Analysis of Articles Essay Example | Topics and Well Written Essays - 1500 words

Analysis of Articles - Essay Example deeply rooted issues of inequity and insufficient freedom of thinking should be discouraged in the educational systems for the overall betterment of the society. The purpose of this article is to highlight the profound importance of multicultural responsive approach in teaching process. Deplorably, many students do not have much access to the learning facilities owing to the unjustified or discriminatory attitude shown towards their cultures and languages. Nieto (2003) has suggested that multicultural education is the only helpful proposal to facilitate all the students on equal terms. There is a big chance that students may start feeling ashamed of their cultural identities and traditions when surrounded by their other fellows who come from rich cultural backgrounds. Deep analysis of this article shows that multicultural approach can make a student proud of his/her heritage, boost his/her self-esteem, and enhance academic performance. It also shows that a multicultural or multilingu al classroom is one where multicultural responsive approach is applied to make the students realize that their backgrounds are long-term assets for them that they can utilize in their learning period and teachers should also know how to teach diverse students in a harmonious environment. The purpose of the article by Villegas & Lucas (2002, pp. 20-32) is to identify that teachers have to deeply analyze and assess themselves to find out if they are actually culturally responsive. Teachers can profoundly influence the students, and if they are free of complexes and biases, they can inculcate the same level of positivism in their students. They have to scrutinize their own cultural backgrounds and beliefs first, to make the students realize the importance of their value system later. In a healthy multicultural teaching setup, teachers are sensitive enough to detect even the slightest conflicts between students that are culture-oriented. Students from diverse cultural backgrounds should be

Case study - holden australia - Marketing and Survey Research

- holden australia - Marketing and Survey Research - Case Study Example ative technologies to their car models or introduce a completely different product range so as to attract more of the Australian consumers towards their brand? Rationale: The major managerial problem was rapid failures in the new product development. Holden should have tried to determine the reason behind the failures of its new product developments. The company did not aim to understand the changing needs of the consumer market but focused only on profit growth which led to such an erroneous managerial decision. The new product development is a strategy that is adopted by a company when it intends to enter into new market with existing products. Customers nowadays focus on more on quality and new technology based products. The problem that resulted from the management’s decision was quitting the Australian market which somewhere was coincided with Holden’s failure in the local market. The flagship product of Holden was Commodore whose sales fell down by 9%. The vehicle manufacturing company was producing those cars that were not demanded by the consumers anymore. Commodore which had hit high sales three years ago was declini ng on the sales growth. Though the vehicle market was booming the locally made cars by Holden was failing miserable. The traditional small cars had hit high sales in the financial year but the locally made cars by Holden had seen a slump down in sales. The company was manufacturing different kind of products without being concerned of what was actually the demand of the Australian market. Then because of the problem faced by Holden the management decided to leave the Australian market. Holden’s key goals were to be the market leader of the vehicle manufacturing industry through the range of products it offered. Its aim was to acquire more of market share than to really understand what kind of modifications its product line required so as to support the changing consumer demand. The new product development strategy is adopted to sustain

Rate Relief in Tort-Reform States Essay Example for Free

Rate Relief in Tort-Reform States Essay Any act that is illegal, and not criminal, which may also be called a civil crime is a Tort. The attempt to, change court cases so as to avoid false verdicts that run into thousands of dollars is called Tort reform. A vehicle accident is one of the common types of tort; legal suits regarding malpractices in the medical fields are also torts. Tort reforms usually include awarding a limited amount of money for any type of damages like accidents, pain, distress and mental agony. For example in a car accident, the damage done to the car is $ 4,000 and the amount you need for medical treatment is 4,000. You have a total of $ 8,000 as economic damages. If you receive like say $ 5,000 for the pain and agony you have to undergo, it would come under non-economic damages. According to studies non-economic caps resulted in reduction in losses for general and medical malpractice cover, a decreased premium and greater profit for insurers, for medical malpractice legal responsibility  Ã‚   insurers. Which further resulted in a greater decline in the number of cases filed. On the other hand, physicians all over the country were looking for extra tort reform from the state officials in the 2005 legislative meeting. The stability of the insurance premium towards medical liability is the main goal of the physicians. In Connecticut physicians were looking for a cap on non-economic damages and a relief in insurance premium. In South Carolina, doctors pressed for a cap of $250,000 on non-economic damages and asked for removal of the ban against compulsory negotiations among patients and doctor. Rate Relief in Tort-Reform States   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to some doctors and lawmakers, there is still a long way to go before they recover from the medical liability crisis. Texas is one of the crisis states among the19 states according to the American Medical Association, in which doctors are resigning, restraining high-risk procedures and retiring early on because they cant find or afford the money for insurance. The passage   of Proposition 12, which restricted non-economic damages in liability awards and payments at $250,000 per physician. After the passing of Proposition 12, which guaranteed the introduction of caps accepted previously by the Texas legislature, some physicians in Texas already reported genuine premium savings. Neal Sklaver, FACP, who