The Importance Of Team Work Management Essay

The Importance Of Team Work Management Essay The essay begins with an attempt to define the nature of teams and groups and considers the differences between the two. This is followed by a discussion of why teamwork is important to contemporary organisations. After which, the conditions necessary for effective team working is discussed drawing on Tuckman (1965) model of group development. Then a discussion of group processes that lead to ineffective teamwork are considered. Finally, the impact of technology is considered on the effect of teams and the rise of virtual teams before a conclusion is made. Defining Groups and Teams A definition of a team may assume that the team has, or is working towards a common goal (Pynadeth and Tambe, 2002). A team can be defined as groups of people embedded in organisations, performing tasks that contribute to achieving the organisations goals. They share overall work objectives. They have the necessary authority, autonomy and resources to achieve these objectives (West, 2004, p.18). The difference between a group and a team is that members of a team share a common goal they are pursuing collaboratively. Moreover, they can only succeed or fail as a whole, and the members of that team share the benefits and costs of success or failure. In contrast, the members of a (psychological) group may share a number of common features.but each has his or her own individual goals (Buchanan and Hyczynski, 2007, p.379). Importance of Teamwork In a contemporary organisations, what were once competitors are now collaborators, what were once outsiders are now stakeholders, what were once stark boundaries are now fuzzy fences. Organisations have now discovered the value of collaboration, both inside and outside (Brooks, 2006, p.115). Teamwork has been linked to economic advantages, higher output, lower absenteeism and increased employee satisfaction (Steijn, 2001; Brooks, 2006; Buchanan and Hyczynski, 2007). It has also been shown to lead to less stressful work, reduced alienation and improved working relationships (Katzenback and Smith). Effective Team Working Certain conditions are necessary for effective teamwork (Buchanan and Hyczsynski, 2007). Several models of team working have been developed, however Tuckmans Model of Group Development (1965) is one of the most widely used (Murray et al., 2006, Buchanan and Hyczynski, 2007). Tuckman (1965) model depicts four stages of group development, which represents a logical sequence of stages of group development of which every team must go through in order to work as a cohesive and effective team (Tuckman, 1965; Murray et al., 2006). The first stage is forming. Forming is about orientation, socialisation and developing relationships. Discovering what is acceptable behaviour, focusing on objectives. Discovering the nature and boundaries of the task, developing team behaviours The second stage is storming this is about confrontation and conflict and the struggle for power and influence. At this stage the group structure shifts towards hostility and conflict, as members express their individuality and resistance (Murray et al., 2006, p.314). During this stage there is conflict over individuals desires to express their own opinions, which often results in the polarisation of opinions (Buchanan and Hyczynski, 2007). The third stage is norming, in this stage groups develop a cohesive approach, whereby harmonious relations replace conflict and disagreement. During this stage, communication becomes more open and people are more comfortable with expressing their opinions, even if it is different to others without fear of repercussions or thoughts of deviant behaviour (Buchanan and Hyczynski, 2007). Members begin to develop social interactions that enhance the overall performance of the group (Murray et al., 2006). Performing is the final stage of group development, in which teams are finally able to work as a cohesive unit. This is about team collaboration and the focus is on getting the task at hand completed and reaching the shared goals of the team. By this stage, the team should have a thorough understanding of what is required of them, the problems, challenges and issues they face in reaching their goals and will have established norms of behaviour that will facilitate the team in meeting its goals (Tuckman, 1965; Murray et al., 2006). The team which emerges as a result of these group development stages is a mature group, capable and willing to complete the tasks as defined by the organisation (Tuckman, 1965; Murray et al., 2006, Buchanan and Hyczynski, 2007). Arguably, if the team is not able, for whatever reason to complete the stages of group development, then the team will be ineffective (Murray et al., 2006). As a result, this has important implications for managers and team leaders. Group processes and behaviour cannot be separated from the pursuit