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. Between gender compariso n, the re-sults reveal good news. The women‘s mortgage credit experience is statistically equal toRead MoreThe Effects Of Income Inequality For Educated Women1691 Words   |  7 Pagesstill a motivating factor for many students. But what if perusing a degree in order to obtain these positions meant that you still earn less than your male counterpart? Although this situation may seem unreal to many, millions of educated women experience an unjustified wage gap in the United States. While income does change with advances in education such as earning a masters or doctoral degree, wage inequality becomes very significant when the income of men and women with the same degree are comparedRead MoreExternal Macro Environment1645 Words   |  7 Pagescase, cars seller used to focus only the male, however since nowadays there are increasing number of women in workforce and they are able to earn money for living by themselves, they have the purchasing power to buy cars. In order to at tract the women’s attention, marketers introduced cars that suit female in term of sizes and colours. For instance, Honda makes a new product which is Honda Jazz. It created especially for the women, from the form and sizes and colour that suit women, specificallyRead MoreMgmt Final Paper1256 Words   |  6 Pages Alright lets say Mom and Dad choose to go for the most affordable plan the Bronze60, pay attention now I am going to explain what this plan covers; The preventive care visits are included in the plan at no cost for example annual checkups, womens wellness checkups, diabetes test etc., this is big a beneï ¬ t of that was made possible by Affordable Care Act, but what about an unplanned visit, which is the reason for having the insurance, right? Well the ï ¬ rst two basic ofï ¬ ce visits are $60 dollarsRead MoreThe Evolution Of Poverty During The Civil War1654 Words   |  7 Pageshistory. War impacted the economy of the country after the Civil War. The twentieth century would see wars, natural disasters, and economical depressions that contributed to the developing culture of poverty. Poverty in any time period is a shattering experience. While being poor during the Reconstruction, the Great Depression, and the Civil Rights movement were each devastating, the nature of poverty would evolve as the culture of each decade evolved. The character of poverty changed most dramaticallyRead MoreThesis on Empower Women Through Micro Credit Programmes18140 Words   |  73 Pagesfor women. Reports indicate that self-help programmes, often in the form of savings and credit or micro credit schemes, have succeeded in changing the lives of poor women, enhancing in comes and generating positive externalities such as increased self-esteem. This paper addresses the challenging issue of whether self-help micro credit programmes are tools for empowering poor women. Micro credit is about much more than access to money. It is about women gaining control over the meansRead MoreInternship Report in Search Credit Savings Samabay Samity Ltd.6401 Words   |  26 Pagesdepartments and to evaluate the performance of the different departments of Search Savings Credit Cooperative Ltd. 1.04 Methodology: The methodology of the report is stated below, which was appropriately exercised in achieving the above stated objective. 1.05 Time period of the study: For the fulfillment of my desired purpose the working 90 days I have spent in various departments of Search Savings Credit Cooperative Ltd, Sylhet Branch, 807,West World Shopping City, Zindabazar, Sylhet, BangladeshRead MoreBook Review : Alice M. Rivlin1823 Words   |  8 Pagescrisis (Systematic†). Rivlin made drastic changes in the U.S financial system. One of her strongest opinions was when Wall Street crashed and the economy started to spiral. She believed that Main Street ran on credit and could no longer prosper if the financial system is in shambles, and the credit dries up. She also believes the Federal government does not aim to protect big businesses but instead protect the well being of the country and the people. She believes that the Fed’s action did not want toRead MoreBusiness Enterprise And Its Internal Environment2854 Words   |  12 Pagessustainability office to under activities with volunteers called GreenCorps, promotes association with diverse group owned business, etc. Along with maintaining a holistic and nurturing culture in the organization it is one of the top performers in the credit and debit industry. It has shown positive growth in its financials and maintained stability in the stock market. Though the company has not outperformed its industry trend, it has outperformed the markets. The company is able to well only becauseRead MoreGraduation Speech : College Degree1762 Words   |  8 Pagestold will make their life easier. And with the millions of Americans contributing to the $1.2 trillion in student loan debt, defaults are at an all-time high. This is the second largest consumer debt in the entire country, falling behind mortgages but exceeding credit card debt and car loans (Ross 1.) While it is obvious and understandable that we as citizens want our Doctors, Rocket Scientists, Engineers, and Architects to have as much schooling and training as possible, studies are now showing the

