Ethical Expectations In Workplace Case Study Example | Topics and Well Written Essays - 2000 words

Ethical Expectations In Workplace - Case Study Example The epistemological view involves a lot of application in the principle rule governing efficient handling of the entire aspect of ethics. The impasse and overall ethical doctrine can illustrate a practical approach through which a contingent resolution provides a prescription (Oliver, 2003). Philosophy and Ethics The research practice concerned with social sciences provides a suitable base for the analysis of social sciences. The underlying principle that ensures efficient evidence draws a conclusive view of the entire research program. The evaluation of the doctrine of social science provides light to educational research and the contemporary approaches towards this science. The objective of the ethical attribute ensures a reflection on the main issues of research methodology and the relationship between traditional methodologies. The techniques applied in ethical guidelines should reflect sound standards that will oversee an integral part with much integrity and acceptance. Many de bates provide an attempt to give a viable definition to the global village. The kind of moral philosophy determines the good, right or wrong behavior mechanism of an individual. Social science ethics means value-free science. Philosophy is a great study that focuses on the analysis of an argument. The society in which individual lives must portray relevant beliefs expected of that community. A perfect example is the issue of witchcraft. Some communities exercise the vice of witchcraft to their belief as a way of life. The analysis of philosophy can refer to the loss of practices and styles maintained by the family. This happens when there is an element of skepticism that ensures the assistance and development of important aspects of the nature of humankind. Some guidelines apply and direct towards the means for an end of the majority.

Logistics and Supply Chain Management Essay Example | Topics and Well Written Essays - 3250 words

Logistics and Supply Chain Management - Essay Example A proper integration of functional and cross functional activities on the basis of product flow is also required to further the supply chain efficiency. The answers to the following questions elaborate on these aspects of supply chain management. In the present day business environment firms can enhance their competitive strength by efficiently managing their supply chain. The typical supply chain in any manufacturing firm consists of various firms and agencies taking part in the purchasing, production and distribution functions of the firm. The objective of an effective supply chain management is to ensure that the costs involved in procuring the materials and components, cost of carrying the inventory of various materials and the cost of distributing the products to the end customers are reduced to the maximum extent possible so that the profitability of the company can be improved. In the process of improving the efficiency of the production process techniques like 'just-in-time' manufacturing system helps the firms to achieve the objective of cost reduction and minimization of production time. It is also important that there is an effective information flow between various supply chain partners. With the advanced informa tion and communication technology existing today it becomes easier for the firm to communicate with each other efficiently. This paper discusses some of the relevant aspects of an efficient supply chain management. 1. Critical Evaluation of the Contribution of Just-in-time (JIT) The JIT philosophy advocates the elimination of waste through the process of simplifying the production processes and elimination of piling up of inventories. Also known as 'lean production' JIT is a 'demand-pull' manufacturing system. Under this system each component in a production line is produced immediately as needed by the next step in the production line. In a typical JIT production line manufacturing activity at any particular workstation is prompted by the need for that station's output at the following workstation. In the JIT system demand triggers each step of the production process starting with the customer demand for the finished product at the end of the process and working all the way back to the demand for direct materials at the beginning of the process. In this way the demand pulls an order through the production line. The demand-pull feature of JIT production system achieves close coordination among workstations. The objectives of JIT are to (i) meet customer dema nd in a timely way, (ii) with high-quality products and (iii) at the lowest possible total cost. Contribution

Enhancing Employee Job Satisfaction Essay Example for Free

