Emirates Airlines And Fly Dubai Management Essay

Emirates Airlines And Fly Dubai Management Essay The below report is based on two airlines in the United Arab Emirates and they are Emirates Airlines which was established in the year 1985 and up to now is one of the best airlines worldwide flying to over 124 destinations by operating the latest airbuses also providing and offering the best services to its customers and Fly Dubai an upcoming low-cost airline established in 2008 operating about 51 destinations with a fleet size of 23 by giving the travel solution to the customers who wish to travel abroad for cheap fare with no additional services. The report shows an analysis of the two organizational structures on how emirates has a Tall, hierarchical organizational structure in comparison to that Fly Dubai has a flat structure with very few key people and others in same par. It further extends to the understanding of the relationship of the organization structure and its culture, the different approaches of management and leadership styles on how Tim Clark CEO of Emirates and Ghaith Al Ghaith CEO of Fly Dubai lead their organization and the effectiveness of the style they follow. The two companies practice of the classical approach to management is also analysed and an evaluation on the different approaches to management. The task two which is the presentation is based on the understanding of ways of using motivational theories within the two organizations and the mechanisms for developing effective teamwork. Introduction The below report is an analysis of the two airlines, that is Emirates Airlines and Fly Dubai. It focuses on the organizational structure and the behaviour of individuals and groups within two organizations. As a trainee management consultant of emirates airlines I have managed to get information regarding the structure of the organization, the cultural behaviour of the employees of the organization and also the behavioural problems and how they are solved. in the report we identify two main characters in the two Airlines and analyse how the different styles of leadership have helped to guide the subordinates and to help the growth of the organization The assignment covers a presentation which will be presented to the assessor on the due date. Task One 1.1 Structure and culture analysis An organization is a structure through which individuals and groups cooperate systematically to conduct business. With the comparison and contrasting of the two companies which is Emirates Airlines and Fly Dubai we can analyse the structure and culture of the two organizations to get a better understanding on the relationship between the organizational structure and culture. Emirates is Airline that was established in October 1985, since the beginning up until now there are very distinctive growths that have taken place and as of now Emirates is an award winning airline flying to over 124 destinations across the 6 continents by operating over 177 aircrafts and employing over 55000 employees that speak different languages. Emirates have diversified into related industries and sectors, including airport services, engineering, hospitality services, catering, and tour operator operations. Fly Dubai was established in July 2008 by the Government of Dubai and was supported by Emirates at the beginning stage Fly Dubai commenced operations on the 1 June 2009 and up to now they are flying to around 51 destinations with a fleet size of 23 aircrafts. Fly Dubai is an airline mainly based on web sales I.e. It is mainly a web based airline where not much of interaction happens between the airline personals and the customers. Even though it is a budget airline it has a very high since 2009 to now they have a significant growth within the industry. Organizational Structure of Emirates Airlines. The organizational structure of emirates is a very tall, rather hierarchical structure hence the structure starts with Chairman, Vice presidents, Executive secretaries, Divisional VP , Senior VP, Regional managers, Area managers, Department heads and Supervisors below that the staff reporting upwards. The structure presented below contains the main people as well as the structure of the organization more in to the passenger sales executive management until the operational level managers Organizational Structure of Fly Dubai The Chairman of Fly Dubai and emirates Airlines are the same however it is two different organizations managed by a totally different management with few heads and the rest of them in the same par. In analysing the two structures it is clear that Emirates Airlines has a Tall organizational structure as the organization is a large global organization hence the more the company grows the levels of management will rise which will make the structure of the organization tall (hierarchical). When a company has a Tall organizational structure there are various advantages. In a tall structure we can observe a very close supervisory control because of the hierarchical structure involved and also it is a more authoritative structure as the consequences, the roles and responsibilities are clearly defined. The other good thing about this structure is that the responsible person is accountable to higher authorities therefor mistakes are less as well as considered decisions will be made at all times. However sometimes it may be disadvantageous towards the side of the employees as the level of motivation may stand somewhat lower which will in return affect the company also another major disad vantage is that the tall structure creates a huge communication barrier with the top management, middle level managers as well as the lower level manager. Emirates group is a large group with many managerial levels. There are many departments involved various tasks, from the departments serving the customers needs to the engineering department as well as the catering departments and also many more. However each of them are managed by a department head and reported upwards to the middle level and so on to the top management . Emirates airlines is not fully based online like Fly Dubai, there is a major role played by the staff in different stations hence regional managers, area managers, department managers and supervisors are appointed. In the case of Fly Dubai the management is limited and also it is still a new airline that was established about 3 years ago. In analysing Fly Dubai it is clear that the airline has a flat organizational structure as there are only few key people to manage as mentioned above. However there are few directors as well as airport officers appointed to make sure the operations run smoothly. In flat structure have only few management levels where each level controls and managers a large area. The advantage of this structure is that there is a greater communication with the employee and employer and also easy decision making as less people to discuss with but sometimes it may be based on a one persons ideas which can be disadvantageous. It becomes unfavourable in as the key people have to solve all problems of employees and in the organization and also the Lack of layers may reduce opportunities for high level strategic management. 