Relationship between Mood and Opinion

Theoretical A person’s quick state of mind may influence their assessment of a film not long after watching it. An individual can be in different mind-sets. This converts into a bunch of assessments of a film if numerous individuals are considered.Advertising We will compose a custom basic composing test on Relationship among Mood and Opinion explicitly for you for just $16.05 $11/page Learn More In this proposed examination, 200 workers of a specific association will happen in an investigation wherein the scientist will attempt to decide a person’s mind-set preceding viewing a film and the feeling they structure about the film later. It is normal that people with pessimistic temperaments will have a contrary assessment of the film and people with decidedly slanted dispositions will have constructive conclusions. Factually noteworthy consequences of this investigation will prompt better post prevalence audits of motion pictures, might be a bit nearer towards better futu re surveys, and will encourage further research in this field. Members This investigation will focus at any rate 200 workers of an enormous association. The members will be looked over an email that will be sent to all representatives in the organization. The email will build up accessibility of someone in particular, sexual orientation, and ethnicity to guarantee all socioeconomics are caught in the examination. The email will likewise express that the members will go for a head film, whose ticket will be given, as long as they take an interest in this examination marginally when the film. The examination will take roughly 30 minutes in the two meetings. The representatives who partake will likewise get a reward ticket for one more film toward the finish of the film under examination. This will be a token of gratefulness for taking part in the investigation and will guarantee that the members participate in the examination until the end.Advertising Looking for basic composition on brain research? We should check whether we can support you! Get your first paper with 15% OFF Learn More Design The examination will associate a person’s mind-set preceding viewing a film and the assessment they type of the film in the wake of viewing. The indicator variable is a person’s state of mind before the film and the standard variable is the sentiment they structure subsequent to watching it. The state of mind of members will be estimated by posting various temperaments extending from tragic and terrible to bright and energized. The mind-sets will be sorted extensively into lovely and terrible. The members will rank themselves in either classification by picking the most suitable mind-set to depict them by then (Zeally and Aitken, 2012). Feelings will be estimated by a 5 point Likert Scale extending from ‘1’ to demonstrate the member didn't care for the film at all to ‘5’ showing a high respect for the film (Unuth, 2012). Connection i nvestigation instruments, for example, Excel and SPSS will be utilized for examination to concoct significant data. Nonetheless, cautious information cleaning will be required to guarantee that all surveys are filled well. Strategy The administration of the association, whose representatives this examination will test, will keep an eye out for an up and coming film with evaluated mass viewership. The administration will at that point send an email educating representatives regarding the up and coming investigation to build up if there is a connection between a person’s temperament preceding viewing a film and the supposition they type of the film afterwards.Advertising We will compose a custom basic composing test on Relationship among Mood and Opinion explicitly for you for just $16.05 $11/page Learn More The email will completely express the quantity of members (200 workers) and the measure of time the examination may take. Moreover, the organization will pay for the ticket s for the film. It will empower ladies and individuals from various ethnicities to take an interest. The analyst should be cautious at this stage as a result of the high stakes at coordinations. On the chose day of the film, members will show up around 45 minutes before the film begins. This will give them plentiful chance to fill the principal poll (which will expect them to choose the most fitting disposition they think they are in) and take into consideration other strategic cutoff times, for example, settling in their seats and passing out tickets. The analyst will have composed for a room where members will fill the polls. Everybody should be there before anybody fills their survey. The analyst will state expressly that the examination is intentional and nobody is constrained to fill all inquiries. In any case, it is imperative to fill the two pieces of the examination to make it pertinent to the specialist. In the wake of filling the main poll, the scientist will distribute nu mbers to respondents and request that they compose it on the survey. They will