Enhancing Employee Job Satisfaction Essay 1.Executive Summary Communication problems often become apparent due to their consequences. If a department suffers from high staff turnover, this often can be a sign of poor communication between and supervisor and the team. If the team doesn’t understand what is expected from them, received unclear instructions or is not sure about the overall strategy and why they are asked to do what they do – all issues down to poor communication – they often feel dissatisfied and this can result in employees leaving the business after a relatively short period of time. Another cause that can justify reviewing if there are any departmental communication problems is low motivation, productivity and poor business performance. If staff does not receive the information they require or do not feel appreciated, valued and kept informed they might not go the ‘extra mile’ for their employer. They might feel frustrated and can’t see the point of what they are doing and this in turn leads to poor performance. Open and regular disagreements between managers and the team, such as open conflict or rejected appraisals, are also a clear sign of communication issues and should be looked into. But suspecting that a departmental issue is down to poor communication is not sufficient to bring improvement about. Once you suspect that there are communication problems how do you find out for sure enabling you to target them? A good method of identifying if there are communication problems is to talk to the involved parties and try to gain an understanding about their opinion. Why do they think the department underperforms? Do they feel they get all the information and feedback they need to do the job? What would they change if they could? Are their opinions heard and accepted? I is important to keep this feedback confidential in order to ensure that honest feedback is received either through anonymous surveys or through individual conversations with a neutral party such as an HR manager. Another method is to question staff about the things they should know, e.g. how their work fits in with the business strategy and why they do what they do. If they are not able to answer these questions, it is likely that communication is insufficient or ineffective. Identifying communication problems between managers and staff can be easily identified using above suggestions. By rectifying these major positive impacts on business performance and employee satisfaction can be achieved. A final suggestion on how to identify communication problems between managers and staff is to observe how both parties interact. Are conversations kept courteous and respectful and show trust or are they sharp and without showing signs of a good relationship. Body language should also be observed to identify if both parties listen to each other and communicate effectively or if information is not taken in and heard or offered effectively. A review of the key communication channels used can also be very valuable, e.g. email should be used for clear step to step instructions to ensure understanding, but at the same time direct communication face-to-face or per telephone is needed to ensure a relationship is developing and queries can be easily resolved. 2.Background of the study To avoid the consequences of job dissatisfaction. Employees lack motivation, perform poorly and possess negative attitudes means that they are dissatisfaction on the jobs. These symptoms can directly affect a company’s profit and vision. We should understand the reasons why employees are unhappy at work. Understanding the causes can help us find the right solutions. To improve employee motivation and performance, we wonder how to get employees to work with a higher degree of effort. What motivates an employee to perform varies from employee to employee. Some people work to satisfy needs, meet goals or fulfill accomplishments. Motivation to perform is not a rule that can be enforced; it comes from within the employee. To inspire motivation, we must create a work environment that encourages employees to feel motivated. Improve employees’ engagement to prevent unhappiness, turnover and even profit declines. To improve teamwork, is to realize the importance of teamwork and become proactive about having colleagues work together as an important element of the business. We need to improve and enhancing employee’s job satisfaction, engagement, collaboration and teamwork to resulting in increased productivity. Employees are a companys livelihood. How they feel about the work they are doing and the results received from that work directly impact company’s performance and, ultimately, its stability. For instance, if employees are highly motivated and proactive, they will do whatever is necessary to achieve the goals as well as keep track of performance to address any potential challenges. Employees have low motivation is completely vulnerable to both internal and external challenges because its employees are not going the extra mile to maintain the company stability. An unstable ultimately underperforms. 3. Introduction and background of Hotel 3.1 Introduction background of Hotel We are one of Hong Kongs best designed hotel are perfect choice for travelers who demand the best short term stay and long term accommodation. Since we opened in 1997, our hotel in central Hong Kong has been recognized by guests and the hospitality industry for its outstanding performance. The 350 guest rooms are all tastefully furnished and are completed direct telephone line with voice mail. Our equipped kitchenettes include microwave, induction cooker and refrigerator and broadband internet access are available in our hotel. Location Situated in the heart of Hong Kong Island, superbly located in the mid-levels commanding spectacular views of Hong Kong Island and Victoria harbor. It is also a prestigious address that enjoys the proximity to prime business districts of Central and Admiralty. Attraction The Hong Kong Park and Botanical Garden are in the proximity, with lush greenery and ample open space nearby Central MTR station and Hong Kongs popular nightspot Lan Kwai Fong are also within 10 minutes walking distance. Well connected by public transport to the main shopping district areas, Causeway Bay Hong Kong. It is perfectly located in an area with a mix of history, art culture, and a touch of stylish contemporary. Antique shops, art galleries and