A Study Of The Predictive Effect Of Pre-Service Teacher Essay

ABSTRACT: This paper aims to examine the relationship between the personal knowledge management (PKM) competency of pre-service teachers and their instructional design skills. Supporting the sustainable development of teachers as professionals in the knowledge society is a critical issue in teacher education. This study attempts to identify an empirical model and a curriculum framework for nurturing pre-service teachers’ PKM competency. Dorsey (2000) PKM skills were adopted for constructing the theoretical framework and the survey instrument. A quasi-experimental research design was used to collect data from pre-service teachers from Hong Kong’s largest teacher education institution. A structural equation model was applied to explore the predictive power of PKM competency on their instructional design. Results show that a four-factor PKM competency model, which consists of retrieving, analyzing, organizing and collaborative skills, was identified as a predictor of instructional d esign. Use of PKM tools, e-learning activities and collaborative action research for developing pre-service teacher PKM competency are recommended to teaching education institute. Keywords: Personal knowledge management, Pre-service teacher, Teacher education Introduction Rapid advances in technology and communications have greatly accelerated the emergence of information. The increases in the amounts and formats of information available do not automatically make learners more informed or knowledgeable, if a learner cannot manage and meld the accumulation of  information through their daily experience and study to construct knowledge in a systematic fashion. This competency is referred by most literatures (Frand & Hixon, 1999; Dorsey, 2000; Wright, 2005) as personal knowledge management (PKM) competency. Developing learners with PKM competency is not simply a lifelong education issue, it is also an important teacher education issue in terms of sustaining a competitive human capital in the knowledge economy. Teacher development is viewed as an ongoing lifelong learning process as teachers strive to learn how to teach learner to learn how to learn (Cochran-Smith & Lytle, 1999). The recent education reforms in Hong Kong (Education Commission, 2000) addressed this lifelong education issue by proposing a learning to learn slogan in the policy document. The policy suggests that teachers should develop student learning competence for acquiring knowledge through various methods. To develop students with knowledge acquisition skills, teachers should also be equipped with the competency for knowledge acquisition. However, since publication of the policy paper entitled Information Technology for Learning in a New Era Five-year Strategy that launched IT in education in Hong Kong (EMB, 1998), the Education Bureau has not addressed this issue in any teacher professional development policy documents. Recent calls for consultation on e-learning from the Education Bureau likewise generated additional demand for developing teacher information literacy capable of supporting student learning (EMB, 2004). If the government and teacher education institutions really want to develop competent teachers for the knowledge society, they may consider injecting the elements of personal knowledge management (PKM) into the teacher education curriculum for developing pre-service teachers’ teaching competency. However, little studies on teacher education were attempted to examine the effect of PKM on teacher learning and discussed the possibilities of injecting the element of PKM model into teacher education curriculum. This study aims to construct an empirical model for examining the predictive effect of pre-service teachers’ PKM competency on their instructional design skills and to discuss a personal knowledge management curriculum framework for teacher education institutions. Literature Review A review of the literature related to knowledge management suggests that the development of personal knowledge management (PKM) could be a means of enhancing pre-service teacher professional competency in managing personal knowledge for coping with the acceleration of emerging information. Frand & Hixon (1999) define PKM as a conceptual framework to organize and integrate important information such that it becomes part of an individual’s personal knowledge base. Dorsey (2000) emphasizes the importance of injecting PKM into an educational framework for undergraduate education in order to bridge the gap between general education and other subject disciplines. PKM could serve as a framework for integrating general education and majors and as an approach to technology integration initiatives throughout the curriculum. PKM provides learners with both a common language and a common understanding of the intellectual and practical processes necessary for the acquisition of information and its subsequent transformation into knowledge. The significance of exploring PKM may contribute to human cognitive capabilities (Sheridan, 2008). Scholars tend to conceptualize PKM as a set of information skills (Frand & Hixon, 1999; Avery et al, 2001), though there is no standard definition or model for PKM. After Frand & Hixon (1999) outlined five PKM techniques as searching, classifying, storing distributing, evaluating and integrating skills, Dorsey and colleagues (Avery et al, 2001) broadened the Frand & Hixon PKM framework well beyond its formulation. Central to PKM, as clarified by Dorsey, are seven information skills which when exercised together are integral to effective knowledge work. These seven PKM skills are retrieving, evaluating, organizing, analyzing, presenting and securing information and collaboration for creating knowledge. Recently, Pettenati and Cigognini (2009) grouped PKM skills under three intertwined macro-competence categories: creation, organization and sharing. PKM can also be conceptualized as an intertwined macro-competency. Wright (2005) proposes a PKM model that links distinctive types of problem-solving  activities with specific cognitive andmetacognitive, information, social and learning competencies. As a learning competency, PKM enables learners to apply a set of learning skills that are essential to lifelong learning for information processing, knowledge application and decision-making. As a cognitive and metacognitve competency, it enables learners to apply complex thinking skills to solve problems. It is knowledge concerning the learner’s own cognitive processes or anything related to them (Flavell, 1976, p232). As an information competency, it enables learners to link technology tools with a set of information skills, thus providing an intentionality that moves the focus from the technology more directly to the information. As a social competency, its underlying principles include enabling learners to understand others’ ideas, develop and follow through on shared practices, build win-win relationships, and resolve conflicts. PKM integrates human cognitive and metacognitive competency (Sheridan, 2008), social competency (Wright, 2005; Pettenati & Cigognini, 2009) and informational competency (Tsui, 2002). Wright (2007) has developed a PKM Planning Guide for developing knowledge worker PKM competency. The guide is based on his research findings that the four interrelated competencies are activated in order to plan PKM training. The training process encourages participants to reflect on their knowledge activities and focus on areas for improvement. If learners know how to control this process, they can internalize information into personal knowledge, creating a foundation for effective learning. Utilizing PKM for acquiring knowledge refers to a collection of information management processes that an individual learner needs to carry out in order to gather, classify, store, search, and retrieve information in his daily activities (Tsui, 2002; Grundspenkis, 2007). In teacher education, knowledge acquisition focuses on the process how teacher apply PKM to support their day-to-day teaching and learning activities: instructional design. Instructional design is closely related to PKM which is also one of the major learning tasks for pre-service teachers. Instructional design is a process that involves determining the current status and needs of the learner, defining the end goal of instruction, and creating instructional  and learning strategies to facilitate teaching and learning. There are a wide range of instructional design models, many of them based on the ADDIE model (Seels & Glasgow, 1998; Molenda, M., 2003; Strickland, A.W. 2006) which includes the following phases: analysis, design, development, implementation, and evaluation. This acronym stands for the 5 phases contained in the model. Knowledge acquisition for instructional design is conceptualized as identifying learner entry skills, formulating instructional objectives, test and design specifications, creating instructional or training materials, making recommendations and preparing a project report for lesson implementation. As instructional design is one of the key components of teacher professional competence, and helps to implement a new curriculum in the information age of the 21st century, exploring the predictive relationships of PKM competency on knowledge acquisition for instructional design becomes key to the development of teacher education. Research Methodology It appears that PKM competency can expand individuals’ knowledge and enhance their learning competency (Davenport, 1997, p146 ; Frand & Hixon, 1999). It provides learners with a targeted, reflective and adaptable cognitive framework for inquiry and problem solving. In this study, knowledge acquisition will be conceptualized as the knowledge required for carrying out instructional design. This study attempts to answer the following research questions: 1. What is the empirical factor structure of PKM competency for pre-service teachers? 2. Is there any relationship between the PKM competency of pre-service teachers and their knowledge acquisition for instructional design? This study adopted Dorsey (2000) PKM skills to conceptualize PKM as a competency for acquiring knowledge (see figure 1). A quasi-experimental research design was used in this study to determine the relationship between PKM skills and knowledge acquisition for instructional design. The exogenous variables were pre-service teachers’ perceptions of their PKM skills. The endogenous variable is knowledge acquisition for instructional design. A  self-response quantitative questionnaire was devised to collect data from the pre-service teachers of Hong Kong’s largest teacher education institution. Figure 1: Theoretical Framework Of The Study The operationalized definitions of Dorsey (2000) PKM skills are as follows: 1. Retrieving skill is the ability of learners to retrieve information from relational databases, electronic library databases, websites, threaded discussion groups, recorded chats, and moderated andunmoderated lists. 2. Evaluating skill is the ability to make judgments on both the quality and relevance of information to be retrieved, organized, and analyzed. 3. Organizing skill is the ability to make the information one’s own by applying ordering and connecting principles that relate new information to old information. 4. Collaborating skill is the ability  to understand others’ ideas, develop and follow through on shared practices, build win-win relationships, and resolve conflicts between these underlying principles. 5. Analyzing skill is the ability to extract meaning from data and convert information into knowledge. 6. Presenting skill is the ability to familiarize with the work of communications specialists, graphic designers, and editors. 7. Securing skill is the ability to develop and implement practices that help to ensure the confidentiality, integrity and actual existence of information. This study adopted ADDIE instructional design model to conceptualize instructional design as a multiple competencies that involves analysis, design, development, implementation, and evaluation of a lesson (Molenda, 2003; Strickland, 2006). The acronym ADDIE stands for the 5 phases contained in the model. Pre-service teachers’ learning on instructional design is conceptualized by the knowledge and experiences they come across in the 5 phases of ADDIE model including analysis, design, development, implementation and evaluation. The learning outcomes include know how to analyse learner characteristics and task to be learned and identify learner entry skills; to design learning objectives and choose an instructional approach; to develop instructional or training materials; implement the lesson and deliver the instructional materials; and to evaluate the lesson plan and recommend the materials achieved the desired goals. The teaching experience that they had gained include determining the current state and needs of the learner, defining the end goal of instruction, and creating some instructional and learning strategies to facilitate teaching and learning. Instructional design is operationalized to the knowledge for: identifying learner entry skills; formulating instructional obJectives, test and designs specifications; creating instructional or training materials; and making recommendations and preparing a project report for lesson implementation (Seels & Glasgow, 1998; Molenda, M., 2003; Strickland, A.W. 2006). The questionnaire was based on a number of scales constructed to measure the variables of PKM skills and instructional design. In order to develop valid items for these scales, the researcher conducted a content analysis on the PKM literature of Dorsey (2000), Skyrme (1999). Hyams (2000), and on the instruction design literature of Seels & Glasgow (1998), Molenda, M. (2003); and Strickland, A.W. (2006). The questionnaire consists of two sections. Section 1 was used to measure the effectiveness of knowledge acquisition for instructional design based on 4 items. Section 2 contains 21 items designed to measure the teachers’ perceptions of their seven PKM skills. Likert 6 point scales were used in both sections to measure the variables. Likert scales are commonly used in attitudinal research. The Likert scale assumes that the difference between answering ‘agree strongly, and ‘agree’ is the same as between answering ‘agree’ and ‘neither agree n or disagree’ (Likert 1932, quoted in Gay, 1992). The data was collected directly from target subjects using the questionnaire. 225 pre-service teachers responded to the survey. Data was collected directly from them by means of the questionnaire. The subjects in the study were pre-service teachers from Hong Kong’s largest teacher education institution. Random sampling was used to collect data from the population. Exploratory factor analysis was carried out on variables using principal factor axis analysis to confirm the constructed validity of the tools (see table 1). The study is interested in a theoretical solution uncontaminated by unique and error variability and is designed with a framework on the basis of underlying constructs that are expected to produce sources on the observed variables. Principal axis factor (PAF) analysis, which aims to reveal the underlying factors that produce the correlation or correlations among a set of indicators with the assumption of an implicit underlying factor model, was applied separately to the items from the learning processes and learning outcomes. Promax rotation, a method of oblique rotation which assumes that the resulting factors are correlated with one other, was applied to extract the factors. An eigenvalue greater than one was used to determine the appropriate number of factors for the factor solutions. A Structural Equation Model (SEM) was then applied to  examine the factor structures and the paths among the variables, using Lisrel 8.3 (Joreskog & Sorbom, 1999). SEM is a collection of statistical techniques that allows the examination of a set of relationships between exogenous variables and endogenous variables. Findings The results of exploratory factor analysis, presented in Table 1, clearly suggest a four- factor structure for exogenous variables that are both empirically feasible and theoretically acceptable. An eigenvaluegreater than one was used to determine the appropriate number of factors for the factor analysis solution. Items were extracted with factor loadings greater than 0.6 across and within factors. The numbers of factor solutions extracted from a Promax rotation theoretically afforded the most meaningful interpretation. The process used to identify and label the factors that emerged was based on examining the derivation of the highest loading items on each of the factors. The reliability coefficients of the scales ranged from 0.792-0.821, which was judged adequate for this study. The results of descriptive statistics show that the scale means of all the variables are higher than 4.27 within the 6 point-scale, reflecting the participants’ tendency to slightly agree with all the items. The reliability coefficient (Alphas) of the scale for instructional design is 0.854, its scale mean is 4.33 (sd = 0.691).