compose a similar number on the second survey after filling it. The specialist will hand the second poll to the members after they leave the film corridor. This should be done at the exit of the lobby since certain members may leave in a rush and overlook the second part.Advertising Searching for basic composition on brain research? How about we check whether we can support you! Get your first paper with 15% OFF Find out More The subsequent survey will decide the assessment that the member has shaped of the film. The suppositions will be estimated in a 5 point Likert Scale with ‘1’ showing an amazingly negative feeling and ‘5’ demonstrating an exceptionally positive assessment of the film. The survey won't require to be filled at a specific spot since it will have not many inquiries. Henceforth, it will take under 5 minutes for a member to fill. After the film, the scientist will hand another reward ticket as a token of thankfulness for partaking in the examination. This film ticket will likewise act a motivating force to take an interest in the investigation to the latest possible time. Measures Positive and Negative Affect Schedule (PANAS) This calendar comprise of 60 states of mind that an individual can have at a specific time (Zeally and Aitken, 2012). The mind-sets are offered in a Likert scale position. ‘1’ demonstrates ‘not at all in the mood’ an d ‘5’ speaks to ‘extremely in the mood’. The states of mind go from charming ones, for example, ‘cheerful’, moderate ones, for example, ‘anxious’ to terrible ones, for example, ‘disgusted’. The members will reply as honestly as could reasonably be expected (Zeally and Aitken, 2012). Circumplex Model of Affect To sort the states of mind into charming and terrible seriously, the specialist will utilize Circumplex Model of Affect. The Mean Opinion Score (MOS) The Mean Opinion Score (MOS) by Unuth (2012) will be utilized to gauge assessments of members with respect to the film. It orders conclusion from 1 to 5. This incorporates ‘impossible to communicate’, ‘very annoying’, ‘annoying’, ‘fair with some imperfections’ and ‘perfect’ individually. The above order will frame a reason for simple investigation by utilization of programming (Unuth, 2012). Conversatio n A person’s state of mind before viewing a film is required to influence a person’s assessment of the film in the wake of viewing. A positive state of mind is probably going to bring about a good feeling while a foul mind-set is probably going to bring about a negative assessment of the film. The examination bolsters this speculation as it brings about a relationship coefficient of 0.72. This shows a measurably positive connection between the two factors. Henceforth, it shows that a person’s disposition largy affects the assessment they structure about a film. In the event that the theory had not been factually bolstered, at that point we would infer that a person’s state of mind has no any relationship with the conclusion they structure about a film. Thus, it is foremost not to settle on choices, for example, film surveys dependent on the assessments of people. This is on the grounds that such an audit might be slanted one way or the other relying on wh o takes an interest in it. The three in all likelihood causal connections that could have modified a variable in this investigation incorporates a bustling day at home grinding away or in rush hour gridlock, the occurrence of an occasion during the day or desire for such an occasion in future (for example wedding, internment), and nature of the overall climate. The film that is indicated will be exceptionally publicized. It is normal that a worker who routinely goes out to see the films will have found out about it. Be that as it may, there is a likelihood that this specific film isn't a person’s ‘type of movie’. For this situation, positive feeling is more uncertain regardless of the individual been feeling acceptable. Also, an ominous feeling is almost certain if an individual is feeling foul. Be that as it may, this may change throughout the film and result in a good sentiment. These confinements may slant the result of the investigation. They are probably goi ng to occur. In doing comparable explores in future, analysts can concentrate on giving respondents their ‘type of movie’ to conquer this constraint. Also, this investigation should be possible precipitously to discover the respondents in their most normal perspective. This is probably going to bring about a progressively delegate study. Conversely, it may not be strategically conceivable to complete. References Unuth, N. (2012). Mean Opinion Score (MOS). Web. Zeally, A.K. Aitken, R.C. (2012). Estimating of Mood. Web. This basic composition on Relationship among Mood and Opinion was composed and presented by client Harvey Cole to help you with your own examinations. You are allowed to utilize it for research and reference purposes so as to compose your own paper; notwithstanding, you should refer to it in like manner. You can give your paper here.