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. This mutual way of intellectualizing and rationalizing a fight, which used to be instinctive for animals, is a very important concept. Issue as a question form: The principal difference between fighting for one’s life and fighting for money allow us to ask the following question: Does an economic project can be managed as a war? Announcement of the plan: This demonstration is going to be developed through three different outlooks. The first one deals with the historical birth of strategy and its main evolution among the centuries. Then we will expose the relations and the interactions of military strategy and business strategy. And finally, we will raise a certain numbers of limits to underline the fact that strategy is not a science. I. The historical origin of military strategy A) The birth of Military Strategy Military strategy is a set of ideas implemented by military organizations to pursue desired strategic goals. Military strategy deals with the planning and conduct of campaigns, the movement and disposition of forces, and the defeat of the enemy. SeveralShow MoreRelatedCorporate Social Responsibility ( Csr ) Encompasses Business Practices Involving Actions988 Words   |  4 PagesCorporate Social Responsibility Corporate social responsibility (CSR) encompasses business practices involving actions that benefit the organization and the stakeholders, which comprises of the society (Schermerhorn, 2012). â€Å"CSR is becoming more mainstream because pioneer companies are embedding sustainability into the core of their business operations to create shared values collectively for business and society.† - Liz Maw Understanding Microsoft’s Corporate Social Responsibilities MicrosoftRead MoreThe Ensuing Conflict Of Labor Vs. Capital1627 Words   |  7 PagesThe ensuing conflict, between labor vs. capital, during the late 1800s initiated a struggle of power in the workforce between the rich-industrialists (or corporate leaders) and the middle-class/lower-class workers. The Capitalists had intervened with the protests orchestrated by the workers, ensuring that the power remains with them. The strategies of the industrialists and the unique ways of protesting from the workers, contributes to spur a vigorous argument between the employers and their employeesRead MoreExamining the Article: Managers’ Business School Education and Military Service: Possible Links to Corporate Criminal Activity1144 Words   |  5 PagesRecently, the public take notice of corporate lawbreaking because of scandals on Wall Street in past years (Jaboub, 1995) and headline of prosecution to global organizations on the media, for instance, Exxon, Nippon, IBM and Samsung (Cor porate Crime Reporter). These corporate criminal activities not only raised remarkable economic losses for stockholders (William et al., 2000) but also eliminated benefits of the public (Jaboub, 1995). Therefore, the researches of corporate crime are argued for many decadesRead MoreIvan Seidenbergs Leadership at Verizon Essay1101 Words   |  5 Pagesnumber one in diversity for 2009 (â€Å"Corporate responsibility†, n.d.). Verizon was also recognized for their recruitment and retention which ranked 2nd of the businesses that participated in DiversityInc’s survey. In 2010 Verizon dropped to 11th in diversity from DiversityInc’s survey (â€Å"DiversityInc top 50 companies for diversity†, 2011). DiversityInc reviews 4 categories for their ranking of companies. Those categories are; CEO commitment, Human Capital, corporate and organizational communicationsRead MoreBlue Ocean Strategy789 Words   |  4 PagesSTRATEGIC MANAGEMENT ASSIGNMENT # 5 BLUE OCEAN STRATEGY October 24, 2014 Case Study Question 1 Critically analyze the case. Solution 1 In this case study, the author has discussed different methods and strategies which global firms are adapting to achieve success and to grow exponentially in their relevant industries. This article has focused on two strategies, Red Ocean and Blue Ocean particularly. These strategies are used to define the environment a firm is operating in and toRead MoreUsaa Company Analysis1183 Words   |  5 PagesServices Automobile Association Company Information amp; Business Strategy The United Services Automobile Association (USAA) is a Fortune 100 company as of the year 2009 that primarily sells life and property insurance to its 7.7 million members, which consists of active and retired military personnel and their family members (www.biz.yahoo.com). They also offer such services as banking and investment management, focused on helping military persons to manage their money wisely and offer them servicesRead MoreThe Concept of Strategy and Strategic Management1718 Words   |  7 PagesTHE CONCEPT OF STRATEGY AND STRATEGIC MANAGEMENT G. Tyge Payne, PhD 1 Strategic Management Strategy: The unifying theme that gives coherence and direction to the decisions of an organization Strategic Management: Consisting of the analysis, decisions, and actions an organization undertakes in order to create and sustain competitive advantages. Or, the Strategic Management Process is: The full set of commitments, decisions, and actions required for a firm to create value and earn aboveaverageRead MoreBook Review of Sun Tzus