Blueprint for the Services at Brithinee Electronics Essay

Blueprint for the Services at Brithinee Electronics - Essay Example started Brithinee Electronics in 1963 after two previous ventures did not work out. The earlier ventures proved to be a springboard for getting into the business of repairing industrial motors. Wallace's young sons, Wally and Don Brithinee worked alongside their father in starting and developing the fledgling company, gradually learning the rewinding business. In 1970 when the Lincoln Electric, a large manufacturer of electric motors, came out with an appealing low priced motor, the Brithinee made a strategic decision to be distributors for Lincoln's new product line. Taking on the Lincoln line allowed Brithinee Electric to offer its customers the choice of repairing or replacing a malfunctioning motor. By 1972 Brithinee Electric had seven employees and enough business to feel optimistic about the future, so it built a 10000 square foot facility to house the business. The company's facilities were expanded to 16.750 square feet seven years later. By 1980 Brithinee Electric had 23 employees. In 1982 Wally and Don Brithinee took over the management of the business when Wallace Sr. decided to retire. In 1987. Brithinee has about $4.5 million in revenue, about 75% of which came from sellings its Toshiba and Baldor lines of electric motors and about 25% came from motor repair work. Building customized electric control panels was of which came from motor repair work. Building customized electric control panels was a new venture with one full time employee, but control panel sales were not yet large enough to be listed as a separate revenue category in the company's financial statements. Brithinee's main emphasis was in motors for water pumping and treatment areas, rock crushing, cement facilities, and the food industry, including wineries and breweries. 1.0 Blueprint Design Blueprint is the term the service experts' use for the structure of the company services Lovelock (2003). It is also known as structural process design and was created by Shostack in 1987. Blueprinting not only highlights the importance of the service design but also concentrates more on flowcharts or processes modeling. It also shows a clearer picture of the process in service mapping. From the perspective of the Brithinee Electric's customer (first stage of process is bringing the motor to the workshop or asking Brithinee to get it picked from the customer's site). When a customer would come with the problem being faced in his motor, the Brithinee staff would firstly take its photos and test it. After the testing the customer would be told of the problems that exists and how would it be cured. If the customer allows, the second stage of repairing starts off. 2.0 Flow Chart of Brithinee's Electric The process consists of 11 steps: 1. Customer brings in his motor 2. The problem existing in the motor is discussed with the staff and the staff is told after the review if they want

Film Essay Example | Topics and Well Written Essays - 500 words - 14

Film - Essay Example tion of America, the film industry took a high recovery path between 1970 and 1980, through the integration of the television and the film division of the MCA with new blockbuster films. This was to be reversed back to the studio system balance of power, after the deregulation of the media that swept through the 1990s, coupled with globalization and digital technologies (Schatz, n.d.). Between the 1920s and the 1940s, the film industry was controlled by the Big Eight Studios, which operated on a factory-based mode, and the studio control made the industry flourish through the depression and the World War II, such that the government had to tolerate the studio control. However, by 1947-8, the studio control experienced one of its major blows that saw the revenues drop drastically. This is because, the Supreme Court ruled to prohibit the collusive trade practices that enabled the big studios to control the industry (Schatz, n.d.). This resulted to the change of the mode of operation of the film business in Hollywood, to a new business model that operates to date. The ‘telefilm’ concept developed in the 1950s, with the rise of the profitable television production based on the West Coast films, which the studios started pursuing (Schatz, n.d.). Though initially the big studios such as the Warner Bros and the 20th Century Fox had initially resisted the ‘telefilm’ lure, they were eventually absorbed into it by the success of other studios, and by the 1960s, the TV series production had shifted from New York to Hollywood. Further, the 1960s were the years of increased film importation and international co-production, and during the same period, Hollywood ventured into regenerating its own art cinema (Schatz, n.d.). However, the excess youth-marketed art cinema coupled with the flop of high budget film resulted in a high recession for the industry between 1969 and 1971. This led to the revolution of the industry through the introduction of the theatrical

Comunication in organization Essay Example | Topics and Well Written Essays - 1250 words

