INTERNATIONAL POLITICAL ECONOMY Essay Example | Topics and Well Written Essays - 1500 words

INTERNATIONAL POLITICAL ECONOMY - Essay Example To this date, the islands are semi-autonomous with their own president and legislature and are mainly inhabited by Arabs and Africans with Islam as the main religion (Cunningham, 2010). Tanzania’s first president was Julius Nyerere who led a single party state and nationalized all core industries and formed Ujamaa. This was a rural-based collective movement of African socialism and self-reliance (Tripp, 1997). The movement faced increasing popular discontent and was slowly abandoned in the 1980s (Green, 2003). Nyerere was succeeded by Ali Mwinyi. Under Mwinyi’s leadership, the country underwent various reforms and a slow and gradual transition to a market economy, partly due to economic downturn brought on by Ujamaa and centralized economic management (Tripp, 1997). Tanzania’s Economy Tanzania’s economy depends greatly on agriculture, which accounts for 50% of GDP of which 10% is contributed by livestock (Cunningham, 2010). Agriculture accounts for 85% of Tanzania’s exports and employs more than 80% its working population (Cunningham, 2010). Topography and climatic conditions however, limit cultivated crops to merely 4% of the total land area (Green, 2003). The Industrial sector is mainly characterized by processing of agricultural goods and light consumer products. Currently, Breton wood institutions and international donors have offered funds to revitalize the country’s obsolete economic infrastructure and reduce poverty. Growth in the last two decades characterized a lift in industrial production and a considerable rise in output of minerals led by gold (Cunningham, 2010). Current banking reforms have also facilitated an increase in private sector growth and investment (Green, 2003). Sustained donor aid and sound macroeconomic trade policies and regulations supported real GDP growth to around 6.4% annually in 2010 as noted by Cunningham (2010). The populace of Tanzania is concentrated along the coast region and islan ds, the fertile northern and southern highlands as well as areas bordering Lake Victoria. The arid and semi-arid central region is sparsely concentrated (Buchert, 1994). Likewise is much of the fertile and well watered far west, comprising of the shores of Lake Tanganyika and Lake Malawi. Nearly, 80% of its population lives in rural communities (Green, 2003). Tanzania’s Educational sector Tanzania recognizes the role of the education sector in realizing the overall growth and development goal of enhancing living standards of its citizens. Numerous policy and structural reforms have been started in the country to enhance quality of education and ensure universal primary education for all (Cunningham, 2010). Abolition of primary school fees through PRS1 was the first step toward this goal. This was to reinforce the relationship between education offered at all levels and the socio-economic development of the country (Buchert, 1994). In mid 1990s, the government undertook to dev elop the Education Sector Development Programme (ESDP) to tackle the existing problems and face the new challenges emanating from on-going socio-economic reforms initiated earlier and the rising demand for manpower development in line with rapidly transforming technological advancement (Buchert, 1994). The government adopted PRS1 that led to introduction of Complimentary Basic Education in Tanzania (COBET). COBET addresses educational needs for the out-of- school children and youths who

Explain and Evaluate Two Approaches to Explaining Moral Development Essay Example for Free

Explain and Evaluate Two Approaches to Explaining Moral Development Essay Moral development is what we consider to be right, wrong, good or bad. It is developed from infancy through to adulthood and is the principles we use to determine what is right or wrong, fair or unfair. Each individual has their own understanding of what morality is, however generally this is determined largely by the culture or society we live in and the rules that we conform to within this society. In psychology there are many theories around the beliefs of moral development, and how morality is developed from childhood to adulthood. The reason for the different theories is due to the methods, ways of study adopted by the psychologists to study human behaviour. These theories allow us to compare and gives us the opportunity to take into consideration all views and ideas and not to settle for just one argument or approach around this subject. (http://www.sid.ir/en/VEWSSID/J_pdf/97420082403.pdf) The aim of this assignment is look at the two different approaches to moral development, firstly the cognitive explanation to moral development by Jean Piaget. Then moving on to the social learning theory, and Bandura’s contribution to how morality develops. Criticisms of these theories will be discussed and evaluations based on the two studies will be made. Piaget was the first psychologist to study cognitive development in children. His work dates back to 1932 and his findings stated that morality develops through childhood and adolescence. He believed that children pass through different levels of morality according to their cognitive development. Piaget conducted a number of experiments and from these tests concluded that children up to the age of three or four could not make moral judgements as they were not able to understand rules at this age. He stated, if the children were unable to understand the rules and that they were breaking then they were unable to make moral judgements. He believed that once children could understand the rules, and that they were breaking them then this was the age that moral development began. From his research, this started at the age of about eight years old. Woods B, (2004 pg.72) Piaget believed that moral development in children of this age takes place in two stages. Stage one- heterononmous morality described as morality imposed from outside. This is when children see the rules as been made by parents, teachers or God and that they are unchangeable. Morality at this stage is based on moral punishment, you do something wrong and you will be punished. This stage is described by Piaget as the pre-operational stage of development where the child is only able to make his judgement based on the consequence of the action. The second stage- Autonomous morality described as morality which is based on the child’s own rules is apparent when the child is able to decentre and distinguish the intent behind the action along with the consequence of the action. It is the stage at which children are able to understand that rules are flexible to change and according to the situation. Woods B, (2004 pg.72) From Piagets experiments he was able to conclude that morality is based on the amount of cognitive development, how intelligent one is. The strengths of Piaget’s theory are that whilst conducting his experiments he did focus on children alone as learners. He contributed hugely to our understanding of education and believed that this was the key to saving our society. Piaget’s moral theory was described by his experiment with children that involved rules whilst playing a game of marbles. Children under the age of five showed they had no rules, children aged between ages 5-10 saw the rules as fixed and children 10 and above realised the rules and also adopted them by mutual consent. Moral dilemmas were also presented to children by Piaget to develop his theory further. He gave children a pair of stories where there first child deliberately caused a small amount of damage due to his actions. The second child caused much more damage but his actions were a result of an accident. Piaget asked the children to describe which character deserved to be punished in his attempt to understand children’s reasoning in their answers. His conclusion from his experiment was that younger children focused more on consequences, whilst the older ones took into consideration intent. From Piaget’s theory we have a greater understanding on the influence of mental processes on behaviour, we have greater understanding on perception and thinking. Along with the above, Piagets theory has had practical benefits such learning skills to improve memory and improving problem solving skills. Dwyer D Charles C (2006 pg318) Both of the above experiments have been criticised. Other theorists have claimed that games of marbles do not represent a childs entire perception of morality. Piagets use of moral dilemmas has also been criticised. It has been claimed that younger children only focused on consequences because the story was narrated, however the results may not have been the same