The Art of War1209 Words   |  5 Pagesï » ¿The Art of War by Sun Tzu Translated by Samuel B. Griffith Oxford Oxford University Press 1963 ISBN: 9780195015409 Keywords War Strategy Enemy Tactic Summary Translated by Samuel B. Griffith, The Art of War is a timeless classic on military strategy. Over time, the book has been used as a point of reference by military strategists, chiefs of corporations, and business executives. To win in any undertaking, be it in business or warfare, one should be an excellent planner. In additionRead MoreStrategy without action is only a daydream, but action without strategy is a nightmare Discuss the benefits of formal corporate planning in directing organisational action1588 Words   |  7 PagesIS STRATEGIC CORPORATE PLANNING RELEVANT IN THE 21ST CENTURY? This essay will discuss the benefits of corporate strategic planning. Firstly, we will look at what strategy is, and why strategic planning is important to an organisation. Secondly, what types of strategic models are used for planning, and finally given that organisations are increasingly complex and market dynamics are constantly changing is there a need for strategic corporate planning in the 21st century. It is hard to get a properRead MoreThe Critical Analysis Of Sun Tzu s The Art Of War1002 Words   |  5 PagesIntroduction The leadership is an art which is based on invention, determination, irony, and a reflective identity (Grint, 2000). The Sun Tzu’s the Art of War is an ancient remaining military piece in the world and often considered the best. This book has powerful principles of human behavior and rules of conduct for military leaders. It also enumerates philosophies of war and how to win battles in any situation. The maxims of a Chinese legionnaires who lived more than 2000 years ago can help modern

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.

San Diego Police Department †Management Research Paper

San Diego Police Department – Management Research Paper Free Online Research Papers San Diego Police Department Management Research Paper Police Departments of different cities are undergoing a transition. Police department and their operations, hierarchy design, and strategies are becoming increasingly similar to that of other commercial organizations. Police Departments today operate with a sense of direction, a mission that is broken down into objectives and achievable goals that must be met in order to rank the mission of the department as a success. Therefore, it will not be incorrect to compare police departments to business organizations functioning within the society. Strategic planning is a management tool that is used by organizations in order to effectively implement resource utilization towards future goals, growth, efficiency in operations and sustenance. Strategic planning is highly recommended for organizations in today ever-changing environment. There is no reason why strategic planning cannot be implemented within a police department as it is a significant establishment (or organization) in a society. Strategic planning is being used at various police departments across the United States. An instance of one is the San Diego Police Department. This paper tends to analyze police department and suggests a strategy plan for the future of the department than the one already implemented at the department. About San Diego Police Department The police department of San Diego is one of the most efficient police departments from across the country. The department is also amongst the pioneers in implementing strategies that have won the country the edge in the fight against crime. These strategies include implementation of an Information Technology infrastructure and programs such as ‘Community Oriented Policing’. The San Diego Police Department has a strength of over two-thousand-six-hundred personnel. This strength consists of officers that are sworn, as well as other that are civilians. These personnel function conjointly towards accomplishing the mission of the police department. These personnel are further divided into eight divisions: Field Operations, Special Operations, Neighborhood Policing, Training and Development, Office of Administration, Personnel Services, Professional Responsibility, and Support Services. All these departments function under the assistant chief, except for the Personnel Services which functions under a civilian personnel director. (Decker, Cordner, Ward, 1999) The department has been a leader in trying new strategies for implementing effective criminal justice routines. The department works closely with the community and encourages the society to participate and coordinate with the fight to make the city free of crime. The ‘Community Oriented Policing’ and ‘Problem Oriented Policing’ are two such programs that bring the community and the department together in the fight against crime. Further, the department has also implemented Information Technology as a strategy for efficient crime reporting and monitoring (details of this is mentioned during the course of discussion later in the paper). The aforementioned strategies have yield promising results for the San Diego Police Department. The crime rate has considerably declined in the city and is continues to drop. The crime statistics of the year 