Analysis of organization British airways

Analysis of organization British airways The details about the organization overview and organization process of the British airways. First it look at the company profile and history of the organization including organization chart to give overview of the organization it focus on the organization process like (1) changes within the organization (2) organizational culture (3) Recruitment, Training, Job placement and promotion policy. How these process are related and affected to each other. Finally, it will give recommendations for the organizations to deal with organizational process in future. Company profile: British Airways is the UKs largest international scheduled airways, which provides international domestic services for cargo and cargo. British airways which are approximately compromise 150 destinations in 75 countries. It includes Asia, Africa, North and Eastern Europe (plus the Eastern Mediterrean), Western Europe, North America, Central and Latin America (plus Sweden). The head quarter of the British airways is located in London. Gatwick airport and London Heathrow airport is the main hubs for British airways. British airways had more than 280 aircrafts, which is mainly for boeing jets and Airbus and it has more than 40,000 employees to work for a company (Hoovers 2006). Organizational chart: The structure of the organization is fat type because it has one level of hierarchy that separates the directors at top from bottom line employees. (Buchanan D. Huczynski A., 2004). Mr. Willaiam and M. Walsh is the head of the company, presently he are working as a chief executive. The British airways organization departments are includes planning, Engineering, Flight operation, Investment and Alliances, IT, Law, Finance, HR, Ground operations. History of British airways: British airways and imperial airline are merged together at the beginning of Second World War. The two airlines formed new subsidy companies. This is British Overseas Airways Corporation (BOAC) to operate short haul service in Europe (Papadogiannis, 2006). In 1980 British airways ran in the financial problems and Sir John King (CEO) was appointed to handle privatization and it was succeeded in 1987. (Datamonitor 2005). Objectives of British airways: Like all the business one of their first main objectives was to maximizing profits. However after September 11th they had to change their aim to having an increasingly in security and they needed to keep their customers safe. Objectives to increase profit by the end of the tax year 2009: A British airway is planning to increase profit by the end of the tax year 2009 than the last year profit. The last year profit was  £694 million. Annual reports of 2006/2007 shows that they had 148.3 million customers are within the UK. They need to monitor regularly the customers amount that they fly with them. Perhaps giving such as offerings on certain flights to increase their promotions. Changes within the organizations: The factors of the organizational change can be categorized into two factors. (1) External trigger and (2) Internal trigger. The first factor External trigger is innovations of competitors, requirements, and changes in customers, government policies and legislations. The second factor is Internal trigger it includes appointment of a new senior manager, new product and service design innovations, new ideas about how to deliver services to customers. (Buchanan D. Huczynski A., 2004). By the external and internal trigger have impacts on British airways, the company is responded by initiating privatization program to change ownership from government to private sector. According to Lewins change, changes within the organizations will occur in 3 stages. The first stage is unfreezing. The second stage is Movement to develop new behavior. And the third stage is Refreezing which is stabilizing change at the new level (Mullins, J., L., 1999) Human Resource Management policies in world airline industry: For the past 15 years there has been undergoing the research on the human resource policies and competencies differentiating the business performance. Companies are looking for the ways to gain a competitive advantages and the implication of human resource policy choices for companies performance is certainly to the key factor recently researches of the business strategy turned their attention into international attributes of the top companies looking at the industry is likely to evolve; and the way how that the evolution can be exploited to earn a profit. The greater and the extent to which of these assumptions and hypothesis are reflects accurately. The international airline and hypothesis is currently following with the similar trends. HRM policies in British airways: Human resource management policies are followed by the British airways in 1980s before and after privatization by the British government. When the British airways are in public ownership it had been unprofitable in the financial year of 1981/82 and it suffered in a severe financial loss. Following the market research showing that the airlines passengers were dissatisfied with its service. In 1982 British airways launched on extensive campaign called putting people first for all of 12000 staffs who had direct contact with customers. Up to 150 staffs at a time from baggage handlers to engineers