How to Win Friends and Influence People essays

The most effective method to Win Friends and Influence People expositions Dale Carnegies book How to Win Friends and Influence People gives strategies for guidance and models with respect to how to triumph in the social world. It remembers sections for how to deal with individuals, how to make individuals like you, how to win individuals in your mind, and how to be a pioneer. The book starts with an introduction of proposals on the best way to get the majority of the book. These incorporate exploring it occasionally and taking the recommendations with a receptive outlook and genuineness. The primary section opens the peruser to the procedure of how to deal with individuals effectively. It accentuates that so as to comprehend individuals one must respect the circumstance from their perspective. A great many people have purposes behind choosing what they do. The individuals who perpetrate wrongdoings and loot stores don't see themselves as awful individuals. Criminals, for example, Al Capone viewed themselves as neglected and unrecognized open supporters, not as foes of the state. Individuals don't denounce themselves, so for what reason would it be a good idea for one to censure others? Exercise one discloses to the peruser that one ought to never censure, whine, or denounce others. Standard two recommends that you give individuals your genuine and legit appreciation. An individual ought not think about his achievements or victories, yet praise others on theirs. The most significant thing one can give another is his veritable appreciation. I consider my capacity to st ir energy among individuals the best resource I have, and the best approach to build up the best that is in an individual is by gratefulness and support. - Charles Schwab You can compromise individuals forcibly or unforgiving words, yet the best way to get others to do what you wish is to give them what they need. What do they need? Appreciation. Standard three in the central methods of taking care of individuals manages how to excite in the other individual an anxious need. It is anything but difficult to tell individuals your requirements, however nobody needs to hear them. Individuals are just intere... <! Step by step instructions to Win Friends and Influence individuals papers Step by step instructions to Win Friends This book was written in 1936 by Dale Carnegie. A portion of the terms and jargon utilized are dated however the guidance and data can at present be utilized today. It manages correspondence with others and the requirement for all gatherings to have the option to see the target from the others' perspective. The point of view of the book is from a place of intensity or the executives however it very well may be helpful to anybody that understands it. While this book is helpful, it ought to be recollected that it was composed during when the individuals in the workforce had an extremely solid protestant hard working attitude associated into them. The book is isolated into four sections, and they are: Fundamental Techniques in Handling People. The following area is called: Six Ways to Make People Like You. The third part is titled: How to Win People in Your Mind. The last section is called: Be a Leader: How to Change People Without Giving Offense or Arousing Resentment. The titles to the areas are to some degree dull and infer control as opposed to comprehension or bargain yet the book stresses seeing things from the perspective of others and settling strife in commonly satisfactory manners. The accentuation of the book is encouraging the aptitudes important to utilize the teaming up struggle style and conduct change. The main area, Fundamental Techniques in Handling People, has three standards. 1) Don't reprimand, denounce or grumble; this is the most troublesome one to oversee. 2) Give legit, earnest appreciation. Everybody has some positive characteristics. 3) Arouse in the other individual a longing to please. Utilizing these standards advance the capacity for the people to have an open, legit discussion. This thusly makes a positive air for compromise. The six standards of the subsequent fragment are, Six Ways to Make People Like You, 1) Be truly inspired by others. 2) Smile at individuals. 3) Remember and utilize a pe... <!

Applying Agile to Non-Software Projects - Focus

Applying Agile to Non-Software Projects - Focus If you’ve heard about Agile project management, you’ve most likely heard about it in the context of software development. True, a first look at the Agile manifesto might have you convinced that the Agile approach is strictly for development experts. You know, those colleagues who have you asking “what language are you speaking?” when they talk about their work (a question that can result in even more confusion when you get an answer like “HTML/CSS”). While Agile may have been created with software in mind, it offers a fantastic collaborative method of managing work that is applicable across a range of industries and project types. The beauty of Agile project management lies in its potential to deliver value at every phase while remaining flexible and open to change. Agile thus addresses a conundrum that many industries face: How can we maintain controlled development and implementation, while also promoting innovation and creativity? Read on to find out how you can take advantage of this approach and apply Agile project management strategies to non-software projects. It’s simpler than you might think. Agile What? First off, a word on Agile project management  and just what it entailsâ€"for the less technically inclined among us. Established in 2001, Agile was developed as a step-by-step approach to software delivery. Instead of trying to put all the pieces together for one single final product delivery, Agile project management encourages iterative development. Projects are divided into “user stories”â€"small pieces of user functionalityâ€"which are then prioritized and delivered in short cycles known as iterations. A user story could entail a piece of functionality like being able to “find friends” through a software tool or enabling its ability to print overview reports. A user story can be implemented into an iteration of a software product but that doesn’t mean it will necessarily remain in place permanently. Whether or not it does depends largely on how users respond to that piece of functionality once it has been implemented. As you can probably guess, the Agile process requires ongoing communicationâ€"between the different experts who are working together to create the software, as well as between the developers and users who provide feedback on iterations. This makes way more sense than