Comunication in organization - Essay Example On the other hand, the model that the organizations adapt for communication is defines its effectiveness. Communication in an organization can contribute to its failure or its success (Downs & Adrian, 2004). This paper is a recommendation report that addresses the problem of communication in a business organization. It identifies the problems and recommends how an organization should deal with such problems related to communication. Communication Problems in an Organization Poor communication is a major problem in most organizations. It leads to failure of many projects, dissatisfaction of employees and eventually high turnover of employees hence causing huge losses to the organization. Poor communication also leads to lack of team work within the organization. This might result to low or dismal performance by employees. One major problem associated with poor communication is the lack of employees being informed about whatever is happening in the organization (Carroll, 2010). This ca n be facilitated by lack personal contact between workers and management. In most organization, there is a wide gap that exists between top managers and employees at the lowest level in the organization. As a result, it becomes difficult for information to flow effectively and efficiently from the top to bottom. Employees at the lower level stay in the dark, and they do not know what is happening. It is assumed that the modes of communication used can deliver important information to all employees. However, there are employees who do not use the modes of communication. For instance, where the top management is not in personal contact with the other employees, they might decide to use email as a mode of communication. Not all employees working in the organization have access to computers. Therefore, they do not use emails. It becomes difficult for such employees to be up to date about what is happening. It is imperative to note that the large gap in the organization has continued to increase especially with the advancement of technology. There is no personal contact since people are mostly using computers and cell phones for communication. Not all employees have access to these facilities. Managers who have excellent communication skills would prefer personal contact when communicating to their employees. The other problem associated with poor communication is the lack of clarity in the information received by employees from management (Carroll, 2010). It is very important for managers to communicate to their employees clearly. This is essential for successful communication to be effected. People are different and different employees interpret things in a different way. As a result, the managers need to clarify the issues they wish to communicate. Lack of clarity in information delivered by top managers might lead to different supervisors communicating messages that are conflicting to lower level employees. This leads to inconsistency of communication. There re sult is that there will be confusion among employees. This might affect the overall organizational performance. Poor communication also leads to luck of timely deliverance of information to employees. Employees do not get information when they need it (Carroll, 2010). This causes delays in decision making. It also delays projects especially if vital information is not received on good time. This is one reason that is likely to cause project failures. On the other

TO WHAT EXTENT ARE LEADERSHIP ATTRIBUTES CONSIDERED UNIVERSALLY Essay

TO WHAT EXTENT ARE LEADERSHIP ATTRIBUTES CONSIDERED UNIVERSALLY EFFECTIVE AND DESIRABLE - Essay Example Table of contents 1. Introduction 3 2. Requirements of international and domestic leadership in terms of leadership skills and competencies 4 2.1 Leader – characteristics 4 2.2 Environment that makes leadership international 5 2.3 Culture as related to domestic and international leadership 6 2.4 The influences of environment on domestic and international leadership 8 2.5 Challenges that international leaders face 10 2.6 Domestic vs global leader – differences and similarities 12 3. Conclusion 13 References 14 1. Introduction The performance of organizations in the global market is usually evaluated by referring to their leadership style. A leader is the individual who has the power to take all important decisions of each organization, including the design of its strategy and the control of all its activities (Grisham 2011). The behaviour of leaders is not standardized since each leader has his unique experiences, skills and perceptions. In fact, it has been proved that the development of an effective leadership strategy is depended on a series of factors. Most commonly, the socio-cultural and economic environment but also the objectives of the organization are the criteria on which leadership decisions are based. In addition, a leadership strategy needs to be feasible in terms of available resources. At this point, the following issue appears: can the effectiveness of a leader being influenced by the geographical region in which his decisions will be applied? In the literature, a distinction is made between domestic leaders and international leaders. The activities of the former are limited within a particular area; the leaders of organizations that operate only locally belong in this category. International leaders are those who can be involved in leadership decisions related to the global market (Marquardt 2000). In other words, a leadership is made international when referring to the global environment of an organization, meaning not only the n eeds of the organization in regard to its activities in a foreign country but also the challenges that the organization has to face in the global market; competition, cultural differences and regulatory framework are the most common challenges of this kind. The differences and similarities of domestic leaders and international leaders are analytically presented in this paper aiming to show that domestic leadership requires different skills and competencies than the international leadership. For this reason, the appropriateness of individuals to act as leaders domestically or internationally can be evaluated only if reviewing carefully their skills, as responding to the demands of each of these two leadership types. 2. Requirements of international and domestic leadership in terms of leadership skills and competencies 2.1 Leader - characteristics In order to be successful as a leader an individual needs to have certain qualities. In practice, the characteristics of leaders can be hig hly differentiated under the influence of their personal experiences and perceptions. Still, there are certain requirements that leaders need to meet (Maxwell 2005). A leader who meets all these requirements can be considered as fully successful in regard to his role (Maxwell 2005). It should be noted that leadership, as a role, can incorporate many phases. In each of these phases a leader should meet different requirements. These phases can be set in a hierarchy, and would be the following, starting from the lower level: a) Position;, b) Permission, c) Production, d) People development (Maxwell 2005). Each of these phases has different requirements; for example, in the first phase followers simply execute the orders given to them because they are obliged to; the autocratic leadership style