Explorers of the Renaissance

Bartholomew Dais, the explorer for Portugal, planned to head an expedition in search of a sea route to India. Though, at the end of his voyage he only became the first sail to the tip of Africa. This, landing has only created a new name for the Cabot ads Galahs and the cape Cabot ads Torments for his country. Dais had a voyage that inspired explorers to try a faster or better route to travel, which lead to the discoveries of newer lands;also, this voyage helped encourage inventors and scientists to invent effective techniques and new technology that could help future expeditions.Magellan studied very famous explorers for many years in Portugal. He planed to find a route to the Spice Islands by sailing west and around the world. Ferdinand Magellan, an explorer of Spain, has amazed us with his courage by venturing through the chaotic and the untouched world. Through his voyage Magellan provided the first positive proof that the world was round, thus opening trade routes to explorers al l over the world. Ferdinand Magellan is recognized as the first person to circumnavigate the world.His discovery of this route had the effects in many ways; for example, the religion of Christianity has also traveled along his Journeys, and also his geographical finding has made the current map more accurate then it originally was. Jacques Carrier sailed in the name of France. Carrier searched to find a Northwest Passage to India and the Spice Islands and also looking for new places to trade. In the end Carrier was the first to sail up the SST. Lawrence River and Canada. Canada was claimed as a piece of France; furthermore, this opened up for trade with the natives.