of effective team working. Therefore, leaders and managers must develop and emotional awareness of the influence of the psychological group on the overall performance of the team (Steijn, 2001; Buchanan and Hyczynski, 2007) Factors which Threaten the Success of the Team Buchanan and Hyczynski (2007) point out that teamwork of all kinds is fraught with tensions, conflicts, obstacles and problems. If these are not managed effectively, rather than surpassing the best members capabilities, the total group output may actually equal less than the weakest members efforts (p.351). This is known as negative synergy. This can be caused by factors such as negative equity, whereby other members of the group underperform so the other person thinks why should I?, shirking of responsibility, negative effort of group reward whereby everyone is rewarded the same regardless of effort and finally, problems of coordination, so people are obstructing others ability to get on with a task (Buchanan and Hyczynski, 20007). Collectively, this phenomenon has come to be known as social loafing (Ingham et al., 1974). In addition to social loafing, problems of group think can have a negative impact on the performance of teams. Whilst the development of group norms and behaviour can be beneficial to the team, in its extreme form this can lead to the problem of group think (Buchanan and Hyczynski, 2007). Group think occurs whereby members of the group fail to critically analyse, test and evaluate problems, issues and challenges which face the group (Murray et al., 2006). This may be caused as a subconscious desire for members to avoid deviating from the prescribed norms of behaviour and group consensus (Buchanan and Hyczynski, 2007). However, this leads to ineffective team working, which is not beneficial to the organisation (West, 2004). Managers and team leaders play a pivotal role in ensuring that the problems of social loafing and group think does not occur. In addition managers should recognise team leaders who may advertently or inadvertently encourage the onset of negative synergy, social loafing and group think and take steps to minimise the impact of their ineffective team leadership. Impact of Technology on Team Functioning Technology plays an increasingly important role on the way in which teams function (Brooks, 2006). This is because organisations are becoming increasingly distributed across geographical boundaries and across industries (Brooks, 2006, p.115). There are many different types of technologies that have emerged which facilitate the development of teamwork both in a virtual and non-virtual teamwork environment. The rise in computer mediated technology, which facilitates communication, planning and organisation, has broken down barriers and can contribute towards making the team more effective (West, 2004; Brooks, 2006). Virtual teams are becoming an increasingly common extension of traditional organisational structures. Brooks (2006) describes the process as the following: virtual organisations, workplaces and teams are becoming increasingly common place. In a virtual team the members primary interaction is through some combination of electronic communications systems, which allows members of the team to cross time, space and cultural boundaries (Brooks, 2006, p.110). The type of technology which facilitates both physical and virtual teams includes the reduction in costs in recent years of portable PCs and consumer electronics and of communications devices. For example, laptops have seen a reduction in price and the majority of modern laptops come with in-built microphones, speakers and web cams for video conferencing. The cost of international calls has reduced and can even be made for free using VOIP (voice over internet protocol) technologies, such as Skype and Google Voice. Conclusion Teamwork is becoming increasingly important in contemporary organisations, and as long as teams are formed, managed and implemented effectively, can provide a source of competitive advantage in terms of increased employee satisfaction, creativity and innovation. However, if teams are assigned to inappropriate tasks, are managed ineffectively or not provided with adequate support, resources and autonomy to carry out their tasks then the effect of teamwork can be counterproductive. Teams are formal groups assigned by management that have shared goals. There is a difference between teams and groups; groups can exist without teams but teams cannot exist without groups. Therefore, the impact of group behaviour and group dynamics will have a significant impact on the overall performance of the team. Therefore, management must be awareness of the presence of groups that create their own norms and personal goals, which may deviate from the objectives of the team. Therefore, teamwork can be i s a complex management area, yet if carried out effectively, the results can be very rewarding.