if the stories were watched on video. Younger children may have been better able to consider intentions if they were. Other theorists conducting similar research found that, although younger children had some conception of intent, they still preferred to judge in terms of consequences because they found this easier. Piagets theory has also been criticised to be culture specific. It has been said that it is based on moral universals. It has been claimed that the moral development of children in non western cultures may differ from that of the children Piaget investigated. (http://everything2.com/title/Piaget%2527s+theory+of+m oral+development) Critics of Piaget’s theory have also stated that his research was not very scientific, that his findings were biased as he worked alone. Researchers conducting scientific experiments need to have two or more observers; Piaget observed and noted his findings alone. He was criticised for making generalisations with his findings by being culture specific and not taking into account background, tradition and upbringing of each child. An example of this is using clinical interviews to study the thinking of children. His sample size was criticised for being too small and did not give much consideration to social understanding. Due to all the criticisms above regarding Piagets work we can evaluate his theory as weak hence leading to errors in his conclusions. Haralambos M Rice D. (pg 522). Social learning theory approach to moral development is based on the idea that moral development happens as a result of observing and imitation. Albert Bandura 1977 studied this concept and came up with findings that concluded that children learn through recognition, reward and punishment. Social learning theorist, focus particularly on observational learning, imitation, recognition and reward. Woods B, (2004 pg. 126) Bandura conducted a number of experiments observing children’s behaviour towards an inflatable doll also called a Bobo doll. The children were separated into groups and the first watched an adult behaving aggressively towards this blown up inflatable doll. This was the aggressive model conditioning. The second group of children, the adult played with the other toys and was the non aggressive model condition. Along with a control group, which included children from the group who had witnessed an adult being violent and aggressive towards the Bobo doll. This group was then left in a room with a number of toys but not allowed to play with them in an attempt to build up the children’s frustration. The children were later left in a room and results were noted. The children who witnessed the adult being aggressive towards the Bobo doll imitated this behaviour and those from the non aggressive model displayed lower levels of aggression and violence, hence showing that children learn through imitation. (http://psychology.about.com/od/classicpsychologystudies/a/bobo-doll-experiment.htm) Bandura also believed that children learn from their social environment, this he believed provides models of behaviour and expectations of appropriate behaviour. He believed that children learn through observation, imitation and reinforcement which are all closely linked. Woods B, (2004 pg. 126) Along with Piaget’s theory, Bandura’s theory also has its criticisms. Bandura’s social learning theory takes into consideration cognitive learning but concentrates more upon the idea that morality is developed through positive reinforcement, imitation and the social environment. Woods B, (2004 pg. 71) When evaluating Bandura’s, experiment in attempt to understanding moral development, it is important to point out that the experiments were conducted in a laboratory and hence the results may not be true in the real world. Critics have also pointed out that there may be selection bias as the children in the experiment were all from the same socio economic background, making the results invalid and not true to society. The long term effect of this experiment is not known as the results were noted immediately, and the reality is very different to an experiment. Even though the children displayed violent behaviour towards the doll this does not prove that they would be violent towards another person. The children could also have demonstrated this behaviour to please the adult, again making the findings of this experiment inaccurate. (http://psychology.about.com/od/classicpsychologystudies/a/bobo-doll-experiment.htm) The aim of this essay was to explain and evaluate Piaget and Bandura’s theory. Both the theorists have contributed to understanding of moral development in today’s society and both equally face criticisms to their work. The main aspects that have been pointed out and open to attack are that both Bandura and Piaget have given little consideration to feelings, culture and religious beliefs. There sample was small not allowing general conclusions and findings to be widely acceptable. There experiments have been attacked for not being scientific. They failed to recognise that moral development has different content and meaning in different cultures and moral judgement is hugely influenced by society’s common law and traditions. Parents role and child nourishment are vital in how children and adolescents develop morally. Both Piaget and Bandura failed to take these important points into consideration when conducting their research. Piaget has studied cognitive development and his contributions are invaluable in the development of today education and the human development theory. Bandura looked more at social learning model one is amongst one of the most influential psychologists of our time. (http://www.sid.ir/en/VEWSSID/J_pdf/97420082403.pdf)

Glory Road Film Summary and Analysis

Glory Road Film Summary and Analysis He had always wanted to coach division one basketball but he encountered some problems early on after taking the job. Being a poor university, Texas Western could not afford a lot of money to recruit players, as basketball was not even the priority sport. Determined to win, Don Haskins did what had never happened in the history of college basketball. He recruited seven black players to add to the five white players the team already had. His recruiting quote that he used to persuade the players was, I do not see color, I just see talent and that is what I put on the court. He successfully applied it to get the black players as the good white players never wanted to play for Texas Western and even the other schools did not want the black players as they used to bench them. That was just the start of the hardships that Don Haskins was to face. The other conflict was between teammates who were being forced to work together. The white players did not welcome the black players and some had never seen a black man before. His first task was to unite the players not just for the white players and black players but also among the fellow black players as they had come from different parts of the country. More so the administrators were not happy with the coach for recruiting so many black players. After weeks of hard training and learning fundamental basics of basketball and discipline, the team starts the season with a bang winning all their games. After many undefeated games, their popularity grew but it also gained many enemies who did not look kindly at black players taking over their sport. The team members were victims of hate crimes fueled by the ignorance that face and the population in general felt against black people. One player was attacked and beaten up, their hotel rooms were also broken into and words in blood were written all over their rooms forcing Haskins to acknowledge the racism. That became uncomfortable for the players and they lost the concentration and hence lost their next game. They also blamed their white teammates for being part of the threats and attacks. But this was the start of the strong unity. The coach told them that nobody could take away anything from them that they did not give and that, if they quit now they would have given them what th ey want thus they would have won. So he advised them to shake off the hate and shut them up. After that incident the team recovers and makes it to the final. Following a conversation Don Haskins over heard, he decided to play only the seven black players for the NCAA championship final something that had never happened in the history of college basketball. However the black players defied all odds and went on to win the NCAA championship to set a new trend in college basketball. That years NCAA championship is important because of who played in it. It is hard to believe looking at todays college teams that back in 1966 black players did not play college