1.2 Evaluation of how the structure of each company supports its culture and how this relationship affects the business. The culture is based on how the business is done. Mainly the belief, norms, customs, values and ideas of the employees within the organization is what it is built upon. A cultural environment should always motivate the employees of the organization to give out their best towards the enhancement of the business performance. The culture of Emirates Airlines is a more quality and service oriented and also has a very forward -looking culture that takes into consideration the customers requirements and makes sure the customer is given out the best at all times whereas in Fly Dubai it is more of power culture, which is all decisions are centralized around one key individual, there isnt much of an interaction with the customer and the airline employees. Emirates has a more role oriented culture where the entire organizational structure has a role to play in order to make sure each of the flights departs on time with all booked customers with to all required facilities. All employees as well as the top management are responsible for every action taken. The Tall structure of emirates works in a favourable manner in the process of decision making as many different ideas can be obtained by the multicultural set of managers as well as the employees. When working according to a vision, having different ideas, having different values will lead to the conducting of business in an ethical way and in return it will enhance the performance of the employees and motivate them to perform well to give out the best. In the case of Fly Dubai, the airline has a more task oriented culture as the main is to make sure the maximum amount of customers are on the flight and also they have only limited intervention with customers hence the customers welfare is not really considered. However each companys culture differs depending on the top management and the employees behaviour patterns. Fly Dubai has few key people and out of which the Owner of the airline is the same as emirates but the cultures of both organizations are completely different. One which is Emirates Airlines, a customer service oriented airline that servers customers to the best by offering various different comforts and additional benefits in order to and make the customer feel good, to satisfy the customer for the price paid and also to retain customers for the long run. The other is Fly Dubai which is a budget airline in Dubai for customers seeking a travel solution for the cheaper fares, in this airline the customers are not given a dditional benefits the culture they impose is that anything is money even the food on board should be bought even the basic baggage allowance is also charged for separately but they give out good deals for customers with less budget. However there are some similarities in the cultural aspects of both airlines, that is both airlines are innovative, they are full of people with new ideas and experiences both airlines have a very friendly background. They also have created a challenging culture. Emirates manly have three main intentions of how to behave in the organization in order to achieve the ultimate goals and objectives of the company. Challenge Conviction Here the employees and managers are influenced by the culture of the organization which all employees should adapt to and that is to accept any challenging situation that come your way. For that the employees should be Curious, Brave, Imaginative Pioneering, Innovative, Ambitious If the organizational structure supports the company culture there will be good improvement in the business performance and also it will motivate the employees in many ways as then they have a clear idea on what is expected and how the organization works. Anticipate and Exceed Customer Expectations This is another way that the customer oriented and service oriented culture can be brought out. For this the staff has to act accordingly with the help of the management. Cosmopolitan, Visionary, Empathetic Human, Intelligent, Hi-tech Have a Can-Do Attitude the attitude has been created among the employees that anything is possible. The organization has a very positive culture hence all employees are motivated by it to work to the best of the ability. 1.3 What each company does in order to identify and solve employee behavioural problems In each company there are problems that are unique to the employees job role accordingly these problems must be identified by the supervisor and should be communicated to the management and make sure decisions have been made to make these problems minimal. In Emirates airlines the main control point is Dubai however each station in different countries has their own problems, sometimes it may be common problems. Taking into consideration Emirates Colombo station, they identify problems by having meetings weekly to discuss issues that have arisen during the week, and solutions are given for these problems by discussing with the relevant management. The employees attitude towards work is also important. Some employees have issues in performance on time for his problem deadlines should be given in order to make sure the job is done on time. Another problem is that if there is a job that needs to be completed the staff will wait till the supervisor instructs them to do so where as they should be advised to make sure no work is in pending status. Some of the key problems that might be common in an organization Unethical behaviour- this can be described in many different actions of employees Theft to disclosure of confidential information to the misrepresentation of products and services, These types of issues are serious as information is conveyed incorrectly and also there may be financial losses for the company. There are agreements that have been signed in order to make sure of the honesty of the employees continues in the future.. Time Management the other problem is on timely performance. When a reservation is made and it is not issued on time the customer will be lost. Employees and time spent for personal matters should be clearly communicated so that employees know whether or not they can answer text messages and personal emails during work time. Employees also need to manage their time wisely when it comes to rest and lunch breaks as well as getting to work on time. If an employee is not managing that time wisely, the company ultimately loses. Fly Dubai is an Airline that directly deals with the customers online through a website. The customers do not have contact with the employees or management but there are a set of employees and managers who work behind the scene. In this case also the above discussed problems will arise hence the with good communication, supervisory and also identifying the strengths and weaknesses of the employees it will help the management to solve the employee behavioural problems amicably. 