designers boutiques scattered around, together with high rise office buildings, massive shopping centre and party venues of Lan Kwai Fong and SoHo. 3.2 Hotel Structure The Hotel structure thats split into two basic groups: administrative and operations. The administrative side of the structure includes such departments as sales and marketing, accounting and human resources. The operations side is generally split further into food and beverage and rooms. Both administration and operations report to the general manager. The administrative group is fairly straightforward. Any function that does not consistently interact with the guests or impact the service level falls into this group. The operations group is a bit more complicated. Food and beverage, for instance, might include the hotels restaurants, bars, nightclubs, banquets department, catering department and sometimes room service. Rooms might include the front desk and front-door personnel, housekeeping, concierge, guest services and sometimes security and engineering. Human Resources Department The human resources department plays a vital role in a hotel’s efficient operation. The functions of the human resources department are employee recruitment, benefits administration and training. Although the human resources department recruits, interviews, and screens prospective employees, the final hiring decision rests within the department in which the potential employee will be working. Accounting Department The accounting department’s responsibilities are include recording financial transactions, preparing and interpreting financial statements and providing the managers of other departments with timely reports of operating results. Other responsibilities, carried out by the assistant controller for finance, include payroll preparation, ac-counts receivable, and accounts payable. Rooms Department Responsibilities of the rooms department include reservations, guest reception, room assignment, tracking the status of rooms (available or occupied), prompt forwarding of mail and phone messages, security, housekeeping of guest rooms and public spaces such as lobbies, and answering guests’ questions. This very department provides the services guests expect during their stay in the Hotel. The front office is usually considered one of the most important departments in a hotel because that is where the most interaction with the hotel guests takes place. Frequent and consistent communication among front-office functions is critical. Reservations, for instance, must communicate with the front desk each day about the number of rooms that have been presold. The front desk must communicate with housekeeping staff members to let them know when guests check out. Management for all front-office departments must stress consistent and frequent communication to ensure a smooth-running operation. The housekeeping department is vital to attracting and keeping guests through its role of maintaining top quality decor, cleanliness and service. The housekeeping department includes many roles in the service staff of a hotel. Aside from room attendants, who tend to room cleanliness, the department includes gardeners, maintenance men, bellhops, laundry staff and floor managers, as well as, occasionally, customer service professionals. Food and Beverage Department Food and beverage department is to provide food and drink to a hotel’s guests. Arrange multiple events scheduled for the guest. A coffee shop, gourmet restaurant, room service, banquet halls and function rooms where food and beverages are served. This department is an integral place in the hotel which is responsible for the systematic and the actual Service of food and beverage to the general public or customers as per the order in any F B outlets. Marketing and Sales Department The marketing and sales department’s managers who make up the marketing and sales department are sales, or the selling of the hotel facilities and services to individuals and groups. Sales managers sell rooms, food, and beverages to potential clients through advertising, attendance at association and conference meetings and direct contacts. The marketing and sales department is also removed from most of the day-to-day operational problems faced by other departments. The division of work among the sales managers is based on the type of customers a hotel is attempting to attract. Engineering Department The engineering department’s responsibilities include preventive maintenance; repair; replacement; improvement and modification to furniture, fixtures, and equipment; and ensuring uninterrupted provision of utilities (gas, electricity, water). Preventive maintenance involves routine checks and inspection of the key components of all equipment. Maintenance of recreational facilities may be part of the engineering department’s responsibilities. the engineering department’s responsibilities include preventive maintenance; repair; replacement; improvement and modification to furniture, fixtures, and equipment (FFE); and ensuring uninterrupted provision of utilities (gas, electricity, water). Organization Chart Appendix I 4.Methodologies 4.1 Questionnaire (anonymous) A staff questionnaire is an effective tool used to find out what the employees feel about the organization, it policies, work environment, job responsibilities, co-workers, superiors etc. In any work environment, it is important for the upper management to be aware of what its staff wants and expects; this will lead to better retention of employees and a mutually productive relationship between the staff and the boss. Staff questionnaires to discover what are employees really thinking. These are completed on an anonymous basis usually once or twice a year. Because the employees cant be identified we are more likely to get honest answers. This information can be revealing; it may also help to tackle hidden problems quickly and, more importantly, before staff gets blown out of proportion. Sample of Questionnaire Appendix II 5.Analysis finding of current problems 5.1Problems in communications Some employees might also be afraid or not feel comfortable to speak up about problems they are having with other co-workers. Some employees might think that if they speak up about trouble they are having they will be frowned upon for future projects. 