basketball. Coach Haskins decided to change that. There is a bit of contradiction and hypocrisy portrayed in the movie. At some point regarding coach Don Haskins recruitment of seven black players, it was said that black players do not respond well under pressure, that they are not calm enough or intelligent enough to play without white direction. However regarding the college rules, a team could play three black players if the team is losing. What does this mean? Could it be that the black players were recognized as very good players that you only need them when a team is losing so that the team can recover and win some games? Or that black players were only featured in losing teams? The movie also shows a team of players whose desire and passion to succeed supersedes some of the most grueling and difficult challenges during a period of massive cultural and racial turmoil in the history of the country. The coach always had the desire to win but the last game was more of a social statement than anything else. He wanted to make things right hence he played only the black players. Issues This game was broadcasted on television and it gained a lot of popularity because of the entire road that the players and the coach from Texas Western University had to go through in order to get to the finals. After winning the final game, they gained more than a national title; they won respect and were able to pave the road for future generations regarding the use of black players in a league that was thought to be mainly for white people. We found it incredible to think that so many years after slavery was abolished in the United States, there were still many people that thought of black people as being inferior and were not given their right place in a society. We also liked how this small group of men was able to change the way of thinking of many others and their contribution to our modern society should not be forgotten. Analysis The movie is the perfect example of how sports can be very helpful in some ways and detrimental in others. The detrimental part was the violence experienced by the Texas Western players and coach plus his family. They were a target to violence, discrimination, verbal abuse, death threats and more. Basketball was in a way, promoting this against them. If they had not played basketball they would not have experienced that abuse, at least not at that level. It is also important to note that this violence could have escalated even more if other externalities would have been present. Thankfully this was not the case though, the players came out alive and victorious. The beauty of the sport prevailed, and talent and logic excelled. In this particular case, basketball was helpful as it revolutionized an entire society. This team and the coach, as Coubertin said, became an instrument to transform economy and politics, and this society as a whole. We can think that the incorporation of African Americans to basketball seems only obvious because of their physical characteristics, but back in those years it was not logical at all. They were considered not smart enough, lacking leadership and being weak-willed. It is important to denote that coach Haskins was not trying to change the world or create a revolution, he only wanted to play division basketball against the best teams. Given that, he was left with little or no resources. He went for what was available: raw talent. He was smart by acknowledging that no matter the color of their skins as long as they were good, he could use them. He did the evident and played with the best. A man with no prejudices decided he did not care about what the other people thought, if it was legal he could do it. Sports can do that, bring the best out of people, in this case it did for Don Haskins. The passion for basketball gave him the courage to play with five blacks in the final game. The love for the sport also inspired the players to continue playing and not give up. This is the positive side of sports and if the right conditions are met, sports move, inspire and change the world. In the end of the movie we see how because of that game, Adolph Rupp the coach of the University of Kentucky recruited his first black player in history before stepping down. This shows how even someone so reluctant to the idea of black players, changed his mind. Universities all across the states realized that there was nothing wrong with recruiting black players, and that if any, they were really talented and could help them win championships. As it states in the movie, in 1997 the University of Kentucky hired Tubby Smith, the schools first black head coach who lead them to a National Title the first year. This also proves how the former stereotypes of blacks not being able to lead was completely wrong. Again, basketball helped everybody realize this. As colleges continue recruiting black players, the NBA was able to spot better players and ultimately the entire history of basketball was modified. Society changed, it started accepting and even embracing the idea of watching mixed g ames. The economy changed, by black players being offered more scholarships and even NBA contracts, that social group started acquiring more power. Moreover the outcome became a very strong ground that changed the basketball dynamics in the United States. Prejudices were broken in a great way because of that one game called the most important game in college history, all for this sport. In a way, the final game can be seen as the game against racism. It was subconsciously a game to prove a point. Black players can also play, they can lead, they can think, and they can do every single thing white players could; and they proved it in that game. If Texas Western had lost, we do not know how many years or how much time would have needed to pass for society and rules to change. But they did win, so the game, and the world changed for good and forever. Nowadays basketball is a sport that is predominately played professionally by black players. It is more than normal now to see black players in the NBA, we could not have guessed that before Texas Western and Don Haskins this was not a reality. Talent does not differentiate between race, color, sex or age and at least in this movie and in real life sports contribute to the betterment of the world and the promotion of peace. What is even more impressive is that even today there are still many people that think in a similar way, racial discrimination is a serious problem in many societies. But we were able to appreciate through this film and the re-enactment of the team members, basketball was used as a tool for social change. Different sports can also be used in order to achieve similar changes in the way people think a society. It does not have to necessarily aim at racial discrimination, it can also help to end gang violence, social re-integration in a post conflict zone, or even empowering women. The concept of competitiveness that is inherent in almost every sport draws people together and this gathering of people can be very helpful if correct combinations of strategies are used to achieve the specific goals. We believe that using sports as a tool for peace building can be very effective if used in the correct way. This movie uses breakthrough methods that shook the very foundations of a sport that was overrun by a majority of white players. In situations were the social foundations are so embedded in the peoples mind that revolutionary methods served better to achieve the goal. Using a similar approach, sport can be used, with the aid of different projects, to engage is social turmoils. From gang wars, to nation building in post conflict areas. Direct interaction between opposing party members can create a process of humanization and ultimately decrease tension amongst them. These techniques have already been used in post conflict zones like Rwanda, were UNICEF organized an initiative in the country to introduce sport as a reunification tool in school as a way to recover from the genocide. A similar strategy was used in Colombia, were soccer was used as a way to increase gender equality in the country. Co-ed teams of children were created and no goals would count unless a girl was involved in the play that lead to the goal. Conclusion Glory Road showed that enough exposure and bonding can defeat racism. A team formed out of nothing stood against all challenges and triumphed. The self- discipline and importance of hard work and team work imposed on the team by coach Haskins was portrayed. This marked the beginning of new things to come in the history of USA college basketball. Many doubted, others ridiculed and laughed at the team and coach but i guess you could say they had the last laugh.

