Violated Human Rights Essay Example for Free

break Human Rights EssayOn Oct 10, 2012 a cleaning womans justifiedlys were violated when an inmate (female) gave birth to her starting time pincer. No doctors were indue during labor nor during the actual delivery.Said inmate, Julie Bilotta, had reported that the guards at her prison had heard her cries of pain during wear and had elect to ignore it. If that wasnt bad enough, the guards even out got irritated of her constant yelling and had her transferred to a new cell. Julie last gave birth 4 hours after the transfer. Luckily, the baby was born and is healthy.My personal view on this issue is that this is an happening that should have never happened. I think that we are a civilized enough society to illuminate that these inmates are still people, they are just people who have made mistakes. While paying for it, should they be turn toed corresponding they are not even humane enough to have a right health care when in need? Not only that, but because of this epi demic a childs, or mothers, life could have been taken away. With almost no help at all, this woman gave birth, endangering both her child and her self.The report even stated that the babys birth was something called a rear of barrel birth ( thats when the baby enters the birth canal either buttocks or feet first rather than the head.) something like this is extremely serious during birth because it can sometimes lead to the baby getting caught and strangling to death. Also, the woman giving birth can possibly bleed to death. That is why there is usually a medical procedure called a c-section for the safety of both mother and child.So far, the major rights that I see violated are.1) Article 3Everyone has the right to life, liberty and security of person.An innocent child, who hasnt even been born long enough to even make mistakes, has had its life at risk. It has the right to live, and that prison took away its right by refusing to give the mother proper medical care. What if tha t baby rattling had died for something that could have been easily avoided?2) Article 25.(1) Everyone has the right to a standard of living adequate for the health and benefit of himself and of his family, including food, clothing, housing and medical care and necessary social services, and the right to security in the event of unemployment, sickness, disability, widowhood, venerable age or other lack of livelihood in circumstances beyond his control.This article states that everyone has the right to proper health care. Although, in all fairness, the prison guards did have Julie checked out by nurses, the grounds why she didnt receive proper medical attention is due to the fact that they thought it was a false labour. But even at that, they should have made sure that it was indeed false labour by getting a proper checkup by a doctor. At least thats what standard procedure states, and according to article 25 Everyone has the right to standard living adequate including things like health care.I do believe that something like this will not happen ever once again since it caused such an uprising by a group of womens rights activists. Along with all the press the incident got when it first occurred, it seems that everyone has the same thoughts on this matter and that, hopefully, this is the last time that this is to ever happen.However, if people still dont get the message after this incident, I strongly believe that there should be some prison rule stating that when an inmate is pregnant the baby, and mothers, well being become top priority and treat the birth the same as if the mother werent a prisoner.

Is Apple Entry Into The Mobile Telephone Sector Marketing Essay

Is apple entering Into The Mobile Tele border Sector Marketing EssayAccording to Michael Porter (1979), industriousness is being influenced by five forces. The strategic business manager planning to develop an improvement over rival firms seat use this regulate to better understand the industry plans in which the firm operates.Since iPhone is only offered by single(a) networks such as O2 in UK and ATT in US, customers of some another(prenominal) networks bequeath have to wait until their contract expires, or hire an early can prison cellation fee (typically $cc). The average duration of a cell phone contract is 2 years, which means that 25% of consumers plans volition expire in the next 6 months. Since a $200 electric switch fee makes the iPhone very expensive.orchard apple tree introduced the device at high scathe for early adopters to earn irregular profits and it slashed down iPhone price by 50% for rest of market segment. For Reference, In US When it reduce the pri ce from $599.99 to $399.99 consumer were force to deal with the nimble carrier AT T mobility, in do package ranging from $59.99 to 99.99 per month. But in UK, low amount of inclusive minutes was not competitive. For reference, O2s iPhone deal allowed 200 inclusive minutes for pound 35 versus competitors that offers of 750 minutes in addition to a free phone. Apple reduces its prices or introduces new models for price-sensitive consumers, and its sales could expand considerably.Barriers to Entry/ terror of newfound EntrantsUltimately the iPhone is going to subject the most competition from imitators who can sell a similar or comparable device at a lower price. Most of these threats are going to come from established players in the cell phone industry (such as LG and Samsung) rather than companies trying to enter the cell phone market. Software companies such as Google and Microsoft may let a credible threat at entering the cell phone market.Apple not only had to face a numbe r of roadblocks to entry in the development of the iPhone but they must in like manner worry about potential competitors (Google, Microsoft) overcoming them as well.Economies of ScaleApple already had pre-existing interpret in manufacturing mass-market consumer electronics devices, many of which share components of the iPhone so Apple was not adversely affected by this barrier. New entrants, however, may not have that luxury and the cell phone market is almost defined by its mass-market (which requires mass production and consumption) nature.Product DifferentiationThe iPhone is importantly different than its competitors product. Apple also has a true amount of protection with the strength of its brand identity. iPhone launch was extremely different technology from other mobile companies. But to keep product differentiation consistent in long run would be challenge for Apple.Capital RequirementsApple enjoys a slight advantage here, though its an advantage that may be quickly los t. The other cell phone manufacturers have a lot of experience making cell phones, but not necessarily software. So, to most effectively compete with the iPhone they will need to invest significantly in certain areas. And Apple also has a lot of experience making hardware and software, which gives them an advantage to some extent over their competitors. In this sense, Apple itself did not face much problem with this barrier because of their experience creating both software and hardware. Future competitors looking to enter the cell phone market are less likely to have that advantage.Distribution ChannelsThe iPhone will be only available at Apple and single network stores and it is only supported by the Single network such as o2 in UK. They are not able to sell iPhone in cell phone market and also they are making it difficult for people to even purchase the phone. A future entrant into the market may be able to make their product available for multiple carriers and multiple retailers . For instance, iPhone was available through 1300 Apple, O2 and Carphone warehouses shops in UK.Supplier PowerThe iPhone software that brings all features together and allows the user to interact with the phone in a compelling way. And Apple, of course, developed and owns the software. A producing industry requires raw materials labour, components, and other supplies. This requirement leads to buyer-supplier relationships between the industry and the firms that provide it the raw materials used to create products. Suppliers, if all- officeful, can exert an influence on the producing industry, such as selling raw materials at a high price to capture some of the industrys profits.But in case of Apple, The Software, Hardware, component is developed and owned by Apple itself. Hence, they have less threat from powerful suppliers.Buyer PowerHere you ask yourself how easy it is for buyers to drive prices down. Again, this is driven by the number of buyers, the grandness of each individua l buyer to your business, the cost to them of switching from your products and services to those of someone else, and so on. Although the iPhones functionality would be winning to business users, its price is considerably higher than that of Blackberries .This makes enterprise purchases unlikely, since businesses are typically price sensitive.However, the iPhones compelling conflate of features makes it attractive to a broad set of cell-phone consumers. The iPhones market is limited by two factors 1) the high price ($499 for 4 GB) and 2) Apples exclusive US carrier agreement with Cingular (For example AT T, O2).In case of Apple the buyers of the iPhone are somewhat more powerful. Given the relatively high price of the iPhone it remains to be seen whether consumers will pay a high price for Apple iPhone features when their needs may be equally met by cheaper alternatives.Threat of SubstitutesA threat from substitutes exists if there are alternative products with lower prices of be tter performance parameters for the same purpose.The iPhone in the main distinguishes itself from competitors over its softwares and hardwares which are driven by a multi-touch screen. Apple claims various patents relating to this technology. However, it is still likely that other players in the market will soon be able to deliver similar products. Synaptics and LG have already disclosed details of coming products which feature touch-screen interfaces, as well. Software companies such as Google and Microsoft may pose a credible threat at entering the cell phone market.EvaluationBeing sure of huge competition in mobile phone market, I decided to use porters five forces model to do analysis and based on analysis, I found that there is tough competition for mobile operators who act as both substitutes and new entrant. In the next 3-5 year if we see the industry would be more competitive than today. So many firms will be competing in the market and new firms will be try to come in the market for taking the advantage of profitability, which would reduce the profit of the firms. Consumer will have more choice because of substitution, and they can force the companies to reduce the prices of their product. And the supplier will have the power to raise the price of the raw material because of the high demand on the same time.Word attend 1,109 words

Child labor in Egypt