5.2Employees initiative and commitment Some employee not willing to handle multiple tasks, responsibilities and take on new challenges. Hidden interest in and no enthusiasm for the job and completes assignments slowly and non-efficiently. Not able to adapt to new situations and changing work priorities and responsibilities when needed. 5.3Employee job dissatisfaction Staff expects to get a commensurate reward. The wage should be fair, reasonable and equitable. Employees who feel stuck in their job position are less motivated to maintain high productivity. Managers with poor leadership skills tend to offer little feedback on employees’ performances. 5.4Inter-department conflicts A manager or employee will know an important piece of information, and assume that because he knows it, then everyone else must know it as well. 5.5Employees’ behavior Employees feel threatened by fellow employees, experience workplace burnout, lack respect for management and feel unappreciated. 6. Conclusion Businesses without effective staff communication suffer from lost profits, poor productivity and poor employee morale. In order to solve many business problems, employees need to be able to collaborate and cooperate effectively. Good communication can encourage employees to work harder, solve problems together and work towards a common goal. It is the job of every supervisor, manager or boss to make sure employees are communicating effectively. If a department suffers from high staff turnover, this often can be a sign of poor communication between and supervisor and the team. If the team doesn’t understand what is expected from them, received unclear instructions or is not sure about the overall strategy and why they are asked to do what they do – all issues down to poor communication – they often feel dissatisfied and this can result in employees leaving the business after a relatively short period of time. Another cause that can justify reviewing if there are any departmental communication problems is low motivation, productivity and poor business performance. If staff does not receive the information they require or do not feel appreciated, valued and kept informed they might not go the ‘extra mile’ for their employer. They might feel frustrated and can’t see the point of what they are doing and this in turn leads to poor performance. Employees feel dissatisfied with their jobs at one point or another. Some employees leave their jobs for better opportunities, while others choose to stay. Employees with low job satisfaction can negatively affect a company because they typically lack motivation, perform poorly and possess negative attitudes. These symptoms can directly affect a company’s bottom line. Managers should understand the reasons employees are unhappy at work. Understanding the causes can help managers find the right solutions. One of the primary reasons for job dissatisfaction results from companies underpaying workers. The stress of paying bills with limited income causes many workers to feel dissatisfied with their jobs. A lack of career growth and advancement is another reason why employees are dissatisfied at their jobs. Employees who feel stuck in their job position are less motivated to maintain high productivity than those who do not. Workers feel valued when employers include them in their long-term plans and show their appreciation through promotions. Employees who move up in an organization and receive just compensation to reflect their title and responsibility changes usually commit themselves to the company for the long term. A lack of interest in the work is another reason why employees are unhappy. Most employees want to perform job duties that are engaging and challenging. Monotonous work causes an employee to experience boredom. Bored and unchallenged employees experience little incentive to concern themselves with workplace productivity. The nature of employees work accounts for the most situational influence in workplace satisfaction. A key reason employees perform poorly in the workplace is poor management. Managers with poor leadership skills tend to offer little feedback on employees’ performances. Micromanaging and dictating to employees instead of motivating them can cause a decrease in employee productivity. Poor communication is one of the main causes of conflict between employees in the workplace. This can result in a difference in communication styles or a failure to communicate. For example, a manager reassigned an employee’s task to the employee’s co-worker but failed to communicate the reassignment to the employee. This may cause the employee to feel slighted, which can transform into animosity among the two employees and the manager. Failing to communicate in the workplace may cause employees to make incorrect assumptions and believe workplace gossip. Poor communication in the workplace not only causes conflict but decreases productivity and employee morale.