Parkinsons Disease - the chances of a trembling body Essay -- Biology

Parkinson's Disease - the chances of a trembling body I have been closely following the news in the past months and I have noted a continuum in the coverage of the medical condition of one person who for many symbolizes the virtues of man, has been associated with the liberation of the minds of people under the communist era, has firmly supported the foundations of the Catholic faith and has been inspiration for many - the current Pope John Paul II. The newspaper photos of his almost expressionless face and the constant trembling hand which have started hindering his public activities and my deep respect to the his achievements made me look into the roots of the Parkinson's disease and its effects on behavior. Parkinson's disease, or the "shaking palsy" as first defined by Dr.Parkinson in the early 19th century, is defined as a disorder of the central nervous system, affecting about 2% of the world's population. It is more common among older people and there is a higher percentage of men affected by it. (1)Cells in the part of the brain that control movement are lost, causing sometimes severe difficulty in performing movements with a variable intensity depending on the individual cases(2) The widely recognized symptoms include muscular rigidity, resting tremors, bradykinesia, inconsistency of posture, dementia. All of these symptoms directly or indirectly affect the patient's behavior. The symptoms only appear after the death of 80% of the cells which produce dopamine. (4) The loss of dopamine causes the nerve cells of the basal ganglia to fire out of control, leaving patients unable to direct or control their movements in a normal manner. Thus, the early diagnosis is very hard, especially in the sporadic cases. Early symp... ...ynmawr.edu/bb/neuro/neuro02/web2/www.parkinsoninfor.com 4) BBC Health News. , BBC News Agency with certain articles on current research http://news.bbc.co.uk/1/hi/health/317413.stm 5) Research News. http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.nhgri.nih.gov/DIR/LGDR/PARK/media_rel.html 6) Molecules of the Mind: Dreaming of Parkinson's. , interesting article http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.medinfosource.com/mb/mb980212.html 7) The Parkinson's Institute http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.parkinsoninstitute.org/movement_disorders/parkinsons.html 8) An Active Web Resource for Parkinson's Disease Information http://cgi.sapien.net/cgi-bin/parkinsonweb/news 9) An Online Support Group for Patients http://serendip.brynmawr.edu/bb/neuro/neuro02/web2/www.parkinson.org/denyingparkinson.htm

Race :: essays papers

Race When I was a little girl, my best friend's dad was a neurologist. He tricked us with color and number tests and other brainteasers. I was fascinated by how my brain reacted to the games, and ever since, I have wanted to study the brain. Later, as a high school sophomore, I still focused on being a doctor, and that year I was deemed worthy of an internship at a local hospital. So, the following summer, I gave up late mornings and relaxing by the pool to get up early and help doctors at the hospital. I had originally applied for a neurological internship, which the program did not offer, so I was shuffled into working with doctors in the maternity ward and the nursery. Nevertheless, by the end of the first week, I was feeding babies, checking vitals, changing diapers, and rolling them in carriages to their mothers and fathers. Each moment I spent helping the doctors with the newborns, I wondered if I should be an o.b./gyn doctor instead of a neurologist. One morning a few weeks after I began the internship, the doctors told me a mother was to deliver a baby, and she had given permission for me to view the delivery. For awhile the mother tried to deliver, but she was tense; the doctors kept telling her to relax and stay calm for the baby. The tense mother continued trying to deliver, and with the doctor's encouraging words and the heat of the small, boxy room, I became conscious of what I was about to witness and wondered if I could handle it all. Before I could change my mind, a small, smooth head slowly emerged. I discovered what I had expected - I could not take it. Tears filled my eyes along with the healthy newborn baby's. What I had seen, some never see -- including the father who had decided he should stay in the much calmer hallway. As the beautiful baby was carried around from doctor to doctor to be examined and then to the mother's arms, I realized that I did not want to be an o.b./gyn doctor. Residents had warned me that this job must be a passion or one would burn out from stress and constant fatigue, which I definitely felt after watching the birth of a baby. As my internship continued, I helped doctors in the neo-natal care unit.

Leadership in Professional Nursing

Every day, a set team of nurses and nursing managers set out to ensure the health and well-being of their patients. To achieve this goal, a nurse manager must adhere to a specific style of nursing leadership. There are many different styles of leadership in the healthcare field. Bass and Barnes (1985) stated that the two most common are transformational and transactional (as cited in Frankel, 2008, p. 24). This paper will define leadership, the two different styles, how each are executed, as well as pros and cons of each. Review of Professional Nursing Literature Stogdill (1950) defines leadership as the process of influencing the activities of an organized group in its efforts toward goal-setting and goal achievement (as cited in Frankel, 2008, p. 24). The use of leadership behaviors is significantly correlated with job satisfaction, productivity, and organizational commitment. When a group faces a task, the leadership set before them directly affects the outcome. In order to obtain a positive outcome, a leader must be able to direct a group or individual toward the achievement of a common goal. Inspiring action and a shared vision greatly increase the chances of a positive employee outcome. As the nation continues to focus on issues of health, rather than just treatment of disease, nurses will increasingly play leadership roles (Mittelman, 2010, p. 10). The first type of leadership is transformational. The main focus of transformational leadership is to conjoin nurse managers and nurses to strive to meet a united goal. Leaders transform followers by increasing their awareness of task importance and value, getting them to focus first on team or organizational goals rather than their own interests, and activating their higher-order needs. It is vital to allow young nurses the opportunity to form their own opinions and receive feedback. These young nurses are trying to find their place within the work force and will not benefit from being criticized on many things at once. Job dissatisfaction is due to managers not giving due recognition and support, not being able to follow through on problems and not helping but criticizing in a crisis (Loke, 2001). The boss must be careful and narrow down the areas in which improvement is needed and explain why the improvements are needed. When utilizing this method, Sutton suggested that they (bosses) consciously break out of the power bubble by asking for direct input and feedback (as cited in Flora, 2010, p. 50). By doing this, nurses are allowed to hold a functioning role in the development of policies. Bass (1985), found that â€Å"the transformational leadership factors were more highly correlated with perceived group effectiveness and job satisfaction, and contributed more to individual performance and motivation, than transactional leaders† (as cited in Frankel, 2008, p. 23). This type of leader is often found empowering their employees and giving them a sense self worth within the company. Steers (1977) found â€Å"commitment improves work performance and reduces absenteeism and turnover which are costly to organizations (as cited in