electric razor jab in EgyptChild fight in EgyptChild labour is officiate that may harm kidren or keep them forward from edu projection. It is a disaster on edge, a conception wide contendn scene is the functional electric s fork overr. You buns see them every where especially in developing countries, rural beas. To the degree that you hardlyt for find oneself that its a big catastrophe that sincerely concerns our families and communities. Our hope in those kidren fades into a b wish ugly future. Child labor is give out that harms children or keeps them from attending school. I do believe that Poverty and the lack of education be the intimately cardinal reasons for child labor, especially in the agrarian sector. Other reports show that the policies of market liberalisation contri savee greatly to the spread of this phenomenon and the violation of childrens rights to cargon and protection. More over Consequences of child labor argon crystal clear which do affect the psychological conjure and their health causes argon varied gibe to the community, needs, traditions and the knowledge raising level. However solutions are forever avail adequate to(p) if we do care to fix them. This testify examines the problem of child labor and its causes and effects, together with the required measures needed in order to prevent the weighty looses that could be disastrous and career threatening on Egyptian children.First we have to define the parole child the meaning could be based on different aspects, some can insinuate to puberty era as a quite end of childhood indeed boys of 13 and girls of 10 are supposed to be mature and not children anymore, in my opinion this is the peek of injustice. Other can refer to the education long time, so that after secondary education you are more of a man cognize that you completed ab whirl up 16 years old, much better opinion yet not really satisfying. Others do prefer the medically word consecrateing, being ma ture by 21, and that is quite fair but it wont ever be considered as a stripped working(a)s age in our country. So the word actually differs from unitary culture to an otherwise, and as a result laws should be imposed on that part which I think that its effective when discussing that problem, the real age of working should be settled down the stairs the supervision of lots of medical and psychological doctors to reach the optimum age where we can say that working man is not more a child labor.When thinking about it, there are a lot of complexities and considerations that should be taken wisely and handled carefully to achieve the best results. First we have to know or even passing by the psychology of the child. It is advantageously known that his psychology and his mental state structure are really different from the mature ones, they had their own thinking and their own bright sullen captivated world, it should be mingled with joy and happiness, playact and developing them selves step by step but in insuring way, to discover their own world finished their families, their bodies and souls. An important stage that go out surely affect our lives in the future, what if that part of his life is removed, depriving him from his rights, but even adding a lot of responsibilities on his back? They willing surely age quickly and die much younger. Few can consider it a benefit that working early in your life would set up the reliability and the responsibility features in the kid of 8 years, Im all in all against it, they think that those arent human but more of computers, the more you give, the more you take, its more the interchangeable feeding a new born baby the usual meals of a grown man.Being a thief, that what someone can call himself when he orders a kid to work, stealing his best part of his life, his childhood, he is aging him so early that the child could come to a indisputable point and got lost just from tiredness. Children are bullied, space d and shut out of school. They are missing out on education. They are missing out on medicines. Children are missing your love, care and protection. (Jackie Chan) Children have special needs that should be fulfilled first before going to work like staple fiber needs of food, shelter, emotions, and love and caring. It is believed that the last one is the most important thing to produce a reasonable state and a man later.The fact of choosing has to be considered to a fault, had the child has the right of choosing being a labour or not, most of them had been ordered to work either by their parents or any other member of their family. What can a child aged 6 years offer to a family or even his country? nohing actually he loads on it. thereof parents should think for the best of their children and stop selfishness and lust for bullion.Some families may send their own children to what is called an favourable work, like a delivery guy or something rather than sending them to hard wor k like coal mining work and all that work concerning driving forces and great deals of concentration. But actually work is a work, whether its easy or hard, physical or mental involved work. All work involves a gainsay and still those easy worked labors do called child labors. Parents and the government are fully responsible for the appearance of such devastating scenes in the street and it huge spread.The few pounds that a child earns really would never coerce such a big difference.Normally children are paid fewer wages than adults, this does not cast off parents feel proud to see their child working and spending his money on satisfying the basic needs of the home, or greedy aims that had turned family members into monsters that can deprive their child from the colorful and respectful life again, even animals do not let their children hunt food or go on their own. Thus fear do control our children, they can do everything even the impossible just to feel adept no more. Parents also fear their hidden entrusted future, so they use their children as a life devouring(a) tool in order to overcome the worse which is life. They do refer that they care about them the most and at the same time they are driving them to hell, moving them out of schools, creating small rude bullies strip from any good manners that we really need to plant it in our children those days. Some may sympathies with those parents one may say that they got nothing but their children to make their living. Maybe the parents were too old ore even disabled, thus there is no way from abusing and seducing their children.Birth control is a huge issue that threatens the futures of all children. This will increase the level of poverty which forces kids to leave education and go to work to support their families There is touching poverty in Egypt, so families use children as breadwinners, (Nevine Osman Dec 4, 2006). There will be lack of job chances with more competition in skid of perishure to control birth. Starting campaigns to tell state about ways of controlling birth and what are the problems of having lots of children. They will also know how to salmagundi their lifestyle and their way of thinking in life which will help them generally in their lives. Traditions play a very important role here, for example land lord, and would prefer to move his child out of school to help him in planting and cropping fields. Not a money need problem, but a tradition that a son should be always be his fathers eyes and soul, he should imitate him, let at his back, moving out of his personality and wear his fathers, depriving him from his right of choice, being a copy cat of his father, being of no use in the full-page community. He would fail to success and he would fail to return to him self once more which could trigger a lot of psychological problems in those children when they grow up. Jealousy could rush out extremely which would be very dangerous on the child, he would turn into a greedy person, who envy his friends if he would still have any, also he will champion a lot of greed towards his family. And it is not his fault, but his parents. In many rural areas where education is not strong enough there to make a difference because of the lack of schools or it is too costly to afford, some families may not trust education, they were not educated and thus they introduce to the new world arrogant people that will surely be a load on the whole community. This coiffure is considered exploitative by manyinternational organizationsand is illegal in many countries. Child labor was exploited to varying extents through most of history, but entered public strife with the arrival ofuniversal education, with changes in working conditions during theindustrial revolution, and with the emergence of the concepts ofworkers andchildrens rights. During theIndustrial Revolution, cant cerebrate that young children of only four were employed in production factories with horrible, and almost fatal, working conditions.Based on this issue of abusing children, now developed countries turned to be ahuman rightsinfringement, and are outlawed, however some poorer countries may accept or even encourage child labour. Charles Dickensfor example worked at the age of 12 with his poor family in a blackening factory of a certain prison and his suffering really appeared in his writings from Oliver debase and others. Supple boys were employed by the chimney sweeps tiny children were entitled to crawl nether machinery to retrieve cotton wool seeds above it children were ordered to work incoal minesto scramble through low and narrow tunnels which cant be reached by older men. They worked as undertaking boys, crossing sweepers. They do deserve your deepest pity and mine too. A high school number of children also worked asprostitutes.Children as young as three were put to business. In coal mines children began work at the age of four and regularly died before the a ge of 24. Many children worked over than 16 second days. Some of those poor creatures worked as tourists guides, entitled to bring in business for shops and restaurants and there they may work as well as waiters. They are given a lot of tedious and repetitive jobs like assembling boxes, polishing shoes, pilling up a stores products. However, most child labor occurs in the informal sector, merchandising many things on the streets, at work in agriculture orhidden away in housesfar from the reach of official labor auditors and from media scrutiny. (Mubarak, Susan (2002)). And all the work that they did was make in all types of weather and was also done for minimal pay. As long as there is family poverty there will be child labor. According toUNICEF, there are about 158 million children aged 6 to 14 in child labors worldwide, excluding child domestic labor. TheUnited Nationsand theInternational chore Organizationconsider child labour exploitative,with the UN stipulating, in article 32 of theConvention on the Rights of the Childthat States Parties discern the right of the child to be protected from economic exploitation and from performing any work that is likely to be high-risk or to interfere with the childs education, or to be harmful to the childs health or physical, mental, spiritual, incorrupt or social development.(Convention on the Rights of the Child 29thDecember 2009). Also globally there is an estimated count of 250 million children working. Concerns have normally been raised over the buying publics ethical conspiracy in buying products gathered or even produced insome developing countrieswith child labour on the other side others have raised concerns thatboycottingproducts fabricate using child labour may direct these children to more back-breaking or gruelling professions, such as prostitution or even peculation. Child labor is a pressing issue in Egypt and the world, Egypt is well known of its high quality cotton and its enormous cotton fiel ds, thus most of families in delta do rely on farming. Researches showed that the children employed there work long hours, routinely face beatings at the manpower of foremen, and are poorly protected against pesticides and heat. Working eleven hours a day, seven days a week. The children inspect cotton plants for leaf worm eggs and manually remove infected portions of leaves. Actually children were cheaper to hire, more obedient, and had the get hold of height for inspecting cotton plants. Majority of them are between the ages of seven and twelve who earn on amount three Egyptian pounds (less than one U.S. dollar) each day. Knowing that Temperatures in Nile Delta cotton fields can reach 40 degrees Celsius. Added to it, Requests for water are granted at the discretion of the foremen. Most of children recounted routine beatings with wooden switches by foremen whenever a child was perceived to be slowing down or overlooking leaves. They are humiliated, we were alarmed, but where is the serve? Children resumed work on cotton fields either immediately after pesticide spraying or after twenty-four to forty-eight hours, a period that falls short of the recommended intervals for reentry after the use of certain pesticides registered for use in Egypt. Article 124 of the Egypt Labor Act No. 91 of 1959 stipulates that no child under 12 years of age may be employed under any circumstances and sets the minimum age at 15 years for some hazardous industries. Labor Law 137 of 1981 states that children between the ages of 12 and 15 are allowed to work 6 hours a day, but not after 700 p.m. Decrees No. 12 and 13 issued by the Ministry of Manpower and Vocational Training in 1982 specify various hazardous jobs and industries where the employment of children under 15, in a few cases, and 17, in other cases, are prohibited. (Child Labor in Export Industries) The government is currently considering revisions to its labor code. Where the draft legislation being discussed would ra ise the minimum age for work to 14 years and would establish a number of conditions and protections for working children between the ages of 14 and 17.In the formal sector, particularly in the state-owned factories where most of export production is concentrated, local trade unions report that Egypts labor laws were well enforced. By contrast, there appears to be little effort by the government to oversee conditions in the informal sector. Small factories and workshops are occasionally subject to labor inspections although working conditions for children, as well as adults, often remain in violation of labor laws.The Ministry of Manpower noted that its 2,000 labor inspectors cited 72,000 violations stemming from 500,000 site visits in 1993.On the other hand, independent studies and interviews indicate that many employers view the inspectors as ineffective, at best. The most recent effort to address child labor in Egypt was the 1994 child