition in a fiercely competitive aviation sector. At the same time, the company will be introducing new and procedural changes to the company’s operations. Better Communication Based on the analysis of BA’s internal and external environments, there is a clear understanding that the company’s management faces tough choices regarding the maintenance of the company’s long-term sustainability (profitability) and keeping its employees happy. While the company may not have the power to change its external environment (which influence its decision-making process), it needs to do more work to make its employees understand the prevailing market conditions that influence their decisions. For e xample, increased competition is a significant challenge for the company because it threatens its long-term sustainability. The company is helpless to such forces. Similarly, the rising cost of operation is also a significant challenge for the company because it erodes the company’s profitability. Issues like rising fuel costs are equally beyond the company’s control. BA’s management therefore needs to communicate such challenges to the employees, better than it has done in the past. Relatively, the main problem that arises throughout the analysis of this paper is the presence of a closed system of communication between the company and its employees. The communication mainly seems to be a top-down approach, where the company communicates managerial decisions â€Å"down† to the employees, without their participation. While a top-down communication channel may be undesirable for the company, BA’s decision to make the company more efficient by reducin g its workforce is not new to modern-day companies. Indeed, many companies have downsized their workforce without much opposition from workers’ unions. In fact, in the last two decades, most major companies in the world have downsized their workforce (Strain, 2013). For example, HSBC holding (an international banking and financial services) has downsized its workforce without widespread public opposition. The company dismissed more than 5,000 employees, in 2011, and it intends to lay off more workers in the future. Another company that has adopted BA’s downsizing strategy is General Motors (American car automaker). Necessitated by a drop in sales, the company’s management had to dismiss more than 75,000 – 100,000 workers (Strain, 2013). Interestingly the company dismissed the workers between 2008 – 2010 when BA wanted to reduce the workers’ fringe benefits and salaries. Examples of other major companies that have downsized exist. Therefore, compared to BA, other multinational companies have dismissed more workers that BA intends to do. While there is a danger in generalizing the managerial decisions of different companies, across varied industries, the above analysis shows that there is no strange difference in what BA intends to do and what other companies have done. Communication is the only difference that exists for BA and other companies (Powis, 2012). BA needs to adopt an open strategy of communication because the current communication strategy is uncomfortable and unproductive for everyone. While many people may identify different reasons for the ideological differences between the worker’s union and the management, it is important that BA’s managers do not allow past disagreements with the workers to influence its future decisions (Powis, 2012). So far, past animosity between the union and the management seems to overshadow future company operations. The company needs to mitigate this concern by e mbracing an open and clear communication channel with the employees, to build a more productive environment for everyone in the organization (Powis, 2012). Furthermore, the company also needs to demonstrate that it is proactive in solving employee issues. Indeed, as the workers said, the greatest responsibility for solving the company’s problems rest with the management and not the workers, or their unions. References Cole, G. (2003). Strategic Management: Theory and Practice. London: Cengage Learning EMEA. Melville, T. (2011). British Airways Plans to Cut 400 Cabin Crew Jobs. Web. McDonald, H. (2003). A comparison of online and postal data collection methods in marketing research. Marketing Intelligence Planning, 21(2), 85-95. Powis, A. (2012). A journey to award-winning employee engagement. Human  Resource Management International Digest, 20(5), 31 – 34. Smith, J. (2012). Travel Tourism: AS Level for OCR : GCE AS Level Double  Award. London: Heinemann. Strain, M. (2013). Examples of Downsizing in the Business World. Web. Welch, M. (2011). The evolution of the employee engagement concept: communication implications. Corporate Communications: An International  Journal, 16(4), 328 – 346. Werdigier, J. (2010). British Airways Strike Effect Disputed. Web. WSN. (2012). BA Owner Faces Strike Threat Over Job Cuts. Web. This case study on The Staffing Problems at British Airways (BA) was written and submitted by user Perla V. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.