and pilots took a part in servicing customers and later the campaign were extended so that eventually all of British airways staffs attended one of the events. Customers first teams were set up to look at the ways to improving customer service. Memberships of the team cuts across to the organizational boundaries with staff from different sections are working together for the ten years later 75 of the teams were still actively working. On 1990s British airways had come to focus on key performance indicators as a principle tool for managing staff. These were six such indicators for its managers: leaderships, communication business competence, managing performance, valuing others and customer focus. These are the basis of decisions about the manager selection pay and performance management. Further market research shows that the customers satisfaction with the quality of British airways service has increased. Since British airways moved to spectacular profit from financial loss over the period when these initiatives took place (in 1995 February recorded profits reported of  £443 million with total passenger of 23.7 million, and it had 65600 staffs are early 2000). The human resource initiation of its financial success has been partly attributed. However it should be noted that some of the problems are lingered. In common with all the airlines are operating to the transatlantic routes of the attack on the world trade center in September 2001. Despite in Human resource management initiatives of a staff survey in 1992 shows that the staff rates British airways poorly as the employer for sustaining a work environment that attracts develops committed employees and retains. British airways also lost a damaging strike following an attempt to impose a new pay deal on its staf f without negotiation in the mid of 1997. British airways Raises Retirement Age: On 24th march 2006, British airways change its New Aircrafts Pension Scheme (NAPS). For the recent joiners, including chief executive Willie Walsh who joined in 2005 May, British airways Retirement Plan (BARP) has been available. The New Airways Pension Scheme (NAPS) has 33,794 active members, 15,185 pensions and 20,269 deferred. There is no increase in staff contribution values for the final salary pension scheme in British airways earned. But, there will be the changes under the new proposals to members benefits relating to future service. Key changes to future services are: For cabin crew members normal retirement age raised from 55 to 60 years initially. For pilots normal retirement age raises from 55 to 60-65 years. Such countries like USA and France remove the restriction on older pilots overflying them. Pensionable pay increases not more than the inflation. On retirement capped pension increases every year at 2.5 percent. Chief executive Mr. Willie Walsh said, this is the solution that will provide for the future affordable pensions. The airline will make a payment of  £ 500 million into fund after the changes accepted. The company will have paid towards the past deficit by December 2006 on top of the  £ 350 million. Mr. Walsh added: The future benefits are changes to members will reduce the anticipated deficit by the  £ 480 million. And also they may able to make contributions for future service can afford. British airways cut management jobs: On 30th November 2005- British airways announced plans to re-structure the business on March 2008 by cut 35% (357). This includes: Reduction of 50% from 414 jobs to 207 on senior managers. And reduction of 30% from 1,301 to 911 on middle level management jobs. British airways chief executive Willie Walsh said that when we reported our second quarter financial results last month that our costs were needed to re-energies our efforts to deliver a competitive cost base. The management job reductions are intended to reduce British airways costs by  £ 50 million as part of its  £ 300 million to cost reduction program on 2007 march. The number of senior manager reduction will be phased: 23% (94) of top executives left the business on 31st March 2006. After the next two years more jobs go with the 50% target to achieve on 2008 March. On March 2006 30% reduction in middle manager should be developed and communicated. British airways are going to cut jobs for cabin crew and introduce two year freeze pay. British airways were lost  £ 401 million last year and they announce earlier last month that they would need to cut 2,000 full time jobs. During the recession the British airways instead press ahead with plans to recruit news staffs on different terms and conditions to the current employees in an attempt to save costs. On 25th June 2009, British airways announced almost 7,000 British airways staffs has volunteered to take unpaid leave, voluntary pay or part time working cuts as part of companys plans to cut costs. British airways chief executive Willie Walsh said, It is a fantastic first response. I want to thank everyone who has volunteered to help us to pull through this difficult period. Walsh himself has agreed to not to take salary during the July month. The latest news of the British airways is British airways staffs are unwillingly agreed to work in new schedules with reduced staffed pending. British airways are presently battle with the unions over changes to jabs and pay. They want to cut cabin crew staffs on