labor workshops for government labor inspecto rs, jointly sponsored by the ILO International Program for the Elimination of Child Labor (IPEC) and the Egyptian Ministry of Manpower and Training. UNICEF also has an active chopine which conducts and sponsors research on child labor. Interviews with several trade unions, the Egyptian Trade Union Federation and the Arab Labor Organization revealed little activity regarding child labor. The unions are active in the formal sector of the prudence where they say child labor does not exist.Egyptian non-governmental organizations (NGOs) focus primarily on research and action to ameliorate the worst aspects of child labor. For example, groups conduct training sessions to teach children a marketable skill in non-hazardous industries, such as sewing. They operate health clinics and literacy programs as well as child care centers for working mothers. Campaigns are underway to raise public awareness of the detrimental effects of child labor. Still other NGOs work to promote government enfor cement of existing child labor laws, particularly prohibitions against children working excessive hours, at night, or in hazardous industries. Government should pay monthly salaries to the families who live beyond the poverty lines and others who are incapable to work, to help them bare with their childrens education fees and replace the salary that children used to take. They should know that in case of making their children also work besides the salary the already take, they will not be able to have the monthly salary. Also medical services should be available in cheap prices to resume the effects of labour on children before they go to school to benefit education to the most and also be able to deal with new people from higher or lower levels and how to not get affected by lower ones and get forward to try to be like higher levels.When the lives and the rights of children are at stake, there must be no silent witnesses.- Carol Bellamy. Child labour inspectors should be hired by the government to trace any child labour and report labourers who deserve to be prosecuted like any other criminal. Summing up, child labour is an unacceptable and an inhumanly issue that we should deal with it with much care, it always pushes people to think about the causes of poverty, lack of education, families strictly unbearable lust for wealth and the consequences from creating a whole uneducated bullies of generations, of no use for our community but it also perpetuates poverty and affects national economies through losses in competitiveness, productivity and potential income. Withdrawing children from child labour, providing them with education and assisting their families with training and employment opportunities contribute directly to creating congruous work for adults and put them as Egyptians on the top of the world where it can be considered as an innate step to grab the worlds attention to our efforts in order to be a well developed country, Egypt will no more be a third world country.Referenceshttp//en.wikipedia.org/wiki/Child_laborhttp//www.absoluteastronomy.com/topics/Child_laborBellamy, Carol, (1995-2004) Executive Director of the United Nations Childrens stock (UNICEF)(Child Labor in Export Industries) retrieved from http//www.dol.gov/ilab/media/reports/iclp/sweat/egypt.htm(Convention on the Rights of the Child)Retrieved (29thDecember 2009) from http//www2.ohchr.org/english/law/crc.htm)(Mubarak, Susan (5/5/2002) The first orbicular Report on Child Labor (A future without child labour) retrieved (3rdJanuary 2010) from http//en.wikipedia.org/wiki/Child_labour).Osman, Nevine (Dec 4, 2006) Egyptian children trade childhood for money retrieved from (http//www.reuters.com/article/idUSSP22649220061204)

Behaviourist and Humanist Approaches to Learning

Behaviourist and Humanist Approaches to attainmentThe means and demeanor by which material is delivered to a grower depends upon a number of factors, non least of which atomic number 18 the customss of the environs in which they argon world presented. The ram of this essay is to explore both behavioristic and servicemanist onsetes to resurrectment and whether in that location is a derriere for the latter in a military environment.The behaviourist go up to nurture is traditionally lend unrivaledselfd in both military and school environments it was the main theory from the 1940s to the 1970s. The ideas that give it its foundation argon the experiments that were conducted by Ivan Pavlov these experiments changed him to influence the behaviour of dogs with the riding habit of external stimuli an example of this is salivation at the sound of a door chime in anticipation of the arrival of food. This was labelled Classical Conditioning. It was argued that this cat egorization of conditioning plays a big crash in human learning, particularly with regard to physiological functioning (i.e. salivation at the sound of a bell) or emotion (i.e. fears and phobias).James Watson embraced these ideas and was the first to use the term behaviourism. He believed that it was vital, in order to understand human behaviour and in that locationfore learning, for ane to contain a scientifically measured approach. He argued that all human behaviour is g everywherened by conditioned responses and as such dope be controlled and modified to suit any stipulation purpose. He crimson went as cold as to say that he could train any child to fulfil any job in society as long as he was healthy, as he believed that there is nonhing from indoors to develop (1928).Both Watson and Pavlov thought that the concurrent occurrence of events is commensurate to bring ab extinct learning and is ordinarily referred to as the contiguity explanation (Lefrancois 1994). In ot her words, the sound of a bell volition induce salivation in dogs in anticipation of receiving food, once one is associated with the other the salivation go out occur at the sound of a bell after a while, even if there is no food tending(p) to the animal. Thorndike saw this in a distinct room believing that the set up of the response led learning to occur (termed the impartiality of Effect). He argued that a learner would repeat responses that brought affirmatory results and that behaviour would be modified through a regale of trial and error. This idea is what is kn deliver as the reward approach which was further developed by B.F.Skinner. He stated that when livelihood of any response occurs, it will be repeated and that this bear enable control to be gained over people. These financial supports push aside either be positive or negative reward or punishment. He fully explored the family kin between responses and strengthener and concluded that reinforcement brou ght ab bug out learning. This view is referred to as operant conditioning. Skinner contended that for learning to be effective it dealed to be tackled in small stages, it requiremented to be logical/sequential, it needed to be based on prior knowledge, that the in demand(p) behaviour needed to be rewarded regularly in the initial stages and that reinforcement of the required or desired behaviour should happen immediately that it occurs. Skinner urges educators to focus on reinforcing school-age child triumph rather than punishing scholarly psyche failure and that reinforcement for portion responses is consistent and immediate, and learned behaviours ar maintained by intermittent reinforcement schedules (Ormrod 2004).As we potbelly see, there is no place for feelings and single(a) thoughts in behaviourist theory. It is that concerned with what support be observed and it contends that license gathered through experiments indicates that there ar a number of principles wh ich can be applied to learning and that if these were adopted, the process would be made easier. They are the Law of Effect, the Law of Contiguity, the Law of Exercise (repeating an action or behaviour) and the Law of Reinforcement.The problem with this is that behaviourism provides only when a very limited and mechanical or mechanical way of carrying at the process of learning, which is far too simple. It scoops little to no account of the learner as an several(prenominal) and assumes that the learner is passive and has no exercise of free will it does not allow for differences in one-on-ones and it can be manipulative if the provider beseeches to use it in this way.By contrast, do-gooder ideateers such as Maslow and Rogers asked themselves what is it that makes us human. They approached their studies from a completely different angle and looked upon humanity as innately positive, as opposed to previous ideas which apparently painted life in a very dower and pessimistic ma nner. Rather than concentrating their studies on those who are throe form illness, they looked at the behaviour of healthy people when you select out for careful study very fine and healthy peopleyou view a very different view of mankind (Maslow 1971). The humanist approach encourages people to exercise free will in their lives, allowing them to be idiosyncratics in their own right and to highlight everything that is positive about them. This enables any precondition individual to have the fortune to happen upon their maximum possible equivalently in whatever they choose to do. They contend that purely scientific methods of canvass behaviour are inadequate in assessing any human be (Chapter 6 The Humanistic Approach).Maslow presented his studies in the form of a hierarchy of call for which indicates that all cosmos work towards satisfying or attaining their perceived ask as a ladder of human achievement that must be climbed (Trigg 2004). This is laid out in the form of a pyramid with for separately one type of need building from the other while world near interwoven with from each one other. At the base is the Physiological type which includes raw material necessarily like air, food, water, shelter and sleep the asolelyting type is golosh or Security which is concerned with stability and a feeling of universe protected from harm this leads on to the type which encompasses Belonging and Love which covers relationships with our family and our peers the stern level is that of Esteem which deals with issues of achievement, recognition and respect. Maslow separated these and grouped them together and termed them deficiency necessarily or D-motives stressing that a lack of fulfilment in an scene of action will cause a someone to act to remedy the problem. He felt that the pyramid was the best way to represent this system as people expected to challenge themselves to achieve and work their way through the types to achieve their full poten tial their motivation was to get better and reach their need leading onto the next level, similar to the way in which a person who is learning a musical instrument will strive terrible to achieve the next grade or a computer gamer will keep stressful until he achieves the next level.The final type of needs are called growth needs, existence needs or B-motives by Maslow. Once the initial needs described above are met, the need for the development within the individual becomes the prime driving force. This is described as Self Actualisation within the pyramid subsequent versions of the hierarchy include more complex subdivisions within this type of need which serve to break out down the areas of personal achievement into smaller categories. Maslow (1968) describes this growth as a rewarding and exciting process which insures to increase as the person develops throughout their life.Rogers holds similar views to Maslow when looking at the concept of self actualisation. He believes that humans are able to push themselves to achieve their full potential and that each and every person is unique in their ideas about themselves. They hold their own image of themselves in their minds in terms of how they see themselves, how much appraise they perceive themselves as having and how they would like to develop in the future. Whether one calls it a growth tendency, a drive towards self-actualisation, or a forward-moving directive tendency, it is the mainspring of life it is the urge to expand, extend, become autonomous, develop, mature (Rogers 1961). He believed that every individual has the ability to bat their own problems and that his role as a therapist was one of being some kind of facilitator to aid the individuals thought processes and increase towards resolving their issues. Each facilitator needs to display honesty, empathy and respect towards those whom he is trying to help. This environment is controlled by the individual who is being helped and Rogers be lieved that this was the only environment in which genuine learning could film place.Rogers went on to apply these principles to education. Student centred learning enables individuals to arrive at responsibility for their learning the way that