Irises of Vincent van Gogh Essay

â€Å"Irises† was made by Vincent new wave Gogh in 1889. It is an oil on canvas with dimensions of 28† by 36 5/8. † It is a representational art that exhibits a bouquet of flags and a background of marigolds in a signifier of impressionist manner picture. the topic non dead set or twisted as to demo a signifier of sentiment from the creative person. The picture. as it depicts a garden-like clump of flowers. may be categorized under the subject of landscapes as it displays a scenery without animate beings or people. Van Gogh. in making â€Å"Irises. † chiefly used contour lines. From the picture. we would be able to see the blades of grasses environing the flowers every bit good as the thin roots and the petals of the flags itself with darker sunglassess run alonging the borders. The marigold background. nevertheless. and the piece of dirt that shows itself beneath the grass were done in a more streamlined gesture lines. However. though the borders of the flags. the grass. and the roots were defined. the lines are seen to be more implied than existent as the creative person did non precisely lined the borders with a crisp black but alternatively outlined the parts by utilizing a darker shadiness of colour. The definite lines emphasized a feeling of certainty on the picture. It created a constricted and serious temper. congratulating the construct of purdah for the lone white flag in a clump of blue. The forms in the picture are all natural and the colourss used nowadayss elusive contrast. Lighting seems to be natural as good. coming from the upper right corner of the picture and distributing out. as there’s no bright colour painted straight on the canvas. The place of the blue flags and the blades of grass make the minimum visible radiation seeable ; the agreement rocking some of that light towards the white flag positioned at the left side. With the blooms laid out in such a form. the visible radiation has been stronger on the bluish flags. However. it absolutely suits the artist’s thought. We could see from the illustration how the bluish flags got more of the limelight but they are tilting towards the white flag. In a manner. it may picture how van Gogh felt during the clip he was doing it ; he was in an refuge where people don’t really pay him much attending. But someway. their presence and his province feel like a strong force gushing and stamp downing him. Merely primary and secondary colourss were used for the picture. Made up with bluish. yellow. green and white. â€Å"Irises† is a symphonic music of subdued tones. While the colourss fundamentally described the capable affair. the blunt contrast between the blue flags and the white one emphasized how van Gogh views the difference between other people and himself. The bluish 1s. though they’re voluminous are all the same. They held no particular features. But the white flag is really different. Aside from being painted in another colour. the flag besides symbolizes pureness. The healthy white somehow depicts sedateness and chaste unlike the corrupt character of the bluish flags. Without an existent contact one would be able to find the velvety touch of the picture. sing the portion of the grasses and the marigolds. But for the flags. Vincent new wave Gogh chose to utilize impasto as to make a 3d-like dimension for the blooms. The technique non merely enables the spectator to about experience the weight of the blooms but it besides further back up the pulling force of the white flag. as we are able to see the bluish 1s lean their brawny petals towards the way of the white one ; researching farther the load new wave Gogh felt coming from the people environing him at that clip. Having used impasto on the piece. â€Å"Irises† someway hold a three dimensional feel. Indeed. with the invention of new wave Gogh. this painting transcends the traditional and acquired a more dramatic aura. With this manner. a spectator would be able to experience the only purdah of the white flag and farther sense the apathetic emotion of the bluish 1s. Looking more observingly. we may think how the creative person finished this piece. The piece is glazed and this is strongly apparent in the usage of beds of colourss and particularly the application of impasto. though the flags and marigolds seemed to be drawn above a light green base. Expanding out our examination. we’ll be able to state that new wave Gogh worked on background foremost. holding the marigolds and the dirt looking level. As he continues. he might every bit good work from light colourss so to dark. the dark colourss looking more solid and brighter. We could decidedly state every bit good that the focal point of the â€Å"Irises† is found at the centre left side of the canvas where the white flag was painted. The way of every component in the piece points at it. from the blades of grasses to the blue flags and the marigolds stressing its topographic point.