was a general internist with Medical Specialists Associated in Dallas, is incredibly satisfied that his premium payments have plummeted roughly $5,000 since the Proposition 12 was passed in September 2003. According to some physicians the Proposition 12 helped the doctors, but they can be still be sued for anything. Until all liability carriers bring down their rates, the advantages of Proposition 12 might continue to elude some doctors, particularly those who are not specialized where previous rates were very high. What seems to be more disturbing is that, even doctors whose payments have reduced said that they have got used to practicing protective medicine, after so many years of working in a malpractice setting. Whatever the outcome, but the tort reform is a very important measure by the Government, which should be handled carefully. One in fifty operations might go wrong by a doctor. Accidents happen by everyone, it is human nature to err, and we as humans should   try   to forgive   the   doctors, and see   to   it   that they are not   burdened by huge premiums, Rate Relief in Tort-Reform States which will be an obstacle in their career. The medical profession is one of the important and much needed profession. References   What Is Tort Reform And Why Is It Bad For The Public, Corpreform.com.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Retrieved 23 May 2007, http://www.corpreform.com/corpreform/2003/10/what_is_tort_re.html   Bonnie Darves, Texas tort reform, American College of Physicians, Retrieved 23 May 2007, http://www.acponline.org/journals/news/jan05/tortreform.htm Tanya Albert, Tort reform gives Texas doctors some relief, American Medical News,  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Retrieved 23 May 2007, http://www.ama-assn.org/amednews/2004/05/17/prsc0517.htm Kathy Gill, Tort Reform – State Recap, About.com, Retrieved 23 May 2007,  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://uspolitics.about.com/od/healthcare/a/01_tort_reform.htm The Issues – Tort Reform, CBS Evening News, Retrieved 23 May 2007,  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.cbsnews.com/stories/2004/11/01/eveningnews/main652747.shtml   Charles Kolodkin, Tort Reform and Its Impact on Medical Malpractice Insurance, IRMI.com,  Ã‚  Ã‚   Retrieved 23 May 2007, http://www.irmi.com/Expert/Articles/2003/Kolodkin03.aspx

Barclays Bank Total Quality Management (TQM)

Barclays Bank Total Quality Management (TQM) EXECUTIVE SUMMARY Banks believe that they are in the finance industry, and not in the service industry. Thus they tend to compete in terms of financial prowess rather than service quality. People, resources, time, and systems are devoted more to managing assets and cash rather than managing customers and service. In fact most bank systems are designed to control customers rather than satisfy customers. Products and procedures are set up for the convenience of the bank rather than that of the customer. Banks usually give customer service and satisfaction very low priority. (Rene T. Domingo) The lifeblood of any business is its customers. Customers decide sales based on their perception of product and service quality. Therefore, quality determines profits, and customers alone define and determine what that quality is and should be. Introduction This study will limit itself to the assessment of operations department at Barclays Bank PLC. Information provided is strictly confidential and for the only purpose of this study. 1.0 Introducing Barclays Bank PLC ‘Our strategy is to increase the growth potential of Barclays by continuing to diversify our business by customer, product and geography. John Varley, Group Chief Executive, Barclays Group With over three hundred years of history and know-how in banking, Barclays operates in more than sixty countries and employs one hundred and thirty five thousand people. Barclays progresses, lends, invests and protects the money of over thirty million customers around the world. Barclays Bank Plc, Mauritius with its ninety years of presence in the country, has built itself a very solid reputation. As a branch of Barclays Plc (UK) operating in Mauritius, the bank caters for the domestic and international divisions of the financial sectors. As a fast growing multi-national bank with approximately one thousand two hundred employees, Barclays Bank, Mauritius offer a wide range of services for individual as well as corporate customers. Barclays Mauritius has reported outstanding results for the Year 2010 with a profit after tax increasing by 119% to reach Mur 2.38bn. This includes a one-off gain of Rs 1.33bn from the sale of the custody business to Standard Chartered Bank. As a result, income has increased by 33 % with Mur 4.8bn. The Operation Strategy 1.1 The Operation Strategy in Mauritius The operations area is the driving engine of the bank with a headcount of 450 employees split into the Consumer and Commercial Operations. These two streams will have greater and clearer focus to the business functions to which they provide support. The operations function is headed by the Chief Operating Officer assisted by managers and team leaders from each section. The Operation Function chart 1.2 Purpose of the Project Barclays Bank Plc have to maintain image, reputation, and credibility in order to do their job as custodians of other peoples money. But over the years, the complex systems and bureaucracy were set up and added in the name of control while sacrificing and neglecting customer service in the process. The management is concerned with profitability, growth and resource generation. But only a few inspectors are responsible for checking product quality. If one looks at the concept of Quality and its progress over the years carefully, it is evident that Quality has always been an important element for the success of any organization. pay much attention to the plight of their clients before, during, and after sales. The bank is considering implementing a quality system that conforms to ISO standards. Total Quality Management (TQM), which is about total customer service and continuous customer satisfaction, is applicable not only in the manufacturing industry but in the service sector as well, where the customer is just as important. In fact, customers in the service industry are more sensitive to service quality and service delivery than in manufacturing because they are always in contact with front-line service personnel. Starting a total quality management (TQM) programme will upgrade and improve professional skills of the employees and the proposed programmes will also emphasise the need of excellence in all spheres of management. For design, development and