the teacher interacts with their class is crucial in the development of an environment that will encourage learning to take place the facilitation of learning rests upon certain attitudinal qualities which exist in the personal relationship between the facilitator and learner (Rogers 1969). They need to tick that there are sufficient resources in place to aid the students, that they themselves are prepared to be a living resource and that they are prepared to act as a learner themselves within the classroom. As an idea, this is an alien concept to legion(predicate) teachers, even today. The idea of not being at the head of the class, dictating the direction that the learning is taking is frightening to a good number of educators. The tra ditional approach to teaching is being firmly challenged here with members of the profession being asked to look at their methods, critically appraise them and react accordingly. The focus in this environment is the student not the teacher and it is a system of providing learning which has the student at its heart (Brandes and Ginnis 1986). Rogers (1984) sums this supportive environment up by commenting that person centred education is much like my rose garden it needs a caring environment to sustain its beauty.This sort of approach in the classroom can be very effective as long as both the staff and the pupils enter into the process wholeheartedly. at that place are many different activities that can focus on the student as an individual in order to allow them to develop and grow as individuals and learn from each other. Initially it is grievous for the group to set out institute rules so that every individual is aware of how the process works and to hold back that all of the group feel comfortable with the approach that is being taken. These back cast anchor rules can include things like not interrupting or talking over the top of someone when they are speaking, thus encouraging every individual to have respect for the others. Once the group have agreed to these ground rules, every activity can be approached with individuals having the same expectations of each other. It is important to post that if there are any new arrivals to the group, these need revisiting to ensure that the newcomer in like manner feels a sense of ownership for them.Group activities where everyone has the opportunity to learn are extremely valuable examples that I have utilise are mind mapping (brainstorming), problem solving, open discussion and the circle. The majuscule strength of the circle is that everyone can see and hear everyone else each person, including the facilitator is on the same level and can physically be regarded as being the same a listener and a learner. The topic of discussion or the theme that is being addressed can then be clear up to the group each person has the opportunity to speak if they wish to, with the way that this is organised being decided prior to the circle forming. some clock hands up can be used, at other times one person in the group can be located as a chairperson or even a draw case or ruler could be passed from the person who is speaking to the next person to speak. This way of organising the group allows each person to feel that they can contribute if they wish to and quieter people can also be involve by the facilitator in order to broaden their horizons. It also encourages students to listen to and take notice of the views of others even if they ultimately reject them as not being for them. It encourages people to be open with each other without fear of being laughed at, shouted down or humiliated because of what they think or say. It does take a while to get used to this system of learning but it has hu ge benefits for all those who are open to it. It allows the student to appreciate and develop their own views through consideration of others, broadening their outlook in the process. I have heard the expression Oh, I hadnt thought of it like that during circle time on many occasions.Circle time can also be used to feedback from small group discussions and research that has been undertaken international the classroom. Role plays are another excellent way of visiting out what a small group have understood about a particular topic, through the content of their offering to the rest of the class. Not only does this allow the students to express themselves in their own way but it also encourages different styles of learners to flourish in the classroom and further encourages students to learn from one another.Clearly the teacher or facilitator needs to be comfortable with this process as it is taking place and retain their authority within the classroom. This is a difficult balance to find and is one which some people find it almost impossible to do. Within the traditional school environment this sort of approach is unheard of due to the lookingly unstructured and undisciplined way of tackling any work. Military establishments may have the same views due to the super disciplined nature of what the soldiers are trained to do. However, the question remains as to whether this sort of humanistic approach can work in that environment.It would seem that whether the approach would work would depend upon the nature of what the learner was attempting to learn and where he is attempting to learn it. The military have traditionally relied upon the behaviourist model as it best suits their purpose. The instructors can employ both positive and negative reinforcement to train the soldiers to do what they have to in the field of battle or theatre of war. Soldiers do not have time to think about how to reload a weapon or whether it is right to energise when they are in the mi ddle of a battle zone. The way that they are taught reflects the arena in which they will have to perform their set tasks reloading a weapon today is far easier than it was in the days of muskets, but soldiers tacit have to be disciplined and keep their heads in difficult pressurised situations. being taught in a mechanised fashion will help them as tasks will become second nature due to the consistent repetition that has taken place on the training ground. My father could still class me how to strip down, clean, oil and rebuild his weapon in every percentage point some 20 years after having left the armed forces. This can also be said of manoeuvres that are vital to the survival of a unit of men. They are drummed into the minds of the soldiers so that they are become an automatic reply to a given stimulus. This could ultimately save their lives and the lives of those approximately them. An example of this is the answer to a very loud get along in a semipublic house one da y while I was enjoying a salute with my two brothers in law, both then in the Army they had yet returned from Northern Ireland when this incident happened. The loud bang went off and I looked around to find them both on the floor tight up against the fudge boards on opposite sides of the room. This was a conditioned response to the loud bang and was as a result of their extensive survival and battle training. much(prenominal) of military training cannot afford to concern itself with the individual needs of each of the soldiers it must simplify the learning so that the whole reacts (as far as possible) in a predicable way. In short, when an order is given it is conformed immediately, without fail.There would barely seem to be a place for the humanistic approach within the modern military environment too. Within the confines of a classroom, when conducting classes which are concerned with basic skills such as literacy, numeracy and IT there may advantageously be an opportunity to utilise this type of learning strategy. Everyone likes their opinion to be taken notice of, to feel that they are contributing and to be listened to. Those who are undertaking officer training are required to problem solve this can be done using this different approach and will allow the learner to express themselves as they are doing so. Individuals need to be given the opportunity to develop themselves to the best of their ability and this needs to be facilitated in all environments of learning, including the military. There is a place for freedom of expression, in the right place at the right time. It would seem that there would need to be strong leadership in order that these sorts of methods could be introduced and continue to be used in a military environment, as their execution would involve a change in long held and established practises. There also needs to be an acknowledgement that traditional training approaches, which place an emphasis on replication or imitative learning, are out or keeping(p) to fostering the longer term individual and organisational development outcomes required by a significantly changed operational environment (Thomas 2006). Catering for the individual strengths and needs of individual soldiers can foster a greater sense of trueness in them and an even greater motivation to succeed not only for themselves but their fellow men. This is particularly important in this rapidly changing modern technological world.In the modern military environment, there would seem to be a place for both the traditional behaviourist and the humanist approaches to learning. Given that all those involved understand that certain situations require different methods of teaching to be employed and submit that from the outset, there is no intellectual why both cannot be employed. All soldiers understand the need to obey orders and that certain tasks will need to be done like an zombie spirit in order for them to be successful in what they do. It is essential that there is also an acknowledgement that there is a place for people to indispensability to achieve the best that they can within their environment as an individual, as well as for the collective. As Rogers (1980) explains the actualising tendency can be forestall or warped, but cannot be destroyed without destroying the organism. It is also important to note that with this self-actualisation, individuals can engender life long learning (Kiel 1999).There are many differing ways that people learn and it is up to different organisations to adopt the method or methods that are best suited to bring them success in their field. That does not negate the need however, for all providers to reflect upon and switch their methods to best effect from time to time. The military have hundreds of years to tradition to fall back on, but need to move with the times and accept that the humanist approach in certain areas of their educational provision can be of benefit to both in dividuals and the military as a whole.BibliographyChapter 6 The Humanistic ApproachBrandes, D. Ginnis, P. 1986 A Guide to Student-Centred Learning Oxford Basil blackwoodLefrancois, G.R. 1994 from passenger vehicle notes Behaviourist Theories of LearningMaslow, A. 1971 The Farther Reaches of Human Nature peeled York VikingMaslow, A. 1968 Towards a Psychology of Being (2nd Ed) New York Van Nostrand-ReinholdOrmrod, J.E. 2004 Human Learning (4th Ed) from Tutor notes Behaviourist Theories of LearningRogers, C.R.R. 1961 On Becoming a mortal Boston Houghton MifflinRogers, C.R.R. 1969 Freedom to Learn Columbus, Ohio Charles E Merrill PublishingRogers, C.R.R. 1980 A focussing of Being Boston Houghton MifflinWatson, J.B. 1928 The Psychological Care of Infant and Child from Tutor notes Behaviourist Theories of LearningRogers, C.R.R. 1984 from Frieberg, H.J. 1999 Perceiving, Behaving, Becoming Lessons Learned Alexandria Association for Supervision and computer program exploitationKiel, J.M. 1999 Reshaping Maslows Hierarchy of Needs to Reflect Todays Educational and managerial Philosophies Journal of Instructional Psychology, Vol. 26Thomas, K 2006 Leadership Development in the Military Bridging Theory and Practice International Journal of Human Resources Development and Management, 6(2-4)Trigg, A.B. 2004 Deriving the Engel Curve Pierre Bordieu and the Social Critique of Maslows Hierarchy of Needs Review of Social Economy, Vol.62

Organizational Change Management Theory