The Homo Erectus vs Modern Man Essay Example for Free

The Homo Erectus vs Modern Man Essay The 2002 discovery of a1. 77 million year old bones of an old man in Dmanisi, Georgia unveiled fertile grounds for a plethora of information about the Homo erectus. Dmanisi, a village characterized by its medieval ruins, is not far from Tbilisi, Georgia’s capital. Dmanisi has been the focus of archaeologists’ explorations since the early 1990s. Findings up to 2002 were typically comprised of early human fossils. The latest evacuations of 5 Homo erectus vertebrae in 2005 was even more infinitive providing anthropologists with a unique opportunity to make instructive comparisons to modern human beings. Anthropologist Marc Meyer from the University of Philadelphia together with David Lordkipandize and Abesalom Vekua from the Georgian State Museum in Tbilisi said that the vertebrae were compared to those of modern man, chimpanzees and gorillas. It is possible that the ancient Homo erectus spoke to one another. The Homo erectus’ remains unearthed at Dmanisi in 2005 and compared to modern man, chimpanzees and gorillas reveal that the ancient remains were capable of supporting respiratory organs that are necessary for oral speech. Although Meyer notes that it is not possible to prove that prehistoric man spoke, the Homo erectus remains evacuated at Dmanisi did not exhibit respiratory constraints relative to speech. The vertebrae of the Homo erectus, although significantly smaller than that of modern man is vastly similar. The similarities in vertebrae structures are indicative of similar human physical traits in terms of posture, mobility and quite possibly communication. This might explain why there is a large debate over the characterization of a 1. 6 million year old skeleton unearthed in Kenya in 1984. The skeletal remains were small and similar to that of a chimpanzee leaving some scientists to conclude that it was the remains of Homo ergaster rather than a Homo erectus. The fact is, scientists are more inclined to conclude that the Homo erectus was possessed of a speech-friendly physique. Previously, all other Homo genus forms were devoid of the vertebrae supportive of speech and had limited speech range. References Beers, K. ; Odell, L. ; Arpin, G. ; Brinnin, J. and Hermacki, T. (2003) Holt Literature and Language Arts. Holt, Rinehart and Winston Bower, B. and Lobdell, J. (2004) History Alive! Teachers’ Curriculum Institute. National Geographic (April 2005) â€Å"Human Erectus Discovery†. http://ngm. nationalgeographic. com/ngm/0504/feature2/gallery4. html (Retrieved July 7, 2010). The Dmanisi Site (n. d. ). http://www. donsmaps. com/dmanisi. html (Retrieved July 7, 2010).