Application of Gas Chromatography in Pharmaceutical Analysis

Application of Gas Chromatography in Pharmaceutical Analysis Chromatography is a physical method of separation in which components to be separated are distributed between two phases, one of which is stationary phase while the other mobile phase move in a definite direction. The stationary phase may be a solid or a liquid supported on a solid or a gel. The mobile phase may be gaseous or liquid. The basis for gas chromatography separation is the distribution of a sample between two phases. one of these phases is a stationary bed of large surface area, and the other phase is a gas which percolates through the stationary bed. The physical state of the mobile phase distinguishes the fundamental type of a chromatographic separation. Liquid chromatography (LC), gas chromatography (GC) and super critical fluid chromatography (SFC) all named for the state of their respective mobile phases. The first person to chromatography was Tswett (1872-1919) the Russian chemist. He used chromatography from the Greek for colour chroma and write- graphein to describe his work on the separation of coloured plant pigments. Until 1930s chromatography in the form of thin-layer and ion-exchange chromatography became a regularly used technique. In 1940 development of partition chromatography and paper chromatography followed by the first disclosure of effective gas chromatography (GC) by Martin and his co-worker James in 1953. GC is a technique for separating volatile substances by percolating a gas stream over a stationary phase. It is a technique that revolutionized analytical chemistry. GC has been applied successfully to numerous compounds in variety of fields. Headspace GC has been used since the 1980s, but only recently has it become part of mainstream of pharmaceutical analysis. In this essay GC technical aspect and its application for pharmaceutical quantitative analysis has been explained. Moreover, the comparative advantage over other techniques and the disadvantage of using GC has been also discussed and reached on some conclusion. 2. Gas Chromatography 2.1 Technical Aspect In GC the components to be separated are carried through the column by an inert gas. Here the mobile phase is a gas, often nitrogen, but sometimes helium, hydrogen or occasionally another gas. It is called the carrier gas. GC is equipped with standard oven for temperature programming, split/split less injection ports and flame ionization detector. The sample mixture is partitioned between the carrier gas and a non volatile solvent (stationary phase ) supported on an inert size-graded solid. The solvent selectively retards the sample components, according to their distribution coefficient, until they form separate bands in the carrier gas. These component bands leave the column in the gas stream and are recorded as a function of time by a detector. This elution technique has the following advantages : The column is continuously regenerated by the inert gas phase. Usually the sample components are completely separated and mixed only with an inert gas making collection and quantitative determinations easy. The analysis time is very short. In general GC is a powerful and widely used technique for the separation, identification and quantitation of components in a mixture. In this technique a sample is converted to the vapor state and a flowing stream of carrier gas sweeps the sample into a thermally -controlled column. In GC the column is usually packed with solid particles that coated with a non-volatile solvent. Retention time is defined from injection of the sample to time a specific sample component is detected. After exiting the column the separated components are detected and a detector response is recorded. Polarity and boiling points of the components are also vital properties in GC separation. While polarity is the major factor governing separation; the boiling points of components of the sample also play a significant role in determining the retention time. Components with higher volatility have lower boiling point. 2.2 Advantages of GC 2.2.1. Speed The entire analysis is completed less than half an hours. The use of gas as the moving phase has the advantage of rapid equilibrium between the moving and stationary phases and allows high carrier gas velocities to be employed. Separations requiring only seconds have been reported, however, analysis time of minutes duration is more common in GC. Preparative scale separations, or resolution of wide-boiling complex samples may require hours. 2.2.2. Resolution The separation of some compounds such as methyl esters of stearic, oleic and linoleic acids by other techniques is extremely difficult or impossible. The boiling point differences are negligible in that the compounds vary only in degree of unsaturation. By using selective solvents, however, GC can provide resolution impossible by distillation or other techniques. 2.2.3. Qualitative Analysis The retention time in GC is that time from injection to peak maxima. This property is characteristic of the sample and the liquid phase at a given temperature. With proper flow and temperature control, it can be reproduced to within 1% and used to identify each peak. Several compounds has only one retention time. This retention time is not influenced by the presence of other components. 2.2.4. Quantitative Analysis The area peak produced for each on chromatogram is proportional to concentration of the peak in GC analysis. This can be used to determine the exact concentration of each component. Accuracy attainable with GC depends upon, detector, integration method and sample concentration. 