A Little Under A Year - 907 Words

A little under a year ago I wrote in this place about an encounter I’d had with Barry Sheerman MP and a Virgin Trains snack box on a train travelling from Manchester to London. At the time, what most bothered me about the snack box was its weird appearance: the cardboard printed with photo-real wickerwork so as to give the impression it was a sturdy hamper full of wholesome victuals ideal for a leisurely picnic lunch, rather than the flimsy packet of salty and sugary titbits Richard Branson was â€Å"giving† me for my real-life meal. I swore at the end of my column that I would keep the hideous snack box for ever to remind me never to eat such toxic pap, but when I was tidying up my office the other day and came upon it looking just as vile – with its fake leather luggage tags that read, respectively, â€Å"Virgin Trains† and â€Å"Follow a Different Train of Thought† – I did indeed follow a different train of thought: â€Å"I happen to be going up to Manchester in a couple of days. Why don’t I take the snack box with me and, when I get there, eat it?† Yes, yes, I know – eating the contents of a Virgin Trains snack box at my age looks like giving in to a dreadful taedium vitae, but I liked the idea of negating the entire Sheerman/Branson/snack box cluster-fuck by performing this odd little ritual; perhaps, I unreasoned, if I eat it mindfully enough I’ll succeed in flipping us all into a parallel universe where Richard Branson doesn’t exist, and where the business empire that occupies the sameShow MoreRelatedWhat Is Cameron Murch Essay835 Words   |  4 PagesThe appointment of Cameron Murray as the NSW Under-20s Origin captain has shades of Boyd Cordner about it; not the biggest talker in the group, but his presence and aura is felt when speaking to teammates, and he ultimately leads with his actions on the field. 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The And Limitations Of The United States Constitution

When the United States constitution was written by the founding fathers almost 238 years ago, the first three articles outlined both the powers and limitations of the three branches of government. In Article 2 of the constitution, the duties of the President, the Executive branch, are defined and the system of checks and balances are explained. These checks and balances are the Congress and the Supreme Court. Our founding fathers designed the constitution specifically so that no one branch of the American government would never be allowed to contain more power or have authority than the other two. In recent times, however, the executive branch has grown more powerful during stressful times. This power grab goes directly against what the founding fathers had in mind when they wrote the U.S Constitution. The rights of the American people are guaranteed and protected by the Constitution through this distribution of power. Giving more power to the executive branch would lead to an uneq ual distribution of power, something our forefather carefully tried to prevent from happening when they signed the Constitution. James Madison proclaimed in Federalist No. 47 that all power should be distributed equally among the three branches of government or the United States would conform to a dictatorship. â€Å"The accumulation of all power, legislative, executive, and judiciary in the same hands†¦may justly be pronounced the very definition of tyranny.† There has been speculation that when theShow MoreRelatedThe Constitution Of The United States885 Words   |  4 Pages In 1787, our founding fathers came up with a few principles that would establish what we now know as the United States of America. These principles were put on paper to serve as a guideline for how the United States would be operated and structured. This historical piece paper became known as the Constitution of the United States. 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United States Involvement in South Vietnam - 1676 Words

United States Involvement in South Vietnam It is apparent from source A that America was involved in Vietnam to maintain capitalism and to suppress communism. The writer of the source, John F Kennedy, had a high position in the US government and he makes the point that the Americans did not like communism and wanted to stop it spreading. If the red tide of communism overflowed into Vietnam, then Burma, Thailandà ¢Ã¢â€š ¬Ã‚ ¦and Cambodia would be threatened. This shows the Americans definitely knew that if they did not step in and support the Vietnamese, the Domino theory would occur. This theory stated that if one country fell to communism, so would the surrounding countries, like dominoes set up in a†¦show more content†¦It does not give percentages of people for whom Vietnam was concern and it also does not state why it was a concern. It could have been because it was costing the American public too much money in taxes, or was it because of the amount of young American men getting injured? Maybe it was a sentimental concern for their sons and husbands and fathers? Or was it because they were genuinely concerned about the spr ead of communism? It appears, therefore, that both sources are useful, but have limitations. Study sources E, F, G and H use the evidence of these sources and your own knowledge to explain why public opinion changed between 1967 and 1970 Public opinion changed dramatically between 1967 and 1970 largely due to the media and