2.1 Effectiveness of the leadership styles Leadership is the glue that holds all elements in a team together. Good leadership has the ability to transform and inspire both individuals and groups. Emirates airline being one of the leading airlines in the world has many people behind its success and out them Tim Clark as the CEO has a prominent role played in order to manage the organization with the guidance of the chairman His Highness Sheikh Ahmed bin Saeed Al-Maktoum. In analysing Tim Clarks leadership patterns we can identify that he has the qualities of an Autocratic, where he has to command to the management below in a situation where an instant decision has to be taken and Democratic when in a situation that he has to communicate with the rest of the structure to make important decisions. He also has qualities of a dynamic leader, a person who looks as each situation in a different way and adapts to the chargers. As a leader he is quick thinker and a wise decision maker. Tim Clark is a leader who is full of innovative ideas, integrity, dedication, openness and magnanimity. Whatever he does is done with great passion and love for the company and the employees. He is a CEO who makes sure that all employees are treated well. Many new ideas and innovations have been initiated from him; eg the idea of re-launching the brand to hello tomorrow and making it a lifestyle brand, solving some issues related to the A380 aircraft order. He is a person who is not hesitant when it comes to taking risk. He does not follow any traditional ways of doing business but a man with a business mind, who will lead the employees to be easily motivated by the changing world, innovation and upcoming business opportunities that will enhance the business growth and bring success to organization as a whole. (article Group world ) In analysing the leadership styles of Ghaith Al Ghaith the CEO of Fly Dubai, it is clear that he is a very democratic leader; decisions are made by taking ideas from other managers. Within a short time period fly Dubai has succeeded in capturing the market looking for travel solutions. Ghaith Al Ghaith is a very innovative thinker, a leader driven by the vision to be a low-cost and reliable link to key destinations around the globe. Over all a very understanding, brave, challenge accepting and a leader who is believes that nothing is impossible Over the course of my career I have realized the secret to success is team work, attention to detail, dedication and tenacity to go the extra mile. Learning this from the early stages of my career has stood me in good stead for where I am today (article [onlineHYPERLINK ../../../../../Pending/Other/article [online] http://www.ttgmena.com/Interview-with-Ghaith-Al-Ghaith/] http://www.ttgmena.com/Interview-with-Ghaith-Al-Ghaith/ 23/0812 ) 2.2 How do the two companies practice the classical approach to management? Management in all business and organizational activities is the act of getting people together to accomplish desired goals and objectives using available resources efficiently and effectively. There are different approaches to management, Classical approach to management is mainly concerned with increasing the efficiency of workers organizations based on management practice which were and outcome of careful observation. In Emirates the y focus on a worldwide standard that is if any customer calls any contact centre in the world they will be handled in the exact same way as all other station mainly some of the things are done in the idea of one best way to do the job but when situations are unique then the approach differs. In emirates they identify the employees capability of doing each job that is been assigned to them and on that they develop a standard method of performance for each job, the employees are given standard educational training in Dubai on the system and the how to handle the customers as well as the introduction and background of emirates as a group. They also evaluate on how the employees perform their job and if there is an improvement and an enhancement in business practice. In return for good performance and motivational purposes the employees are appreciated and rewarded. Fly Dubai uses the classical management approach only in the decision making process where they emphasise on the purpose of providing the travel solution .Since Fly Dubai is based on web sales the management uses classical approach in a very minimal way however the idea they impose is that the best way of doing business is through the web since they are a new airline and young to the industry they are trying their best to grow as much as they could. 2.3 Evaluation of different approaches to management used by the two organizations Both organizations follow two or more management approaches as some of them change depending on the situation, when we say Classical approach is emphasises on the organizations formal structure, technical requirements and set of principles and in both companies we can see the formal structure and also the principles on how everything is done. There is a rule for everything and a standard way that things are done. Eg- forecasting and planning looking into the future and drawing up action plans organizing building up the material and human structure of the undertaking commanding maintaining activity amount personnel coordinating unifying and harmonizing activity and effort controlling ensuring that things conform to rules and instructions The Human Resource perspective to management suggested that jobs should be designed to meet higher levels needs by allowing workers to use their full potential. In the Human relation point Emirates uses tack tics like Better treatment, need for recognition, better salaries and bonuses, promotions and recognition to the employees to the level that it is needed so that they are easily motivated to do the job in a more positive sense. The employees social welfare is looked in to at all times, there is high job security as well as medical benefits. In Fly Dubai they treat all employees equally and opportunities are given to everyone, the employees ideas and new innovations are taken in to consideration. The people working under fly Dubai is motivated by the secure working environment, profit share salary and other benefits. They also make sure that the employees are problem free from any aspect at all times as if any personal problem it will affect the performance of the employee. The contingency approach to management is an extension of the humanistic perspective which is based on the idea that in an organization there is no one best way in the management process (planning, organizing, leading, and controlling) to successfully resolve any tailored circumstances; because organizations, people and situations vary and change over time. Thus, the right thing to do depends on a complex variety of critical environmental and internal contingencies. In the airline industry many things depend on the customer needs and wants hence many situations differ from one customer to another so depending on the kind of issue the solution will be based and this approach is common in both airlines. Conclusion We can conclude saying that Emirates airlines and Fly Dubai two distinctive airlines as Emirates is a conventional airline and the other is a low- cost carrier. However in the analysis on the organizational structures we identified that Emirates has a Tall structure where there is a large number of employees in the managerial level appointed and given the responsibilities of certain areas and Fly Dubai has a flat structure with few key people. The report consists of behavioural problems within the organization and the solutions and also the leadership styles of the CEOs of both organizations. Based on the last few analyses we are able to understand the different approaches to management.