2.2.5. Sensitivity A major reason for the extensive analytical application of GC is the sensitivity available. The simplest forms of thermal conductivity cells can determine down to 0.1 %.The flame detector easily sees parts per million, and the specific electron capture and phosphorus detectors can measure parts per billion. An advantage of this extreme sensitivity is the small size sample or micro liters of sample are sufficient for complete analysis. This is indeed trace analysis is also easily achieved. It is simple to operate and understand. Interpretation of the data obtained is also rapid and straight forward. The cost of GC is very low compared to the data obtained. 3. Application of GC in Pharmaceutical Analysis The major success of the application of GC in pharmaceutical quantitative analysis is firstly due to the very high efficiencies of separation power, secondly to the extreme sensitivity of the detection of even very small amounts of separated species and finally to the precision and accuracy of the data from quantitative analyses of very complex mixtures. GC analyses are also easy to automate from sample introduction to separation. Because of the above main advantages and its short analysis time and reliable results GC is used as quality control purposes in the pharmaceutical industry. In fact pharmaceutical analysis generally involves two steps; separation of the compound of interest and quantitation of the compounds. The better the separation the easier the quantitation. GC detectors have different responses to each compound. In order to determine quantitative amounts of various compounds in a separation the detector must be calibrated using standards. Standard solutions of sample a re injected and the detector response recorded. Comparison of the standard and sample retention times allows qualitative analysis of the sample. Comparison of the peak area of the standards with that of the sample allows quantitation of analyte. Due to this fact, GC is widely used as a routine analytical technique in pharmaceutical quantitative analysis mostly used in for the determination of organic volatile impurities and nicotine level during drugs formulation. 3.1. Determination of Organic Volatile Impurities by GC Organic Volatile impurities are residual solvents that are used in and are produced during the synthesis of drug substances, or in excipients used in the production of drug formulations. Many of these residual solvents generally cannot be completely removed by standard manufacturing processes or techniques and are left behind, preferably at low levels. Organic solvents such as acetone, ethyl acetate, isopropyl alcohol, methanol, tetrahydrofuran and toluene frequently used in pharmaceutical industry for the manufacturing of Active Pharmaceutical ingredients therefore ,in manufacturing drug substances and from one or more steps of the synthetic process, volatile solvents can be retained in the end products. Most of the time ethanol and acetone are used in the preparation of the polymeric coating of tablets. On other hand isopropyl alcohol is used in the crystallization of the active ingredient while ethyl acetate is a process solvent for the gel forming polymer. Low levels of these org anic solvents are inevitably present in the drug product even after drying process. These organic volatile residuals affect physiochemical properties of a drug, such as particle size, dissolution rate and stability, but also can present a serious potential health hazard. Very often these solvents, referred to as residual solvents, are carried to the pharmaceutical preparation concerned and making their determination very important. Therefore, GC is superior to other techniques for analysis of these residual solvents. It provide good retention and separation at low oven temperatures. Due to the above fact the content of residual organic solvents in pharmaceutical industry is routinely measured by GC technique. 3.2. Determination of Nicotine by GC Because of its rapid and accurate analytical result; GC is used to determine the nicotine level in pharmaceutical drugs formulation. GC applications in combination with other techniques are also vital in pharmaceutical industries for isolation and characterization of volatile compounds.Currently the use of GC in pharmaceutical quantitative analysis is very usual and include the analysis of samples of active pharmaceutical ingredients and their intermediates as well as in- process testing for residual solvents to optimize the drying process. 4. Discussion and Conclusion 4.1. Discussion The disadvantage of GC are that the components of the sample must be volatile at temperature at which they will not decompose. As there are more involatile materials than there are volatile, and volatility immediately places a serious limitation on the field of application. In addition to these GC is also strongly retained components travel very slowly, or in some cases do not move at all. However, this difficulty can be overcome by using temperature programming of the column to decrease elution time. Temperature programming is the increase of temperature during an analysis to provide a faster and more adaptable analysis. 4.2. Conclusion Even though, GC has a few limitation in field of application due to its high detector sensitivity and high resolving power it is generally used extensively in pharmaceutical industry both in research and quality control purposes.