television coverage of the events in Vietnam. Source G is from an article published in Time Magazine. Time is widely read by American citizens and is very pro-America. However, this article gave the truth about what was really happening in Vietnam. The writer was a first hand witness to the brutal and needless killing of innocent people and he does not cover up for the American soldiers. This would have had an impact on what civvie America would have thought because it would make them angry to see their husband, sons, fathers, brothers, uncles, behaving in that way whenShow MoreRelatedThe Nature And Consequences Of Vietnam1576 Words   |  7 PagesThe nature and consequences of US involvement in Vietnam until 1968 are categorically characterised by Economic, Social, political and military linkages with the nation on both flanks of the demilitarised zone on the 17th parallel. 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The Vietnam War may have beenRead MoreThe Vietnam War1183 Words   |  5 PagesThe Vietnam War also known as the Second Indochina war took place in December 1956 through April 30 1975 to th e fall of Saigon. It is one of the most debatable armed forces combats that the United States of America participated in. The United States involvement the civil war that took place in South Vietnam, North Vietnam, Cambodia and Laos, was characterized by numerous conflicting positions. South Vietnam was supported by United States and other anti-communist countries. The Viet Cong or† NFL†Read MoreThe American Role During The Vietnam War Still Sparks Much Debate Today1390 Words   |  6 PagesAmerican role in the Vietnam War still sparks much debate today. There is a sharp focus on the Americans role in the Vietnam War because of the tragic end for the South Vietnamese. The United States faced much criticism world wide through literature during the war that continued after the war ended in 1975. The American governments reasoning for getting involved was to prevent the spread of communism in South Vietnam and to essentially prevent the domino effect. South Vietnam had no hope of winningRead MoreDuring the Vietnam War Era1109 Words   |  5 PagesDuring the Vietnam War era, the United States and other democratic and free nations were fearful of communism spreading to more parts of the world. They fought two world wars to protect freedom, and to contain the communist movements. The foreign policy of the United States evolved to that of a pre-emptive type strike on the possibility of communism surfacing and threatening free countries. Harry S. Truman began to theorize that if a communist nation took over a non-communist state, then neighboringRead MoreThe Vietnam War Cost the U.S. More than Money Essay902 Words   |  4 PagesU.S.A Involvement in Vietnam War Direct U.S. military involvement in The Vietnam War, the nations longest, cost fifty-eight thousand American lives. Only the Civil War and the two world wars were deadlier for Americans. During the decade of Vietnam start in 1964, the U.S Treasury spent over $140 billion on the war, enough m oney to fund urban regeneration projects in every major American city. In spite of these enormous costs and their accompanying public and private disturbance for the AmericanRead MoreThe Vietnam War And The Cold War1494 Words   |  6 Pagesexamining the Vietnam War you must first understand the involvement of the events surrounding the Cold War. The ‘Vietnam War’ as it is known is a product of the cold war era, by this I mean that events in the Cold War led to the US’s involvement and creation of issues causing the conflict. â€Å"The Vietnam War was a long, costly armed conflict that pitted the communist regime of North Vietnam and its southern allies, known as the Viet Cong, against South Vietnam and its principal ally, the United States.† TheRead MoreThe U.S. Contained Communism in Vietnam1552 Words   |  7 PagesIn 1949, Mao Zedong led the Peoples Revolution, which established a Communist State in China. Communism has now been introduced to Asia. In this period, after World War II, Communism was a popular ideology being introduced throughout the world. Vietnam was one of the many countries under the threat of Communism. At this time, Vietnam was a French Colony. As time went on tension started to come between the French and the Vietnamese people. As tension increased so did the fighting between the French

Critical Study of the Organization behaviour at Southwest Airlines Free Essays

string(51) " and competency can only be developed through HRM\." Introduction: According to Peter Senge (1990: 3) learning organizations are organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together. (Peter Senge 1990: 3).Due to the rapid change in the business environment, the learning organisations came into access as it has flexibility, adaptively and productivity which excels an organisation. We will write a custom essay sample on Critical Study of the Organization behaviour at Southwest Airlines or any similar topic only for you Order Now The people in the organisation have the capacity to learn but the structures in which they operate are often not conducive to engagement and reflection. Moreover, due to lack of tools and guiding ideas in the organisation it leads to unclear image of the situation in which the people works. There is a fundamental requirement in the organisations to shift mind amongst their members for continual expanding of their capacity