Best Snack Foods

Running head: PROBLEM SOLUTION: BEST SNACKS INC. Problem Solution: Best Snacks Inc. University of Phoenix Problem Solution: Best Snacks Inc. Over the last few years Best Snacks has been faced with declined sales, decreased market shares as well as steadily decline stock market prices. As a result of these changes, Best Snack is currently no longer on top of the snack food industry. The current CEO Elizabeth Fairchild, has enlisted the assistance of Vice President of Organizational Development Sabrina McKay to help change the creative and innovative culture. The purpose of this paper is to provide solutions to the issues facing Best Snack that will allow the company to regain the new one spot in the snack food industry. The solutions will focus on the overwhelming need for a return to creativity and innovation into the organization. Describe the Situation Issue and Opportunity Identification The snack food industry is consistently changing and evolving. Best Snack currently has not been able to keep up with the competition. Several issues will need to address before a turn around can begin. The issues with Best Snacks are lack of creativity and innovation, which has led to the decrease sales, decreased market share and decreased profits. The time is now for Best Snacks to adopt a culture that fosters creativity and innovation or jeopardize losing even more. A full outline of the issues facing Best Snack is outlined in Table 1. As a result of the survey, Best Snack has several opportunities to address with the employees. Much of the research on innovative companies points to the importance of management practices that support creative employees and their ideas† (Best Snacks, 2009, p 4). Becoming a learning organization is one of the opportunities for Best Snack. Becoming a learning organization will encourage the changes that the CEO wants to implement. As the employees become more skilled and start to use those skills the creativity and innovation will be reinforced and become a vital part of the company’s organizational culture. Senge’s principles for designing a learning organization emphasizes the importance of building shared vision, by which he means building the ongoing frame of reference or mental model that all organizational members use to frame problems or opportunities and that binds them to an organization† (Jones, 2004, pg 379). Stakeholder Perspectives/Ethical Dilemmas Each stakeholder has their one ideas of how they relate to Best Snacks. The key stakeholders are the customers, the management team, employees and the shareholders. Each stakeholder has some investment in the success of the company and each stakeholder wants a high return on his or her investment. The investment and values of each key stakeholder is identified and explained in Table 2. The management team is looked upon by the employees, shareholders and the customers to make the decisions that will ensure the success of the company. These decisions include fostering an environment that fosters creativity and innovation to keep the company competitive. The employees are looked upon by the management team to provide creative and innovation ideas that can control cost and maintain product lines. The stakeholders look to the management team and employees to work in a manner which uses the Capitol in the best manner. The stakeholders want a decent return on their investment and want to know that the management team is managing their capitol effectively. The customers want to know they are receiving value for their money as well as purchasing from an honest and reputable company. Frame the â€Å"Right† Problem Best Snacks will provide all employees opportunities to grow and develops skills related to creativity and innovation. As the employees use these new skills, Best Snack will be come an organization that will lead the snack industry in using creativity and innovation to materialize the company’s strategic plan of increased market share, increased sales and increased stock prices. Describe the â€Å"End-State† Vision Best Snack has an upward climb to becoming number one in the snack food industry again. Major changes will need to be made and the best method for Best Snacks will be to incorporate radical innovation into culture. The company will need to evaluate both the business model as well as technology to see what improvements can be made. This will be a first in the snack food industry and will position Best Snack a true leader in the industry. The next step is to increase creative thinking and innovational skills on all levels of the organization. By looking at both internal and external sources for creativity and innovation Best Snack will have a consistent flow of creative and innovative ideas for developing and marketing products. The need for new products and marking ideas is essential to increase sales, market shares and stock prices. Identify the Alternatives and Benchmarking Validation â€Å"Making decisions on a product enhancement requires communications between many parts of the organization, including R&D, manufacturing, marketing and sales, and finance, as well as processes and criteria for making the decisions† (Davila, Epstein, & Shelton, 2006, p 120). Best Snacks R&D department is currently not producing the type of ideas that will lead to new innovation products required to keep the company competitive. By creating an outreach program Best Snack R&D department will be in contact with fresh and innovative ideas. â€Å"By 2000, it was clear to us that our invent-it-ourselves model was not capable of sustaining high levels of top-line growth. The explosion of new technologies was putting ever more pressure on our innovation budgets. Our R&D productivity had leveled off, and our innovation success rate—the percentage of new products that met financial objectives—had stagnated at about 35 percent. Squeezed by nimble competitors, flattening sales, lackluster new launches, and a quarterly earnings miss, we lost more than half our market cap when our stock slid from $118 to $52 a share† (Connect and Develop: Inside Procter & Gamble's New Model for Innovation 2006). This served as a major wake up call for Proctor and Gamble so the company began looking at university and government labs to create partnerships to assist both parties in product research and design. Proctor & Gamble soon realized that this process was paying off because of the best ideas had come from the partnerships outside the company. Lafley made it our goal to acquire 50 percent of our innovations outside the company. The strategy wasn't to replace the capabilities of our 7,500 researchers and support staff, but to better leverage them. Half of our new products, Lafley said, would come from our own labs, and half would come through them† (Connect and Develop: Inside Procter & Gamble's New Model for In novation 2006). With this new change in obtaining ideas, it was important that the culture of the company changed as well. As Best Snacks is looking to make changes to product line, the company could benefit from creating partnerships with universities and even individuals looking to sell product ideas. Procter & Gamble has created a website in which individuals can log in and provide new ideas. Best Snacks could add a link to the company website that could serve the same purpose. The link on the website could be a cost-effective way to begin to obtain new ideas. If the website generates valuable suggestions, then the outreach program can be expanded as-needed. The solution of a culture change and using an out reach program is the best solution for Best Snacks as it will lead to continued growth and development for the company. Evaluate the Alternatives Best Snack has attempted to use incremental innovation without much success and the CEO see this and is aware of the need for radical innovation and increased creativity. â€Å" She determined to make Best Snacks the first consumer snacks company to make radical innovation and creativity a vital part of the organization’s culture† (Best Snacks, 2009, p 1). The company will need to embrace the need for a culture change and work toward more products that will reach the target customers. Innovation and creativity is exactly what Best Snacks needs to regain the top position in the snack industry. The company will need to educate the employees and train them to think creativity and identify innovative thoughts. This can be accomplished by the management team identifying the behaviors of other creative and innovative companies. Once these behaviors are identified, the next step is to incorporate these behaviors in the daily routines. These steps set the ground work to empower the employees to introduce new products. Narrowed List of Alternatives When looking at the list of alternatives presented in Table 3, the best alternative solution is to look at gaining outside partnerships to assist the R team in providing new ideas. Before this solution can work the culture will need to shift to encourage creativity and innovation from all employees. The employees need to understand that the external ideas are not to replace the internal ones but to enhance the brainstorming sessions. The next best solution would be to create a learning organization. All of these steps are necessary as Best Snacks focuses on shift to a company known for innovation and creativity. Identify and Assess Risks Best Snacks needs to understand that each solution carries a different set of risks. It’s important these risks are taken into consideration before any decision is made. The current risk that needs to mitigate is the declining sales, declining market share and declining stock prices. Table 4 provides the risk and consequences of the each