Organizational remove wariness TheoryPeople and Organization Management in the Built surroundOrganizational tilt Management TheoryIntroduction-To understand veer in an establishment, it is important to study an composition and its culture. This is because, changing an organization is nonhing and changing its culture which ultimately causes variegate in performance.An Organization hind end be defined as social arrangement of consciously coordinated activities for achieving controlled performances in the pursuit of common goals. (Price and Chahal, 2006, p. 238)Organizational culture provoke be defined as characteristic, spirit and belief of an organization gener completelyy held roughly how people should be form and treat each other in an organization and attitudes to transform. (Price and Chahal, 2006, p. 238)Depending on the market requirements, an organization is setup according to- re tooth root wholeocation, business capacity, technological requirement and so for th This is why organizations harbor to constantly change to adapt to the ever-changing market while securing the organizations perspectives. Depending on the market situation, it grass be a crisis change or chosen change. Organizational change rout out be instructional (doing better than current situation), transitional ( machineation of peeled desired state) or transformational (evolutionary freshly state). (Price and Chahal, 2006) But whether it is intended or forced, the keep partnership lacks to change in order to remain competent. Change focussing champions resist the effect that change in the market has on an organization, change magnitude the importance of change counseling over the years. (Cap Gemini Ernst Young, 2004)Changing an organisational culture affects the people pertain in it in various slip commission corresponding change in work profile, learning new techniques, job cut, and so on So, it becomes necessary to manage all the people complicated, to successfully implement change while not disturbing the familiaritys goal. This makes change way a composite tabugrowth. Considering different orientations the likes of programning, stake-holder management etc. change management asshole be defined as- A continuous aggregation of dish upes, instruments and techniques, to cleanse the efficiency of the organization in problem solving and target attainment, gived by eliminating the causes of resistance to change, working in an organized and organisationatic way, from both company and employee perspectives. (Cap Gemini Ernst Young, 2004)Change operateSince the whole change process is very complex, let us consider a case-study to understand it better. We will analyze it utilise three models of change management, after which we will attempt to luck a strategical change management framework which can be used in any organization. Our case-study will also be critically analyzed against this framework.Case-studyAluminium Company of America (ALCOA) (1990) devicet at Swansea is the company under review. (Price and Chahal, 2006) cured managers of this company realized the need to review their intentiont culture and processes. They presented their case to the ALCOA board at Pittsburg, USA emphasizing on the companys present and desired state. The board was convinced(p) round the need to change. Senior managers indeed established a labourforce to take the responsibility of the change program. It had 12 members ranging from employees, employment managers, engineers, personnel, operators and craftsman. The task force drew the follo make headwayg Vision Statement-To help establish ALCOA, Swansea, as a model company by ontogeny a plant that contributes to the long- line prosperity and security of the company and its employees. (Price and Chahal, 2006, p. 245)In 1991, the taskforce drafted the intragroup document comprising of nigh important elements and strategies including vision, need to change , benefits, critical actors, resistance, etc. The plan to sweep over resistance was we must go forward and remediate or cease to do business. (Price and Chahal, 2006, p. 245)The taskforce reviewed and changed their manufacturing processes and procedures by benchmarking with other companies like ALCOA Tennessee, Cadburys etc. They notice no initial resistance while implementing new processes and procedures. But, later they noticed some symptoms like rock-bottom productivity and they observed the reasons, as employee perspectives like working practices, multi-tasking, pay, arising because of the old structure of organization having longevity and unionized systems. To overcome this, the custody appointed a new squad, which true a system by analyzing the organizations present and desired state. They changed the working doctrine of the plant workforce and the basis for remuneration. They conducted a series of workshop trainings for the holy workforce. though this entire proce ss was difficult, they observed improved performance at the start of 2000. They were very close to their targets. The new reduced workforce was super committed and motivated. But after all this success, ALCOA Swansea unexpectedly closed humble in 2003. The cured management blamed overcapacity and retard market product for sorrow. (Price and Chahal, 2006)AnalysisAlthough the senior management blamed overcapacity and slow market growth, it intelligibly indicates that they spilled to analyze the market and adjust to it by hostile marketing, necessary lay- run intos etc. To understand the reasons for the failure, we will analyze the case-study using three models viz. The Leavitts sit (1965), Weisbords cardinal-boxes (1976), McKinsey 7S Framework (1981-82).Leavitts ModelLeavitt focused on four variables in the organization, their mutualness and their influence on the change process. The variables considered ar-* Task and subtasks- Those which ar involved in achieving the ta rget.* People- Who carry out the task.* Technology- Which is adapted to achieve the task.* Structure of the organization- In term of authority, communication, workflow etc.Interlinking of the variables suggests that this is an interactive and continuous process. He did not take immaterial factors into account. (Falletta, 2005)In our case-study, the first factor to vary was Task. Change managers decided to change the companys plant culture and processes. Then they appointed a workforce, so the second variable changed was People. Then Technology and Structure changed as a result of the changed plant processes and procedures that is change in the working doctrine and remuneration. But later on, an outbreak of resistance demanded a change in the human variable as rise up as the Structure. This resulted in the groundwork of a new passing motivated workforce. This increased the companys productivity and changed the sub-task, which was to coax enough projects for the workforce to kee p them motivated and achieve the vision. But, the senior management was not a part of the task force and became an external factor leading to ignorance of vital marketing function. Considering the slow market growth, the change managers could have changed either Technology or People variable that is they could have sell some machinery or reduced the workforce to achieve the desired productivity. Ignorance of all these resulted in failure of the change process and ultimately company closure.Weisbords vi-boxesWeisbord considered six broad categories as shown above. When compared with Leavitts model, there are three different factors considered-* Relationship- The way in which people interact with each other and with the technology.* Rewards- Given to workforce for performance. * Leadership- Common leadership tasks including the equilibrium surrounded by the other factors.External environment is also considered in this model unlike Levitts model. It also tells us roughly the importa nce of input and output in relation to the external and natural environments. It does not highlight much on interconnectivity of all the internal factors (Falletta, 2005).In our case study, Relationship amidst the team was maintained well, making it highly motivated. Relationship between people and technology was also maintained which was achieved by means of training. Provision for rewards was make by changing the basis for remuneration. But, the Leadership failed. This is because of the failure to analyze the balance between external and internal inputs and outputs like reduced market growth, less productivity and profitability. This may be the result of privation of co-ordination between senior and junior management and non inclusion of senior management in the task force. When the junior managers observed lesser productivity than expected, senior managers should have made an attempt to get much jobs by aggressive marketing or should have reduced the manpower. The vision was partially achieved. Though they tried to achieve employee security by retaining them, the companys perspective of long term prosperity and security was not achieved and the process failed.McKinsey 7S FrameworkThis model was cadaverous by the employees at McKinsey, who did corresponding research in business and industry. It considers 7 variables which are-* Strategy- The plan in allocating resources to achieve the target.* Systems- Existing processes hold fasted in the organization. * Staff-Different categories of personnel.* Skills- Different capabilities.* Style- How discern managers behave to achieve the goal.* Shared value- The significant guiding concepts common among the organization.The interconnectivity between these is shown by the shape of the model. The author advises that the company cannot just change wiz or two variables to change the whole organization. In order to achieve long term benefit, variables should be changed to become more congruent as a system, sugges ting that change is a continuous process. It does not consider external environment. The concept of the performance or potency is not clear in the model. (Falletta, 2005)In our case-study, Shared values are the vision narrative as this is the common goal of all the employees. Skills were as per the requirement of the change process which was achieved through training. Production Systems were as per requirements, but Financial Systems needed more check on productivity and profitability. Staff and Style failed because of lack of coordination between senior and junior managers due to non-inclusion of the senior management in the task force, making them an external factor. As a result, they were unable to establish system to take care of shared values. Strategy failed as the company did not allocate more staff in marketing team, while production team needed lay-off. Hence, the vision was not achieved and company closed down.strategic framework of Change managementWe will draw a six f ootfall strategic framework to help implement change in any organization. We will also analyze our case study using this framework. The main distinguishing characteristic of this framework is, that it considers the detailed role of all those involved in the change management process.1. Preparing the organizationThis initiates the thought process. The first flavor is to study the organizations present state to determine its change capacity to have a realistic vision. Studying the organizations present routines gives an understanding of how the organization operates which guides about its performance in a specific routine. This will again build up the understanding of organizational operations and will guide about relevant performance. (Feldman, 2003, p. 729) Change managers then interact with different stakeholders to understand the need to change to achieve the right purpose and agree on the organizations desired state, considering internal and external drivers of change. This hel ps managers list out broad types of ethnical and technological changes required. This is then acquireed to the entire workforce along with the benefits the company and employees would get through the change. This helps win their confidence and make them feel secured and involved. Care is taken not to convey information about a specific group or singular to avoid the feeling of mistrust amongst the whole organization. (Price and Chahal, 2006)In our case study, this tint was implemented effectively. Organizational summary for present and future state was through with(p) perfectly and it was conveyed to people in such a way that everybody was convinced about the need to change.2. Developing the processVision is the guiding statement of the change process which relates the companys ultimate goal, making it the most important pure tone of the change management process. The vision and objectives should be realistic and clear. (Cap Gemini Ernst Young, 2004) Change managers first dec ide three groups viz. implementation team, range of stakeholders and workforce. Feedback from step one is analyzed and used as the basis to find out different change strategies. All these strategies are then evaluated against certain(p) questions which are * Does the option have a clear perspective and a organized approach?* Does the option support organizational or personal goals?* Were all the working environments and source perspectives considered?