1997 show that fewer homicides, murders, violent crimes, property crimes and burglaries have taken place that year as compared to 1978 (Decker, Cordner, Ward, 1999). However, this existing crime rates are still quite high for the United States. The San Diego Police Department has therefore the responsibility to sustain the comparative low crime rates and try to reduce these statistics even further. This cannot be achieved without efficient strategy planning of department’s resources. Following is a study and analysis of the San Diego Police Department. The various aspects of the operations of the department are studied, analyzed, and based on these a strategy plan is devised for sustainability in operation of the department. San Diego Police Department’s Mission The department envisions cohesion of efforts of various entities in the society, aimed at improving the lives of the inhabitants of San Diego. The collaborative work is one of the most stresses attributes of the police department’s mission. This collaboration includes entities such as â€Å"communities, government agencies, private groups and individuals† (The City of San Diego Web Site, 2002) that share the same vision as the San Diego Police Department, i.e. fighting crime and improving the quality of life in San Diego. The attributes of the mission statement are the values that the San Diego Police Department tends to use to accomplish its mission. These values are representative of the spirit, and are the basis of the policies of the police department’s mission. San Diego’s Web Site (2002) lists some of the core values of their police department, rating protection of human beings as one of the highest priority values. This is significant for any police department as the primary reason for establishment of peace, law and order systems is protection of human life. The value deserves to be at top priority as a lack of value suggests taking for granted the objective of the department’s motif for existence. The implementation of ethical policing follows in the list of values. The reason for giving ethics a high importance is crucial for the acceptance of the police department by the people it is established for. There are many issues surrounding execution of duties of the police force and officers, ethics being one of them. It is not fiction but a fact that a police subculture has established itself within the officers which sometimes provides for officers to carry out unethical practices or misuse of authority. The public shows its concern for such unethical practices implemented by law enforcers themselves. Therefore, the implementation of ethics in particular and mention of it that high in the mission statement of the police department is strategically intended to ward off bad attention. Another high ranking value of the San Diego Police Department is the Partnership with the community. It is important for the success of any ‘business’ intended for the public to include the public as much as it can. The San Diego police department is one such activity that is intended to protect the public; therefore this motif must also include public participation. Hence, Partnership is mentioned as one of the key values at the particular key department and may also be pinnacle for the success of the San Diego police department. The overall mission of the San Diego police department will be analyzed by the discrepancy between the mission statement and actual operations strategy of the department. The San Diego police department has been recognized as one of the leading and most effective of the departments operating within the country. The department not only has shown its realization for its key values of protecting human life, but integrates all the other key values such as partnership and ethical policing. Evidence of this can be sought in the fact that there has been a sharp decline in the crime rate in San Diego since the police department has implemented its ‘community oriented policing’ measures. (Tos, 2000) Units in the San Diego Police Department The police department has been organized into several different units based on nature of function or crime. This helps organization of resources as well as represents the image of a well-organized/equipped police department. The different units operating in SDPD are: Air Support Unit, Armory – SWAT, Background Investigations, Canine Unit, Child Abuse, Communications, Crime Analysis, Criminal Intelligence, Crisis Intervention, Data Systems, Domestic Violence Unit, Elder Abuse, Equal Employment Opportunities (EEO), Field Training Officer Administration (FTO), Financial Crimes, Gang Detail, Harbor Patrol, Homicide, Internal Affairs, Juvenile Administration, Laboratory, Legal Advisors, Metro Arson Strike Team (MAST), Media Relations, Mounted Enforcement Unit, Narcotics, Neighborhood Policing, Permits Licensing (Vice Administration), Personnel, Psychological Services, Records, Recruitment, Robbery, School Task Force, Sex Crimes, Special Investigations, SWAT/SRT (Special Response Team) and Vice Operations. (The City of San Diego Web Site, 2003) Critical Success Factors of San Diego’s Department of Police The success of the Police Department in accomplishing and maintaining the mission objective in the community can be contributes to various