spending a great deal of time and money to create a final product without user input on the way, right? It’s one of those ideas that, in retrospect, seems so self-explanatory that it leaves everyone thinking, “Why haven’t we been doing this all along?” That’s the logic behind Agile project managementâ€"and it’s logic that certainly applies to a range of projects beyond software development. So how can we apply the Agile approach to non-software projects? Individual Tasks, Individual People, Intersecting Interactions If you’re working on a project, you’ll likely start off with a to-do list of the steps you need to move that project ahead towards its end goal. That end goal could be a product, an advertisement, an eventâ€"the options are endless. By breaking up the big tasks you need to accomplish to reach that goal into smaller, manageable to-do items, you can more easily prioritize and assign tasks to team members. The first incremental steps of progress that result can be tracked, measured and shared with fellow team members, representing the first “iteration” of your non-software project’s development. A task management tool like MeisterTask allows you to create lists like these to organize your workflow, and assign tasks and due dates to team members while tracking progress. The open nature of an Agile project management approach requires more flexibility than simply giving someone a task, however. That’s why MeisterTask also allows team members to comment on tasks  and to invite input from additional team membersâ€"and, thanks to MeisterTask being completely web-based, this can all be done in real-time. Productive Collaboration on a Continual Basis An essential element of Agile projects is collaboration among team members on an on-going basis, not just in the early brainstorming phases of a project. For software developers, user input on new functionality is essential to determining future iterations. For non-software projects, the input of different experts working together towards a common goal is just as important to ensuring positive project development. By allowing team members to comment in real-time, Agile-inspired workflows encourage creativity and help a project evolve positively. MeisterTask further taps into the collaborative nature of Agile workflows with its possible integrations. MeisterTask integrations allow you to connect your favorite tools like Zendesk, GitHub,  and Slack, among others. The integration with Zendesk, for example, allows you to create tasks for MeisterTask directly from Zendesk. Once the task is completed, you’ll receive a private comment. Or you can connect on Slack, communicating via the messaging app and creating new tasks directly via chat. Needless to say, MeisterTask can also be integrated with the collaborative brainstorming app MindMeister, allowing you to seamlessly transition from brainstorming to creating actionable task lists to realize a project’s completion. Repeat and Review, Repeat, and Review, Repeat and Review The iterative nature of Agile project management relies on creating new repetitions of software, updated each time with changes to user stories on a continual basis. Apply this concept to non-software projects by pinpointing recurring steps and setting them to repeat automatically. This encourages consistency and efficiency in the work process, while also forcing you to constantly revisitâ€"and, just as importantly, to reconsiderâ€"basic elements of your non-software project. With  Section Actions, MeisterTask allows you to automate recurring steps in your task management workflow. Maybe you work in online marketing and you have an SEO pro in your team who reviews all content before it goes on your website. You can automate the assigning of tasks on a recurring basis so that, for instance, any website content review is automatically assigned to your SEO pro. If a specific action is configured for one project section, you can even automatically apply this action to all tasks in this section. Adapt Against Risk Applying Agile project management strategies to non-software projects addresses a fact that most of us in the working world don’t like to discuss: Most projects have an inherent element of risk involved. The best way to negotiate risk and combat potential failure is to be open to evolution in the project development process. By promoting individual accountability and interaction, supporting collaboration, and encouraging repetition and review, Agile project management provides an adaptive framework for non-software project development. Making costly long-term project plans is tricky and deters project managers from adapting after significant time, when money has already been invested into a process. A complex non-software project can thus better conquer risks with an adaptive Agile approach. Coming back at the Agile manifesto, if you just ignore the software-specific language, its application value to effective project management of all kinds becomes clear: Individuals and interactions over processes and tools; Working software (Let’s replace that with “Deliverables with value”) over comprehensive documentation; Customer collaboration over contract negotiation; Responding to change over following a plan. Don’t Be Shy, Be Agile Considering the above, it becomes obvious that Agile-inspired workflow strategies and tools apply well beyond software development. Don’t forget, the LEAN method of project management was originally used in industrial processes. Who would have thought that a process once used primarily in auto manufacturing would be applicable in the office? It took innovative and open minds to see that potentialâ€"and to dare suggest putting LEAN into practice in an office environment. No doubt, the proposal was initially met with skepticism. Today, however, LEAN is used in many office environments. So don’t shy away from the Agile approach! By using Agile delivery for non-software projects, you’re promoting your team’s ability to remain creative while delivering concrete value. This is exactly what keeps people enthusiastic about their work and when people are excited about the work they’re doing, you’ll get the best ideas and greatest results. This is a guest post by Alison Kilian. Alison is a communications and marketing professional with a focus on digital and social media. Based in Vienna, Austria, she works independently for clients across Europe and North America. She holds extensive experience in a variety of topics including healthcare, technology and EU affairs. You can find out more about her work on her website ASK-Communications.com or follow her nerdy passion for creative content on Twitter. Download our free white paper for more information Agile White Paper 2.0.