Pip and his Journey to becoming uncommon Essay

He shows it to Joe, who thinks it’s magnificent, but when Joe tries to read it all he can say is â€Å"J. O. JO. † (44) Pip is surprised, and then asks Joe if he can actually read. Joe replies that he can so Pip gives him a book, but again the only thing Joe can say is, â€Å"J. O. JO. † (44) Pip has looked up to Joe all his life, but now realizes how common Joe is. Pip is determined to teach Joe how to read, in order to make himself feel more uncommon, although Joe is happy with his simple blacksmiths life and doesn’t want to change it. This is one example of Pip trying to make everyone around him uncommon for his own use. Later in the book, Joe is invited to Miss Havisham’s house with Pip. Joe gets all dressed up and is ready to go, and Pip realizes that Joe isn’t himself when he is dressed up. While the two are at Miss Havisham’s house, she begins asking questions of Joe, but instead of replying to Miss Havisham, Joe replies to Pip. It appears that Joe feels Pip is a higher class than he is. Pip’s goal is to make Joe uncommon, but by exposing Joe to his own commonness, Pip made Joe feel even more common. Pip’s plan to make Joe uncommon backfires. Pip does not hesitate to take advantage of people and opportunities if it will help him on his journey to becoming uncommon. He is always looking for a way to push himself further up in society, and when he finds one, he takes advantage of it. Pip makes several visits to Miss Havisham’s house, every time becoming more and more attracted to Estella. Pip is attracted to Estella because of what the relationship would do to his social status. â€Å"I have particular reasons for wanting to become a gentleman. † â€Å"You know best, Pip, but don’t you think you are happier as you are? † (114) He realizes that if he were to marry Estella, he would be rich and high class. With that marriage, Pip’s main goal in life would be completed. Pip also takes advantage of Biddy. Pip thinks that in order to become a gentleman you have to be educated. He knows that Biddy is very smart, and tries to use her to educate himself. Pips fixation with becoming uncommon leads him to use the people he knows as a step up in the ladder of society. In the beginning of the novel Pip is given a choice. Pip can either take the crooked or the straight path. It is his encounters with people of both higher and lower class that push him towards the crooked path. Pip’s encounters with people of a higher class make him feel jealous, and his encounters with people of a lower class make Pip feel common. Pip’s reactions to these encounters are to push himself further up in society, regardless of whom he hurts along the way. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Great Expectations section.

Adoption Of The American Dream - 1622 Words

Adoption in America The American dream is to be successful and create a family; unfortunately some families are not able to create families on their own. A lot of those families will turn to the option of adoption. Adoption is very common now a day in America. Not only do people adopt because they can’t have children, some of the cases of adoption is because a family member adopts a child because the birth parents are unable to provide for them. Another of the cases is when a step parent adopts a child of his/hers new marriage so the child can also be theirs. Adoption in America is very common even though it can be quite difficult to adopt depending on the circumstances. There are different types of adoption and each comes with its pros and cons. Unlike blood related families, adoptive families are created through the law. Even if a child is raised by an adult throughout their whole life, they won’t be recognized as their own until they are adopted. Adoption didnâ€⠄¢t come around until the mid-nineteenth century. You have to go through a state court and have good reasons why the child should be adopted by you. Once a child is adopted and it is finalized by the court in the final hearing, the birth parent has no rights over the child. The new adoptive parents have the option to have the child’s birth certificate changed and even change the date of birth. When the new birth certificate is made it is sealed and closed until the child’s 18th birthday because before that theShow MoreRelatedShould Same Sex Marriage Be Allowed?1620 Words   |  7 Pagesone of the few times where people make a public promise of love and responsibility for each other and ask our friends and family to hold us accountable. Growing up every child dreams of one day of getting married and being with their soul mate for the rest of their life’s on this earth. It’s even called â€Å"the American dream† to have a happy middle class family. 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Analysis Of The Film Three Idiots - 1727 Words

Seungmin Jung Professor Steve Master COM 122 2 December 2015 It has been decades since films have been evolving in a variety of shapes and forms based on either different cultural values of various societies or universal values of the entire humanity. Moreover, as films are intended in different ways that they give simple entertainment or convey crucial messages, which all affect the audience, themes and messages of many films have long been considered controversial and effective to the society. For example, people, mostly Indians, who watched Three Idiots happened to realize the unfortunate reality of current education system in India, where many students do not pursue their passion and dream but just run after a college degree to earn money, and the need of an educational reformation. In addition to the social issue that the film presents, Three Idiots also shows audience what friendship is. 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Understanding The Evolution, Life History, And Aids,...