factors. Some of these factors can be outline to be critical for the success of department, without which the SDPD could not have realized their mission objectives. These factors are summed up and briefly outlined here as the critical success factors for SDPD. Well-defined Strategy The reason why San Diego Police Department has been recognized as one of the leading police departments in controlling crime is that the department has well-defined strategic objectives. The objectives are responsible for focusing the resources of the organization in an organized manner, towards attaining the mission objectives of the department. Setting up a well-defined strategy for a criminal justice unit is rather a new concept in criminal justice administration as usually these departments just focus resources in an unpremeditated manner towards the customary objective of reducing crime. However, the strategy of the SDPD is different. The police department has laid down a definition of more than one goal and further strategically channelled their resources towards realizing these goals. An instance of such a strategy is the department’s awareness about different approaches towards criminal justice, such as the ‘problem-oriented policing’ strategy or integrati ng the community in the fight against crime in the neighborhood. Training of Human Resource The shift away from the conventional means of operations brings forth the need to train the human resource of any organization to accustom it to the new strategy. Not only would a new strategy introduce new processes for conducting conventional operations, but it may also introduce new tools (such as Information Technology tools, including software and hardware) that are intended to enhance the efficiency of the human resource. San Diego Police Department faced the same circumstances where the introduction of a strategy enticed the need for human resource training. Eventually, the proper and trained use of strategies and tools led to efficient operations and increased productivity of the police department which was unprecedented. Besides the consideration of training with a changing information technology infrastructure, officers at the police department have to undergo extensive training from the police academy before they can start performing their duties in SDPD. A focus of ethical grooming is also maintained during this course of training. This helps realize and implement the value of the San Diego police department to use ethical policing when serving the community. The officers undergo comprehensive training in the police academy which prepares them not only to ‘serve and protect’ but to efficiently implement policing according to the strategy that is implemented at SDPD. A significant aspect of the human resources that has acted as a critical success factor for San Diego Police Department is training of the community. The participation of community members and individuals in accomplishing the mission of SDPD is crucial for the success of the department; hence it is just as important to train the community on how to help the department achieve its objectives. The participants from the community are trained to help SDPD to implement its strategy, which also includes educating/informing individuals about procedures for making their lives more secure and protected. Not only have these measures ensured increased protection of these individuals, but has also have increased the acceptance of SDPD’s mission within the community. Use of Information Technology The introduction of Information technology tools is one important development for crediting the success of the mission at SDPD. Conventional policing shows less use of high tech tool for attaining criminal justice objectives, but with the advancement in technology the role information technology tools play has become a crucial success factor of policing. San Diego Police Department has been one police departments that accredits it success to the use of Information technology tools, including software, hardware and processes. The department has segregated the use of Information technology in various units and systems. The New Technology Unit (NTU) is one such unit which is headed by a sergeant and staffed by patrol officers. Each individual involved in the integration of technology in policing is thoroughly trained, committed and knowledgeable about the use of this technology. The information technology infrastructure is used for a range of operations. This includes activities from in stallation of software of laptop machines to the use of Automated Field Reporting (AFR) devices. (The City of San Diego Web Site, 2003; Decker, Cordner, Ward, 1999) Information Technology helps improve the efficiency of operations of the San Diego Police Department in various ways. For instance, the patrol officers can electronically transfer information from their remote locations to the central information system regarding criminal activity or general reports. This information can be processed in this database to provide the San Diego Police Department with useful information on crime, criminals and statistics. These may include felons that may be involved in various criminal activities, crimes that are mostly committed in a neighborhood or statistics on the effectiveness