of the proposed solutions and most important it provides ways to lower the risk of each solution. The management team will need to have solid techniques in place to help the employees more toward the new organizational goals. Make the Decision When evaluating all of the solutions provided, Best Snack would benefit from all of the solutions in some manner. By developing the partnerships with local colleges, shifting the culture to foster innovation and creativity by implementing the behaviors of that lead to creativity and innovation will help to transform ideas to new product lines. The first step is to contact the local colleges to create internships program. This program will consistently provide the R department access to new ideas. The R team can take the ideas and brainstorm how to implement the ideas. The downside of this solution is that the R department may not take the ideas seriously and not focus enough attention to the development because of resentment. The second and third alternative is change the culture to foster creativity and innovation by identifying the behaviors of other creative and innovative companies. These two alternatives are interrelated as before one can occur the other needs to occur. The shift of culture will be hard from several of the employees because of resistance to change. The management team will need to provide change management training to employees because the future of the Best Snack is full of consistent change. The final alternative is to create a learning organization. As Best Snack is making the other adjustments to the business model, the company will have no other choice but to implement organizational learning. The benefit to this alternative is that the company will be consistently looking for new ideas and products that new learning will be required of each employee. As the employees learn and share new skills the company continues to learn and grow and in turn the product line will continually evolve to meet the demands of the customers. Develop and Implement the Solution Sabrina McKay the Vice President of Organizational Development has a full slate to ensure that all of the pieces are in place. Sabrina’s first action item is to identify the leadership behaviors are required to lead the company. These behaviors will be identified within two months. Once the behaviors have been outlined, over the next three months the review of the current management process will be evaluated. During this evaluation, the necessary changes will be outlined. During these evaluations, the management team will be review all polices and procedures to benchmark against the new set of behaviors and processes. The management team will have two months to complete this evaluation. Once the changes have been outlined, a new training program will be created by Sabrina and this should take approximately nine months to create and provide the training to all associates. While the training is being conducted Sabrina will also be working on the creativity and innovation plan. This plan will include the partnerships with local colleges. Sabrina will have eight months to create and identify the best college to use for the program. Once the partnerships and training is complete the management team can continue to outline the strategies for supporting the employees in all of the new endeavors. The support for the employees is vital to the whole plans success. The project will be reviewed every six months to ensure adequately progress. Evaluate the Results The focus for Best Snack is to become the first company in the snack industry actively using radical innovation in the organizational culture. The plan that was outlined in Table 6 and Table 7 has the project completed within the next 12 months. The changes that will be made during this time will need to be consistently reinforced by management. It is also very important that management support the employees as training and change is provided. This is the time for management to increase the trust factor between management and employees. As the trust increases, creativity will also increase. The employees’ surveys will be used to measure how well the management team is nurturing the increased creativity and innovation. Once partnership program is in place, Best Snacks will have consistent flow of ideas for the R team to brainstorm and transform into new products. As the R team is brainstorming both internal and external ideas this lead to additional ideas. Within a year, the R team will be able to provide more marketing ideas and products in a more efficient manner. Best snacks will a 30% increase in new products in one-year. The increase in products will start to increase company sales, market share and stock price within the year. With the consistent new ideas, increased creative and innovative thinking, Best Snack will see consistent growth over the next few years. Conclusion Best Snack has become very dependent on incremental innovation and the low risk factors that when change is urgently needed it is hard to stray from it. Best Snack is trying to become a leader in the industry but is stuck therefore the need to shift to radical innovation. The second level at which systems interact with learning is through their own improvement and the improvement of organizational processes. During the execution of a particular project, there is learning about the process itself that is captured. In other words, there is learning not only about the particular innovation, but also about how the company can improve its innovation processes† (Davila, Epstein, & Shelton, 2006, p 218). For Best Snacks to maintain the new competitive edge it is important to continue to foster the communication as well as the concepts of creativity and innovation. Best Snacks is now in a position to use the knowledge of the past to create a better future for the employees, customers and shareholders. References Davila, T. , Epstein, M. , & Shelton, R. , 2006. Making Innovation Work: How to Manage It, Measure It, and Profit from It, 1e. Jones, Gareth R. , 2004. Organizational Theory, Design, and Change, 1eChapter 12: Decision Making, Learning, Knowledge Management, and Information Technology. P&G’s New Innovation Model 2006 retrieved April 10, 2010 from http://hbswk. hbs. edu/archive/5258. html University of Phoenix, (2009). Best Snacks Scenario Inc. Retrieved March 21, 2010 from University of Phoenix rEsource Center. Table 1 Issues and Opportunities Identification |Issue |Opportunities |Reference to Specific | | | |Course Concept | |Business Model Change to drive |The CEO Elizabeth recognizes the company’s need to make|Davila. , Epstein. , & Shelton | |innovation in the following areas: |some innovated changes. The changes to the business |2006, p. 32 | |Value Proposition |model will help Best Snack Foods become more | | |Supply Chain |competitive. The first change will be to look at the | | |Target Customer |value of the items for sale and make the necessary | | | |adjustments to provide more value to the consumers. | | |The next step is to look at the supply chain and make | | | |the necessary adjustment. The changes should provide | | | |product to Best Snacks at a quick and lower price so | | | |that cost savings can be passed on to the customer as | | | well as increased margin for the company. The final | | | |step is to determine the target customer for the new | | | |product or the enhanced product. Best Snack foods to | | | |look at what areas that they have no presence and what | | | |areas they need to increase product presence. This | | | |will determine which customers they are not reaching | | | |and then can determine value of reaching out to a new | | | |demographic. | | |Technology Change to drive innovation |The CEO Elizabeth recognizes the company’s need to make|Davila. , Epstein. , & Shelton | |in the following ways: |some innovated changes. According to the survey the |2006, p. 5 | |Product and service offerings |associates believe that management does not quick | | |Process technologies |decision regarding new products. The company has | | |Enabling technologies |introduced only five new products in three years. The | | | |company needs to determine what products they want to | | | |improve on or, which new items to produce. This new | | | |products could also require some changes in the | | | |technologies. The company has just implemented an | | | |automotive packing system and will need to find other | | | |technologies that will help decrease cost associated | | | |with production. The nest step will be for Best Snack | | | |food to look communication between vendors. The close | | | |relationship can also help to reduce cost. | | |Organizational |The executive team should begin to outline the learning|Jones 2004, p. 376 | |learning The process |for the individual through the University. Once the | | |through which managers |learning continues with the individual, the new | | |seek to improve |knowledge will begin to have an impact on the group and| | |organization members’ |when the group is learning the whole organization is | | |capacity to understand |learning. Best Snack needs to outline training classes| | |and manage the organization |for all levels of the company. As the company | | |and its environment |continues to learn the groups and individuals will | | |so that they |begin to look deeper into process to determine ways to | | |can make decisions |streamline and reduce cost. This is creating an | | |with continual organizational |environment that fosters creativity. This will so help| | |effectiveness. The following are |to decrease the fear of taking risk within the company. | |types of organizational learning | | | |Exploration | | | |Exploitation | | | | | | | | | | | | | | | |Organizational decision making is the |This is what the executive team is currently working |Jones 2004, p. 368 | |process of responding to a problem by |on. The CEO has outlined the problem, which is the | | |searching for and selecting a solution|company is not as competitive and innovated as the | | |or course of action that will create |competition. As a result of these issues the company | | |value for |is beginning to suffer financially. The executive team| | |organizational stakeholders. |is working to find the proper solution that will | | |This type of decision model has five |provide increased profits and margins for Best Snacks. | |different models | | | |Rational Model | | | |Carnegie Model | | | |Incrementalist Model | | | |Unstructured Model | | | |Garbage Can Model | | | |Decision making drives the operation | | | |of an organization. At the | | | |core of every organization is a set of| | | |decision-making rules and routines | | | |that bring stability | | | |and allow the organization to | | | |reproduce its structure, activities, | | | |and core competences | | | |over time (Jones, 2004, p. 375) | | | |Learning in a innovative organization |Sabrina will be able to provide this characteristic to |Davila. , Epstein. & Shelton | |has the following characteristics: |Best Snack foods once she is has completed her new |2006, p. 212 | |Process learning is linked to |assignment. The first step that she has completed of | | |strategy |the employee survey is an excellent start to determine | | |Systematic approach to complex |the current state versus the new look of the company. | | |organizational dynamics |She is also looking at the values and the mission of | | |Shared vision |the company. Both of these will more than likely be | | |Flexibility and agility |updated to reflect the new strategy. Once the new | | |Timely anticipation of challenges and |strategy is determined the company will be working | | |threats |toward a common goal and will be able to foster a | | |Collaborative and challenging |creative environment. The company currently has a Best | | |environment. |Snack University for the students but the courses are | | | |not mandatory. The company should look at requiring so | | | |many hours a year so that each employee can continue to| | | |improve upon there skills. | | Table 2 Stakeholder Perspectives and Ethical Dilemmas |Stakeholder Perspectives and Ethical Dilemmas | |Stakeholder Groups with Competing Values | | | | |The Interests, Rights, and |The Ethical Dilemma Based on the Competing | |List: Group X Values of Each Group |Values | |versus Group Y | | | |Executive Management vs. Employees |Fairness, accountability and social responsibility |The employees completed a survey and it is up | | |The interest of employees revolves around Best |to the Management team to make the right | | |Snacks ability to provide job security, market share|decision with the answers. It is important the | | |security and on the job training to improve job |management use the information to provide the | | |skills. The Executive management has the |necessary program to the employees and support | | |responsibility to implement the organizational |growth and development. | | |changes in order to maintain competitive. | | |Executive Management vs. Shareholders |Increased return on investment, |The main interest is the history of innovation,| | |Loyalty, respect, responsibility and reputation of |market shares, stock performance, operating | | |company. |profit, return on investment, and | | | |profitability. The shareholders are fearful | | | |about their investments not increasing and the | | | |shareholders want to know that the capitol is | | | |being managed properly. If the capitol is being| | | |managed properly then there should be a return | | | |on their capitol. | |Executive Management vs. Customers |Customer is interested in cost and quality. The CEO Elizabeth Fairchild has meeting with | | |The customer is also wanting accountability and |customers to talk about values and how they | | |honestly from the executive team. |compare to the competition. The customers are | | | |expecting that the company to take their | | | |answers and work to make the necessary changes. | Table 3 Analysis of Alternative Solutions [pic] Table 4 Risk Assessment and Mitigation Risk Assessment and Mitigation | |Alternative |Risks and Probability |Consequence and Severity |Mitigation Techniques and | | | | |Strategies | |Identify and individual and |Ineffective due to lack of |According to the survey results, |Management team will communicate | |organizational behaviors that |participation and rejection by |the employees do not believe that |how creativity and innovation will | |foster creativity and |employees – high |improved innovation and creativity|assist the company to reach the new| |innovation |There is littler or no growth – low |is achievable –high |goals | | |Inadequate management of strategies |Will not have immediate impact on | | | |structures, or cultures – low |product improvements, finance or |The management team will also need | | | reputation-medium |to understand all of the dynamics | | | | |that affect growth. | |Create organizational learning |Employees are hesitant to follow the |Increase turnover as employees |The CEO and | | |organizational learning system- high |will not make necessary changes – |management team will need to | | | |medium |define and communicate the | | | | |organizational learning process. | | | | | |Adapt a culture that focuses on|Creation of goals for employees to have|Will not address all of the |The management team will focus on | |creativity and innovation |continuous learning – medium |important issues. – high |creativity when outlining the new | | | |The major issues will still need |vision of the company | | | |to be addressed | | |Create partnerships with |Current employees will resent the ideas|This will generate new ideas that |The management team must | |colleges to generate new and |from the outside -high |can be implemented by the current |communicate the program and foster | |creative ideas. |R&D team with the necessary |the culture to accept the ideas as | | | |modifications to fit the needs of |if they were generated from the | | | |the company. – Low |inside. | Table 5 Pros and Cons of Alternative Solutions |Alternative |Pros |Cons | |Create organizational learning |All departments will be on the same track |The training can be c ostly and be hard for some| | |toward the new goals. employees to make changes | | | | | | | | | |Adapt culture that focuses on creativity and |Company will operate more efficiently due to |The current culture may be too strong to allow | |innovation |all of the new changes in operating models and |the shift in focus and implement the new ideas | | |technology |and concepts | |Identify individual and organizational |Increased competences for employees that can |Products are not improved | |behaviors that foster creativity and innovation|improve product lines |Products may no longer meet the needs of the | |and implement the necessary changes | |customer | | | | | | | | | |Create relationships with colleges to generate |New ideas that are not bound by boundaries from|Current team members might feel threaten by | |new ideas |the culture of the company |ideas | | |The customer is provide suggestions to improve |Students that create ideas may not be involved | | |value or products |in w hole process. | | |Ideas that are generated can be modified by the| | | |R&D team to fit the business model | | Table 6 Optimal Solution Implementation Plan Action Item Deliverable |Timeline |Who is Responsible | |Proposal for new employee training |9 months |Sabrina McKay, VP of Organizational | | | |Development | |Organizational strategies for supporting the |12 months (continual) | Executive Management Team | |employees | | | |Creation of Creativity and Innovation Plan |8 months |Sabrina McKay | |Review of all policies and procedures |2 months | Executive Management Team | |Identify leadership behaviors |2 months |Sabrina McKay | |Identify management process |3 months |Sabrina McKay | Table 7 Evaluation of Results End-State Goals |Metrics |Target | |Best Snacks will be the first snack company to |Innovation and creativity will become a |With in a year, radical innovation will be | |implement radical innovation and creativity as|integral part of the companies ongoing |encouraged regularly. | |part of the companies organizational culture |processed | | |Best Snacks encourage creative thinking on all |Best Snack will now be known as a cutting edge |All employees will be trained on creativity and| |levels by using new skills |innovation organization |innovation skills within one year. |The development of new products will be more |With in a year, Best Snacks will see an |The will be a 30% increase in new products | |innovative resulting in an increase in sales, |increase in development of new products as a |within one year. | |market share and stock prices. |result of new ideas from both internal and | | | |external sources | | |The executive management team will create an |The results of the assessment show that |Full employee involvement with in 4 months. |assessment to increase creativity and |management is following the new organizational | | |innovation throughout the company |plans for the company. | | |Best Snacks will become number one again and |Best Snacks leads the industry with creative |Within one year, Best Snacks will have | |will remain competitive due to organizational |and innovation products and will increase |increased profit margins and increased | |changes |revenue and operating incomes |creativity. |