Ebola and HIV Ebola, and AIDS, Acquired Immunodeficiency Syndrome, are both dangerous zoonotic diseases that originated in Sub-Saharan Africa. AIDS, the result of HIV, human immunodeficiency virus, has been an ongoing pandemic for decades. Meanwhile, the first Ebola case was recognized in the 1976 and has incurred severe sporadic outbreaks but has been controlled (Rajak, 2015). While both rapidly mutating RNA viruses, several key factors have allowed AIDS, to become a worldwide pandemic while Ebola has been controlled at present (Calmy, 2015). Understanding the evolution, life history, and the socio-economic factors that affect the proliferation of each disease allows us to understand how they arose when they did and why Ebola is controlled and AIDS isn’t. To start, Ebola and HIV are both zoonotic RNA viruses that underwent evolution and mutation to emerge from the jungle and morph into the deadly diseases they are today. It is thought that Ebola originated in Africa fruit bats, and was transmitted to humans for the first time through contact with bodily fluids from the bats, either as blood or saliva. Transmission to humans most often occurs through hunting and preparation of infected bushmeat, or consumption of fruit contaminated with bat saliva. This was made possible because of human encroachment on natural areas and bat habitats (Alexander, 2015). Once present in the human population more hosts allowed for extensive mutation. This is because RNA viruses use RNAShow MoreRelatedHiv And The Human Immunodeficiency Virus3032 Words   |  13 PagesThe Human Immunodeficiency Virus, also known as HIV, was discovered by Dr. Robert Gallo and Dr. Luc Montagnier. HIV had its first known case in a human in the year 1959. Though, its first kno wn case in the United States was in 1981 when the Center for Disease Control and Prevention, known as the CDC, reported five homosexual men in Los Angeles, California with Pneumocystis Carinii Pneumonia, a rare form of pneumonia. These findings were published in CDC S Morbidity and Mortality Weekly Report, orRead MoreHealthcare Essay18323 Words   |  74 PagesChapter 3 The Evolution of Health Services in the United States Learning Objectives To discover historical developments that have shaped the nature of the US health care delivery system To evaluate why the system has been resistant to national health insurance reforms To explore developments associated with the corporatization of health care To speculate on whether the era of socialized medicine has dawned in the United States â€Å"Where’s the market?† 81 26501_CH03_FINAL.indd 81 7/27/11 10:31:29Read MoreInternational Business Management Research Paper14582 Words   |  59 PagesFactors on WVK’s Operations 31 Table 5: Understanding of Various Aspects of IBM 33 Table 6: Gantt Chart for the Study 54 Table 7: Budget for the Research Project 55 List of Figures | |PAGE | Figure 1: Gender Distribution of Actual Respondents 27 Figure 2: Impact of Environmental Factors on WVKs Operations 32 Figure 3: Understanding of Various Aspects of IBM 33 FigureRead MoreThe Social Impact of Drug Abuse24406 Words   |  98 Pageseconomic and social marginalization and increased crime. At a time when dramatic improvements are taking place in some sectors, e.g. communications and technology, improvement of the quality of life for many people has fallen far short of the potential that exists and the rising expectation of people who know life can be better. At a time of rising social and Political tensions, the macroeconomic environment has fundamentally changed. World trade and investment have expanded and brought to some areasRead MoreNursing Essay41677 Words   |  167 PagesSuggested citation: IOM (Institute of Medicine). 2011. The Future of Nursing: Leading Change, Advancing Health. Washington, DC: The National Academies Press. The serpent has been a symbol of long life, healing, and knowledge among almost all cultures and religions since the beginning of recorded history. The serpent adopted as a logotype by the Institute of Medici ne is a relief carving from ancient Greece, now held by the Staatliche Museen in Berlin. Copyright  © National Academy of Sciences. All

Chapter 5 quiz Free Essays

Chapter 5 Quiz Free Essays Chapter 5 Quiz Free Essays Many of the institutions and customs that emerged in east Asia during this era persisted until the twentieth century or even the present. Why do you think this is so? Why does there seem to be more continuity in east Asian history than in other parts of the world? Patriarchal Family. Nomadic Threats. We will write a custom essay sample on Chapter 5 Quiz or any similar topic only for you Order Now Mandate of Heaven. 2. What are the advantages and disadvantages of a form of writing that is pictographic and ideographic (like Chinese) versus one that is alphabetic? Advantages: A single characater can mean an entire phrase or can have multiple meanings. If you are fluent in the meanings, then it is easier to read and ideas can be connected together more quickly. If the pictographs represent everyday things that everybody knows, it may be easier to learn to understand the language on the more basic level. Disadvantages: It could take a very long time to learn it all. For example, it could take a very long time to learn all the letters that represent one idea or thought. It has a wider interpretation, something may mean one thing to a person and slightly different to another. For example, a letter could represent a cat , could be seen as a panther to somebody else. 3. How do early east Asian religious beliefs and practices differ from those of the other early cultures you have studied so far? What do these differences imply about the societies’ structures and their most important values? East Asia did not have a main or official type of a religion. They only followed the rule of the Mandate of Heaven. A leader is chosen by heavenly powers to govern within his realm. If the ruler was successful in his duties then the heavenly powers would rejoice. If the ruler failed then the heavenly powers would withdraw a mandate to rule and a better deserving person will take that rulers place. The peoplel of east asia did not worship one certain deity at all unlike the other socieites . They also believed in the veneration of their ancestors. People believed that with doing good deeds and having great virtue throughout the family, then the ancestors will lead them to propser when they meet their ancestors. The region of Mesopotamia was under the belief of polytheism or many gods. Egypt was under the belief of many gods but mainly environmental gods, such as Ra the sun god, and the afterlife. How to cite Chapter 5 Quiz, Papers