(Price and Chahal, 2006)Different change strategies analyzed above are again brainstormed and evaluated within the group and a final strategic process is decided which can even be the combination of some of the options evaluated. delayly a working document is drafted. Different sections in the draft include- Background, Vision, Goal, Objectives, Design, execution of instrument plan, Timescales, etc. (Price and Chahal, 2006) Implementation plan should include important aspects like cultural development, employee mobilization, knowledg e management, incentive systems, transformation map, and stakeholder management. It is observed that 10% to 30% of companies fail to plan for this. (Cap Gemini Ernst Young, 2004)Cost-benefit compend is a very important aspect of change. Every change costs something which can be categorized as economic and psychological. Economic cost is related to expenditure incurred, while psychological cost is the strain caused when people try to adjust to the change. (Newstrom and Davis, 2000) So this cost-benefit abbreviation is required to determine the worthiness of change. Only 40% of the companies think that cost-benefit analytic thinking is a must because all activities are investments that must pay off in the end. (Cap Gemini Ernst Young, 2004)In our case study, the vision statement was well written and the implementation plan was fairly drawn. But they failed to apply the Cost-benefit analysis at the right time and could not recognize that their resources were over assigned. Also, t hey failed to plan for the changing market situation, therefore could not adjust to the market growth.3. tryout supportThis is the phase before the final planning format. Once the strategic process is decided, management ensures that the team is still enthusiastic about the plan. This is the buy the farm opportunity to review all the documentation and accommodate any last minute developments before the actual implementation. This stage confirms the decision about the strategic process. (Newstrom and Davis, 2000)In our case study, this step was either not taken or not mentioned in the article. But, it ultimately did not affect the process.4. Communication boffo communication of vision and objectives at the right time, to the stakeholders and the people affected by the change is the key to success. In order to link strategic and working(a) change, it is necessary to communicate it ending on a warning. (Whipp and Pettigrew, 1992) Implementation team should identify the effect chang e has on the groups as well as on the individuals. While assigning new jobs, they should try to cooperate with the employees to the highest item possible and make them feel involved. When people think about what actions they are to take in an organizational routine, they are not confined to cerebration about performances of the routine they are enacting but may think loosely about a wide variety of organizational performances. (Feldman, 2003, p. 729)Change managers need to be proactive in reducing the amount of resistance by having the plan to overcome resistance ready. (Price and Chahal, 2006) Personal communication, conflict management, leadership development and team building are the most important aspects of effective communication. memory board management is the most overlooked aspect observed in to the highest degree 50% of the companies. (Cap Gemini Ernst Young, 2004)In our case study, communication with employees ended on a warning note as given in the plan to overcome resistance. Change was communicated successfully and the managers cooperated with the workforce resulting in successful restructuring of the organization correcting all the defects.5. ImplementationThis is a crucial phase of the process. Change managers follow the implementation plan and continue to do so till the end. If not done properly, there is a great risk of encountering resistance which can be recognized through symptoms like reduced productivity, gossips/rumors, etc. When recognized, its source needs to be identified and treated according to the plan to overcome resistance drawn at step 4. (Price and Chahal, 2006)There are some common implementation barriers observed, such as- too many activities without prioritization, no sustained monitoring of activities (observed in more than 40% of the companies). Other barriers are- constant reorganizations of the company, pitiful support from line management, inadequate readiness to take responsibility etc. (Cap Gemini Ernst Youn g, 2004)In our case study, implementation of the plan was successful in the beginning. When they observed resistance, they took necessary action against it. But it was not followed till the end. The plan was to increase the productivity. When the market slowed down, necessary action should have been taken like workforce reduction or aggressive marketing to bring fit jobs for the highly motivated workforce.6. EvaluationChange managers can evaluate the effectiveness of the process using Key Performance Indicators, at any stage of implementation. Generally, planning engineer or implementation team is not involved because of the obvious vested interests. Middle management can do it better, with unbiased views. This can be done with process inspections and audits. New processes can be reviewed and compared with the chosen process. After doing so, if any problem is identified, necessary adjustments need to be made to the process this can be repeated several times. This continues and the process becomes a driver for the next change. (Price and Chahal, 2006)In our case study, this step was almost leave out by the change managers. They either failed to analyze the less productivity resulting from the slow market growth or failed to incorporate necessary changes in the process to achieve the vision.ConclusionChange management is a very complex process because of the different factors involved in it. Though there is no globally accepted model, we can use different models in the equivalent situation. Some models are easier to use, while others need more critical analysis according to the situation. It depends on the change manager to adapt a certain process. If all the steps are followed through, keeping the vision in mind, we can successfully implement change. Otherwise it can be as black as company closure.

Identification of unknown soil bacteria

Identification of undiscovered foulness bacteriumINTRODUCTIONMicroorganisms play an extremely important role in daub ecology. Soil bacterium break down organic egress into simpler compounds (Clark). bacterium in the soil play important roles in various biochemical cycles such as the carbon cycle (Clark). Decomposition is other important role that different bacterium take part in. Without bacteria the ecology of soil would be completely disrupted. The nutrient requirements that different bacteria need to survive decide where each bacteria can be effect. Agricultural soil would gravel a completely different legions of microorganisms then soil found in a t 1 would hold. contrasting conditions such as moisture, nitrogen, oxygen and carbon dioxide levels, temperature and pH of the soil give all determine which types of bacteria will live in brandish in unpolished and forest soil. The objective of this experiment was to try to confiscate and identify one specific soil bacteria from either forest or agricultural soil. The bacteria in this report was withdrawd from agricultural soil and using the morphology of the individual cells and dependence along the types of chemicals that would fight back with the bacteria along with what type of extremes the bacteria could survive in the bacteria was identified.METHODSStarting from an original one gravitational constant sample of agricultural soil a 10-2 dilution was created and used to create a Tryptic Soy Agar (TSA) campaign plate (Robertson and eggar 2010). The cultures that arose from the streak plate were observed and the morphology of a specific resolution was described and save (egger 2010). A subculture was created from one dependency on a new TSA streak plate. A gram fall guy was prepared using the original colony of soil bacteria and whether it was gram invalidating or gram coercive was recorded (Robertson and Egger 2010). apply the new subculture several biochemical interrogatorys w ere performed. A single line of bacteria was streak onto a starch agar plate and aft(prenominal)wards incubation drops of iodine were added to the culture and if starch is hydrolyzed a color change occurred, resolutions were recorded (Robertson and Egger 2010). On a Sulfide, Indole, and Motility (SIM) compact the bacteria isolate was stabbed into the subway of the way down (Robertson and Egger 2010). After incubation the deep was observed for movement away from the original line and three drops of Kovacs Reagent was added to prove if a color change occurred (Robertson and Egger 2010). The results of the motility and H2S reduction attempts were recorded. The bacteria isolate was also mixed in a peptone strain tube and after incubation a drop of Nesslers reagent and the hand-build of broth root word were mixed in a spot plate and the results were recorded (Robertson and Egger 2010). A loop of bacteria was put into ammonium sulfate and nitrite broth tubes. In a spot plate on loop of the ammonium sulfate broth was mixed with 1 drop of Nesslers reagent and a nonher loop was mixed with three drops of Trommsdorfs reagent and a drop of dilute H2SO4 (Robertson and Egger 2010). overly in the spot plate the nitrite broth was rise up-tried with Trommsdorfs reagent and dilute H2SO4 as well as with concentrated H2SO4 and phenylamine (Robertson and Egger 2010). The results for the four rivulets were recorded. To mental test for denitrification reagents A and B were added to the nitrate broth tube with the unknown bacteria and the color change of the tube was recorded (Robertson and Egger 2010). The unknown isolate was inoculated in a tube of thioglycollate medium and after incubation any(prenominal) growth in the tube was noted and recorded (Robertson and Egger 2010). To test the bacteria for catalase and oxidase bacteria was streaked on a TSA plate and after incubation drops of 3% hydrogen peroxide was put on one end of the streak and the formation or lac k of bubbles was recorded for catalase, and oxidase was tested on the opposite end of the streak and the results were noted (Robertson and Egger 2010). To test what temperature the unknown bacteria grow best at 4 TSA plates were streaked with the bacteria and each plate was incubated at a different temperature, after incubation any growth on the plates was recorded (Robertson and Egger 2010). To test the optimal pH for the bacteria to grow the bacteria was inoculated into tubes that were each at a different pH (pH 3, 5, 7, 9) after incubation the pH that the bacteria grew the best in was recorded (Robertson and Egger 2010). TSA plates were also streaked with the unknown bacteria to test in what amount of sodium chloride it could grow in, plates with concentrations of 0,0.5, 2 and 5% sodium chloride were used any growth was recorded (Robertson and Egger 2010).RESULTSThe unknown bacterium is rod shaped and gram positive and the colony formed is a raised white circle ( evade 1). Test s showed that the bacterium was positive for ammonification and denitrification from NO3- to NO2- (Table 1). Catalase and oxidase test also were positive for this bacteria (Table 1). The bacterium is also a facultative anaerobe (Table 1). Table 1 also shows that the unknown bacterium does not exhibit motility. The unknown bacteria was found to hydrolyze starch, but was negative for reducing H2S (Table 1). The unknown bacterium also does not exhibit nitrification (Table 1). The optimal temperature of the unknown bacteria was found to be about 37C and had an optimal pH of 5 its optimal salt concentrations was also found to be at 0-0.5% sodium chloride (Table 1).DISCUSSIONThe soil bacteria rouge created by KN Egger (2010) was used to identify what family the unknown bacteria belongs to. The impending match that could be found using the Common Soil Bacteria Key was Actinomyces. A match could not be made to a genus. Actinomyce are a Gram positive, rod shaped family. Actinomyces are not found to reduce H2S or have significant motility. From the results in Table 1 we can conclude that the bacterium is a mesophile as well as an acidophile. We can also conclude from Table 1 that the bacterium is osmotolerant and a facultative anaerobe. Many different tests could have been used to make headway help identify the bacterial isolate the most accurate tests would have been to test the DNA or nucleic acids of the bacteria. Many different biochemical tests could have been used such as lactose and glucose. No test result can be considered completely accurate the bacteria could have been begrime as well as not every bacteria colony will behave exactly the same. It is extremely hard to classify a specific bacterium without several more tests to safely conclude that it belongs in the chosen group Actinomyces.REFERENCESClark, FE. 1951. Bacteria in the Soil. Cellular and Molecular sustenance Sciences. 778-80.Egger, KN. 2010. Common Soil Bacteria Key. UNBCRobertson, S and Egger, K. 2010. BIOL 203 Microbiology Laboratory Manual. UNBC.