long-haul flights from 15 to 14, this changes imposed from 16th of November. Privatization in British airways: A British airway has a change within its organization which is privatization project in 1980s. The company faced the financial problem at that time. The long term debt which is more than  £ 1 billion, and the British government not willing to give public money to wipe out companys debt because of the criticism fear. Then for these reasons British airways decided to make changes within the organization. (Shibata, K., 1993). This privatization made the British airways to change many things in the organization such as mission statement, corporate culture, and organizational structure and so on. Retirement, Training, Job placement, Promotion policy: British airways were considered to be bureaucratic, awkward, inefficient and large in the past. According to privatization, it changed corporate culture from militaristic and bureaucratic to market-driven and service oriented which it made the company to effective in the airline industry. (Poole, R., 1988). These changes which are also involve in HR policy as following. Recruitment, job placement policy: Recruitment and job placement policy are involved in Refreezing stage to Lewins model. According to the stage, British airways have to stabilize the changes and make the behavioral pattern in the organization. British airways needed improve and redesign the recruitment policy and the process in order to increase the new employees who is able to share organizational new value system and management style. (Goodstein., D., L., Burke, W., W., 1991). To achieving these objectives, British airways changed the job placement policy and recruitment which is supported by the diversity concept and equity to identify the right candidates to fit in a new system. Employee recruitment scheme and process: In recruitment and job placement policy, British airways developed recruitment methodology it is looking at the competencies including skills, knowledge and behavior using these competency based interviews made British airways to ensure those candidates will be in success in their jobs and they will fit in to the new organizational system. Selecting right people to work in business field, British airways needs to focus on strong leadership qualities, high motivation, team working skills, passion for customer service and so on (British airways 2006). There for, British airways developed assessment methods in job placement and recruitment process for senior level positions and new entry-level such as the interviews, presentations, role play, group exercises, fact finding psychometric tests (British airways 2006). Training and promotion policy: Privatization transformed British airways to more service airline industry that emphasize on servicing customer. According to unfreezing stage, British airways had stop to introduce new behavior and present pattern and culture of employees. So British airways launched new training program is putting people first for the bottom line employees. And for management-level-employees British airways has introduced a training program Managing people first (Goodstein., D., L., Burke., W., W., 1991). Putting people first program According to corporate goal British airways wanted to be The worlds favorite airline in airline industries. At the time of privatization British airways changed them self to be marker-led company rather than a process-driven company as it had in the past. Putting people first training program is aim to create employees awareness of competition, market place, and to educate employee to know the awareness of team work. As a result of this training program make the organization to reach goal in order to be best and most successful company in the airline industry (Street, M., 1994). Managing people first program: In the second stage of changes in British airways, they needed to bring vision of top management into his employee. For the management level of employees they were implemented during this stage was the special training program Managing people first. The module of the special training program includes support team, training, active senior management participation, multi source feedback and linked performance appraisal system. After participating the management level training program made British airways to have a new leadership to focus on servicing customer and this key factors in better customer retention and it increase more revenue (Tosti, T., D. Jackson, F., S., 2006). Employee promotion policy: British airways changed to private company successfully in 1987, because of one factor that facilitated changes in organization which is Employee promotion policy. British airways used promotion policy to top management levels to promote employee who was the role model of the new British airways values in higher level. This strategy was used to promote employees in top management levels to value in organization. (Goodstein., D., L. Burke, W., W., 1991). Organizational culture: Organizational culture is to consider each organization to how the things are doing around here because each and every organization has different values, belief and different culture. But we can easily explain about the organization culture is the collections of traditions, attitudes, policies, beliefs and values. (Mullins, 1999). Culture changes