Retail Sector

Question: Write an essay on Retail Sector. Answer: Introduction The retail sector is a dynamic as well as highly competitive business, needing to answer to customers' demands. Retail employment plays a crucial role because approximately 3 million people are working in the retail sector. The retail sector offers a plethora of career opportunities, with different roles at all levels of the industry. With the onset of the digital revolution, the scenario will change completely. Therefore it is necessary to relook on the staffing and performance appraisal aspects. Staffing is the process which identifies, assesses, place, evaluate and directs individuals at work. It involves organizing the business structure with suitable and efficient human resource selection, assessment, training and development of the human resources to fill the tasks intended into the structure (Dietiker, 2013) whereas performance management, on the other hand, can be described as an approach to viewing and recording staffs performance for the grounds of decision making about his/her work. It involves personnel at all levels in writing the job descriptions, selecting appropriate evaluation criteria, using suitable tools and procedures for assessment, and gathering, understanding, and reporting outcomes. It plays a vital role in encouraging employees to enhance individual and managerial outcome; this inspiration is key in the retail sector because there is a high importance on customer service communication, motivated and skilled staff which assist high level of client serv ice. Staffing Methods The staffing methods which are used in retail sector keeping in mind the digital revolution are: Internal recruitment: It is advisable that a person is internally promoted to fill open or new positions rather than hiring a candidate from outside. Internal recruitment mainly focuses on existing workforce and other previous employees who are in touch with the business. Friends of existing people, ex- employees, and an earlier claimant may be the sources. Promotion, downgrading, and shifting also help in providing an additional resource for the unit, if not for the complete association. It leaves a positive impact on the staffs morale and also optimizes the chances of employees retention. Internal recruitment encourages the team members to perform efficiently in their designated areas. In the retail sector, current employees are the biggest internal recruitment source. The major sources are: JobPostings The major basis for hiring incumbents for openings within the institution is posting a job on the portal. In the job portal, employer notifies the job openings and employees act in response to it. The openings can also be informed on a notice board, by circulating publication or by word of mouth. From all the applications a list is made based on seniority and priority is given to them while making such promotions. This system gives all the employees equal opportunity to move upward in the ladder and prove their potential. This can prove to be ineffective if not handled properly. It should be posted before recruiting externally and should provide enough timeframe so that present staff members can check notice and apply on time. Promotion and Transfer The other most widely used way to fill openings is through upgrading and downgrading the staff. The skill set must be assessed before promoting a person because a person who is good in sales at the retail store might not be equally good as a supervisor of the whole store. Supervisory jobs require skill of getting work done from others and solving problems of the team members which is not prevalent in sales job profile. Therefore the promotions should be done after carefully analyzing the skill set of the person. Transfers are seen more often during downsizing (Armstrong-Stassen, 2003). Current Employee Referrals Referrals are another internal source of hiring. Staff members can help the prospective applicants in making adjustments within the organizations. Although they are external candidates hired with the help of internal information. This can prove an effective tool as cost in reaching people is minimized. Some studies show that personnel hired with this approach have a longer tenure rather than from those who are hired through other sources. Internal Recruiting Database In Internal recruiting database, the data is entered for eg skills, field of occupation, work histories and then at the time of vacancies a candidate is searched from the database and is called for further processing. It helps in reducing cost of advertisements as well as expenses of record retention are saved. Externalrecruitment: specifies the source of employment from outside the venture. The persons hired from outside resource are, thus, unfamiliar to the endeavor so far. Few organizations have a preference to this source mostly originality because they believed in a competitive economy, new incumbents should be brought in into the business so as