to create their future. When you ask people about what it is like being part of a great team, what is most striking is the meaningfulness of the experience. People talk about being part of something larger than them, of being connected, of being generative. It becomes quite clear that, for many, their experiences as part of truly great teams stand out as singular periods of life lived to the fullest. Some spend the rest of their lives looking for ways to recapture that spirit. (Senge 1990: 13) .The various aspects that differentiate learning organisations from thos e traditional organisations lies in Peter Senge’s Five Discipline . They are: 1) Systems thinking 2) Personal mastery 3) Mental models 4) Building shared vision 5) Team learning Peter Senge (1990:14) says that people are agents to the structure in which they operate and they are a part of the structure. The disciplines are in this way that it ‘concerned with a shift of mind from seeing parts to seeing wholes, from seeing people as helpless reactors to seeing them as active participants in shaping their reality, from reacting to the present to creating the future’ (Senge 1990: 69). It is to the disciplines that we will now turn. (http:// www.infed.org/index.htm) 1) System Thinking- the cornerstone of the learning organization: System thinking is the Fifth Discipline amongst the Five Disciplines of Peter Senge. Systemic thinking is the conceptual cornerstone (‘The Fifth Discipline’) of his approach. It is the discipline that integrates the others, fusing them into a coherent body of theory and practice (ibid: 12). The basic tools of the system theory can build into sophisticated models as they are fairly straightforward. Peter Senge states that one of the major obstacles is that what is written and what is done in the name of the management. It means that a simplified framework is used in a complex business environment. Focusing on the business as a part rather than a whole body leads to the failure of the organization as a dynamic process.( http://www.infed.org/index.htm) The five disciplines can be approached at one of three levels: Practices: what you do. Principles: guiding ideas and insights. Essences: the state of being those with high levels of mastery in the discipline (Senge 1990: 373). Each discipline provides a vital dimension. Each is necessary to the others if organizations are to ‘learn’.( http://www.infed.org/index.htm) 2) Personal Mastery- Personal mastery is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively’ (ibid.: 7). It goes beyond competence and skills, although it involves them. It goes beyond spiritual opening, although it involves spiritual growth (ibid.: 141). Mastery is seen as a special kind of proficiency. It is not about dominance, but rather about calling. Vision is vocation rather than simply just a good idea. People with high level of personal mastery lives in high level of continual learning. Personal mastery is not something which an individual possess but it a process. People possessing personal mastery have high level of self confidence.( http://www.infed.org/index.htm) 3) Mental Models- Starts with turning the mirror inward; learning to unearth our internal pictures of the world, to bring them to the surface and hold them rigorously to scrutiny. It also includes the ability to carry on ‘meaningful’ conversations that balance inquiry and advocacy, where people expose their own thinking effectively and make that thinking open to the influence of others. (Senge 1990: 9). It is necessary for people to learn new skills and develop new orientations in an organization in order to develop the capacity to work with mental models. In other words it means fostering openness (Senge 1990: 273-286).( http://www.infed.org/index.htm) 4) Building Shared Vision – It is one of the ideas about leadership that has inspired organizations for thousands of years. Such visions enables experimentation and innovation. Clear vision makes the people learn on their interest rather than telling them what to do. Translation of this visions into shared vision will lead to the success in achieving the long-term and short-goals of an organization.( http://www.infed.org/index.htm) 5) Team Learning-Personal mastery and shared vision are not enough as it needs the people to work together in team. It will not only lead to good results for an organization but also help in rapid learning amongst the people. It also involves learning how to recognize the patterns of interaction in teams that undermine learning. (Senge 1990: 10). Joining of dialogues with system thinking possibly creates a language which suits more for dealing with complexity, focuses on deep-seated of structural issues and forces rather than being diverted by questions of personality and leadership style. ( http://www.infed.org/index.htm). There is a myth in the mind of the employers that the educational qualification is enough to make an employee efficient, effective and competence. Education provides the basic cognitive skills to prepare an employee for work. In order to survive in this competitive business world, every organization needs to have their employees to be of highly polished skills and competence powers. This is where HRM steps in. Skills, knowledge and competency can only be developed through HRM. You read "Critical Study of the Organization behaviour at Southwest Airlines" in category "Essay examples" It makes the people