How Does the Tell Tale Heart Fulfil Your Expectations of A Gothic Essay

How Does the Tell Tale Heart Fulfil Your Expectations of A Gothic Story? From a gothic story such as the tell tale heart, by Edgar Allan Poe, I expect numerous amounts of gory deaths, intense suspense, hideous horror, plently of fear and espically paranoia. They should also contain a variety of literacy techniques including imagery, sentence structure, punctation and repititation in my essay I will be focusing on the amounts of death, horror, fear, suspense and the amount of literacy techniques used throughout the story. Edgar Allan Poe uses a lot of suspense in the Tell Tale Heart. To increase the effect the suspense he incorprates it with literacy techniques. One example of mixing literacty techniques with suspense is when Edgar Allan Poe uses imagery to descirbe the man creeping into the old mans bedroom when the old man wakes up. ‘I had my head in, and was about to open the lantern, when my thumb slipped upon the tin fastening, and the old man sprang up in bed, crying out --"Who's there?" I kept quite still and said nothing. For a whole hour, I did not mo...

A Cold Day In Seattle :: essays research papers

(this is a paper i wrote for english the grade was an A)  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A Cold Day In Seattle It was a cold winter day on that dreadful morning. School was closed because of a holiday. Justen’s friends Jeremy and Billy came over to see if he could go to Capitol Hill with them. He agreed and their friend Ryan drove them. It was about 1:00pm when we they there, but the three boys would of never have gone if they only knew. Ryan dropped the trio of and said he would be back at 8:00pm in the same spot, because he had band practice at 3:00. They started our journey on 5TH Avenue going north. While they were walking Billy noticed something strange about the stores; they were closed the boys forgot that holidays applied to stores too. That’s when it happened, Jeremy got a headache. He started to scream and use profanity. As they were trying to find at least one store that was open, some drunk cowboy eating pudding started following the boys. What was some drunk cowboy eating pudding going to do to three teen-age boys? Then he jumped in front of them and screamed, †Billy!† that’s when Billy remembered him. It was the drunk guy that Billy had met a year ago, when he took the bus to Seattle. They were a little shocked, but they let him join in. Jeremy thought he had gone mad considering he thought he was in the war and kept saying, â€Å"don’t worry I got your back soldier,† to Billy. There the boys were walking down the street. Jeremy was raging about his headache, Justen was wondering what was going on, Billy was a little confused, and the drunk cowboy obsessed with pudding was walking behind Billy with his hands together making a gun whispering, â€Å"when the race starts run really fast,† and, â€Å"I got your back soldier. It was very cold, so Billy, Jeremy, and Justen had their trench coats on, but the drunk cowboy was wearing a tie-die shirt and bell-bottoms. They walked for an hour when it started to snow. Good thing they were wearing trench coats. â€Å"I bet I could fix ya up nice soldier,† w hispered the cowboy. The boys were all a little confused. â€Å"I got a special pill you could take for that vice on your head there soldier,† he exclaimed. Jeremy was a little nervous considering Advil usually isn’t red and comes in a little black film canister.