SWOT Analysis Social Work

SWOT Analysis Social Work Life is a learning process and this involves a lot of interactions and interpretations to evaluate one and evolve as a better person. The observations made by the superiors, colleagues and self have enabled me to identify my strengths, weaknesses, opportunities and threats. Below is a brief discussion on the same. (S)trengths Strengths just do not mean the obvious job skills one has. It means the resources a person has, to tackle a situation. These could be things like knowledge gained through a hobby, ideas absorbed from sports, family background, and sense of humor and much more. Developing a list of a persons strengths is a time killing process as inherent skills may not be recognized as strengths until specific situation brings them on action. Similarly, strengths in dealing with a situation may not be so when a person faces other issues. My strengths are best derived while at work. I could identify my strengths, whenever a task was assigned to me. My immediate response would be to step forward and ask the requester for his / her objective behind this task and his / her expectations out of this particular task. This has always helped me enhance my ability to focus on structuring my tasks and giving optimized output. This reminds me of a past instance at my work place where, there was difference of opinion emerging within the team, under the supervision of a colleague of mine who was nominated as the Acting Team Lead (ATL) of the month. ATL was a concept brought in to enable the team with team leading experience. The differences emerging had led the team into a cold war. This is a situation that no supervisor or any superior would desire his/her team to be in which might cripple the performance and relationship of the team. When this started to be visible, I was asked by my General Manger to handle the team until the issues were resolved. This task was critical for me, as this responsibility was given to me by my GM. He set his expectation and told why he chose me and I had to live up to his expectations. Since I had been with the team for more than two years, I was confident that I would be able to crack the puzzle. I had to be cautious in approaching the team. A wrong move or decision could turn things around for the worst. Hence, I decided to break ice by meeting every individual of the team to get a better perspective of the issue. This way, I was able to analysis the core issue and come up with a resolution to resolve the particular issue. I initiated a fish on table activity for the team, where everyone from the team was allowed to speak their mind out and discuss their issues. This activity helped them understand each other and sort their differences. Post this activity, the bonding of the team was further strengthened. There was a visible change amongst the members of the teams approach toward tackling any issue. They wouldnt wait for a third person to come and resolve their issues; rather they started walking up to each other and sort the issues themselves. With this particular incident, I was able to identify my strengths. When my GM looked up to me to handle the situation, it showed his faith and confidence in my problem solving techniques. A one to one session with my GM made me realize that I possessed a greater level of patience. I realized some of my strengths through this particular incident, which were my approachability, decision making, ability to negotiate and solve problem. (W)eaknesses ÂÂ  It may be very easy to identify a persons weakness, but it takes far more objectivity. For example, showing sympathy on a persons problem is a very good human characteristic, but if it exceeds, it may cause problems in leading a team. As in the case of STRENGTHS, it is important to be aware of all your weaknesses while dealing with an issue and also to know which weaknesses could be related to a particular situation. Some of my weaknesses that I would like to work towards is to improve my area of expertise i.e. my knowledge on MS office applications. This was necessary for me to understand and put to ease the complexities involved in my work. I also would like to bring about improvement in attaining best possible control over my emotions, to incorporate the skills attained to improve my social networking and to put to best possible use, my creativity. The main culprit to be blamed for this absolutely is the lack of time. Due to which, I am most of the time unable enhance my knowledge as mentioned above. Once, I planned to dig to the roots of my weakness, and approached my supervisor to give me a feedback. Thats when I realized that I couldnt say No when I had to say it. Let me quote an incident which is fresh in memory. One fact that was brought to my notice during a feedback session was, I had the habit of going out of my way to help others even when I was piled up with so much of work for the day. I would land up myself doing the extra work not oblivious of the fact that if I took even a smallest of extra work, I would miss my deadlines. This began to affect my regular deliverables. Knowing the fact that an adjoin on work would affect my regular deliverables, neither did I say No nor did I seek help. Though I had an opportunity to say no or to get the time lines extended, I did not do so. Instead I ended up extending my shift. After this feedback from my superior, I knew I had to change myself by working towards this issue to overcome this particular weakness of mine. (O)pportunities It is important to examine a problem in its entirety and also to identify the opportunities that may exist in it. A simple example is that of a production manager who has to lay off workers in order to reduce the production due to a fall in demand for the product of the company which he works. This is a problem. However, if he is updated of the happenings of his industry and the economy, he can use this problem as an opportunity to optimize the operations and prepare for product enhancements for the future which the market will require at that point of time. Similarly, I believe that my strengths could be my gateway for opportunities. I consider every challenge that I come across as an opportunity to learn. This would enable me to tackle different situations, undauntedly. I always try to learn from my own mistakes, as well as from others mistakes too. This has helped me narrow down my mistakes and even to correct the mistakes which I have already done. To me, approaching people to understand their requirements and providing them with the desired output is one of the strengths. According to me, this is a quality which can be put to use for the advantage of the others as well me. This trend not only creates a great visibility but also enables me to understand things better and look at