Womens Experience Mortgage Credit - 1225 Words

4. Conclusion The purpose of this study was to examine whether women’s experience mortgage credit after the 2008 housing crisis. Origination, denial, and fallout rates were produced from HMDA data and fallout rates. These rates captured the behavioral performance of lenders during the loan underwriting process; thus, shedding light on women s credit experience as compared to men in the mortgage market. Between gender comparisons, the results reveal good news. The women‘s mortgage credit experience is statistically equal to men as measured by mortgage origination, denial and fallout rates. These findings are consistent with some mortgage gender stud-ies such as Dietrich and Johannsson [15], Robinson [9], Awoonor-Williams [14]. They are in contrast to other studies, Woodstock Institute [10] and Cyr [11]. Dietrich and Johannsson [15] study used a multivariate model, which control for economic factors considered during the underwriting decision. They found 15 of 18 fair lending e xams had no statistical gender effect on the decision to deny a mortgage. The Robinson [9] study found that applications for low-income women were more likely to be originated than men of similar income. Awoonor-Williams [14] found that being a female statistically did not increase applicants’ denial experience; results were based on Freddie Mac s national consumer credit survey and logistic regression analysis. Control-ling for income and loan type, Diabate [13] found little differencesShow MoreRelatedCorrelation Between White Males And Females1723 Words   |  7 Pagesstudy was to examine whether women’s experience mortgage credit after the 2008 housing crisis. Origination, denial, and fallout rates were produced from HMDA data and fallout rates. These rates captured the behavioral performance of lenders during the loan underwriting process; thus, shedding light on women s credit experience as compared to men in the mortgage market. 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Military and Corporate Strategy - 7776 Words

Business and Management 2010-2011 Military and corporate strategy Corporate and Business Strategies [pic] Alexandre de Rodellec Bettina Voisin Fleur Bazin Alicia Dutheil Aimeric Raynaud Introduction: Stake of the topic Definition of key words Establishment of paradoxes Issue as a question form Announcement of the plan I. The historical origin of strategy A. The birth of military strategy: Sun Tzu - Main actors - Historic main events of the evolution B. The concept of business strategy - What is strategy about? - Different kind of company†¦show more content†¦On the other hand, a business strategy is about building. Actually, the main goal is not to destruct but at the opposite to build something in order to get earnings. In the same time, the way to get through this objective implies to fight against different kind of enemies. As soon as we speak of fight, we have to deal with plan and strategy. 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Teaching/training cycle Free Essays

Teaching should be a learning experience for both the teacher and the students; we never stop learning, whether it is the unconscious referral to past experiences that prevents us taking a wrong turn down a well trodden path or a conscious decision to learn a new skill. As teachers it is our role to ease learners through the process of learning, Coffield, F (2008) supports this by stating that teaching and learning are not separate activities but â€Å"intertwined elements of a double sided, interactive process† which is enabled by the understanding and implementation of the key stages of the teaching/training cycle. The 5 Key Stages are: Identify needs, Planning and design, Delivery, Assess Evaluate. We will write a custom essay sample on Teaching/training cycle or any similar topic only for you Order Now Identify needs: Adult learners bring a wide range of abilities, skills and life experiences to the classroom and these can influence the way they learn. It is a crucial responsibility of the teacher to ensure that learning needs are identified in order that delivery can be planned or adjusted to meet these needs. When delivering short, legislative courses, identification of needs is not always achieved prior to commencement of delivery for many reasons. In some cases enrolment is completed by employers who may not be aware of learners’ literacy, numeracy or special needs, (e. g. dyslexia); some learners may have had previous bad experiences of learning but require the qualification to do their current job, or employees may just â€Å"have been sent† by their employer so may bring a negative attitude. It is the teacher’s role to identify any issues as early as possible and to implement delivery and support strategies ensuring learner needs are met throughout the delivery, at the same time respecting learners’ rights to confidentiality. Planning Design: It is the responsibility of the teacher to plan and design the course to meet the needs of the learners and the awarding body. Occupation specific courses have very prescriptive learning outcomes, aims and objectives so it may be suggested that the teacher has little involvement in course planning or development. As supported by Armitage et al (2003) even highly prescribed courses still allow some freedom to interpret, resource and emphasise the various course elements in our own way. Every group of learners is different with a wide variety of learning needs and although the base design of the course remains the same each course delivered is adapted with varying resources, exercises, and anecdotes drawn from working experience. Many of these adaptations are made â€Å"on the hoof† in response to the limited learner knowledge prior to commencement of delivery. Delivery: The teacher is wholly responsible for delivery of the learning programme to achieve identified aims and objectives whilst meeting individual learner needs. Delivery should incorporate differentiation to allow for individual learning goals and expectations, competence levels and speed of progress and there should be a variety of learning methods utilised, while