in British airways: For the organization culture is very important for setting creating tradition and organizations internal and external environments are change, an organization must adapt its present culture and in the order to survive the industry (Salama, A. Easterby-Smith, M., 1994). Recommendations: It is not easy for any organization; it is a general acceptance to make changes into structure and systems. Sometimes leads to have a resistance from its employees to make any changes in the organization. There are four reasons of resistance to organization change from employee including 1) Misunderstanding and lack of trust, 2) Low tolerance for change, 3) Contradictory assessments, 4) Parochial self-interest. (Buchanan D. Huczynski A., 2004). British airways try to change behavior both in organizational level and individuals, such as changing the management style from participative and authoritative. Sometimes new behavior or pattern makes employees to unfamiliar and awkward that it can make them to slip and reject back to the comfortable pattern instead. British airways needed to have more participation in the management decision; but it difficult decision arises; it may not be possible to get it difficult decision arises; it may not be possible to get a consensus decision. (Good stein., D., L. Burke, W., W., 1991). In the British airways history, British airways used tactics to manage resistance and conflicts mostly were HR policy such as training policy. The effective tool to educate employee is HR policy and convenience them to comply with new system. For example, to many new competitors emerged to overcome during 1990s with incumbents in the airline industry such as Easyjet and Ryanair. The CEOs of British airways declared the organization may need the second revolution. British airways tied with American airlines by sourcing new alliance to reducing labor cost in both core staff and non-core staff by recruiting newly hired employees on lower pay to replace the existing staffs, and restructuring payment system. And some of the employees felt that is unsecured and unfair on their jobs. (Wilkinson, A. Grugulis, I., 2002). Many of the organizations including British airways desire to make the changes in their organization when problem arise and they make changes successfully in the less conflict way and harmless. In the past, British airways used often HR tool such as recruitment, training policy and manpower planning to reduce assistance and facilitate changes in organization. Another way to changes in organization is change agent the change agent is a person who leads the project change by planning, researching and building business support. (Bhardwaj, M., 2003). Change agent is an external consultant that the organization hires her/him to take the responsibilities for a specific project. (Buchanan D, Huczynski A., 2004). But the internal consultants have narrow view and more bias. The external agent is another way to handle the project change effectively. Conclusion: A British airway has a long history regarding the organizational changes in the worlds leading airline industry. British airways adapt itself such as value, belief, corporate culture and company mission to improve the organizations performance because of external and internal pressure. HR policy is the most popular tool to handle and facilitate changes and resistance in the organizational. A British airway is successful in privatization in 1987; but during that time there was a strike occurred, which gave an expensive lesson to British airways in 1990s. Finally, organization to facilitate changes is to use change agent which is better to external consultants better than the internal consultants.

Sound and Image in Motion Pictures Essay -- Sound Image Movies Films E

Sound and Image in Motion Pictures Motion pictures and television are audio-visual mediums and so of course engage both our visual and aural senses. The meaning and emotion of a piece is commonly thought to come from the image and that the sound at best just duplicates the meanings from the image. For example Aaron Copland has said that a composer can do no more than" make potent through music the film's dramatic and emotional value." (http://web.archive.org/web/20041210081146/http://citd.scar.utoronto.ca/VPAB93/) Sound does however perform much more important, intricate and complex functions than commonly accepted. Sound combines with moving pictures in various ways to create meaning but is diverse and has numerous other uses. This essay will show ways that sound enhances and creates meaning in combination with moving image as well as showing some of the many other possible functions of sound use combined with this medium The sound track is produced separately from the image and includes three ingredients: Dialogue/voice, sound effects and music. The three elements of the sound track can work together and independently to create meaning and to produce different effects. Music combines with, adds to and enhances moving image in many ways. It can heighten and refine emotion as well as meaning. Music, through tone and instrument selection can create the mood of a piece and of and towards its characters. Music is commonly used to give a sense of continuity and unity to a production and to possible sequels. Music can give a sense of time and place as well as to help create