implementation of a QMS, the ISO 9000 approach is completely compatible with the total quality philosophy. ISO system is about standardizing the approach organizations everywhere take in managing and improving the processes that ultimately result in producing better quality products and services. The quality management system is often implemented all at once throughout the organization. Where phased implementation takes place, the effectiveness of the system in selected areas can be evaluated. It would be a good idea initially to evaluate areas where the chances of a positive evaluation are high, to maintain the confidence of both management and staff in the merits of implementing the quality management system. According to initial plans, the proposed training programme will have two stages. The first phase will be implemented in the Commercial operations department. In the next phase, TQM will be applied across all departments across the bank. The process for implementation of a quality management system depends on the size of the organization and complexity of the actual process. Lets have a look at these in our next chapter. Current Situation 2.1 Literature review Supplier quality management is an important aspect of TQM since materials and purchased parts are often a major source of quality problems (Zhang et al., 2000). Many authors advocate that companies must establish supply chain partnerships to motivate suppliers to provide materials needed to meet customer expectations (Harrison et al., 1996; Kumar, 1996; Lambert et al., 1996; Clifton, 2001; Jabnoun, 2000; Thakur, 2002). The quality gurus believe that supplier should be  viewed as an integral part of the organizations business operations (Ishikawa, 1985; Deming,  1986; Crosby, 1989). 2.2 Definitions of Quality Total Quality Management (TQM) is defined as a quality-centered, customer-focused, fact-based, team-driven, senior-management-led process to achieve an organizations strategic imperative through continuous process improvement. The Oxford American dictionary defines Quality as â€Å"A degree or level of excellence†. Feigenbaum, 1983, defines quality as: â€Å"Quality is defined as being about value†. According to Juran, 1989, â€Å"Quality is fitness for use†. The word total in TQM means that everyone in the organization must be involved in the continuous improvement effort, the word quality shows a concern for customer satisfaction, and the word management refers to the people and processes needed to achieve the quality. 2.3 Tools and techniques to depict current situation All departments within the Commercial Operation Functions are linked to each other with the same aim to meet business strategies. However there are no clear interactions and synergies present between them which will make all department functions effectively. The service level between each department is low as there is great competition to perform better than the other. 2.3.1 Flow Chart Figure 3 below, depicts the current situation in the Commercial Operation department. List of tasks to be performed by: 1) Operators: record all incoming and outgoing instructions Operators may liaise with external customer by face to face telephone, emails or signed fax, Nature of instructions/queries by telephone statements, transfers, debit or credit advises, swift copies, queries on cheques/interest/charges acknowledgement of instruction form client either by fax/mail/diskette for salary transfers/or original documents being submitted personally by client Nature of instructions by fax/mail new account opening, change in authorized signatories, transfers, payments of bills or import loans, salaries, request of statement/advices/swift copies, complaints/, of letters of credit/bills/import loan accounts, access to internet banking, Liaise with internal customers like the Consumer Operations department in order to respond to clients queries 2) Team leader: verifies/sample checks whether all incoming and outgoing instructions are logged properly after instructions signed by relationship managers send all instructions to be processed to concerned department Does sample checks whether operators performing jobs as required 3) Line manager: liaises with other departments to help improve quality of service/ attend queries/complaints when same are of high priority and if involves loss to the bank No wonder staffs do not pay attention to customer service since it does not affect their performance evaluation. Most banks do not have a system to handle errors or customer complaints. Few banks realizes that if they continuously cut all processing times, it becomes a WIN-WIN situation customers are happier, and the banks make more money. 2.3.2 The current work flow process is being described in below chart: Our main concern is that the quality of service has decreased to such an extent that we are not able to retain the existing customers. We have to accept that all banks are able to provide the same products but what differentiates one bank from another is its quality of service. Our ultimate goal is providing customer satisfaction. 2.3.3 Ishikawa (Fishbone) Diagram The Fishbone/cause and effect diagram is an analysis tool to display possible causes of a specific problem. Its major benefits is that it pushes you to consider all possible causes of the problem in a structured and uncomplicated manner. Using Ishikawa (Fishbone) diagram, we will be able to identify the reasons why customer service has declined and as such identify remedies. It also helps in indicating how much we know about the process. Poor technology compared To other banks Internal environment (stress, high processing time)Poor communication) Ignorance of staff External On how to make full Environment (highly Utilization of existingvolatile and risky laws and risky technologyindustry, law and legislation) Currently nobody opinion is Bureaucracy 2.4 Implementation of a Quality System There are several approaches that can be used to implement a quality system, like Juran 10 Points for Quality improvement, Crosbys 14 Steps for Quality Improvement, and many others. However for this study, we are going to implement W.E Demings 14 Points for quality improvement. W.E Deming is one of the most famous gurus in quality implementation. He is generally credited with the post-war introduction of quality concepts in Japan. According to Deming : â€Å"The consumer is the most important part of the production line. Quality should be aimed at the needs of the consumer, present and future†. According to Deming, adoption and implementation of his 14 points would be a a sign that management intends to stay in business and aims to protect investors and jobs. Below are the 