the pace of learning should be varied to maintain interest and concentration. Teaching should allow for different learning styles, such as VARK learning models learning styles identified by Honey Mumford, active learners should also be encouraged. Responsibility for the safety of the learners lies with the teacher, from both the physical and emotional viewpoint who should ensure that no learners are being discriminated against by themselves, other learners or the organisation as a whole. When delivering occupational training in the workplace an enhanced level of professionalism may be applicable to standards of dress and conduct, the teacher is also responsible for ensuring these standards are met. Assess: It is the teachers’ responsibility to ensure that learners are progressing and achieving throughout the course through a variety of methods of formative assessment. Methods of assessment must be linked to the course delivery and learning objectives supported by a clear idea of what students are setting out to learn and how far down the line they are to mastering that learning, as they progress through the course, this theory is well supported particularly by Minton (2003). The teacher is responsible for roviding timely feedback on learner progress which should be clear, concise and include both positive and developmental comments for learners to focus on. On legislative training courses summative assessment, is carried out in strict adherence to the requirements of the awarding body, however it is the responsibility of the teacher to ensure that all learners are aware of the format and assessment requirements and are provided with any agreed support to ensure equality of oppor tunity. Evaluate: The teacher carries the responsibility for evaluating the effectiveness of the teaching and learning of sessions and the course as a whole. Evaluations should cover content, resources used or needed, teaching methods and learner satisfaction. On legislative training courses, where each session makes up a module of the whole day’s course delivery, it is not always feasible to carry out a formal session evaluation however each course is evaluated in depth to ensure that strengths and areas of improvement are identified for future delivery. Learner evaluations and achievement provide useful feedback on course content, whether learners achieved their individual aims and objectives and whether they believe their learning has helped them in their working role, which is invaluable information when delivering occupational courses, however any changes to delivery must be tempered with any employees needs, as identified in the first stage of the cycle, and requirements of the awarding body. Adult learners already hold diverse life experiences when they arrive to learn. It is the role of the teacher to ensure that their needs are identified met through planned provision and delivered in a professional manner on order that they can achieve to the best of their abilities and ensure that they are happy with their learning experience. How to cite Teaching/training cycle, Essay examples

JetBlue Case Study

Introduction JetBlue was founded as a small entrepreneurial company. Authority was centralized with the CEO having making almost all decisions. Delegation of power was almost non-existent.Advertising We will write a custom case study sample on JetBlue specifically for you for only $16.05 $11/page Learn More The CEO basically controlled all operations at the firm. Since its inception, the CEO cultivated the entrepreneurial spirit which saw the company grow tremendously but at the same time reflecting the original image of a small low-cost airline. At JetBlue, the CEO has cultivated a culture of being unique; standing out from the competitors. Being a low-cost airline, it itself does not offer the uniqueness since there are others in the category. What made it unique was the high quality of passenger services and comfort. The company CEO always insisted on three things: low-cost, great product and capitalization. With this experience, talent and expertise, Neeleman saw the company’s profit grow tremendously and this success may have contributed to the growth of the uniqueness culture. It is not easy to operate in the low-cost range and yet offer high quality services. This made the company’s strategy difficult to imitate and hence it stood out. Strategic Change Goals of the new Project There are two major goals in this project: first is Enacting growth in a cost effective manner while, at the same time, maintaining the entrepreneurial culture. Second is to maintain the image of a low-cost airline that is Jet Blue. Ethical issues and Social responsibility Jet Blue’s business is in an industry where ethicality is a key issue to be considered direct interaction with the customers, calls for good moral values and integrity. The airline is an entity in itself and should be given a personality. The personality of the airline is reflected in its employees. In the case study, when the CEO apologized to the passengers who suffered the impact of flight delays, he did so on behalf of the company. This shows that the company values its customers and will not wish to inconvenience them. The move to compensate customers and give them a free full round trip in addition to the profuse apologies was another way to bring out the ethical nature of JetBlue. It is in best Interest to accept one’s mistake and rectify than to point a blaming finger on someone else. JetBlue knew this too well and hence had the courtesy to agree that the flight ought to have been cancelled like in the other airlines; and instead of blaming it on the bad weather, JetBlue apologized and made it up for the stranded customers. This goes along way in building customer trust and in return earns their loyalty.