Loke, 2001). Transactional leadership is built on reciprocity, the ways in which leaders and followers influence one another, and the idea that the relationship between leader and their followers develops from the exchange of some reward, such as performance rating’s, pay, recognition, or praise (Marturano, 2004). This style of leadership does not promote a close relationship amongst the boss and the employee, but has proven to be practical in certain situations. According to Frankel (2008), â€Å"transitional leadership is short-lived, episodic, and task based† (p. 23). Based on this, the employees’ attraction is geared towards a more selfish transaction, rather than the common good of the group. Many employees find themselves working past this type of hierarchy to acquire the exchange they are seeking. Application of Clinical Example Mark, the nurse manager of a fifty-two bed intensive care unit, was attending a budget meeting with the nurse managers from other departments, as well as other various administrators. Right now, many hospitals all over the nation are being forced to make budget cuts because of the economic recession the country is suffering from, and Mark’s hospital is no exception. In the meeting, in order to save money, the CEO forbids all of the managers to allow any overtime. Mark knows that times arise when his nurses simply are not able to clock out on time, but he must enforce the rules passed down to him. Mark quietly accepts the decision made by administration without any contest. Over the next couple of days, Mark holds several staff meetings to inform his employees that no overtime will be permitted and that anyone who either clocks in early or clocks out late must end their next shift early to adjust their time. Subsequently, any employee who has accumulated overtime at the end of the pay period will be suspended. The nurses of the ICU respond less than favorably, arguing that clocking out early from a shift would not only cause additional stress for the nurse, but also would almost certainly lead to negative patient outcomes. Many of the nurses voiced their concern that they were putting their license in jeopardy. Mark’s only response was â€Å"this is the way it has to be,† leaving them feeling let down that their manager didn’t stand up and do more to protect them. Over the next few weeks, Mark could tell that the overall productivity, quality of care, and employee morale that had once been excellent had fallen dramatically. Because of the added stress from the nurses feeling rushed throughout their shift, there was an increase in documented medication administration errors, a decrease in the quality of clinical skills, and abandonment of patient and family teaching. Looking back at the different types of leadership, Mark could have possibly changed the outcome of this situation by understanding the style of each. Leadership is not just about picking that or this strategy or goal; it’s equally about standing up publicly and saying this is what we are going to do and why we are doing it (Grayson, 2010, p. 6). First, Mark could instill a sense of empowerment by encouraging the staff to come up with alternate ways to save money. Secondly, he could have stood up to the administration and taken some heat by demonstrating how it’s not always possible to clock out on time. Lastly, he should stand behind his staff, and don’t give up until the situation is resolved. Enabling others to act is a leadership behavior that infuses others with energy and confidence. Developing relationships is based on mutual trust and providing subordinates with discretion and make their own decisions (Loke, 2001). Conclusion Despite these contextual influences, the expectations of leaders are that they will promote change within their organization and thereby shape its modus operandi and culture (McIntosh & Tolson, 2008). Understanding the different styles of leadership is vital in keeping up with the constant evolution of healthcare. One must be able to not only manage, but also inspire employees to achieve goals. Former president John Quincy Adams was once quoted as saying, â€Å"If your actions inspire others to dream more, learn more, do more, and become more, you are a leader. † By following these simple guidelines, nurse managers are able to generate a more satisfying work environment, enhance employee performance, and increase patient outcome.

The Internal and External business environment of BBA Aviation plc

This report is about BBA Aviation plc. The report will identify the company’s goals and objectives but will particularly focus its attention on the Challenges the company face both in its Internal and External Business Environment. The report will also cover both PEST and SWOT analysis to determine threats, opportunities and weaknesses and the role of the company’s Corporate Social responsibility (CSR) will also be examined. Factors such as the Porters five forces and the Dimension of Complexity will also be examined to better identify this Challenges faced by the company whilst the Dimension of Complexity will give a clearer nature regarding the Complexity of the company’s Environment at which it operates.Haven discovered these challenges the Mckinsey’s7S framework will monitor if there are any changes within the organisation that will require a change in its operations. BBA Aviation is a Global company which operates in 220 locations worldwide but only i ts operations in the UK will be examined in this report. However, haven said so; there are other factors such as the International and European Law that governs its operations. These also includes; The European Aviation Safety Agency (EASA) and the International Civil Aviation Organisation (ICAO). There are also National restrictions and legislation from the Civil Aviation Authority (CAA) and the Department for transport. IntroductionBBA Aviation plc is an aviation services company that offers aftermarket services, flight support and system activities to the commercial and business aviation markets. Also, it offers the services to regional airline,  military and commercial aviation operators, including fixed based operator (FBO) services, such as; grand handling, fuelling, turbine engine repair, aviation component and overhaul, hydraulic system and landing gear. (The times 2006) The company’s operations are segmented into two business operation namely; Flight support and Af termarket services and systems. The flight support segment of the company engages in ground handling, offering refuelling, crew, passenger amenities, office rentals and hanger. (BBA Aviation, 2012)After services and systems business segments of the company engages in manufactures and supports engines and aerospace component, sub-systems and systems. The segment also comprises of engine repair and overhaul, legacy support and AP Precision hydraulics (APPH). The Engine repair and Overhaul segment is the Leading independent Original Equipment Manufacturer (OEM), the Signature Flight Support segment is the world’s largest and market-leading fixed based operator (FBO) network. The company’s Aircraft Service International Group (ASIG) is the world’s leading independent refueller. (BBA Aviation, 2012) BBAAviation is headquartered in London. The company employees are estimated at over 12,000 at over 220 locations on 5 continents where its operations are performed. The c ompany operates in twelve locations â€Å"airports† in the UK, Seven in England, four in Scotland and one in wales (BBA Aviation, 2012) Porter's five competitive forces model:Threat of New Entrants: (Low)BBA Aviation plc operates in market segments that have relatively high barriers to entry in the fixed based operator (FBO) business. However, it is possible to have more than one fixed based operator (FBO) operator at major business aviation airports, the airport landlord will still be cautious of issuing too many leases for fear of diluting its own returns from selling the leases. (Westhouse, 2010) Another aspect of