14 points of W.E Deming and how their application would increase quality and customer satisfaction: 1) Create constancy of Purpose for continual improvement of product and service Management should accept this as number one priority. Resources have to be allocated for long term planning rather than short-term profits. Investment in quality and innovation will ensure existence and competitiveness of the company. Top management should motivate employees and communicate clear policies. For the purpose of this study, implementation of point one will help to remove stress and hence providing a friendly environment to work with. Commitment form top management to invest in innovation and allocate resources for long run will ensure the people (employees and external customers) that the organization is planning to remain in business for the very long run. Innovation will help the bank increase its technology or product/service quality that will help it gain competitive edge over its competitors. This will also help to decrease the gap in technology with other banks. 2) Learn and Adopt the new Philosophy. A change is necessary in the old management methods. Organisations need to understand that higher quality cost less. However change cannot happen overnight. There should be a constant movement towards the new philosophy. First we have to analyse the existing system (as described in figure 2 chart 1 above) and the damaged caused by the current system should be appreciated by everybody (cause and effect diagram). Managers have to admit that they should be more present in day to day business, rather than just delegation work on the operation side. The organization should concentrate on defect prevention rather than defect detection. One dissatisfied customer is equivalent to a lost customer. Defect prevention will help improve process, quality and productivity as each instruction/document returned causes a delay and decrease quality. Top management should make each and every staff aware the benefits the organisation expects to realize through quality management system. The above flowchart (chart 1) can also be called a value chain, and if everybody in the value chain looks for defects, the flow towards the documents/instructions processing will be smooth, quick and the end result will surely meet or even exceed customers needs. 3) Understand the purpose of inspection. Management should understand that the purpose of inspection is to improve the process and reduce cost. Mass inspection is managing for failure whereas defect prevention is managing foe success. Defect prevention decreases long run costs, results in high quality products and minimizes the need for after sales service. For this statistical evidence is required. Team leader should take note about the number of failures with respect to any documents and the reasons why. With proper recognition by staff about building quality in the service or product, the number of failures should decrease and this will also lead to a decrease in number of controls and procedures over time. Use of checklist as a tool of quality control will help management to observe the common defects and how many times they occurred. By checking this on a weekly basis, management would know whether they are decreasing and what is the biggest problem. Checklist Defect type Number of defects Total Day 1, 2, 3, 4, 5 Fraudulent instructions 0, 0, 0 ,0,0 0 Instructions not processed 5, 6, 7, 8, 4 30 Instructions received early but process late 4 , 3, 2, 2, 1 12 Unattended complaints 10, 5, 6, 7, 9 37 Unattended queries 9, 4, 7, 9, 8 37 E.g. Management needs to make staff understand that controls are not punitive measures, but to minimize risk that pose a threat to business. 4) Stop awarding business based on low price alone. Purchasing managers should look at quality form suppliers before making any purchase. There are huge savings that can occur over the long run by purchasing quality products. As Walter Shewhart says: â€Å" Price has no meaning unless a measure of quality is purchased at the same time†. Deming advice is to choose a single supplier for each item on the basis of statistical evidence from the suppliers process feedback loop. This point refers to the technological problem in our study. The appropriate technology that matches the organisation context should have been build in-house rather than sub-contracting or buying the package from outside. This would have helped to meet the needs of the employees better and hence providing and producing quality products. Also building the technology in-house would have required employees from all department collaboration and hence almost each and every staff would have been aware of the technologies and staff would have a sense of belonging to the organization. 5) Improve constantly and forever the system of production and service. Management should take more responsibility for problems by finding and correcting them in order to decrease costs and increase quality and productivity. The focus is again on prevention rather than detection. The process of quality improvement should never stop and it should always be geared towards customers absolute satisfaction. Note that there is always variability around every target and this is why there is always a room for further improvement. Constant improvement will lead to a reduction in customers complaints. Improving quality of service will lead to increase in communication and employees opinions taken into consideration. 6) Institute training on the job. A continuous program of on the job training should be instituted and this should include managers. Investment in proper training of all new employees will ensure that the new comers will know exactly what is expecting from them. Training will help detect variation, use of statistical techniques and helps to keep up with new developments. For our purpose, training will help employees to equip with a better understanding of the job and its requirements. The worker is not just getting satisfaction but also getting an incentive to improve. Proper training will help managers address complaints themselves, help in defining roles and responsibilities and help in the integration between old workers and the new generation. 