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a social being, JetBlue faces the responsibility of ensuring the wellbeing of those that it interacts with. The first thing that is notable at JetBlue is the low cost of their flights. It has ventured into the unexploited routes and offered fairly affordable flights that encourage even non-flyers to enjoy the luxury of flying. Secondly, the services offered are reasonably prestigious considering the cost. Classy refreshments, comfortable seats and individual seatback TVs is far too much for a low-cost flight. Again by letting the passengers communicate their feelings concerning the 2/14 flight delay publicly shows that the customers’ feelings are catered for. Another responsibility facing JetBlue is being profitable. The owners should boast of a return on their investments. Strategic Approach The project at hand is aimed to substantially cut down cost while increasing profitability and enacting growth. A strategic approach that aims at minimizing production cost yet offer appealing services to the customers will best suit JetBlue. Looking at Porters generic strategies, the low cost leadership Strategy offers the best strategic measures that can help JetBlue achieve its goals. For instance, the decision by the New CEO to drop the idea of adding more jets to their fleet is a way of avoiding additional cost and this is suggested by Porter, 1985 in this generic strategy. He further argues that access to a large capital investment at entry creates a barrier that may not be crossed by any other company. Initially, JetBlue started off with huge investment capital but now that it is recovering from a blow, it is like a fresh entry altogether and the new COO is strategizing and implementing ways in which to accumulate capital for an effective comeback. The strategic plan to cut down the number of current flights and introduce a new route is an assured way reduces cost incurrence. By reducing the number of flights, we introduce some free hours of labor and idle jetliners. These can be transferred to the new route meaning that there will be a new route at no extra cost. Decentralization With the founder CEO out of the scene, and having been faced with great challenges and losses, it is time JetBlue modified its operational strategy. The company needs to break up from the old culture of centralization, and diversify the decision making process. Lewin’s Model of change management, unfreezing, changing and then refreezing can be used to implement the required changes.Advertising We will write a custom case study sample on JetBlue specifically for you for only $16.05 $11/page Learn More The starting point is to break up the system that has been since inception; that is the lines of authority and power. Construct them once again but this time in a different form. The conventional hierarchical model of organization can be used in this case. The company is small and this works in favor of the model since even the topmost managers will have an idea of what is happening in the lower leve ls. This hierarchy provides a means of power delegation from the topmost position to the lowest in the ranking. The CEO who is ranked highest in this case will have the overall decision making authority but there are other levels of decision making that can be made in the lower level authority. In this organizational structure, every leadership position is assigned specific roles. This is a particularly important as it enhances accountability and stimulates the urge to work harder to achieve the goals that are expected of the leadership position held. During this change-over, there may be a lot of confusion as employees learn to work in the new system and it may cause a drop I productivity. The new organizational form may be implemented in the current design. This may make things easier for the employees when it comes to adapting to the change. Now that change is underway, it is hard to determine how the new system will be welcome but one thing is for sure, there has to be some amou nt of resistance to this change. This resistance is manageable with a little effort. This is where leadership qualities are evidently required. Communicating effectively the underlying change; its benefits and challenges and the reason why it needs to be implemented prior to implementation is particularly important (McShane Glinow 2009). This may not be a means of avoiding resistance but a way of managing the inevitable resistance. Making every member of the organization a part of the change process by holding healthy discussions, listening to their views and sharing in their fears makes each individual support the change positively with the feeling that he is making it happen and it is in his favor. Such communication issues require a strong leader. Delegation of power and Duties Now that there are different levels of authority and power, delegation of duties comes into play. The question of grouping these duties appropriately and assigning them to the relevant department is quite challenging in many cases. However, the implementation of the organizational form should put into consideration the professional background of each person before assigning them to the different department. The most effective way is to create departments based on expertise and professional or educational foundations. Advertising, for example, should be allocated to the marketing department together with issues such as when to offer discounts on trips and the like. In other words related tasks should be grouped together. When it comes to authority, orders should flow from above, however, every level of authority has its decision making capabilities. Each person should be answerable to the one directly above him.