the barrier to enter is the Non-financial considerations which also have an influence. Signature’s brand strength and quality service reputation make it much more difficult for price-driven competitors to enter and build repeatable volumes/market share.If end users were truly price-sensitive, they would not be using private aviation in the first place, thi s is to say end users do not switch to a cheaper alternative as the market itself is capital intensive and has no  room for cheaper alternatives. Also, tight credit markets reduce the risk of new entrants being successful at present, hence the smaller companies are falling plus they struggle with the fund needed to create any threat in the market. (Westhouse, 2010)Another deterrent to entry is the strong emphasis on safety and aircraft to remain legally airworthy in the aviation industry set by the European Aviation Safety Agency (EASA), the International Civil Aviation Organisation (ICAO), the Civil Aviation Authority and the Department for transport. The restrictions from this organisations acts as a barrier to entry by new companies without established track records. (Westhouse, 2010) Bargaining power of suppliers: (High)Signature’s Flight Support main operating cost is aviation fuel, which it sells on to its private jet operator customers with a mark-up. Although, Signa ture’s Flight Support has little bargaining power, the cost is a pass through. Whereas, on the Maintenance, Repair & Operations (MRO) side of the business, the Original Equipment Manufacturer (OEM) do wield significant power in terms of their ability to dictate who can acquire licences to conduct maintenance work on their engines, given the strict safety and airworthiness regulations. (Westhouse, 2010)Given the analysis on the porter’s five, it is clear that threat of substitute is low. Also, the aviation market has a high level of barrier to entry and it’s also a high capital intensive market. The main challenge for Managers and leaders given the analysis overhead would be to main an already gained market share and provide a positive employee engagement by a way of specific and relevant job-related training and personal support. (BBA Aviation 2012) PESTEL Analysis:Political and regulatory factors (Law) – (Threats)Safe and dependable transport is essentia l to the UK society and the economy. (Department for Transport, 2012) Haven to meet the standard set by the aviation regulations, BBA Aviation ensures the company’s operations, meets and exceeds the regulations facing its Customers, these customers includes; regional airlines, business aviation, military and commercial aviation operators. (Relevant, 2012) The Civil Aviation Authority (CAA) uses a mix of Domestic, European and international legislation to protect consumers.These  legislations ranges from the minimum safety standards set by the International Civil aviation organisation (ICAO), to EC legislation protecting passenger’s rights, also including the European legislation on safety and the domestic regulation on the use of airspace. (CAA, 2012) The legislations are not limited but also, include the safety of Customers, Aircrafts and its Airworthiness, Airlines and its flight standards, Airport and Airspace. (EASA, 2008) Overall, this is a threat to the company and they could lose their operating license should they fail to meet these regulations, hence employee’s needs to be better informed and trained in their individual roles. Economic factors (Weaknesses)The great challenge managers/leaders face in this context is the ability not to have the power to control or manipulate the economic factor such as the Interest rate and exchange rate. Exchange rate volatility is likely to continue to lead to some volatility in sterling profits, with most of the BBA Aviation earnings (and costs) in US dollars. (Westhouse, 2010)Foreign Exchange Risk:BBA Group has significant overseas businesses whose revenues, assets, cash flows and liabilities are mainly denominated in the currency in which the operations are located. BBA Aviation Group’s policy in relation to foreign exchange translation risk is not to hedge the income statement since such hedges only have a short effect. In relation to the balance sheet, the BBA Group seeks to denomina te the currency of its borrowings in US dollars in order to match the currency of its earnings, cash flows and assets which are principally denominated in US dollars. (BBA Aviation, 2012)Financial Risk Factors:The Groups activities expose them to a variety of financial risks: market risk (including interest rate and currency risk), liquidity risk and credit risk. Overall the Group risk management policies and procedures focus on the uncertainty of financial markets and seek to minimise and manage potential financial risks through the use of derivative financial instruments. BBA Aviation does not undertake speculative transactions for which there is no underlying financial exposure. (BBA Aviation, 2012)Under policies approved by the Board of Directors of BBA Aviation plc, risk management is carried out by a central treasury department. This department identifies, evaluates and hedges financial risks in close co-operation with the Group’s subsidiaries. The treasury policies cov er specific areas such as; interest rate risk, credit risk, foreign exchange risk, use of derivative financial instruments and the investment of excess liquidity. (BBA Aviation, 2012)Social and Environmental factor (Opportunity)BBA Group has benefited from the growing population (demography) trend in the United Kingdom, increased holiday makers and Migration into the country has also increased its Group’s revenue (Mark Easton, BBC NEWS, 2010) In light of this growth, the demand for aviation services thus increase, which makes BBA Group to expand in its operations. The expansion brings about employee information and training to accommodate these changes, it also enables its customers to respond effectively and efficiently to meet the new aviation demand.(Source: BBC NEWS, 2010)Current migration figures shows a surprising and high increase in the number of people from different nationals, ethnics, gender and age migrating to Britain, not only by foreign workers or family reunio n cases, but also by a big rise in the number of students coming to the United Kingdom. (Easton, M. BBC NEWS, 2010) Other reasons for migration to the United Kingdom includes; Business, Tourist, Holiday makers and also Political. Hence, the demand for inflow and outflow on aviation services in the United Kingdom seats on a rising trend. (Mark Easton, BBC NEWS, 2010)The more flying hours generated by its customers; the commercial, business, military and regional airlines the more beneficial this is to BBA Aviation. Haven said so, when a lower fuel price was taken into account in 2009, signature flight support revenue dropped 26%. (BBC NEWS, 2010) (Mark Easton, BBC NEWS, 2010)Corporate Social Responsibility (CSR)BBA Aviation focuses on delivering a long-term and sustainable value that integrates a continuous improvement and reliability, thus, embedding Corporate Social Responsibility (CSR) in its vision. Health and Safety, Employee, Environment and Community are BBA Aviation plcâ€⠄¢s four key area of Corporate Social Responsibility (CSR). (BBA Aviation, 2012)Technological factors (Strength)Considering the strict safety restriction in the aviation industry Technological innovation is at its highest level with zero tolerance for error. BBA Aviation brandished its strength with the launch of the First support centre. BBA Aviation Engine Repair and Overhaul (ERO) unveiled its First Support global technical operations centre. The centre utilizes integrated satellite based tracking to deliver ultra-fast and efficient response to Aircraft on Ground (AOG). (Aviationpros, 2010) BBA Aviation believes this is a game changer for the engine support industry; First Support utilizes a highly integrated real-time system that can identify locations of field service technicians, mobile