to make it more vibrant (Chan, 1996). The outside sources usually include: New participant in the labor force i.e., adolescent mostly inexpert and potential employees for example the college students. The unemployed staff with various skills and abilities. Retired knowledgeable persons. All others who are not in the industry force. Methods of recruiting The popular methods of hiring people are the following: Advertisements: A respondent to job posting is one of the biggest sources in which the jobs were posted on companys website (BrenÄ iÄ , 2012). It helps in reducing costs of searching applicants. In order to maximize the cost effectiveness of hiring previous applicants were considered on first priority basis. These previous applicants have already been evaluated however were not hired. Thus, giving these candidates first priority helps in saving the time of evaluation, thereby taking full advantage of the cost-effectiveness. Employment Exchanges: In Western states, employment counsels as well as private service exchanges are very famous who helps in finding out appropriate personnel. In addition, it also helps job hunter to get appointments. These interactions are helpful to acquire unskilled and semi-skilled employees (Shaffer, 2007). Colleges and Universities: Some organizations maintain a close contact with the universities, vocational and management institutes for hiring various job vacancies. They find it trouble-free to mold the new graduates and thus follow the principle of Catch the Young. Recommendations: Applicants are introduced by associates and relatives. Many companies prefer this method since the background of the entrant is known. Merits of external sources of recruitment: Different view points will be attracted. The employees hold wide variety of experience. The staff members develop the talent to transform old habits. Performance appraisal process: Performance management builds a harmonious and fruitful place of work which is favorable for both employees and employers. It increases motivation and self-esteem. The communication regarding what will be expected and what needs to be delivered helps in gaining job satisfaction. The person who performs his duties effectively and efficiently will be rewarded, and the person who is unable to meet the deadlines will be warned (Semakula-Katende, Schmikl and Pelser, 2013). Performance management process will be clearly illustrated in the diagram below: Model of Performance Management Process (Kanji, 2002) Ways to Optimize The Performance Appraisal Process Set Goals Effectively Goals are the foundation of this process. It is essential for managers to set goals based upon the goals of the organization, and then to communicate the same in order to make the alignment (Bouskila-Yam and Kluger, 2011). The departmental goals available to all managers makes sure that there is no overlap, and helps in knowing where they support other departments. Each manager shares the goals with his team members and identifies individual goals.Key job expectations and responsibilities act as the key rule for setting goals. Goals should address what will be expected, and how it can be achieved. The framework used to write goals is the "SMART" goal: S - Specific M - Measurable A - Achievable/Attainable R - Results oriented/Realistic/Relevant T Time-bound The goals which are understandable, specific, measurable and time-bound helps in tracking the progress. Some organizations have started the use of SMARTA or SMARTR in which A stands for aligned, and R stands for reward. The SMART framework gives clarity to employees who would be evaluated against these goals. Planning After setting established goals and communicating objectives, performance planning is started in which action plan guide is handed over to the employee so that they can successfully achieve goals. Planning is a collaborative process between the boss and the staff, in which some elements are non-negotiable. Start with the job description and categorize job expectations and then under each area determine long and short term goals along with an action plan, demonstrating how they would be achieved. Performance planning and feedback are crucial because they make the possible continuous improvement (Benson and Jordan, 2004). Ongoing Process Goal setting, planning, monitoring, feedback, and training is ongoing and supports the formation of the performance appraisal, thus supporting the processes of rewards, learning and development. Performance monitoring, training, and feedback should take place frequently so that necessary adjustments in planning could be done. Feedback Goal tracking gives the opportunity to make available feedback from time to time, and then making necessary adjustments in planning, remove obstacles and prepare eventually for missing deadlines. Gather Information from different Sources Gathering information from various sources enhances objectivity and makes certain that all factors can be considered. In retail sector, most of the companies are using 360 feedback (Hosain, 2016). In this feedback is taken from peers, subordinate and managers along self-assessment toolkit. The response will be based upon certain skills or competencies, and the results will be evaluated against the personnels self-assessment. It increases self-awareness. Reporting is essential to assess the fairness/consistency of the procedure. Document, Document, Document Documentation is essential to support performance result, and observations needs to be written with the intention to share. Apart from this, the detail of positive and negative occurrence should be kept so that there is no doubt about the decision made (Murray, Woelfel and Bullock, 2005). The Review The review is basically the summary which includes job expectations, areas of contribution, goals, evaluation methods and the