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The organizational goals can only be met if the parties involved work collaboratively towards them. However, with the delegation of authority, delegation came of duties as well. This means that every player in the process has got a role to play towards achieving the organizational goal, (Wonnacott and Wonnacott, 1986) There are needs to be a benchmark against which achievements can be measured. The benchmarks can be created by setting departmental goals. These will form a basis on which success will be measured. As an example, setting target sales may be a goal in the marketing department. The target can be based upon sale projections from previous years or the appropriate trading period. If they are not met, the person in-charge will be answerable. This accountability will translate to commitment towards realizing the set goals and objectives. Also, to determine if goals are being met, performance is measured (Sumanth, 1984). Measures of performance are based on feedback collected from customers as well as deliverables made to stake holders. Performance is measured by the following metric drivers. (House of Commons Committee of Public Accounts) Effectiveness = Actual output/ Expected output x 100% Efficiency = Resource actually used/ Resources planned to be used x 100% Productivity = Outputs/ Inputs this can also be expressed as Expected productivity = Expected output/ Resources expected to be consumed or Actual productivity = Actual output/ Resources actually consumed. Project monitoring is done by the CEO who should feed the Board of Directors with all relevant information and feed back from the employees under his command. Quality Control Quality control should be implemented in three levels; first is the incoming Quality Control, In-Process Quality Control and Outgoing quality assurance. In our case, we are dealing with a service industry and the input is mostly in terms of ideas. The ideas presented by different stake holders should be thoroughly scrutin ized to determine whether they are worthy implementing. Secondly, if an idea is to be implemented, continuous analysis should be carried out on the implementation process to find out if it is likely to yield the anticipated results. Finally, the services and other deliverables should be of the highest possible quality. In the control of quality of any business process, we need to look at all dimensions of quality. The first Dimension is experience. It has got the ability to translate a vision into a reality. Without experience, all visionary plans are bound to fail. Experience also brings about learning in an organization. An organization whose quality management process is done by a person with experience will acquire its own experience during the process and with time eliminate consultancy services. The second dimension is measurement. This is a characteristic of quality that enables the assessment of thee fact that something was done and the degree to which it was well done. The third dimension is relationship and system thinking. Relationships are seen in using such tools as graphs and charts where one variable is plotted against another to see how one affects the other. System thinking translates a two dimensional quality system to a multidimensional, integrated, dynamic and leveraged system. There are two types of thinking, dynamic and static thinking. Dynamic thinking covers the interrelationship among all the dynamically interactive parts of the system. Static thinking captures a single point in time of a process. It shows the process’s logical flow. Static thinking shows the relationship between one part of a system and the other parts. The point wise view of a process is more suitable in showing how the system is working at that particular point in time. The fourth dimension of quality is Interconnectivity and Paradigm logic. A system has three basic parts, inputs, processes and outputs all of which are interconnected to produce results. This fourth dimension looks at the interconnectivity in systems. That is how the parts of a system are connected and thus understand the guiding rules and principles that make the system not only work but work in a certain way. His dimension explains the logic that drives a system. The last dimension of Quality is value sharing. In relational economics theory, the value of sharing defines that if a party A gives party B something that is more valuable to party B than it is to party A then they are better off together as a result of the trade. When it comes to quality, value sharing is used to mean that you should give the customer more than what he is paying for, (Winder, 1993). Risks and Benefits This strategic change process may face opposition from the management who feel that their power positions are threatened. Also, as noted earlier, employees are most likely going to resist this change especially for fear of the unknown. Communication is the key tool that can help in management o f these crises, (Robbins, 2003). The Board of Directors and shareholders may be opposed to the change in fear of failure but if properly discussed and the benefits of the new system in comparison to the shortcomings of the old one clearly defined, they will support it. If the project is successful, the shareholder’s will be the first beneficiaries as the get good returns on their investments; employees may have pay rises and the security that comes with working in a successful company. Due to the diverse views in decision making process, more productive decisions are likely to be made and also with diversity in culture, come employee satisfaction as everybody fits in. Conclusion In conclusion, the project may be summarized as an organizational change induced by change in management and the need to be more profitable. Changes are inevitable, what is most important is how the change is implemented and the benefits that come with the new system in comparison to the old system do benefits out do the risk. References House of Commons Committee of Public Accounts. Department of Trade and Industry: Regulation of weights and measures. Retrieved from https://publications.parliament.uk/pa/cm200203/cmselect/cmpubacc/581/581.pdf McShane, S., Glinow, M. (2009).Organizational Behavior. (5th ed.). New York: McGraw-Hill/Irwin. Porter, M. (1985) Competitive Advantage. New York: The Free Press. Winder E. Richard. (1993) Fulfilling Quality’s Five Dimensions. Retrieved from http://www.ldri.com/articles/93aqcfillqual5dim.html Robbins, S. (2003). Organizational Behavior. 10th ed. Upper Saddle River, NJ: Prentice Hall. Sumanth, D. J. (1984) Productivity Engineering and Management. New York: McGraw-Hill. Wonnacott, P., and Wonnacott, R. (1986). Economics. 3rd ed. New York McGraw-Hill. This case study on JetBlue was written and submitted by user Esperanza Collier to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.