the ambience or feel to a piece. Another function of music is to create, replicate and increase or decrease the sense of rhythm to and of a piece. Music can act as a precursor to events in a story and also to direct the audience to a particular part/s of the image. Finally music can work independently and in combination with sound effects to give a sense of genre, time and setting. One way music combines with moving images to create meaning is through leitmotifs. A character, group of characters or action has a motif that explains who the good guys or bad guys are or that a specific type of situation or action is about to unfold. In Star Wars the rebels have a powerful, uplifting victorious sounding leitmotif that combines with the clothing worn by the rebels and ot... ...und. Composer Leonard Rosenman said, " There is a symbiotic catalytic exchange-relationship between the film and the music that accompanies it†¦. musically unenlightened people comment positively on a score after seeing the film. I have played these same people the same score without telling them that it came from the film they had seen. Their reactions ranged from luke-warm to positive rejection†¦" (http://web.archive.org/web/20041210081146/http://citd.scar.utoronto.ca/VPAB93/) Bibliography Bordwell, D, Thompson, Kristin. , (1990), Film Art, McGraw-Hill Bordwell, D., Thompson, K., Staiger, K., (1988), The Classical Hollywood Cinema: film style and mode of production to 1960, London, Routledge,  Ã‚  Ã‚  Ã‚  Ã‚   Blandford, S. et al. (2001), The Film Studies Dictionary, London, Arnold. Gibbs, J., (2002), Mise-en-scà ¨ne, London, Wallflower Rene, C. , (1951), Reflexion faite: Notes cinematograhique, Paris: Gallimard. Stam, R. (2000), Film Theory: An Introduction, Oxford, Blackwell Publishers.  Ã‚  Ã‚  Ã‚  Ã‚   Web References: http://web.archive.org/web/20041210081146/http://citd.scar.utoronto.ca/VPAB93/ http://lavender.fortunecity.com/ hawkslane/575 /dialogue-and-sound.htm

Membranes: Cell Membrane and Purple Dark

Cell Membranes and Transport Hands-On Labs, Inc. Version 42-0033-00-01 Lab Report Assistant This document is not meant to be a substitute for a formal laboratory report. The Lab Report Assistant is simply a summary of the experiment’s questions, diagrams if needed, and data tables that should be addressed in a formal lab report. The intent is to facilitate students’ writing of lab reports by providing this information in an editable file which can be sent to an instructor. Exercise 1: Diffusion ObservationsData Table 1: Rate of diffusion in different temperatures| | ? C| Minutes| Temperature| InitialTemp. | InitialColor| 5| 10| 15| 20| 25| 30| 60| Cold| 3| white| white| white| white| white| white| white| Mostly white some blue| Ambient| 25| white| blueish| Light blue purple| blue purple| blue purple| purple| purple| Dark purple| Hot| 96| white| purple| DARKpurpleple| Dark purple| Dark purple| Dark purple| Dark purple| Dark purple| Questions A. Write a one-paragraph ana lysis of the results for the procedure. Provide reasons for the difference in the rate of diffusion at the different temperatures.The results of this lab were greatly influenced by the temperature of the KI solution. The bag placed in the heated solution began to change color (from white to light purple) almost immediately and changed to dark purple within 7minutes. The second bag in room temp. solution took about 5 minutes to see a slight change in color (from white to light blue) and about 20 to turn dark purple. The third bag in the cold temp. solution barely changed color at all at the end of the hour (bluish tint. ) According to the text (p. 68), â€Å" Because the driving force for diffusion is the kinetic energy of the olecules themselves. The speed of diffusion is influenced by molecular size ( the smaller, the faster) and by temperature ( the warmer, the faster). † Through this lab experiment we were able to see that diffusion did happen faster in the warm water by s eeing the fastest change in color of the contents inside the baggie. B. Did the sizes of the molecules affect their movement? Yes, the smaller the molecules (KI) were able to permeate thru the bag where as the bigger molecules (water) and corn start could not permeate thru the membrane bag due to their large size. C.Give an example of diffusion between: a solid and a liquid; a gas and a liquid; between two different solids. (solid/solid) Gold and lead- over time, molecules of lead will diffuse into the gold and vice versa. (solid/liquid) Sugar and water- Sugar will dissolve in water. (Gas/liquid)Perfume and air- the scent will spread. Exercise 2: Osmosis Observations DataTable 2: Potato Mass| Contents in TestTube| Initial Mass of Two Potato Strips| Final Mass of Two Strips| MassDifference| % Change inMass| Class Average Percent Change in Mass (if available)| a) Distilled Water| 3. g| 5g| 1. 4| 38%| | b) 1. 0 M Sucrose| 3. 4g| 2. 1g| -1. 3| -38%| | c) 0. 8 M Sucrose| 3. 6g| 2. 1g| -1 . 5| 42%| | d) 0. 6 M Sucrose| 3. 5g| 2. 6g| -. 9| -25%| | e) 0. 4 M Sucrose| 3. 5g| 3g| -. 5| -14%| | f) 0. 2 M Sucrose| 3. 4g| 3. 7g| . 3| 9%| | Questions A. Describe how the potato cylinders changed in their turgidity. Identify which of the solutions were isotonic, hypertonic, and hypotonic in relation to the potato. a) Distilled Water| No change in turgidity. Hypotonic solution. | b) 1. 