7) Adopt and institute modern methods of leadership. Management should not create a negative and fault finding environment. They should create a positive and supportive environment where workers job are recognized. For this there should be clear communications at all level. Management should ensure that immediate action is taken whenever defects are identified which compromises quality. Modern leaders should ensure that quality, productivity and performance are continually improved. Difference between old and new school of thoughts should be taken as an advantage. According to Deming, todays leaders should: Lead and motivate by example rather than fear, Teach and counsel rather than judge and supervise. Use mistakes to learn rather than to blame Understand the difference between random and special variation. Management should differentiate between variations due to outside factors (special causes) and random variation (causes are due to the process itself). Size Size Statistical Controlh Out of statistical control Promote team work and mutual trust Provide innovative methods to accomplish the improvement. 8) Drive out fear and create trust and a climate for innovation Management should encourage effective communication and teamwork. Fear is caused by lack of job security, performance appraisals, ignorance of organization goals, and not knowing the job. Fear can be eliminated through proper communication, clear definition of goals and objectives, training and supervision. Once fear eliminated, innovative ideas will crop up. Deming believes that fear makes the implementation of most of his other management points impossible. Elimination fear in the department, will lead to a less stressful environment, positive attitude towards work, opinions being voiced out, decrease the clash between old and new school of thoughts and hence leading to better quality service. Performance appraisal leads to competition, competition leads to jealousy and jealousy leads to fear. Removal of performance appraisal will lead to cooperation. 9) Break down barriers between departments and individuals. Barriers exist among levels of management, among departments and within department. It exists because of poor communication and ignorance of organizational goals. Eliminating barriers, communication channels opened and teamwork organized, competition within the company has to be replaced with cooperation. Note that point (8) and point (9) are allied and go hand in hand. By breaking down barriers, employees from different departments can meet and interact to find quality solutions. 10) Eliminate the use of slogans, Posters and exhortations for the workforce. Exhortations that ask for increased productivity without providing specific improvement methods can handicap an organization. They just express managements desires. According to Deming, people should be given the means to work smarter, not harder. This is quite common in large organizations like Barclays Bank Plc. Due to its large number of employees, management goals are communicated through emails and this is interpreted differently at different levels of the organisation. A more face to face interaction is required so that management policies are understood, friendly environment is created, proper channel of communication developed and employees have a sense of belonging to the organization goals. 11) Eliminate numerical quotas for the work force. Quotas focus on quantity rather than quality. Quotas should be replaced with statistical methods of process control. Instead of management by objective, management should learn the capabilities of the process and how to improve them. Management should stop focussing on figures and start looking at customer satisfaction. Relevant statistical data should be analysed in line with current procedures and system. We have to take into consideration that Mauritius is a small country and it is quite impossible to look for new business every year. The only way to increase sales in through competition among banks. This leads to clients advantage. Same products are offered in all banks but the only difference is the quality of service. Only by improving process and service quality will the bank remain in business for the long run. 12) Remove barriers that rob people of pride of workmanship. Ignorance of organisational goals, punitive supervision and adequate training leads to loss of pride. According to Deming, the two serious mental obstacles which prevent pride in workmanship are performance appraisal and management by objective. These two obstacle leads to internal competition and hence barriers in communication, reduces risk taking and hence decrease in innovative ideas, variability in performance leading to jealousy and fear and focuses on short term results which may prevent the organization from attaining its long term goals. Deming strongly recommends the abolition of annual merit rating because of above reasons. Performance appraisal can be replaced bay a proper leadership and communication and by a proper counselling and development procedure. This will lead to job security, teamwork, friendly environment and all employees will have a sense of belonging to the organization. 13) Encourage Education and self improvement for everyone. An organization requires people who are improving with education. Things change fast. Managers should be aware of this and be appropriately trained. Here we are referring to continual re-education and self-improvement for everyone which is quite similar with point (6). The common truth between both points is that without training there is no guarantee for innovation. Re-training leads to investment in the most important asset of the company its people. This leads to job security, increased motivation and less brain drain. 14) Take action to ensure top management permanent commitment to accomplish the transformation. The top management should demonstrate a commitment and a determination to implement a quality management system in the organization. Without top management commitment, no quality initiative can succeed. The top management should provide evidence of its commitment for e.g. by defining the organizations quality policy and make this known to every employee, ensuring that quality objectives are established at all levels and functions and ensuring the availability of resources required for the development. Management has to accept the primarily responsibility for the never ending improvement of the process. A cultural change is required. All employees should understand and be committed to the new philosophy. Deming advocates† Quality is made in the Board Room†¦.[however]†¦ limitations on quality are also made in the board Room†. 2.5 Obstacles to implementation According to Deming, there are 7 Deadly Diseases that management will face while implementing the above. Lets analyse the 7 diseases (the first seven ones below) as advocated by Deming and others that apply particularly to our case. 1. Lack of constancy of purpose. As long as the focus in on short term thinking, management will fail to plan adequately. This follows from his last point. Constancy will decrease cost, assist innovation, make employees feel secure, they know about the vision of the organisation. 