Operations Management Essay

Carefully review the assignment scenario/case study. From the limited information in the scenario/case study, along with your answers to the unit three written assignment, identify at least three direct and specific long-term and three direct and specific short term operations changes that Albatross Anchor must make to gain a clear and sustainable competitive advantage (provide detailed information to validate and support each recommended change) Long-Term Operational Changes (01) Building Renovation: Moving the equipment around to make sure that it is better organized. Moving the foundry to where the raw products and finished products are located right now will open up the receiving and shipping. Receiving and shipping now can be one big area with the possibility of adding more equipment to the area which would bring down the delay between the two anchors. If there is a way of dividing the manufacturing area so that the area can make both anchors at the same time instead of having that 36 hour window of changing the equipment. This will cut cost down on the down time and increase the profit margins. (02)Technology: Having up to date technology added to the area will help eliminate some of the equipment that technology could do. Also up to date technology in the administrative offices is important as well so that all employees on the floor and in the offices know what is going on. Having this technology will be safer and faster production. (03)Equipment: Updating the equipment if possible that would do more in less time would help with building up the profit margins. Adding more equipment so that both anchors can be made at the same time will also bring in the profit margins. Moving the equipment around to make room for new or making the foundry and other equipment to divide the manufacturing area to have the area produce both anchors. Short-Term Operational Changes (01)Budgeting: Budgeting the funds around to help upgrade the technology and equipment. And the funds to have more employees. The cost of what will cost to do all the long time and what the company will make after everything is complete. Having a budget will help with what can be done now and what we can see if we can get help or something that will have to wait until funds are available. (02) Employees: All employees new and old know the procedures and rules of the company. What the employees need to do to make it easier of a change. Train them on the new technology and equipment and what needs to be done. Having all employees knows the two types of anchors is very important especially the administrative office when they have callers that have questions and those that are shipping out the anchors. Sending out the wrong anchors to the customers can lead to loss of money and customers. Because of the items not being right they would think that Albatross Anchor is very none organized and more to a company that looks more organized. (03) Update administrative offices: Updating the offices will have the customers that come in want to do business with Albatross Anchor. Trying to have a couple of the administrative staff are knowledgeable in the anchors will help the other administrative staff with training and be the go to for all questions that they may have. Having updated technology the administrative will be able to do a lot more to help with the business and be able to know when delivers are coming and what amount is coming. This way all employees that deal with shipping and receiving will be on the same page. Question Two From the list of ten operational issues in the Unit 6 assignment instructions select four operational issues. For each of the four operational issues explain in detail that operational issue will help Albatross Anchor improve; 1) job retention, 2) employee morale, and 3) employee dedication. Operational Issue One: Cross Training Job retention: Have cross training employees will be able to work in different areas so if an area is short on employees can move someone to the area of shortage to help and keep everything going. This will also give the employees more of an opportunity and look for work if a position opens up. Employee morale: Having employees cross train over in areas will make them feel valuable to the company, which will give positive results in the work environment and in the employees. Employee dedication: Having employees cross train and having them feel valuable will help bring employees continue to work and want to work at Albatross Anchor. Operational Issue Two: Gain sharing and profit sharing Job retention: profit sharing created the employee will benefit of the financial success of Albatross Anchor. With the growth of the company and valuable employees will help with this success. With the employees knowing that they are benefiting from the profit sharing will continue to stay and work hard. Employee Morale: Employees will feel appreciated if they receive financial rewards. Being rewarded of their hard work created positive morals for the employees and the company. Employee Dedication: Employees has personal responsibility for the profit sharing in the company success, especially when all employees benefit when the company is successful. This will create employee dedication. Operational Issue Three: Ergonomics Job retention: Having hard physical labor brings short and long term damages. Ergonomics ensures that workers operate in the most safest and productive ways. Having a company pay attention to workers health will keep employees when they know the company cares about their employees. Employee morale: Working in hard manual labor rises the risk of damage to the employees. Having the employees know that they are working for a company that cares about their well-being will bring employee morale high. Employee dedication: Employees that feel the company is invested in their employees will bring dedication from their employees. Operational Issue Four: Technology and automation: Job retention: Improving the technology and automation will help bring the company safer and a better place to work for. Having this done will bring Albatross Anchor up to date with safety procedures. Employees will feel safe knowing they are working with the latest technology and automation. Employee morale: Workers will take pride in their work when there is an up to date technology and automation. Employee dedication: Employees that work in up to date technology and automation will come to work happy and will be dedicated to the company. Conclusion If the Albatross Anchor takes these long and short term improvements. The company will be a very successful company and many customers will continue to purchase anchors from them, especially if the company are producing both anchors at the same time. Having employees that want to come will also help bring in the success of the company. No one wants to come and work for a company that doesn’t care or show their appreciation in their employees and help with rewards after the company starts getting a profit after the changing of the equipment and moving things around. As long as Albatross Anchor does the changes and upgrades that need to be done and show support and appreciation to their works Albatross Anchor will be a successful company and one that many customers and possible customers will talk about.