Case study Example | Topics and Well Written Essays - 1250 words - 8

Case Study Example s a partnership with its major competitors like the University Hospitals Health systems (Porter and Teisberg, 12), it can gain several ideas including practices and services offered. Furthermore, there are instances when the patients prefer the main campus, an indication that the services provided at the community and county hospitals are minimal (Porter and Teisberg, 5). Therefore, Cleveland Clinic should also consider addition of new services in community branches. Generally, as a recommendation, Dr. Cosgrove should consider adopting these strategies because they will help in ensuring that the clinic offers more effective services to its patients, and also ensure satisfactory services in community and county hospitals. Cleveland Clinic’s focuses much on retaining and growing the existing clients (Exhibit B). In other words, the clinic aims at providing the best services to the patients so that it can ensure patients’ satisfaction, thereby receiving more new patients or retaining continuing patients. Generally, according to the clinic’s rationale, when it focuses much on the experience that the patient has, then it would be easier to recognize whether the patients get full satisfaction from the services provided. The clinic therefore, focuses on the â€Å"patient first† (Porter and Teisberg, 9) aspect in order to ensure the satisfaction of the patients. As a result, the clinic has applied some strategies, for instance; For years the clinic established an open record policy, but currently the clinic has created a system whereby the records are included online as personal health records. In addition, the clinic, since 2012, has ensured an elevated access to electronic patient information, starting with the lab results. As a result of these changes, patients have an online access to the physicians’ notes for review after a visit. Since the clinic made decision to make it easier for their patients to see the physicians, it came up with a system whereby the

The Post Bureaucratic Organization Essay Example | Topics and Well Written Essays - 3500 words

The Post Bureaucratic Organization - Essay Example It will be structured according to the following outline: The first part introduces the reader to the idea of the bureaucratic organization. The major characteristics of the bureaucracy will be presented and discussed in order to provide a good background for the post-bureaucratic organization. The second part will be a discussion of the features of the post-bureaucratic organization and the final part will discuss the challenges and pressures that managers face in a post-bureaucratic environment, with some ideas on how managers can cope with such pressures and challenges. The essay will also discuss and evaluate the post-bureaucratic organization on the basis of the characteristics of the bureaucracy as expounded by Max Weber. There have been many views about the bureaucracy as an organizational form. Many have criticized it saying it is very impersonal and is not responsive. The hierarchical structure is also said to be inflexible and does not allow for dynamism. However, there are also those who believe that the bureaucratic structure is here to stay. And still there are those who think that organizations are neither strictly bureaucratic nor non-bureaucratic. ... However, since much of the writings of Karl Marx are more focused on the philosophical and social ideologies, especially with his concept of revolutionary communism, Max Weber has come to be known as the proponent of the concept of bureaucracy. This essay will focus on the ideas advanced by Max Weber regarding the bureaucratic organization. The description "Weberian", referring to Weber's model, has become a comfortable term to use in readings about the bureaucracy. Weber's bureaucracy is considered by scholars and practitioners as the "ideal organization" or the "ideal-type" organization. This idea of an ideal structure however draws out varied reactions from different people. Some agree with the idea of achieving order through its prescribed system of doing things. Others condemn it for causing problems like delays, corruption, being too impersonal, etc. In order to put all these in their proper perspective, a good starting point is to define the concept of bureaucracy. The first and most common word one comes across in readings related to bureaucracy is the word rationality. Quoting Weber, Neil Garston defines bureaucracy in the book Bureaucracy: Three Paradigms through an explanation of the categories of rational legal authority. Authority in this sense is equated to bureaucracy and involves the following: 1 1. A continuous organization of official functions bound by rules 2. A specified sphere of competence involving spheres of obligations marked by division of labor; incumbent being provided with authority to carry out functions; clearly defined means of compulsion 3. The organization of offices follows the principle of hierarchy 4. The rules which regulate the conduct of an office may be technical rules or norms 5.

Family and Community Influences Essay Example | Topics and Well Written Essays - 2500 words

Family and Community Influences - Essay Example Family and Community Influences Students usually adopt the culture of the learning environment. The actions of the community are therefore influential in regard to performance in schools. There is need for community participation in promoting education, which the government advocates, as well as the cooperation of parents in helping the students to achieve in school. When students are exposed to a hostile environment at home or within the community their performance declines. Lack of parental support may also lead to stress and poor performance. The community needs to serve as a good example to students, which generates enthusiasm for them to learn to accomplish what successful people have accomplished in the community. A community without a culture of promoting education may not accomplish the development needs in the contemporary society, which needs continuous learning and technological advancement to remain competitive and self sufficient. Schools are meant to help the children to develop both intellectually and socially. These are the basis for a competent society in regard to solving problems affecting it as well as maintaining self sufficiency. This essay is a critique of how family and community conditions enhance or hinder the ability of schools to produce socially and academically competent students in Bahamian schools. It focuses on th e concept of environmental impact. Attending classes continuously for more than 10 years with short breaks is usually a long process that requires endurance and determination. In the initial stages when children begin attending school, they usually do not understand the meaning of education.