response vehicles, rental engines, and tooling at any given moment, any time of the day, around the United Kingdom and anywhere in the world. (Flightglobal, 2010)The support centre has the abil ity to track the precise status of every field service job as well as the availability of the company’s assets and personnel. It can also monitor air and land based traffic as well as the impact of airport delays and weather. Given an example; when a customer calls with an Aircraft on Ground (AOG) issue, the company can rapidly deploy solutions via the most efficient routes and means. BBA Aviation industry leading services enables them to deliver a step-function improvement over existing engine support services. (Flightglobal, 2010)The centre is staffed by highly skilled field service technical managers who are expert on all engine product lines serviced by. Staffing also includes; quality assurance, engineering, and logistics personnel. (Flightglobal, 2010) The Group also introduce the Aqua-save system that helps reduce the litres of waste water generated, this waste water are converted to new coolant or water that can be use for floor cleaning operations, whilst reducing op erational cost and improve  environmental performance. (MWP Advanced Manufacturing, 2010) Dimension of complexity:1. The environment at which the organisation operates is very complex. There are heavy penalty that could affect the organisation should they under perform in their operations. These regulations are set nationally by the Civil Aviation Authority (CAA). Other complexity includes; the unpredictable changing demand in the Aviation industry, critical government policies, laws, regulations, taxes, interest. (Wensveen, J 2010) 2. BBA Group operations are Routine and Non-Routine. This also depends on the sector. Operation that requires baggage handling and de-icing are Routine, whilst the operation that providing landing gear, engine maintenance, supply’s of engine parts are non-routine. 3. BBA Group is diversified following its operations. The group is segmented into; Aftermarket services and systems:Legacy Support: Leading supplier of Original Equipment Manufacturer (OEM) licensed legacy products. AP Precision hydraulics (APPH): Niche landing gear and associated hydraulic equipment provider. Providing integrated logistics support for landing gear and hydraulic systems Engine Repair & Overhaul: Leading independent Original Equipment Manufacturer (OEM) authorised engine Repair Company. (BBA Aviation, 2013)Flight Support: Aircraft Service International Group (ASIG): The leading independent refueller Signature flight support: Largest leading fixed base operation (FBO) i.e. Ground handling. (BBA Aviation, 2013)4. BBA Aviation group generates more revenue by the more flying time clocked by its customers. (BBC NEWS, 2010) The operating environment has made its operation hostile by refusing the government to expand airports in the United Kingdom, the nation’s economy will benefits from these expansions in the long-run if plans are passed for approval. But there have been challenges from the environmental advocates and public resistance which has objected to the expansion plans and the creation of new run -ways. (The Guardian, 2013)Chairman of the Gatwick Area Conservation Campaign  Brendon Sewill said: â€Å"When people begin to realise what is likely to hit them, there will be a tidal wave of public resistance.† He said there was no need for any new runway in the South East; Stansted Airport was less than half full, new larger aircraft were coming into use and there was sufficient airport capacity to last until 2050. (BBC NEWS, 2013) BAA Aviation proposed a short a second runway at Gatwick, extra runway at Heathrow, and two extra runways at Stansted.It said the first runway should be built as soon as possible, with land â€Å"safeguarded† at two other sites for future development. But it said the option of a  £9bn new airport at Cliffe in north Kent should be excluded from the government's final expansion scheme. While local residents and green groups will welcome the possible scrapping of the Cliffe pla n, campaigners in Heathrow, Stansted and Gatwick reacted with â€Å"dismay† to BAA's statement. (The Guardian, 2013)Given the analysis above, there are little challenges from competitors as the barrier to entry is high. However, there are Environmental Challenges, Social challenges, Community Challenges and Political Challenges. But the Group’s biggest challenge is its Operational Improvement. BBA Aviation Chairman announced that the Group continue to invest in its employees and their development and made some changes to their organisational management structure at the beginning of 2013 to accelerate its growth and operational improvement programme. (BBA Aviation, 2013)The Group believes that with high operational improvement it can strive to reduce environmental impact through the more efficient use of resources, encourage innovative developments in technologies that support its business objectives and can offer environmental, community and social benefits. (BBA Aviat ion, 2013)McKinsey’s 7S’ frame-work Structure:BBA Aviation is divided into Two major Group namely; Flight Support and Aftermarket services and system. There are also further division into the major groups. This idea is to decentralise the Groups operations to the appropriate organisation with relevant skills needed to carry out each and every specific task. All of these groups work under the umbrella of BBA Aviation plc. The creation of these groups divides task and further provide coordination. It decentralises to focus on its individual area of specialisation and centralise to achieve the Group’s sole aims, goals and objectives.Strategy: BAA Aviation divided its strategy into four sections; Vision, Goal, Value and Key performance indicator. Vision:BBA Aviation’s vision and overriding objective of growing exceptional long-term sustainable value for all stakeholders is shared by all Group’ operations which are individually and collectively focused on; continuously improving market-leading and innovative businesses, working together for greater gain through improved co-ordination and co-operation and being an employer of choice for empowered individuals in a safe and sustainable environment. (BBA Aviation, 2013) Values:BBA Aviation plc employees are also unified around a common set of values; these values are a vital and integral part of the way the Group do business. (BBA Aviation, 2013) Goals:Each year BBA Group’s Executive Management Committee sets a series of short and medium-term specific and measurable goals. These goals are then cascaded throughout the Group. Each Group’s business has actions aligned to the achievement of each of the short and medium-term goals and the execution of those actions is actively monitored by Group’s management. (BBA Aviation, 2013) Key Performance Indicators:The successful execution of BBA Aviation’s strategy is expected to be value creative for shareholders. Key Performance Indicators (KPI) is used to monitor progress and any challenges faced within the Group. (BBA Aviation, 2013)Systems: The Group decentralizes its operational system, given the decentralize nature of its business. Given this approach the procedure are different group differs, hence introducing the system of internal control that helps to identify risks and challenges faced by leaders and management.BBA Aviation  internal control is essentially an ongoing process embedded in the Group’s businesses for identifying, evaluating and managing the significant risks faced by the Group, including; social, ethical and environmental risk. The Group considers that it has adequate information to identify and assess significant risks and opportunities affecting its long and short term value. The Group’s system is designed to manage rather than eliminate the risk of failure to achieve its business objectives. The internal control system can provide reasonable but not abso lute assurance against