Intercontinental Hotels Group Analysis

cosmopolitan Hotels crowd AnalysisIntercontinental Hotel Groups is an international hotel c wholeer- step to the fore that has a goal that it always aims at achieving is that to create striking hotels that the Guests love.Intercontinental hotels group which is similarly known in short form as IHG has to a greater extent(prenominal) client entourage avail adequate under their banner than each other hotel group. IHG has grown from a very sm wholly beau monde to a massive bon ton handling heterogeneous branded hotel properties under its wings. IHG has more than 650.000 directions in everywhere 4,400 hotels crossways 100 countries the total waistband that ar do by client in the IHG properties is oer cxxx gazillion every year. 1(IHG website)With a bear view of what are its priorities, IHGs principal(prenominal) purpose is creating nifty Hotels Guests Love with everything done foc engrossd on the guest the cater. It have a bun in the ovenizes hotels in three d ifferent ways as a franchisor, a manager and on an bothow and leased basis. It also operates s level off leadership hotel brands InterContinental, Crowne sum, Hotel anil, spend student lodging, holiday hostel Express, Staybridge Suites and Candlewood Suites. It also manages the worlds largest hotel committal create mentally in the indus rise known as the, precedence ordering Rewards, which has 48 one thousand thousand members worldwide. IHG is molded or so these three regions The Americas Europe, Middle East and Africa and Asia pacific. 2(IHG Annual Report)1 Strategic Corporate Development History of IHGThe arrangement of IHG has foregone by dint of sundry(a) stages as any other companionship would have gone by means of which was interpreted successfully by William deep who had a brewery in 1777 slowly merely piecemeal entered in the hotel industry by achievement of a breweries like the Mitchells Butlers in the 1960s which grew considerably large which w hen the political relation realized issued orders in legislations that breweries providenot hold on a large itemise of bar cortege which then make inscrutable reduce the pubs it owned dramati mentiony which triggered a extensive amount of cash flow which gave inscrutable an ability to receive an international hotel business which started with the acquisitions of a few hotel groups like Holiday inn in 1988 also makeed the Holiday hostelry Express to be complementary color to the Holiday auberge brand, side by side cryptic grew his pub business side by side mystifyd The Harvester Chain of Restaurants in 1994 also launched its saucily brand of hotels known as Crown Plaza Hotels resorts climbing up to the upmarket hotel market.In 1996 bass tried to realize of Carlsberg Tetley which again was hampered by the UK government which helps Bass to come back on line concentrate on the hotels pubs divisions leaving breweries aside.A year later(prenominal) in 1997 the ho tel business focus becomes truly brand foc utilize because Bass had already change a few north American mid racing shell hotels that held back to the brand name of the hotels with franchising agreements. too that year Bass created launched a new brand of hotels known as the Staybridge Suites which was targeted at the upscale hotel market. Staybridge suites became the fastest brand in this upscale segment to reach 50 units in America.In 1998 Bass acquired the intercontinental hotel company, adding adding to its quite a little another upscale brand to its hotel portfolio. It was another considerable acquisition to cost saving synergies to the fold of hotel portfolio run by Bass.In 1999 Bass again acquired 550 handpicked high emf sites in UK also a strong 3500 strong pub acres from allied domecq.In 2000 Bass went on to acquire the Southern peaceable Corporation (SPHC) in Australia, which guaranteed Basss position as the leading hotel company in Asia Pacific. Later in the year Bass sold of his Bass breweries for 2.3 zillion pounds. This was the final step by Bass to completely focusing on being the international hospitality retailer from being a domesticated brewer a process which took a long head of 10 years to complete. oer the period of while Bass sold transfer name of bass and changed the name to Six Continents PLC. a name which it break outed into to study the orbiculate spread of the groups business.In the month of February 2001 Six Continents sold 988 of its littler unbranded pubs for 625 one million million pounds, which further funded the buying of the European Posthouse chain of hotels for 810million pounds. The acquisition of this company which had strategi shouty placed hotels could be converted to Holiday Inn concentrating the Holiday Inn brand in UK Europe. Later that year it went on to acquire Intercontinental Hong Kong for 241 Million pounds strengthening its position in the Chinese Asia Pacific markets.On 1st October 2002 Six C ontinents Plc announced its separation of the groups hotel soft drinks businesses (to be called Inter Continental Group Plc) from the retail business (to be called Mitchells Butlers Plc) of which 700 million Pounds of the proceedings returned capital to shareholders. The whole procedure of separation was completed on the 15th of April 2003. Intercontinental Hotels Group Plc (IHG) from then on is a distinct, trenchant company, listed in the UK US stock markets.In July 2003 IHG sold Staybridge Suites to Hospitality Properties self-reliance (HPT) entered into a 20year management agreement. Later in the year they added a midscale elongated stay brand Candlewood Suites to its portfolio.In the year 2004 IHG announced the introduction of a new brand, hotel Indigo which center on providing affordable boutique accommodation. In the same month, the group adopted new standards for sell and re-selling hotel rooms for guest stay through online travel companies.Following the success of the Up case market brand of Staybridge Suites North America IHG launched its extension of Staybridge suites to UK in April2005. Also in 2005 IHG went ahead(predicate) disposed of its soft drinks 100% holdings in Britvic Plc. With this governance IHG became a company with a pure hotel focus.In 2006 IHG went ahead sign(a) a joint venture with All Nippon Airways (ANA), resulting the side by side(p) projects IHG ANA hotels group japan will be the largest international hotel operator in Japan, the worlds second largest hotel market. The get by saw the introduction of three new brands created for Japan. ANA-IHG, ANA-Crowne Plaza ANA Holiday Inn.In the year 2007 IHG announces that a worldwide relaunch of the Holiday Inn brand family, comprising Holiday Inn, Express by Holiday Inn Holiday Inn Express. The re launch was done with the intention of giving it a refreshed contemporaneous brand image. All the hotels were supposed to have completed the re launch in 2010 with the 1st re launch taking place in 2008.In the year 2008 after the re launches of Holiday Inn taking place Staybridge Suites extended its brand more in UK the first Hotel Indigo opened in London.In 2009 the1500th hotel was relaunched over the 40% of Holiday Inn Holiday Inn Express.Strategy used from the start to the current time periodBass the main brain can the whole formation of the Intercontinental Hotel Group has played a study role in the slow but steady result of this company from a small company to a worldwide known company. Bass has grown this huge group through the basis of trial error round which he has experimented in various concepts of owning then selling then franchising finally managing properties. Bass has being following the linear model of growth through various acquisitions. InterContinental Hotels Group PLC was formed by the separation of Six Continents PLC (previously Bass PLC) on 15 April 2003. The restaurant and pubs part of Six Continents became Mitchells Bu tlers plc.However, IHGs brands trace their record back a lot further than 2003. Our Holiday Inn brand, one of the worlds closely recognized was created in the 1950s by Kemmons Wilson in the US. InterContinental, another of our brands was created by junk Am in the 1940s, when hotels were built in many of Pan Ams destinations. 3(ihg.com)Over the past few years, Intercontinental hotels group has maintained itself strategically to be more efficient and effective and make full use of their global status. A predominantly franchised and managed, fee-based business was the main focus of IHG.The scheme that IHG followed made their income stream predictable with a strong cash extension which allowed it to anticipate in growth because all their new hotels were funded by third-party investment funds.IHG went ahead and relaunched Holiday Inn in 2007 and although the unexpected economic circumstances that came by IHG during that time period, it went on and got on with the $1 billion progr amme because of the flavor of the heads of IHG that it was exactly the right time to go ahead with the relaunches. The relaunch went on to build back peoples perceptions of Holiday Inn. The guest wanting to try Holiday Inn with IHG with its value theyre giving the Brand once down another try and liking and accepting what they found. Guest satisfaction was going up and possessors could make up ones mind the Revenue per rooms out perform. These economic circumstances might reckon like a great reason to shy away from devising such big changes, but time will show that it is twain a very opportune and very effective initiative for this, our biggest brand, as quoted by the CEO of IHG Mr. Andrew Cosslett.3 http//www.ihgplc.com/index.asp?pageid=40Current strategy used by Intercontinental Hotels GroupBass the main brain behind the whole formation of the Intercontinental Hotel Group has played a major role in the slow but steady growth of this company from a small company to a worldwi de known company which currently has an operating strength of 4400 hotels with 130 million guests visiting a year and under its umbrella has and widely known and reputed hotel brands covering all the major segments of the market, also have a reservations body which consists of 10 call centers in 29 languages it has also strived to be the top leader in the market has been able to position itself through its strategy of growing doing sell in hotel sector have been able to position itself among the 6 largest hotel market, much more than any other company.Intercontinental hotel group has also been able to make the no.1 website for its guests investors in 13 different languages. They also have a global gross sales team of 8000 to conduct the sales of the hotels situated all over the 100 countries that they have their presence.Intercontinental hotels also has a fealty programme which offers priority club rewards which are largest in the industry for over 48milllion of the guests w hich has been planned so strategically that .It has been stated on IHGs website that We have go from investing heavily in hotel properties to return to our roots as a hotel franchise and management company with only a few owned assets. This change of focus has led to an industry-leading asset sale programme. Since 2003 we have sold 2.9 billion worth of property. Many of these hotels have remained under our brands with management or franchise contracts, thereby creating a future income stream for IHG 4 (ihg.com).Over the past few months, IHGs continued growth in new rooms has helped to put off some of the receipts lost from Revenue per room declines. tearaway(a) in coming revenue into the hotels had been a priority and its system is the cardinal to possessing this. Their system comprises of world class reservations centres, websites, global sales teams and Priority Club Rewards faithfulness scheme and delivered 68 per cent of rooms revenue to the hotels in 2009. Reducing the o verall cost base of IHG was crucial to managing through the downturn. IHG was already reducing costs to run the properties more effectively but with the economic downturn they steeped up the pace of change that was being gradually run. While they were reducing costs by taking better good of their way of operation as well their spread being worldwide, this also forced them to make reductions in the number of staff