of the department in the specific neighborhood. Further the information technology infrastructure is also used to efficiently monitor the performance of police officers on duty. Besides efficiency enhancing policing, the Information technology infrastructure has also improved the integration of the community with SDPD. For instance, individuals can log on to the website of the police department and use various maps available online to conduct criminal analysis. This is just one of the facilities made available to the community and part of the Community-Oriented Policing objective at SDPD. The inclusion of community in criminal justice is complimented with various computerized processes based on the SARA (Scanning, Analysis, Response, Assessment) Model which cumulatively make the Problem-Oriented Policing strategy of the police department. Concisely, the various strategies implemented by the department promise community inclusion in criminal justice and analysis and end up contributing to the success of SDPD’s mission. Financial Situation Finances are the backbone of the any organization as refining the state of the community comes at a cost which must be met. Finances help any organization buy and employ resources towards a definite objective. Similarly San Diego Police Department has the primary objective of making the city a secure place by protecting them and further improving their quality of life. In order to realize these (and many other) objectives for the mission of the police department, the department needs finances. Once finances have been obtained, which is further required is the proper and efficient management of these finances in order to get the maximum out a limited finances. Budgeting is used by SDPD to plan its finances most effectively. The total annual departmental budge of SDPD is just under $300 million (the final budge allocation for the year 2004 is $287,972,689). This total budget is further allocated systematically for various activities. For instance, a major portion of this budget goes into the personnel expense account, which also includes the salaries and wages of employees. The remaining of the department’s budget goes into non-personnel expenses. This amount covers expenses for everything ranging from maintenance, acquirement of the existing infrastructure, to costs of implementing the technological infrastructure and training. (The City of San Diego Web Site, 2003; Decker, Cordner, Ward, 1999) The major part of the budget is used to cover personnel expenses. This shows the worth and its expected reliance on the human resource for the success of the mission of the department. Like any other organization, monetary benefits are used to keep the human resource motivated. When the major portion of the budgeted amount is spent on salaries, the remaining amount is still a hefty lot for the police department to plan investment in information technology and other infrastructure – efforts aimed at improving the efficiency of SDPD. (The City of San Diego Web Site, 2003; Decker, Cordner, Ward, 1999) The primary sources for the finances made available to the San Diego Police Department are five, namely: Property Tax, Sales Tax, Transient Occupancy Tax (TOT), Motor Vehicle License Fee (MVLF) and Franchise Fee. As the financial resource of SDPD depends on the City’s General Fund, they are generally sensitive to political and economic stimuli coming from either local, state or national levels. Fluctuations in any of these sources tend to directly impact the funding of various other departments in San Diego, besides the Police Department. This suggests that adverse political or economic climate of San Diego, California or the United States may have adverse impact on the financial position of the San Diego Police Department. (The City of San Diego Web Site, 2003) Organizational Design Strategy The organizational hierarchy is clearly listed at the San Diego Police Department Web Site (2003). The organizational hierarchy shows the structure of the police department and the chain of command can be conveniently analyzed. An analysis of the organizational chart reveals that the department is arranged in a way of a business organization with the Chief of Police as the CEO, and the managers take places lower in the hierarchy. So much so that the organizational chart is also labeled as â€Å"San Diego Police Business Center†. These similarities do not stop here, where other similarities such as community involvement in attaining the mission of the organization is another front where SDPD conjoins with any other business organization. (The City of San Diego Web Site, 2003) The organizational hierarchy is top down, however possesses horizontal attributes, which make communication between individuals working at the same level (horizontal communication) and also across departments. Vertical communication however is not favorable in the top-down hierarchy. (The City of San Diego Web Site, 2003) Further analysis of the organizational chart of the San Diego Police Department reveals that the department intends to implement a central control over other departments / entities working lower in the hierarchy. This organizational design will be helpful in enforcing strict monitoring and accountability of entities lower in the