things from a wider perspective and from different angles. This reminds me of an instance where in all the managers from different departments were asked by the SDL (Service Delivery Lead) to work on analyzing the attrition trend for their respective spans. The SDL also informed the managers that they could approach me for any kind of help with regard to data or for any details required for the analysis. At this moment I realized that I was noticed by my SDL and my capability to work efficiently was made transparent, by him to others. I also realized my way of working turned my strength into an opportunity of getting to know more people from the hierarchy, to widen my network and provide me the opportunity to work with all LOBs (Line of Business). (T)hreats ÂÂ  Every circumstance has its own threats. The one who faces it has to recognize it and gather his strengths to tackle those. Similarly, threats are easy to identify. But differentiating the impossible and the unlikely among them may be a difficult task. The unlikely is the one that often turns around to make you mad. It is the unexpected threats which could be the greatest danger than the obvious ones. Knowing the fact that the unexpected may suddenly occur and a pre-existing knowledge of ones strengths allow for most effective response to these situations. According to me, everything is a threat My strengths, weaknesses and opportunities My way of approaching people to understand their requirements creates visibility, which my competitors could find threatening and try to persuade others to go against me. This is a potential threat that I experience. I recall an instance when I was recognized for my hard work and dedication in many occasions. I was rewarded point and vouchers as gift as an appreciation for my hard work. My competitors started envying me for getting recognized. They started stretching their shifts and began to work on weekends as well to gain attention. For which they succeeded to some extent. When I noticed their behavior and actions, I realized that I had become a threat to them and that was a threat for me. In another instance, I had to take calls of our clients. Since I had no experience in taking calls, I found it difficult to understand their accent. This was a threat as the other were either well trained or had prior experience in taking call before they joined. Knowing the client and understanding them was the most important part of our job. Since I lacked such an understanding with the client, I was given the least importance when it came to attending client calls. Emotions are one of the weaknesses that can be exposing me to a threat of being misused. As I very easily get carried away emotionally, people could take advantage of me and get me to do things for their selfish motives. STAGE 2 Improvement Plan It is important for one to identify his/her strengths and opportunities, and work towards enhancing them at the same time; it becomes equally important to work towards improving the same to overcome threats and weakness. One of the strengths if feel is important and would add value or become an added advantage is to gain my supervisors reliability / confidence in me. As an individual, I was successful enough in gain my supervisors and co-workers confidence on any kind of work given to me. However at a supervisor level it was still verified. This could be due to the importance of the report or data or else it could be that I couldnt gain his/her complete confidence. I had to work on this and had to overcome by improvising an improvement plan or a strategy and reach the point of confidence where my supervisor would give me complete authority to send report without he / she cross checking. I intend to approach my supervisor and talk to him about the same. ask him to observe my work for a week and only once he is confident in me would send the reports directly to the concern departments or people. To achieve this I plan to adopt a strategic way of doing my work. This can be achieved by looking into each and every details of the given task, identifying the areas of modifications or areas which have some scope of improvement or areas of interest of the requestor and the purpose of the report. This way I would be working towards perfecting my skills, understanding the requestors requirements, improving on visualizing the minute details and gaining confidence of my supervisor to be confident in me. I also had work towards improving my knowledge on MS Excel. Due to my limitation on MS Excel knowledge, most of the time, I depend on the experts for complex formulas which had become one of the core areas of improvement. Improving the knowledge on Excel would widen my areas or expertise, help me improve or modify complex formulas and enable me to create new templates to ease the work for everyone. If I excelled on this, it would enable me to perform critical and complex tasks. Hence I intend to overcome this weakness of mine by attending some classroom trainings or online trainings on MS Excel and by reaching out the experts. I also intend to seek for help from my supervisor to help me understand complex formulas. The second weakness I thing I would like to improve is to say No when required. As I feel, I might offend a person by saying No or might give an impression that I am not willing or I do not possess the ability to perform that particular task. One way to do so is by gathering courage to say No, by sympathizing myself and not allowing others to take advantage. A sincere effort would help me overcome this challenge. Probably by saying No in different way rather than being curt. Probably addressing the same to my supervisor or by delegating / sharing the work with my colleagues would help me solve this problem. As mentioned above, my threats, my hard work and recognitions for the same could become a threat. This could lead to a bad relationship or unhealthy competition within the team. I would try to overcome the same by changing my approach to such situations. By getting others from the team involved in all my activities and cross training everyone on each others work can ease the pressure off. This approach wouldnt be a strategy to overtake others but a step or opportunity to work together as a team for good. This way both parties would get an opportunity to improve their skill and thoughts; and plan better for the best results. The lack of experience in taking calls as mentioned earlier was one of the most important drawbacks in my career. As this could set me back or leave me behind when it come to my assessments or performance review and would become a road block in my career growth. Hence I decided to approach my superiors and colleagues to help me over come on the same. At the same time I decided to side barge with my colleagues to learn how to