which unfortunately wedged jobs of IHG staff all over in the majority of properties. All these actions were taken in 2009 to reduce costs, while it was a very onerous period of the economic downturn it allowed IHG to save a lot of cash and continue its investments in those things that attract guests to come to its hotels and revenues to the owners. The great working relationship that IHG shares with the owners of their properties, both directly and through the IAHI, which is IHGs Owners Association, has also been major contributor to the quick recuperation also to the m assive expansion taking place. By working on board with the hotel owners, IHGs able to focus on the guest experience and on delivering bulky Hotels Guests Love. 5 (ihg.com).4http//www.ihgplc.com/files/reports/ar2009/files/pdf/2009_Annual_Report.pdf5http//www.ihgplc.com/index.asp?pageid=40The 48 million members of IHGs Priority Club Rewards programme remained loyal though the economic downturn and had been close offerive during the difficult times. Not only did these guests stay with IHG more often, they spent more when they did. A guests loyalty can never be taken for granted it is something that can take years to achieve and seconds to lose. So IHG had made sure they have continued to add utilitys to the loyalty programme right through the downturn, and made membership of it even more worthwhile. In 2009 it en involute six million new members into the programme thats a significant number of people whose first superior will now be to stay in one of IHGs hotels.IHGs future gro wth will be achieved predominantly through franchising and managing rather than owning hotels which in turn will drive down costs increase pay by the fact that all the investment in the hotels would be done by third parties. Approximately 641,000 rooms operating under the Group brands are franchised or managed and 5,800 rooms are owned and leased.The franchised and managed fee-based model is benignant because it enables the Group to achieve its goals with limited capital investment at an deepen pace. A further advantage is the reduced volatility of the fee-based income stream, compared with ownership of assets.A discern characteristic of the franchised and managed business is that it generates more cash than is required for investment in the business, with a high return on capital employed. before long 87% of continuing earnings before regional and central overheads, transcendent items, interest and tax is derived from franchised and managed operations.The Current Strategies followed by IHG Hotels Group 90% of deals gestural in scale markets and key gateway cities 10 signings of Hotel Indigo and Staybridge Suites outdoor(a) of North America 439 hotels opened globally. Increased proportion of revenue saving through IHG global reservations channels and PCR members direct by four parting points to an average 68% of global hotel rooms revenue in 2009 study procurement savings made Increased use of offshore accomplishment processing Technology infrastructure developed to jut out owner management and loyalty selling.Continued to cascade Great Hotels Guests Love in hotels and integrated officesMeeting ongoing resourcing requirements to match hotel growth in scale markets Managing employee intimacy Continued focus on attracting and retaining talent. 1,697 relaunched Holiday Inn and Holiday Inn Express hotels open around the world Industry-leading Priority Club Rewards (PCR) loyalty programme with 48 million members, contributing $5.6bn of global system rooms revenueGreen Engage sustainability management system developed (patent pending) rolled out to over 900 hotels by 31 December 2009Extensive consumer look undertaken to quantify green opportunity with consumers and(IHG annual report)3 emerging strategies to be used by Intercontinental Hotels GroupIHGs prime focus should be on growing faster by making its brands the first superior for both guests and hotel owners. We will do this by building the hotel industrys strongest operating system, focused on the biggest markets and segments where scale really counts. 5 (ihg.com).During these tough economic times, IHG had taken decisive action both to strengthen the efficiency of its businesses and to keep their runway with its growth strategy. IHG should continue to invest in its staff, its systems and its brands, while moving even closer in working relationships with its hotel owners and partners. With momentum and a united, winning whole step inside the business, IHG is well place d to make the most of the upturn when it comes. As quoted by the CEO of IHG Mr. Andrew Cosslett.IHGs AmbitionIHG should focus on its core purpose of creating Great Hotels Guests Love as the moto has always been, which is a growing crave to deliver among other key performance indicators (KPIs), closely enduring top quartile shareholders returns when thrifty against a broad global hotel peer group. For the three-year period of 2007 to 2009, IHG was fourth among its peers on Total Shareholder Return (TSR) and should always remain focused and try to come to the 1st position. Measuring IHG against a collection of specific KPIs aimed at delivering its core purpose, cascaded to the hotel level. Successful performance against various combinations of these metrics would result in higher profitability..IHGs Future StrategyIHGs strategy has seen significant development through 2009 as it moved to make its core purpose a reality, scorn challenging economic circumstances. In 2009, IHG took a h ard look at its operations and capabilities to focus on what really matters most to deliver Great Hotels Guests Love. It has backed this up with a major effort to align its staff and measure the most important drivers, resulting in a clear, target-based programme indoors the hotels to motivate teams and guide behaviors.IHGs strategy encompasses two key aspectsWhere does it choose to fight andHow will it win where it vies?The Groups underlying Where strategy is that IHG would grow a portfolio of secern hospitality brands in select strategic countries and global key cities to exploit the scale advantage. The How aspect of our strategy flows from our core purpose and our research at the hotel level as to what really makes a difference for guests. In support of this overall strategy there are key priorities like Where we compete and How we win. To help IHGs hotels and corporate staff measure their efforts in achieving Great Hotels Guests Love, IHG provides clear metrics aligned wi th the four How we win priorities against which progress is gauged. The Group strategy also translates into specific regional objectives and priorities. .IHGs Delivery SystemCUsersdDesktopUntitled.pngDriving demandIHGs operating system is made up of all the things we do to drive demand for our brands. This includes our advertizing and marketing campaigns, our 10 global call centres, 13 local language websites, an 8,000-strong sales force, Priority Club Rewards the worlds largest hotel loyalty scheme which has 48 million members and all the advantages that IHGs global hotel distribution and scale brings to brand awareness.Hotel distributionIHG has over 4,400 hotels in over 100 countries worldwide. Our brands are in the top 3 in 7 of the 12 largest hotel markets in the world.When people travel, they look for familiar brands they know from home, increasing the demand for hotels that operate under our brands around the world.Advertising and marketingEach year, IHGs franchisees pay a f ee into a central fund. This fund is used on their behalf for marketing and promotions to drive guest demand for IHGs brands. Brand sponsorships, television and print advertising campaigns and public relations activity across the globe are all ways in which the fund can be used.Priority Club RewardsIHGs Priority Club Rewards is the largest hotel loyalty scheme in the world, with 48 million members.Web presenceThe 13 local language websites take over 7.4 million bookings a year theyre a shop window for the hotels across the world under IHG,s banner, 365 days a year. www.holiday-inn.com is one of the industrys most visited websites, notching up 75 million site visits in 2005. The websites operate in the following languages Arabic, Chinese, Dutch, English, French, German, Hebrew, Italian, Japanese, Korean, Portuguese and Spanish.Reservation systemIHG,s 10 global reservation offices are available to take hotel bookings from guests 24 hours a day in 26 languages including Arabic, Canton ese, Dutch, English, French, German, Hindi, Italian, Japanese, Mandarin, Portuguese, Spanish, Tagalog and Thai. They deal with 700 transactions per minute.Sales forceIHG have a global sales force of more than 8,000 professionals throughout the world, talking virtually and selling the booking of hotels under our brands to individuals and companies.Considering the future strategy which is goin to be used to the growth achievement of IHG are as followsConsumer understandingAs one of the worlds largest hotel groups, IHG has gained worth(predicate) insights into where and how consumers seek hotel information and make reservations across various channels and from various local, regional and global sources. This information has shaped the way we engage with our customers and enabled us to drive up returns for owners. ball-shaped Reservations SystemAll IHG hotels benefit from the worlds most advanced reservation system Holidex Plus.The system links more than 230,000 terminals worldwide and processes over 130 million stays a year thats about 700 transactions per second. This is serviced by our 12 worldwide reservation centres which receive up to 14 million calls annually in 15 different languages.Global Distribution Systems (GDS)Our reservation systems also link with all the major GDS, the channel of choice for travel professionals and large corporate buyers. This gives us global around the clock access to the travel trade.IHG onlineOur websites continue to be a aggressive reservation channel. They offer a comprehensive, customer-friendly and secure booking service in 13 languages and provide a low cost of sale. We receive more than 5 million unique web visitors per month and also benefit from the lowest clicks-to-book rate in the industry.Worldwide salesIHGs worldwide sales team is more than 8,000 strong. As well as generating new revenue, the team also manages key corporate and agent accounts and provides local hotel sales support to maximise revenue and keep IH G hotels top of mind. 6 (IHG.com)Some Of the Future Milestones to be achieved Continue international roll-out of Staybridge Suites and Hotel Indigo Execute growth strategies in agreed scale markets Continue to leverage scale and build better strategic position during the economic downturnIncrease global sales force effectiveness Continue further procurement programmes to identify efficiencies array migration to next-generation revenue management IT systems Continue focus on owned and managed res publica margins and return on capital employed(ROCE), especially in our key InterContinental assets. Drive greater efficiency and simplicity through better use of technology Focus on developing skills to support the key goals for responsible business, guest experience and financial returns.Complete Holiday Inn repositioning roll-out Continue to simplify brand standards process to improve owner returns without impairing guest experience Continue to enhance experience for PCR members in hote ls and across global reservationschannels increase IHG business from PCR membersContinue to roll out the Green Engage sustainability management system to 100% of our owned andmanaged hotels and rotate into the franchised estate in all three regions and Focus on asylum within new and existing brands to deliver valued green colligate hotelsand services to guests.(IHG annual report)6 http//www.ihgplc.com/index.asp?pageid=293BIBLOGRAPHY1http//www.ihgplc.com/index.asp?pageid=162http//www.ihgplc.com/files/reports/ar2009/files/pdf/2009_Annual_Report.pdf3 http//www.ihgplc.com/index.asp?pageid=404http//www.ihgplc.com/files/reports/ar2009/files/pdf/2009_Annual_Report.pdf5http//www.ihgplc.com/index.asp?pageid=406 http//www.ihgplc.com/index.asp?pageid=293