to be more competitive as they were used to be. Training is costly as it requires arrangement of resources, staffs and many other perspectives which requires investment. For instance, a training and development programme takes place in XYZ Company. As it requires investment, there can be resistance from the different departments. This happens because the departments other than HRM are o f the thought that if the training is given to achieve certain goals of the organization and the employees fail to achieve those goals, it would result in the loss of the business as the output is not equal or more than the output. On the other hand, if the employees achieve these goals it leads to the long-term benefits for the business. Improvement in the employee competency leads to increase in the corporate competitiveness which results in increasing profitability. In the view to increase the skills, efficiency, effectiveness and competence of the people in the organisation, it is necessary that the learning and development must be initiated by the HRM department. These sessions must be carefully planned and made sure that the resources are used at their best. The focus should not only be on the competence but also on the values and attitude. Learning is an initiative of change management which aims at developing employees potentials in order to add more value to the organizatio n and the community they belonging to. (http://www.hrmbusiness.com/2008/08/hrm-basics-hrms-role-on-training-and.html). On a global perspective for enhancing the culture of learning and development of an organisation, the HRM goes through certain critical challenging issues which play a vital role for the growth of an organisation. One of the challenges that an organisation has to deal with is the employee turnover ratio, which means to retain the resources which for certain reasons wants to leave an organisation. The HRM department finds this part being critical for small medium organisations where they have low budgets to train their current resources or hiring new resources. If an employee leaves an organisation at a certain period of time which can put that project into crucial circumstances for its survival, it’s very important either to document down everything so other resources can pick the right path of that project or to retain them so that the project survives in its best. Hiring new resources and training them again on that project includes cost and time which doesn’t goes in favor of organisation where critical deadlines have to be met. This can also leave a negative impact of job insecurity on employees that the running organisation might be going through financial problems or they don’t find any growth in their career. So another challenge for HRM is to secure their jobs by providing them chances to grow in their career. Once an employee polishes its skill more gives him more confidence to produce better output for that organisation. It’s a contribution towards promoting a learning culture in the organisation too. So HRM ensures that all the necessary ingredients should be provided for an employee to learn more by their own interest. Some organisations have a strategy of providing them a library or an environment where the interest automatically develops. It could be in sense of competition or rewards or benefits whatever motivates them to produce their better output by learning more. So training and development under low budgets can al so be a challenging task for HRM as noticed that in small medium organisations usually a resource main ambition is to learn more as much as they can. And those trainings can be conducted internally as well externally. But how much budget that organisation can afford for itAre they willing to invest on their employees in form of trainingsIs that a guarantee by training them, they won’t quitThese perspectives are being thought from an organisations end too. But Southwest airline has proved that putting trust in your employee and give them a free hand to think and logically come up with solutions to problems helped them a lot in building their culture where learning was mainly focused. Other issues like appraisal processes or motivational processes again have a vital role in the growth of an organisation which is directly linked to a psychological satisfaction. Maintaining and sustaining an equitable evaluation of performance system is a key to employee’s satisfaction for their job and its performance. The more they are satisfied towards their jobs, the more they will input their efforts. (http://humanresources.about.com/od/retention/Retention_of_Employees_Tips_and_Tools_for_Employee_Retention.htm,http://www.scribd.com/doc/10041934/HRM-Training-Development) Considering the brief introduction of Southwest Airlines, the HRM Models that has been implemented are strategic as well as descriptive. As we all are well known about the incident of 9/11, it shook the root of airline industry. This gave a space in the industry to bring about the necessary change required in order to survive in that period. As other airline companies were struggling to survive in the market, Southwest Airlines was the only airline to hold its boot in the industry. From the strategic point of view, it can be seen that the leadership style was tremendous. The mission of Southwest Airlines, low cost, low fare, no frills, and its dedication to the highest quality of customer service delivered with a