2. Emphasis on short-term profits. This defeats constancy of purpose. Its easy to show short term profits by cutting expenses on training, maintenance and other long term plans. Short term profits is due to fear of takeovers, but if long term strategy/planning is forgone, surely in the long run the company will be more prone to takeovers. 3. Evaluation by performance, merit rating, or annual review of performance. All this should be stopped. The main reasons are because they create competition, fear, they are subjective, concentrate on short term profit. 4. Mobility of management/Job hopping This causes instability and destroys teamwork. 5. Running a company on visible figures alone. Figures can be manipulated. The only figures to be used are those that which represent properly selected statistical data. 6. Excessive medical costs. For our study, this can be related to additional benefits provided by the organisation to its staff. 7. Excessive costs of warranty, fuelled by lawyers who work for contingency fees. 8. Inability of management to use statistical techniques to improve productions. 9. Training once completed is not put into practice. 10. Inability to change the organisational culture and lack of planning. These are long term objectives and if management would like these to happen in the short term, then there will be complete chaos in the organisation. 11. Lack of continuous training and education. 12. Fear of change. For the TQM to succeed, we need to have a careful analysis of its failures/obstacles. But most importantly, management should educate all staff about the reasons for adapting TQM. TQM will not take place until all employees understand and are committed for its implementation Implementation In this chapter, we will have a look about the benefits TQM will have on the department and also how TQM will help in overcoming the obstacles mentioned in the previous chapter. Lets have a look at the direct benefits the department will achieve: Increased effectiveness in the use of the organizations resources to enhance customer satisfaction and improved reliability of its processes through shorter cycles time. This means that processes will be simpler, more reliable and the amount of defects will decrease. Tailor made services can be produced. Improved quality of products and services, leading to reduce in customer rejection of products/services because of poor quality. Results are more predictable. This will lead greater employee and customer satisfaction, hence higher sales and profits. Improved organizational performance and competitiveness. This will be a long term goal for the organization, whereby the organization will have a competitive edge over its competitors. Improve customer loyalty leading to repeat business. It is commonly acknowledged that a satisfied customer tells about four friends, but an unhappy customer tells about thirty people. Customer loyalty will help increase the organization reputation. Reduce or eliminate repetition of work. Responsibilities and accountabilities are clearly defined. This will decrease cost, increase efficiency and make staff performing value added jobs. Reduce management time spent on â€Å"putting out fires†. This is due that there are good controls and everybody is committed in producing quality services/products. This gives management time to focus on improving conditions of work of the staffs. Improve productivity by â€Å"doing it right the first time†. This will decrease cost of re-work, scrap and inspection. Preserve Existing Revenue and increase in revenue. Preserve revenue due to customer loyalty and having an account management team and increase in revenue due to quality products and services and having a sale management team. Staff will be motivated and will work towards the organization objectives. Workforce will be proactive and prevention oriented. Miscommunication between organizations will be minimized leading to cooperation. Establishment of trust and elimination of fear. By providing staff with the appropriate training, this will lead to greater responsibility, and this will inspire, motivate and encourage them to work smarter. This lead to creativity and innovation. Staff will be eager to participate, understand the importance of their role, identify their own constraints, accept ownership of their problems and free sharing of knowledge and experience. Use of statistical techniques will make more data available for analysis and hence leading to improvement. Also this will facilitate decision making (as the structure is well defined) and decisions are made in accordance with staff. Pay much attention to the plight of clients before, during, and after sales. Assesing root cause of complaints will help improve service in the future. Complaints and problems should be looked as an opportunity to enhance quality service and look at the root cause of problems. Other benefits that will accrue to the organization are: Wider customer acceptance of products and services (New customers require ISO compliance) Consumers are confident that they are dealing with an organisatiopn where fair treatment is central to the corporate culture Increased revenue and market share obtained through flexible and fast responses to market opportunities. Internationa

Power of Nuclear Energy Essay -- Nuclear Reactor Breeders

Abstract The use of nuclear energy is a big topic for debate. Many countries have fully embraced it while others, such as the U. S., haven’t. Nuclear energy is feared for its danger and scorned because of its wastes. On the other hand, nuclear energy does have some pros like cheaper cost of energy and environmentally safe. Reactor breeders show great promise in nuclear waste, but are it enough to convince the nation? Introduction Nuclear knowledge has existed for a long time. Nuclear Engineering U.S. Department of Energy relates, ―By 1900, the physicists knew the atom contains large quantities of energyâ€â€" (par 11). Many others formed good theories, such as Ernest Rutherford and Einstein’s contribution with his equation E=mc^2. In 1934 a physicist known as Enrico Fermi conducted an experiment that resulted in the splitting of atoms. In 1938 two scientists, Otto Hahn and Fritz Strassman, conducted an experiment that was the beginning of a new realization in the nuclear world. Nuclear Engineering U.S. Department of Energy describes, ―Otto Hahn and Fritz Strassman fired neutrons from a source containing the elements radium and beryllium into uranium (atomic number 92)â€â€" (par 15). The experiment resulted in a new and unexpected out come. The