take client calls and speed up my learning curve. This way would be back on track for the race and wouldnt allow this weakness to affect my performance or growth. STAGE 3 Summary of progress When I implemented the plan to improve my SWOT, I began to realize that my quality of work had improved. I was more confident in terms of structuring my daily activities related to work. I knew exactly how I had to achieve my goals. When I joined the team I lacked confidence in attending client calls. I did not want this deficiency to set me back or leave me behind in the race. As planned I addressed this issue to my supervisor. He then advised me to enroll myself for a voice and accent training. As I enrolled myself to the advised training I realized that it would take longer time than expected to learn. Hence I decided to attend the training every day and post that came to the work place and side barged with my colleagues to understand and learn quickly. This strategic move helped me finish my voice and accent training in two weeks which normally takes six to seven weeks. Post this training I was back on track to compete at power with the other team members. Post my training on voice and accent I start with my plan to gain confidence of my supervisor, I realized that this actually was working out. I approached my supervisor to seek for his help in observing my work, he was happy to do so. He in fact began giving me feedbacks regularly and gave me tips on how to overcome certain issues. And soon I got an opportunity to prove myself this was when my supervisor had to take his personal time off. This was an opportunity that helped supervisor gain confidence on me. I also received rewards from my GM for taking care of my supervisors work in his absence. This particular incident helped me to take more responsibilities and relieved my supervisor of his regular jobs allowing him to take new jobs from his supervisor. Because of this action plan it helped my supervisor and me to move ahead take up additional roles and responsibilities. During my improvisation of improvement plan, I had enrolled myself for class room trainings and online trainings on MS Excel. This was one of the tips by my supervisor to me. Since my supervisor was also good at MS Excel, I approached him for help when ever required. He helped me to read and understand complex formulas and worked with me in creating few. This way I began to gain confidence in myself and was able develop my own templates to make our jobs easier. As I began to improve on my MS Excel knowledge, I was being observed by everyone around me and was ask to help them in creating templates for their reports. Looking at my knowledge on Excel my supervisor appointed me to set test papers on MS Excel for interviews and was asked to train the team as well on the same. This was one of the important milestones I had achieved. As started to improve and began to receive rewards for my hard work, I was getting piled up with work. It so happened that the expectations were rising and I couldnt do anything about it to stop it. I had reached a point where I was only accepting more and more work, and could not put a stop to it. My health began to deteriorate, as I began to stretch my shift, pushed myself to complete the assigned tasks. My co-works realized this and advised me not to accept anything and everything. When I approached my supervisor to address him of the issue, he said that he knew about the pressure I was in but could not do much about as the profile demanded for it. He then told that he would look into the issue and look for an alternative. He then decided to appoint an additional person to help me. But it was a lengthy procedure to appoint a person to assist me, as it would take at least a month to appoint one. Hence I decided to delegate some of my work to my colleagues who were well equipped wit h the tools I used. As I began to get my work done by colleagues, my supervisor observed this and appointed one of my colleagues to help me. A process of appointing that took at least a month now was reduced to two weeks. This approach in fact led to more opportunity within the team and helped everyone get cross trained so as to work as a team to ease the pressure off. This way I was getting everyone in the team involved in different activities and shared my work. This approach was eliminating possibilities of threat in the team. The team no more felt threatened by anyone, as everybody was receiving an opportunity to learn, explore and expand their area of knowledge. I was a no more a war but a healthy competition, a race to learn more and not to pull down one another. There were rewards and recognitions delegated for the most helpful person of the team, knowledge priest award, most improved person award and the best performer award. The objective of these award titles was to create more opportunities, enhance skills, direct most of the people in the team towards a healthy competition and most importantly to work as a team to achieve organizational goals. STAGE 4 Future plan After the completion of my SWOT analysis, I was able to identify my SWOT in the initial stage of assessment, planned to improve by setting some milestones in the second stage and implemented the action plan to see the outcome of the same in the third stage. Post the successful implementation it is time for me to work on future plans to further improve my SWOTs. My future plans are to: Organize a forum where the best practices can be shared and implemented and look for new opportunities or scope for developing new strategies. I look forward to implement this in all the places where I would work. This would help the people around and me to work together towards creating a better place to learn and work. This forum can also be termed as Focus Group. As mentioned above, this group would concentrate on people development. Further it would focus on improvising corrective action plans, new idea generation in terms of reducing cost and time for a cost effective high performance and fun activities for stress busting in the work place. Organize an observation forum to identify the successful and potential areas of improvement. The forum would allow every individual to share their experiences. If a strategy they implement is successful, then, the forum would discuss how it can be utilized by others and how it can be improved and if the strategy fails, then this forum would look at what went wrong and how can it be corrected. We would then be able to list down all the dos and donts. Also look for new and innovative ideas to enhance our skills and work. The observation forums will observe all the implementations and give out a general feedback or individual feedback on the implementation methods. This forum would help to avoid or correct mistakes committed.