material misstatement or loss; to the extent that is appropriate, taking account of costs and benefits. (BBA Aviation, 2013)Style:Business operations within the Group are routine and non-routine. Certain elements of the business are designed to accommodate the routine aspect of the group. The style here can be said to be flexible as there are specific way of carrying out its operations, changes in style would be said to be low. However, the style at the non-routine aspect of the Group’s operation will change from time to time given the uncertainty in the operations of its business. As the operation at the non-routine level can sometimes not be determined this will mean the style will always have a shift to accommodate any present situation.Staff:BBA Aviation is committed to investing in and empowering its staff through training and education and to providing them with opportunities for rewarding careers. The Group provide each of its employees with spec ific and relevant job-related training and personal support while, at Group level, BBA Aviation develop programmes for example; leadership and general skills training that can be implemented across all sites.The Company provides employees with various opportunities to obtain information on matters of concern to them and to improve their awareness of the financial and economic factors that affect the performance of the Company. These include â€Å"all hands briefings†, staff forums and meetings with trade unions that take place throughout the year. In 2012 a number of communication initiatives have been launched to foster effective two-way communication  around the organisation. (BBA Aviation, 2013)Skill: BBA Aviation is highly skilled in all area of it operations. The Group’s strategy is to acquire a company that specialises in a given area of the Aviation business rather than founding a total new company for that specific area. The level of its operational skill is identified below; Flight Support:Aircraft Service International Group (ASIG): Is the leading independent refueller. Signature flight support: Is the largest leading fixed base operation (FBO) for example; Ground handling. (BBA Aviation, 2013)Aftermarket services and systems: Legacy Support: Is the leading supplier of Original Equipment Manufacturer (OEM) licensed legacy products. Engine Repair & Overhaul: Is the leading independent Original Equipment Manufacturer (OEM) authorised engine Repair Company. (BBA Aviation, 2013)Super-ordinate Goals:BBA Aviation uses a range of key performance indicators (KPI), allied to the BBA Aviation vision and mission, to monitor the Group’s progress against the goals set to support the delivery of our overarching objective to grow exceptional, long-term, sustainable value for all stakeholders. To acquire the Groups super-ordinate goals, BBA Aviation set up a remuneration policy. This policy is intended to ensure that the remuneration of execut ive directors and other senior executives properly reflects their duties and responsibilities and is sufficient to attract, retain and motivate high calibre senior management capable collectively of delivering the goals of the Company. (BBA Aviation, 2013)Haven critically gone through the company’s PEST Analysis, SWOT Analysis, Porter’s five forces, Complexity of Dimension, Corporate Social Responsibility and Mckensies 7S’ frame work. It is clear that the BBA Aviation is at a stable cruising leading point in the Aviation industry and their biggest challenge is the Operational Improvement to sustain this leadership position. For this to be achieved the employees need to undergo training events to understand the company’s vision, goals, aims, objectives and also to understand the internal and external challenges, hence empowering them with the understand of what is expected of them both as an individual or a group of teams.The Harrison’s learning whe el (eight-stage process) will be a better tool for employees to understand the company’s vision and challenges. The step-by-step process will equip the employees to a better understanding on how to achieve the skills and experience needed in other to be a partaker of the vision and to combat these challenges faced by the company.Training refers to the acquisition of specific skills and knowledge that will enable an employee to perform their job effectively. Relatively, staff development concerns activities that are directed to the future needs of the employee, which may themselves be derived from the future needs of the organisation. (Palmer, A & Hartley, B)Harrison’s learning wheel (The eight-stage process): Establish needs:This is to ascertain the individual, team, group or even management that needs training to better enhance them with the training needed to understand the company’s vision and challenges. Agree on purpose and objectives for the learning event :Having to understand the employee that needs the training process, it will be important for these employees to know the purpose and objective of the training. The training is usually based on the employee to understand the immediate challenges faced by the company. Identify profile of intended population:It is vital that the pedigree of the employee has to be established. The intrinsic and extrinsic profile of the employee has to be understood and a motivational reward to be put in place to incentivise the employee. Agree on strategy and the delivery of the learning event:A strategy on how to deliver the learning event should be made flexible. Planning and control process have to be monitored in the event where funding may have come from other group of the company. Select learner cohort and produce detailed specification for the learning event: At the point leaders and manager would select employee that they think is deemed necessary to attend the learning event given the challenge s faced in their department. Finalise strategy and design the learning event:Ones these employees have been selected a proper strategy on how the learning will be passed on will then be drawn. After this process, a transformation will then be expected of these employees after haven to complete the training process. The finalisation of the training process will then hand the employee the skills and knowledge to better performance hence reducing the challenges faced by the company. Monitor and evaluate the change:The evaluation process is a tool for leaders and managers to ascertain what has worked and what has not worked after the learning process. The evaluation process helps leaders and managers to tackle the remains of the challenges. Evaluation technique that will assist leaders and managers to acquire the learning outcome will range from interviews, questionnaires, briefings, practical test, written test and even the observation of behaviour will confirm an employee engagement. Haven gone through these techniques it will be clear to leaders and managers where lapses can be foreseen and a possible remedy to tackle the remains of the challenges uncovered after the evaluation technique process.Conclusion:The operations of BBA Aviation plc are complex at the industry at which it operates. Given this complexity, their main challenge is Operational Improvement. The company in its response created specific job related training for staff at different level. The training focuses more on staff training and staff development. The Group involve their employees personally in these efforts and invest in new technologies, equipment and training and development programmes where the Group believe they can make a difference.  The Group businesses have much in common and plenty to learn from each other and the Group encourage working together, sharing ideas and good practices.BBA Aviation plc is the leading aviation service provider in the United Kingdom compared to its co mpetitors namely; Goodrich Corporation, Mercury Air Group, Inc. and TIMCO Aviation Services Inc. BAA Aviation doesn't make the planes, but it does keep them flying. (BBA Aviation, 2013)