hierarchy. Such an organizational design, therefore, is used to implement effective programs and reduce the relaxation/room for errors for entities as activities are reported to entities higher up in the hierarchy design. This is one strategy that is used to accomplish the mission of ethical policing at all levels within the department. It is safe to suggest that the organizational design of the San Diego Police Department compliments its ethical policing objective. Strategic Plan for San Diego Police Department The aforementioned analysis has laid the foundation to devise a strategic plan for the San Diego police department for the coming years. The analysis of the department’s mission, critical success factors, financial situation and organizational design strategy are the groundwork for a smart strategic plan for the department, which would otherwise not be feasible without these analyses. The following is a suggested strategic plan for the San Diego Police Department including justification for each strategy suggested. Strategic Design for SDPD The analysis of the organizational design reveals a hierarchy with strict and inflexible structure. This organizational design might be appropriate for implementation of ethical policing and complimenting strict measures of control within the department, however the organizational design conflicts with an important aspect within any organization, i.e. communication. The design strategy hinders communications within different departments at different levels of the hierarchy. The design strategy suggests to the community that officers and entities placed lower in the hierarchy will be the interface for dealing with the department, whereas entities higher in the hierarchy depict not much interaction with the public. It is important to mention here the expectancy of the public to have transparent execution of services as it is the public’s money which is the source for funding the police department. Therefore, what the San Diego Police Department needs is an organizational design that fosters communication with all the entities involved in policing, however one that also implements a strict control for implementing ethical policing without hindrance. This can be implemented with a new, lean organizational design. A horizontal organizational hierarchy will implement better communication between entities within the department, at all levels of the hierarchy. However, such a design cannot be implemented without compromising control and accountability of the entities within the department. Thus, to back the same level of control and accountability, SDPD must be backed by assigning leadership status to each entity within the department, along with delegation of responsibility and authority. This assignment of leadership, responsibility and authority offers the officers/entities the right mix for operating independently within the department. An entity responsible for accountability and gauging the execution of duties of each entity must be assigned in the department to conduct assessment of the operations of duties and delegated responsibilities. A new, lean organization design with provision for better communication and provision for entities to function independently and responsibly may be the m ost efficient organizational design for the San Diego Police Department. Such an organizational design will also help motivate and increase the efficiency of the officers as the ability to act as leaders (with delegated authority and responsibility) will encourage active participation and management of the resources of SDPD. The results from the suggested strategic organizational design are expected to be encouraging. The delegation of responsibility and authority will relieve the entities higher up in the existing SDPD hierarchy of hefty routines for check and accountability. With the new hierarchy, each officer will be actively accountable and responsible for the quality of execution of his/her own duties. A department for accountability can help make this task easier (with the use of existing Information Technology infrastructure being used at the San Diego Police Department). Further, the higher-ups in the existing hierarchy would also be relieved and have more time available for paying attention to devising better strategies for the department and maintenance of its caliber. Contingent Strategy for SDPD As analyzed earlier, the financial strategy of the San Diego Police Department is susceptible to economic and political fluctuations on the local, state or national level. This susceptibility poses a threat to the sustainability of operations of the police department by exhibiting dependence on these factors. The department needs to device a financial management strategy to provide when in difficult times such as those that may not cause disruption of work. This means that an alternative source for generation of funds must be established or sought out by the San Diego Police Department that can cater to the financial needs of the department when other currently implemented sources are not available. A primary activity that the department needs to adopt is the establishment of a reserve that can accommodate the revenues of the department from the previous budgeted year. The reserve funds can be collected