elements that were naturally produced during such experiments weighed only a little less than uranium; whereas, this time the elements were ar ound half as light. They shared their information with Lise Meitner who studied the out come with Neils Bohr and her nephew Otto R. Frisch. The three of them concluded that the light weighted elements were the results of The Power of Nuclear Energy 3 the uranium splitting also known as fission. Lise Meitner proved this theory using Einstein’s theory. Bo... ...ear energy has many faults, but along with it nuclear energy has many advantages. People need to put aside the fears of nuclear plant that have grown out of tragedies and scares such as Three Miles Island and the Chernobyl Nuclear Power Plant explosion. The Chernobyl has been the only plant that has caused destruction out of over six decades of nuclear power. The nuclear waste can be reused to form more energy using breeder reactors solving most of the waste problem. The costs of nuclear energy are lower than the costs for most other forms of energy. Nuclear energy is constant and not seasonal like solar or wind energy. It is environmentally safe for animals and people living near by. Nuclear energy does not contribute to nuclear energy like coal produced energy. It would be a smart move for our country to move in the direction towards a more nuclear powered nation.

Grapes of Wrath Essay: Moving From Me to We -- Grapes Wrath essays

Moving From Me to We in The Grapes of Wrath      The play, The Grapes of Wrath, explores how the Joad family adapts to a new reality, how their concern changes from their own family and problems, to other families and their difficulties, until their concern includes all of the migrants and the larger problems of unemployment and prejudice. The Joad family’s journey to California results in the breakup of their family. The very first cause of the breakup of the individual family was with the loss of their land. The Joad family had lived there for many generations and had very strong ties to the land. Losing their land was equivalent to losing their family history. This is expressed by â€Å"She puts them in her pocket, closes the box, stands and with resignation tosses the box on the fire†(Galati 21). It is very evident that ma is reluctant to let her past go. On their journey they lose their first family member, Grampa Joad. This shows that there is a strong connection between a man and his home. Grampa’s great longing for his homeland ultimately resulted in his death.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The shift from individual thinking to wide spread thinking is most directly seen in the actions of Tom Joad. In the beginning of the play Tom is mainly concerned for his own welfare. He wants to make up for all the things that he missed while in prison. Later on in the play he is more concerned with the welfare of the people. Then finally his thinking had shifted to trying to do what is best for all the migrant people by helping them organize into striking. Casy also had foreseen trouble along the way, but the family still pursued west. When Casy states â€Å"I’m all worried up. I been watc... ...any other people in their situation. In the end, Ma realizes that the family doesn’t come first anymore but anybody who just needs help should come first. Everyone had a shift in thinking - sometimes it takes a tragedy to make you see things in a new and different way.      1.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   You should include a conclusion paragraph in your paper.   A conclusion re-caps on what you have discussed in your paper.   In one sentence each describe what you wrote in each paragraph.   Then combine all of those thoughts into one sentence to end your paper.   The conclusion paragraph begins specifically with each theme but broadens, by the end, to include every theme. 2.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also always be sure to cite each quote.   Make sure that you have the author and the page number every time.    Grapes of Wrath Essay: Moving From Me to We -- Grapes Wrath essays Moving From Me to We in The Grapes of Wrath      The play, The Grapes of Wrath, explores how the Joad family adapts to a new reality, how their concern changes from their own family and problems, to other families and their difficulties, until their concern includes all of the migrants and the larger problems of unemployment and prejudice. The Joad family’s journey to California results in the breakup of their family. The very first cause of the breakup of the individual family was with the loss of their land. The Joad family had lived there for many generations and had very strong ties to the land. Losing their land was equivalent to losing their family history. This is expressed by â€Å"She puts them in her pocket, closes the box, stands and with resignation tosses the box on the fire†(Galati 21). It is very evident that ma is reluctant to let her past go. On their journey they lose their first family member, Grampa Joad. This shows that there is a strong connection between a man and his home. Grampa’s great longing for his homeland ultimately resulted in his death.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The shift from individual thinking to wide spread thinking is most directly seen in the actions of Tom Joad. In the beginning of the play Tom is mainly concerned for his own welfare. He wants to make up for all the things that he missed while in prison. Later on in the play he is more concerned with the welfare of the people. Then finally his thinking had shifted to trying to do what is best for all the migrant people by helping them organize into striking. Casy also had foreseen trouble along the way, but the family still pursued west. When Casy states â€Å"I’m all worried up. I been watc... ...any other people in their situation. In the end, Ma realizes that the family doesn’t come first anymore but anybody who just needs help should come first. Everyone had a shift in thinking - sometimes it takes a tragedy to make you see things in a new and different way.      1.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   You should include a conclusion paragraph in your paper.   A conclusion re-caps on what you have discussed in your paper.   In one sentence each describe what you wrote in each paragraph.   Then combine all of those thoughts into one sentence to end your paper.   The conclusion paragraph begins specifically with each theme but broadens, by the end, to include every theme. 2.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also always be sure to cite each quote.   Make sure that you have the author and the page number every time.   