Human Resources Management, Management in Organisations Essay

Human Resources Management, Management in Organisations - Essay Example But, despite new and advanced equipments, machineries or even computer programs, the human component remains a very important factor of production. Kaplan and Norton (2005) argue that it is important to measure other perspectives other than that of the traditional financial perspective but it is important to consider the customer, business process and of course the learning and growth perspectives. In fact, one of key importance of the learning and growth perspective is that it is supposed to prepare the company’s manpower to handle the new business processes that may result from the new, technologically advanced machines and equipments. II. Main Body Strategic Human Resource Management: The Demand The technical revolution has also brought in a new breed of workers that has been called the knowledge workers. These has brood has drastically changed the way things are done wherein even office hours and barriers have also been technically demolished. These knowledge workers are a lso not easy to retain. The problem is, when they leave, their contribution goes away with them. However, to succeed or maintain competitive advantages, companies are recognising the importance of these knowledge workers to ensure the success of their strategies (Serrat 2008; ADB 2010). Hence, management of human resources has been catapulted to assume a more proactive role in the inception of company strategies. Financial and marketing strategies will always be considered in the company’s strategic plans as well as that of the operations. However, the end of the industrial age and the beginning of the information age demands that human resources step up to ensure that whatever strategies the firm may propose across the functional areas, these will be properly implemented to ensure organizational success. Likewise, there is the challenge of different cultures brought about by globalization. As such, companies must be able to make human resources truly strategic to adapt to th e demands of the business reality being faced by companies worldwide. Globalization: A growing Strategic HR concern Globalization has also been a big part as companies outsourced most of their operations, not to states but on the other parts of the globe. This is also a good thing though since the worldwide operation of businesses has weeded out low performing firms giving way to a more competitive business environment (Khatri & Nanyang 2000). These are very good for the customers since competition increases the quality of products and services that they receive. This has jacked up costs for the companies though as they push themselves to become better and avoid being boxed out not only by domestic but foreign competitors as well. This is the reality that must be faced by any company operating globally. Usually, companies open up operations mostly plant facilities to save on logistics by being closer to their customers. However, the companies are also increasing their back office op erations outside their country’s borders. This has proven to be a very important strategy since the outsourcing move has dramatically driven down manpower costs for most companies. The problem is that these personnel from different countries come with different cultures and to succeed, it is important that companies be made aware that these employees are not just a simple static part of their production

Five pillars Essay Example | Topics and Well Written Essays - 1750 words

Five pillars - Essay Example By pillars of Islam it is meant that these five parts are the basic foundation of Islam and they should be followed by a Muslim in order to show his allegiance to Islam. These five pillars have been mentioned in the Holy book of Quran and were practiced in the time of Muhammad. The five pillars are prayer (Salat), profession of faith (Shahada), fasting (Sawm), almsgiving (Zakat) and pilgrimage (Hajj) (Ibrahim, 1997). Some of these obligations are also found in other religions such as Christianity but in Islam they are made obligatory in such a way that they draw a clear boundary in between the principles followed in Islam (Tabatabae 45). In other words the five pillars are to be followed by every Muslim living in any society. (Islamic Encyclopedia). Islam is based on the principles of Oneness of Allah Almighty and the devotion of a Muslim to Him (Tripod). The literal meaning of the word Allah is God and this God in accordance to the teachings of Islam is the One who brought life to every race on this planet. (Islamic Encyclopedia). A Muslim by following Allah’s commandments is showing his devotion and recognition of his power. Profession faith there is a requirement in the religion of Islam. In other words it is farz (obligatory) on every Muslim. Muslim in their usual routine recite the profession of faith in the following words "I bear witness that there is no other god but Allah and Muhammad is his prophet." For an individual to be a Muslim he has to have belief on this phrase.(Islamic Encyclopedia). A true Muslim would not only recite this profession but would also believe in it and know its meaning (Tripod). In the world today activities done by an individual can be criticized by his fellow members but if the individual recites the profession of faith no one can argue or challenge him for his faith (Tripod). The second pillar of Islam is the daily Salat that the Muslims should offer. All grown up Muslims have been

Contemporary management Essay Example | Topics and Well Written Essays - 1000 words

Contemporary management - Essay Example So, the level of preference for social media enhanced to a significant extent thereby amplifying its prospects, in the entire world. The similar technique is used by a reputed organization of United States of America named Starbucks so as to increase the level of awareness of its customers and shareholders regarding its strategies and policies (Beall, 2010, pp. 131-133). Starbucks is one of the popular and leading coffee retailers, operating its functions significantly from Seattle of United States of America. After its introduction, very easily it expanded in almost 55 countries that enhanced its brand value and market share to a certain extent. Along with this, it owned almost 17,000 stores in the entire world so as to present world best coffee to its customers at a competitive cost. The prime desire behind such a strategy is to enhance its range of customers thereby amplifying its profitability and sustainability in future era (Hansen, 2012). Apart from this, Starbucks also desired to enhance its reputation and identity by offering high attention over the concept of corporate social responsibility (CSR). This proved extremely effective for the organization in both current and future aspects. In order to enhance the competitive advantage of the organization of Starbucks, its management decided to present the best coffee to its customers. However, to do so, it presented varying types of flavours that enhanced the level of preference of the customers. This became possible only due to the promotion of the flavours of Starbucks through the online sites and social media partners such as face-book, Twitter, linkedIn and many others. As a result of which, the level of awareness of the customers enhanced that improved the profitability of the organization by a significant extent. Thus, this strategy acted positively over

United Holidays Essay Example | Topics and Well Written Essays - 1000 words

United Holidays - Essay Example It is considerably easy to carry out. Disadvantages It is time consuming Written sources 3 b. Discuss the purpose and features of a CASE tool, which could support the development of the required system for United Holidays Purpose: They enhance software development. They generate codes automatically and also used in normalization.Diagramming tools are used to draw the system models required or recommended in most methodologies. Description tools are used to record, delete, edit, and output non-graphical documentation and specifications. Prototyping tools are used construct system components including inputs, outputs, and programs. Inquiry and reporting tools are used to extract models, descriptions, and specifications from the repository. Quality management tools analyze models, descriptions, and prototypes for consistency, completeness, or conformance to accepted 'rules' of the methodologies that the CASE tools support. 4 a. What are the typical job roles that exist within the software development lifecycle, and at which stage(s) of the lifecycle will they each be active Systems Analyst Programmers: these are the people who develop the codes Users. They give information. Project Manager b. Who are the stakeholders in an information system, and what are their individual priorities System owners. These can be individuals or organizations. System Users. These are the staff or employees who interact with the system on a daily basis System Designers. System builders. Are the programmers Vendors. Are the ones who are in the business of selling and distributing these systems 5 a. What are the relevant advantages and disadvantages of Software Prototyping and the Waterfall with Iteration approach to software development Advantages of... United Holidays In object programming the practice to combine simple objects is referred to as composition for example the classes in the airline can not exist if the class airline is removed This allows the investigator to develop empathy for the study population through listening and participating. Additionally, observation allows the observer to become an "insider. The method is also very useful where no records of previous studies exist Data can be collected quickly on specific items; these data can be easily transferred into forms allowing quantified and computerized analyses; and data collection tasks can be delegated to less expensive field staff. Questionnaires also compel the adoption of some "organized structure" upon data collection (Fowler, M. 2003) Transition: in this phase the goal is to system and user test the system to ensure that it is ready to be deployed into production, to make needed corrections, and to actually deploy the system (Fowler, M. 2003). This leads to the fact that data programmers and other professionals need to be prepared to change and grow their models, including their database schema over time. Furthermore, iterations lead to the discovery of the need to re-factor their schema to reflect the needs of new requirements (Fowler, M. 2003). If your system needs to interface with existing legacy systems, and it often does, data professionals will likely be needed to be involved with legacy integration efforts. Data models are very likely needed, but they're not needed up front.