over many budgeted periods till a threatening situation occurs and requires SDPD to consume from the reserve. Further, the financial resources of the department must be efficiently allocated. This includes the need for the department to reduce redundancies in processes and eradicate all the hidden costs in operations amongst many other options that prove efficient in management of finances. Using Information Technology tools is another noteworthy activity in this regards which helps reduce inefficient processes, reduces hidden costs by cutting down processing time and reducing the instances of errors. Conclusion The San Diego Police Department has implemented quite a few strategies to minimize crime in the city. Nevertheless SDPD must implement further strategic measures for sustainability of its mission of fighting crime. References 1. The City of San Diego Web Site. (2003) â€Å"About SDPD†. [Online] sannet.gov/police/about/ 2. Decker, S., Cordner, G., Ward, S. (1999). Case Study: San Diego, California Police Department Information Systems Technology Enhancement Project. abtassoc.com/reports/ISTEP_C3.pdf 3. Tos, D. (2000). A Fortune 500 Police Department. Cultural Diversity. Mid-City Division, San Diego Police Department. communitypolicing.org/publications/exchange/e30_00/e30tos.htm 4. Anderson, T. (2000). Every Officer is a Leader Transforming Leadership in Police, Justice, and Public Safety. ISBN/ISSN: 1574441183 5. The Reason Foundation. (2002). Study: San Diego Is Most Efficient City Government in State, San Francisco Least Efficient. rppi.org/022302.html Research Papers on San Diego Police Department - Management Research PaperThe Fifth HorsemanUnreasonable Searches and SeizuresThe Project Managment Office SystemThe Relationship Between Delinquency and Drug UseCapital PunishmentOpen Architechture a white paperPETSTEL analysis of India19 Century Society: A Deeply Divided EraAnalysis of Ebay Expanding into AsiaInfluences of Socio-Economic Status of Married Males

The Asian Longhorned Beetle Prevention and Control

The Asian Longhorned Beetle Prevention and Control Trees favored by the Asian longhorned beetle are predominantly maples, but infestations have also been discovered in horse-chestnuts, poplars, willows, elms, mulberries, and black locusts. Currently, there is no known practical chemical or biological defense against the Asian Longhorned Beetle and, in North America, they have few natural predators. How Trees Killed Are Killed by ALB The Asian longhorned beetle is a black insect with white speckles that grows a long antenna. The beetle chews its way into hardwood trees to lay eggs. The eggs produce larvae and those larvae tunnel deep under the bark and feed on living tree tissue. This feeding effectively cuts off the trees food supply and starves it to the point of death. How ALB Spreads Studies have shown that an Asian long-horned beetle can fly as far as several city blocks in search of a new host tree. The good news is that the beetle tends to lay eggs in the same tree from which they emerged as adults - they usually limit their flights under normal conditions. Prevention Unfortunately, there are no methods developed to practically prevent or control Asian longhorned beetle. If you detect the presence of ALB, the only thing that will help is to contact local forestry officials for consultation. They can take steps to contain the outbreak. The only way currently known to combat the Asian Longhorned Beetle is to destroy the infested trees. While cutting down mature trees is not a great solution for the tree owner and a tragedy, it is preferable to permitting the Asian longhorned beetle to spread.

Reflections on doing, being and becoming Assignment

Reflections on doing, being and becoming - Assignment Example The idea that was most interesting and which I would like to explore more is the part of doing as an occupation which many people have focused on much to the extent of destroying our planet and nature. This is of interest because of all the theories that have been put forward about the destruction of nature and the planet, no one has focused deeply on occupation being related to the act of doing which is driven by the notion of an individual’s being. If the being can be addressed in detail, then the doing in relation to occupation can be addressed as well. What additional questions or wonderings do you have about this? The explanation of being in the article has not really touched on psychological explanation and how whether a being can be changed or not and if it is changed, what kind of effect can it have on the becoming as well as doing of an individual. If the inner life of an individual can be changed, can it make an individual better, enable them make better choices and decisions or there will be no much effect felt or seen. Why, in your opinion, do you believe this warrants further discussion? The article itself has not delved deeply into the three aspects and they are all interconnected. If further research can be carried out in the aspect of being, then the results can be able to shed much insight into how to make the occupations of people better the planet rather than destroy them, or even enable them chose better occupations. The aspect of being is much more important than indicated in the article.