appraisal will be discussed with the personnel. It is helpful if one defines the purpose of meeting and provides an agenda and intimates about the time and place in advance. Both should prepare in advance, and there should be no interruptions when the discussion is going on. The manager should start with positive things first like achievements and continue the meeting with an approach to move ahead (Catapano, 2005). In the end, key findings should be summarized, and signatures of both should be there. Rewards and Recognition Now-a-days, organizations are connecting performance to compensation (Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success, 2004). It is possible only if the performance appraisal processes is fair and equitable. Progress against key performance expectations needs to be documented as it serves the basis for a job properly done. One can do this in recognition events or in public recognitions. Consistency In an organization, the process should be consistent as it inculcates the feeling of fairness and increases job satisfaction. Ifcompensation is directly linked to performance then the process of assessment should be similar in all departments. Employees should know that individual in one department if identified as a top performer and given compensation, and then an employee working at the same level in a different department will be awarded similar rewards (Employee Performance Measurement and Performance Appraisal Policy in an Organisation, 2014). Asses and Encourage Participation Annual meetings are held in some of the retail stores in which the Key result areas of the employees are evaluated. The feedback of the meeting is recorded and then given to the individuals. There are few retail stores who do this exercise twice in a year whilst there are others who do it once in a year. Feedback is more important rather than the frequency (Kromrei, 2015). If the retail store is giving feedback in a constructive manner then there are chances of development of not only individuals but also of the retail store. The problem which comes out at the time of performance management should be addressed effective otherwise it is a futile exercise which has no meaning (Camardella, 2003). Therefore everyone should participate whole heartedly. Conclusion Recommendations: The scenario in the Retail sector is changing due to the onset of the digital revolution. Therefore the practices adopted in the retail sector should be amended with the changing time. The internal recruitment practices should be more emphasized in order to best talent within the organization. If the need will not be met internally, then the external sources of hiring can be seen. Apart from this performance appraisal practice should be done from time to time so that the gaps will be identified and targets will be met within the stipulated time frame. Not only this, the process is fair and consistent. Training should be incorporated from time to time so that staff will be upgraded on new inventions in the industry. Few recommendations based on this are as follows: Firstly, The organizations should make sure that individual and organizational objectives are balanced, explain these objectives to employees through the performance management process. These objectives need to be continuously reviewed from time to time. Secondly, organizations should constantly review personnels development, making certain that it is a continuous process. Lastly, performance management tool should be used as it helps in improving performance both at the individual and organizational performance. Therefore, it is advisable for retail organizations to adopt a performance management system. References Armstrong-Stassen, M. (2003). Job Transfer during Organizational Downsizing: A Comparison of Promotion and Lateral Transfers. Group Organization Management, 28(3), pp.392-415. Benson, D. and Jordan, A. (2004). Sustainability appraisal in local landà ¢Ã¢â€š ¬Ã‚ use planning: patterns of current performance. Journal of Environmental Planning and Management, 47(2), pp.269-286. Bouskila-Yam, O. and Kluger, A. (2011). Strength-based performance appraisal and goal setting. Human Resource Management Review, 21(2), pp.137-147. BrenÄ iÄ , V. (2012). Wage posting: evidence from job ads. Canadian Journal of Economics/Revue canadienne d'conomique, 45(4), pp.1529-1559. Camardella, M. (2003). Effective management of the performance-appraisal process. Employ. Relat. Today, 30(1), pp.103-107. Catapano, S. (2005). Performance Appraisal: From Isolation to Interaction. PsycCRITIQUES, 50(28). Chan, W. (1996). External Recruitment versus Internal Promotion. Journal of Labor Economics, 14(4), pp.555-570. Dietiker, K. (2013). Staffing for success. ACM SIGUCCS plugged in, 2(2), pp.11-11. Employee Performance Measurement and Performance Appraisal Policy in an Organisation. (2014). MJSS. Hosain, M. (2016). 360 Degree Feedback as a Technique of Performance Appraisal: Does it Really Work?. Asian Business Review, 6(1), p.21. Kanji, G. (2002). Performance measurement system. Total Quality Management, 13(5), pp.715-728. Kromrei, H. (2015). Enhancing the Annual Performance Appraisal Process: Reducing Biases and Engaging Employees Through Self-Assessment. Performance Improvement Quarterly, 28(2), pp.53-64. Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. (2004). Int J Productivity Perf Mgmt, 53(1). Murray, R., Woelfel, K. and Bullock, G. (2005). Making the Case for Performance Appraisal. Inquiry: Critical Thinking Across the Disciplines, 24(3), pp.29-32. Semakula-Katende, S., Schmikl, E. and Pelser, T. (2013). Reward and attitudes: The unintended outcomes of an effective performance appraisal. SA j. hum. resour. manag., 11(1). Shaffer, F. (2007). A buyer's guide to effective management of external staffing companies. Nurse Leader, 5(2), pp.36-40.