sense of warmth, friendliness, individual pride and company spirit. The airline industry tried to cut down their expenses and marched towards the direction of continuous improvement and innovation. This brought the learning organisation into existence and soon it become very popular amongst the different industries including the airline industry. Learning organisation refers to continuous improvement and maximum utilisation of resources and this was one of the reasons that brought this concept into action. The employees in the organisation were treated in the same manner as the Southwest Airlines used to treat their customers. Creativity and innovation were given more importance than the other factors in the organization. There were lot of talks going around amongst the organisations regarding the team spirit but Southwest Airlines are the one that succeeded in achieving it. This is due to the thought amongst the strategic level that the employees come first than the customers as they are of great importance to the organisation. This shows the form of leadership style used at the strategic level which built trust, love and affection amongst its employees. As the change was took place in the organisation, the Southwest Airlines hold on with their employ ees rather than cutting jobs and saving cost. Infect the employees were trained in order to deliver the best customer service. The top level shared all the mission and vision of the organisation. Continuous improvement can be bought only if the information is clearly shared with the employees who help them to take punitive steps to achieve the goals of the organisation. A feeling of being a part of a big family made the employees to work for the most benefit of the organisation. The goal of profit maximization was achieved by keeping low cost and high quality of customer service. Competitors have learned from Southwest and its unique management strategies and they are using these tactics as well as unique ones to win over customer. It can also be said that the HRM model used by Southwest Airlines was SOFT HRM as it didn’t treat its employees like a resource but as human as well whereas HARD HRM treats human just like a resource. As we can clearly see the situation of Southwest Airlines, on the other hand the current situation of the British Airways stands nowhere as compared to Southwest Airlines. In spite of the airline industry being badly hit in that time, the Southwest Airlines anyhow managed to be the best airlines and to make maximum profit. On the other hand, British Airways struggles daily with staff problems, strikes, customer complaints, inadequate in achieving company’s goal. During the ash cloud period, British Airways used to bear a loss of ?20 million pounds on daily basis. Moreover, the ticket charges of British Airways are quite high as compared to Southwest Airlines. Employee’s conflict is one of the major reasons that due to which team spirit is neglected. The flow of organisation’s information and data is restricted as the strategic level feels that the company’s data should be confidential. This leads to a feeling of not being loyal and dishonest amongst the em ployees. Southwest did not employ the â€Å"hub-and-spoke† approach used by other major airlines, such as United, American, and Delta. Instead, its approach was short haul (average flight time was 55 minutes) and point-to-point (e.g., Dallas to Houston, Los Angeles to Phoenix). Southwest had no assigned seats, paid its crews by trip, and used less congested airports (e.g., Baltimore instead of Washington’s Dulles or Reagan; Manchester, N.H., instead of Boston, Mass.). (http://mba.tuck.dartmouth.edu/pdf/2002-2-0012.pdf) Bibliography: Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 17 5, 2011, from (http:// www.infed.org/index.htm) Retrieved 18 5, 2011, from (http://www.hrmbusiness.com/2008/08/hrm-basics-hrms-role-on-training-and.html) Retrieved 18 5, 2011, from (http://humanresources.about.com/od/retention/Retention_of_Employees_Tips_and_Tools_for_Employee_Retention.htm ,http://www.scribd.com/doc/10041934/HRM-Training-Development) Retrieved 18 5, 2011, from (http://mba.tuck.dartmouth.edu/pdf/2002-2-0012.pdf) How to cite Critical Study of the Organization behaviour at Southwest Airlines, Essay examples

English as a Global Language

Question: Discuss about theEnglish as a Global Language. Answer: Introduction Rapid globalization has created the need for global communication and hence need for global language. The language needs to be such that it is understood and recognized by everyone in every place around the world. English has been selected as the language that is most recognized and accepted globally, making it the official language of the world. Main Idea English has been selected as the official global language as it has been dominating international business, culture and political history from a long time. Number of English speaker ranges from 300 to 450 million. English broadcast channels are found available in almost major parts of the world. In tourism English is the most preferred of all languages. Example English broadcast channels- CNN, BBC,MTV IMF and other world bodies offer translations but primarily conduct themselves in English. Conclusion English was the language of leading colonial nation Britain. English has also been merging with some 20 to 30 countries native languages. Hence English can be accepted as a global language.