0 M Sucrose| Very turgid. Hypertonic solution. | ) 0. 8 M Sucrose| Turgid. Hypertonic solution. | d) 0. 6 M Sucrose| Moderately turgid. Hypertonic solution. | e) 0. 4 M Sucrose| Slighty turgid. Hypertonic solution. | f) 0. 2 M Sucrose| No change in turgidity. Hypotonic solution. | B. What would happen to a red blood cell placed in distilled water? Why? Distilled water is a hypotonic solution which means in contains no solutes. According to the text (p. 72), â€Å"Cells placed in a hypotonic solution plump up rapidly as water rushes into them. † This means that a RBC would eventually pop. C .Create a graph of your experimental data by plotting the percent change in potato mass against sucrose molarity. Label the x-axis as â€Å"Molarity of Sucrose,† and the y-axis as â€Å"% Change in Mass. † D. Determine the molar concentration of the sucrose contained in the potato strips by using the graph created in question C. At the point where the molar concentration of the sucrose in the potato would be isotonic to the sucrose, there would be no net change in the potato mass. On the graph, this is located at the 0% change. Draw a line from this place on the y-axis to intersect the line.From the line draw a line down to the x-axis to find the molarity. Molar concentration of sucrose in potato = . 3 M Exercise 3: The Effect of Solvents on Membrane System Observations Data Table 3: Color Intensity from Damaged Beet Cells| TestTube| Solution Treatment| ColorIntensity0 – 10| Condition of Beet (turgid, flaccid, etc. )| a| 70% Isopropyl alcohol| 10| Very flacid| b | 35% Isopropyl alcohol| 7| bendable| c| 17. 5% Isopropyl alcohol| 3| Less firm| d| Distilled Water| 0| Very firm. | Questions A. What is the reasoning behind the use of egg whites?How does this part of the experiment relate to membranes? Egg whites would provide a lipid layer mimicking the cell membrane layer of a cell. Also egg white are largely composed of water this would also mimic the cell membrane. B. What do the results of test tube e tell about the effect of isopropyl alcohol on egg whites? The effects of the alcohol on the on the egg whites were that it made the chunky as almost if they had been cooked. C. What do the results of test tube f tell about the effect of isopropyl alcohol on oil?How does this relate to membranes? The oil sinks in relation to the alcohol. This is related to membranes due to the hydrophilic and hydrophobic aspects. Lipids arrange so that the hydrophobic â€Å"tail† regions are isolated from the surrounding polar fluid, causing the more hydr ophilic â€Å"head† regions to associate with the intracellular (cytosolic) and extracellular faces of the resulting bilayer. D. Based on the results from test tubes a through d, which of the solutions caused the most damage on the membrane system? Explain your answer.The solution with the highest concentration of Isopropyl alcohol cause the most damage to the membrane because exposure to high concentration of organic solvents would disrupt membrane integrity. E. Using the same data collection method, develop a hypothesis and use the scientific method to design an experiment that would show the effect of temperature stress on membranes. Extreme temperatures, mainly -5? C and 70? C, will significantly damage the cell membrane while the temperatures closer to room temperature will cause only slight damage, if any.

Interesting Animals in the Wild - 743 Words

Poison dart frogs are small, rainforest-dwelling, poisonous frogs. The frogs, although deadly in the wild, when kept in captivity they are not poisonous. The reason for this is that there are ants in South America and Hawaiian islands that provide a massive amount of the frogs’ toxicity. The dart frogs, sometimes called poison arrow frogs, are usually 1.5 cm, and are brightly colored to ward off predators. Usually these frogs can lay eggs at 12 months of age, although it varies slightly based on habitat. The eggs take 13 days to hatch. The poison dart frog, depending on the habitat, can live to be 6 to 17 years old. Ball pythons are one of the largest breeds of snakes and are constrictors, which means they squeeze their prey until it stops breathing. They are non-venomous, meaning they do not produce poison; pythons do not attack humans unless anxious or aggravated. Pythons lay eggs that are about 3 inches long and that vary in width proportional to the mother’s width. The female can lay any number from 2-10 eggs in one clutch, with the average being 6. Ball pythons are named this for their tendency to curl up into a ball to protect its head when frightened. Ball pythons can live to around 20 years. The oldest captive Ball Python was 48 years old when it died. There are many types of salmon that live in numerous different places. This specific type of Salmon lives in the Pacific Ocean and is the largest species that lives there; it is diadromous, which means a salmon willShow MoreRelatedHow Cool Would It Be A Tiger As A Pet?1633 Words   |  7 PagesHow cool would it be to have a tiger as a pet? Is a mere dog not interesting enough? Well, who said a chimpanzee cannot be a man’s best friend? As cool as it may seem to have an exotic creature as a pet, the responsibilities to take care of it are very demanding and expensive. Having that animal as a pet would mean you know its diet, its natural habitat, and its capabilities. 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