Balancing Ecosystems Essay

I am writing to ask the City Council of Glimmerville to join Sparkeville’s effects to restore balance back to our aquatic ecosystem. The City Council of Sparkeville is asking that Glimmerville support an plan (which will be outline later in this letter) that will deal with the over population of the â€Å"Grass Carp† that has invaded our water ways. As the City Council of Glimmerville is well aware our ecosystem has been unbalance for a while due to the invasion of the â€Å"grass carp fish† that was introduced in our aquatic ecosystem to handle and balance our the biotic (living) and the abiotic (non-living) parts of the ecosystem back to an equilibrium state. While the â€Å"Grass Carp† was intended to help control the overpopulating growth of the aquatic plants, not only did the â€Å"Grass Carp† do just that but once the overgrowth of the plants was taken care of the fish began to clean our  entire lakes of all aquatic plants, once all plant life was gone they moved on to consume the water ways detritus alone with animal matter. In accordance to a report from the Environment and Energy (E&E) Committee, the â€Å"Grass Carp† has been linked to the increase in pollution and the reduction of oxygen due to the feeding method and behavior and the removal of the prominent plants that once dominated our water ways. The elimination of these plants is the direct cause for the other fish which depend on the aquatic vegetation as part of the cycle of life to vanish from our water ways. What I propose are a couple of options that I strongly believe will help rid our water ways with the over populated â€Å"grass carp† and to keep our environment well balanced. Option 1- To reintroduce the water way natural fish back into the lakes and pond; next promote a campaign asking for farmers to reduce the current amount of fertilizers to slow down the growth on aqua vegetation, and lastly hold a ‘Grass Carp† fishing tournament offering various forms of incentives for participants, once the issue has been reduced to screen off all inlets and outlets to the water ways. Option 2- To eradicate huge numbers of â€Å"Grass Carp† with nominal cost and effort, we should take advantage of the Grass Carp fondness to assemble together each Spring in huge numbers in comparatively warm water ways preceding to and during their regenerating period. During the peak of â€Å"Grass Carp† regenerating period, we can position a extended seine netting that with go completely over all the crossways of the openings of the three water ways to put a stop to the â€Å"Grass Carp† from getting into the water ways. After the rivers and streams are cleared of the â€Å"Grass Carp†, we can put up boundary markers across two of crossway opening to avoid the â€Å"Grass Carp† from re-entering, and keep an eye on (monitor) the bottom food organisms, the clarity of the water and underwater aquatic plant above and beneath the boundary markers. Option-3 Because the â€Å"Grass Carp† will not feed in areas where there is a lot of human activities, we can hold boat races or swimming contest , only will  not avoid the fish from returning once that actives end. With the benefits being so great and causing no harm to any of our existing businesses, it makes good sense to join and support our effect to resolve the problem of the â€Å"Grass Carp† fish. I look forward to hear from you soon, that we can put forth and joint effect to resolving this problem. Reference: Bonar, S. A., Vecht, S., Bennett, C., Pauley, G., & Thomas, G. (1993). Capture of Grass Carp from Vegetated Lakes. Retrieved August 10, 2014, from http://www.apms.org/japm/vol31/v31p168.pdf Conover, G., R. Simmonds, andM. Whalen, editors. Management and control plan for bighead,black, grass, and silver carps in the United States. Asian Carp Working Group, Aquatic NuisanceSpeciesTask Force, Washington, D.C.223 pp. Mississippi River Basin Panel (MRBP) onAquaticNuisance Species. AsianCarp Brochure.Bettendorf, Iowa. 2pp. U.S. Fish & Wildlife Service (USFWS). Asian Carp– Aquatic Invasive Species; Issues, Program Accomplishments, and Programneeds. Ft. Snelling, Minnesota. 4 pp