An Analysis of On the Other Hand :: On the Other Hand Essays

An Analysis of "On the Other Hand" "On the Other Hand", what is on the other hand? Rachel Hadas tells about the living, the dead and shows the reader the other side of usual thoughts about the dead and living. She lists the faults of the living and the virtues of the dead, in order to explain her first statement, "it is no wonder why we love the dead". Yet, then turns everything around again in the last statement of this free verse poem. Rachel Hadas poem, "On the Other Hand" clearly depicts the many differences of the "brittle, easily wounded" living and the "patient, peaceful" dead. In the first stanza of the poem, the dead are said to be admired in a way because of all the flaws that the living inhibit. The living are said to be "ungrateful, obsessive" and "needy, greedy, and vain". This approach of describing the living lets the reader see a side of life that he may not have noticed before. The living usually have certain connotations with the good and the joys of life; however, "On the Other Hand" shows the other side, the negatives of the living. The living are easily hurt and non-virtues. The way the word, opacity, is used makes the reader think of the living to be cold-hearted, incapable of penetration. Hadas is obviously stating that the dead are better in comparison to the living because of the numerous imperfections of the living. In the second stanza, Rachel Hadas, goes on to emphasize her point of the dead deserving more praise than the living by the listing of the virtues that the dead posses. While the living are "needy and greedy," the dead are "better at resisting wishes". Hadas also describes the dead to be "blithely", or carefree, while the living do not have that luxury. A great amount of comparisons between the living and the dead is being accented in the second stanza of this thought-provoking poem. Such as the dead to be "deliberate", and the living being said to be "impulsive". The first two stanzas of Hadas's poem truly give the title its meaning. The reader is forced to see the other side of the usual thoughts of the living and dead. Hadas is in fact showing the reader the "other hand", or other side of the situation. She continues this approach in the first part of the third stanza; telling of the ability that the dead have to "glide across the hours" with time being no boundary to them.