Substance abuse in teenager Scholarship Essay Example | Topics and Well Written Essays - 1500 words

Substance abuse in teenager - Scholarship Essay Example It has been seen that there are 2.5 million deaths each year due to alcohol consumption. There are a lot of people between the age group of 15 and 29 who are dying from ‘alcohol- related causes† and disorders due to intake of drugs is found in 15.3 million people (Substance Abuse, 2011). When the use of drugs goes beyond the realm of experiment into a â€Å"problematic involvement† then it is specified under different classification system. Diagnostic and Statistical Manual of Mental Disorders (DSM- IV), fourth edition is a one such primary system which has mentioned the major indicators of substance abuse. It includes â€Å"role impairment, physically hazardous use, recurrent substance related legal problems and drug related social and interpersonal difficulties (Mash & Barkley, 2009, pp.185). Substance abuse has now become very common in case of teenagers in United States and this necessitates proper treatment programs and preventive measures. Substance abuse is a phenomenon which has become very common among different sections of the population especially the teenagers or adolescence. Adolescence period is a very crucial time in a child’s life because it a time when changes are observed on â€Å"biological, cognitive and social levels.† They come across new scenarios in their lives and often many are involved in substance abuse. Teenagers often resort to drugs and alcohol as they think them to be the mediums to become stress free. At times in their quest to â€Å"fit in with peers† or in trying to model the behavior of some family member they take the help of drugs and alcohol (Berman, 1995). The use of alcohol and drugs among the teenagers has increased over the years across the world. In United States, the studies have shown that more than half of the students in 12th grade had consumed illicit drug. Almost 76.8% students had consumed alcohol. A number of students in the 8th grade were also found to have taken drugs and alcohol. Drug use does not

Discuss Some of the Challenges Facing International Students in Higher Education Essay Example for Free

Discuss Some of the Challenges Facing International Students in Higher Education Essay As a growing number of international students who attempt to obtain a further education diploma or expand their horizons, has been increasing, it is often the case that they would face various challenges while studying abroad. The main barrier that they have to overcome is â€Å"academic learning that consists of strangeness, difference and integration (Teekens, 2006:17, cited in Hyland, 2008). According to Hyland et al (2008:29), to improve the quality of higher education not only the individual needs to endeavor, but also the departmental and institutional effort would be indispensable. This essay will illustrate that the main factors of overseas students who study for least one year result in academic learning challenges, are adapting to a new educational system’s assessments and English speaking only environments, then will provide possible solutions, for example, giving sufficient guidance from enrolled universities, revolutionising language certified test in reducing these difficulties. The first main factor that directly causes learning challenges is that overseas students would probably face different methods of assessment. Most postgraduate students wish their overseas journeys were the same as ‘back home’ (Pointon, 2009, cited in The Higher Education Academy, 2012). However,for those students who graduated in other educational systems, team projects, presentations would become the barriers they have to confront. Firstly team-based learning appears to be more strange and complicated to these students because it not only depends upon academic competence,but also has to be relevant to their abilities of communication and coordination. Group work can be even more stressful because a silent student is effectively excluded, whether voluntarily or not. It is also something that many international students have not really encountered before (Sovic,2008). Subsequently, quite a number of overseas students seem to be unfamiliar with presentations as well. According to (Sovic,2008:153), except for necessity of group work sometimes, to express their opinions via presentations international students who may be new have to be confidently confronted with classmates who would hold other cultural perspectives. These unacquainted assessment criterions would widely and considerably affect international students, especially at the beginning of their academic journey. For example, presentations would be often assigned in the first term, if the results seem to be quite low, they not only directly impact those students’ overall score, but also affect their emotions to some degree even might reduce their confidence and motivation with regards to continuing their studies abroad. The second major factor which would be around all overseas students,is the atmosphere of foreign language only. Sovic(2008:150)has demonstrated that for those students who are non-native speakers, even if they have obtained fairly high IELTS(The International English Language Test System)test grades, language is still singled out as the biggest obstacle for them to study abroad. The main reason, which causes that they passed the tests but could not adapt to the new language environment quickly, is that IELTS seems to be irrelevant to the demands within the universities. To begin with, when overseas students arriving the destinations, the first difficulty they have to face is local accent. Research (Sovic, 2008:151) reported that international students who are even native-speakers can still have significant problems with fast and heavy accents in lectures and tutorials. Another point which bothers almost overseas students especially at the beginning of study abroad is acquiring academic language, including discipline-specific vocabulary and academic expression. It is often overlooked, since students who obtained the required language scores always mistakenly believe that it is sufficient to complete their studies (Arkoudis, 2008). These unexpected barriers would be troubled for all overseas students to varying degree. It is notable that international students must spend quite a large amount of time and energy on solving language issues. In other word, they have to cut down the time from learning main curriculums, which would considerably affect them to absorb curriculum knowledge and make them feeling more stress. One feasible solution to help overseas students to face academic challenges is that enrolled universities need to make more efforts before international students’ academic journeys. Despite universities always remind students who have been confirmed acceptance to prepare relevant knowledge about their courses, there are few students who could prepare adequately. Zhai(2004:101)discovered that academic issue tend to be the most difficulty for international students, and there are around 60% students whom recommended that their college should provide more academic guidance. It is suggested that academic support should be provided to international students as soon as possible, since Pedersen (1991) had demonstrated that sufficient guidance should be initiated before they arrive. According to the factors mentioned above, enrolled universities may send an amount of materials to international students via email or even material object, including introduction of new educational system, samples of presentation and team project, videos of lecture and tutorial. Moreover, for students of different disciplines, universities may provide more specific background knowledge or required reading list. Although these will increase universities’ operating costs, it would be effective to help international students overcome academic challenges. Another solution which seems to be quite challenging is revolutionising language certification test. Lee (2009:23) claims that compared to other language certified tests, IELTS is most effective and reliable examination to assess students’ not only language skill but also academic ability. However, although international students obtain the qualified language scores, it does not mean that they can successfully finish academic learning (Schmitt, 2005; Murray and O’Loughlin, 2007; Arkoudis, 2008; Sovie, 2008), even the type of writing in IELTS seems to be â€Å"public non-academic genres† (Moore and Morton, 2005, cited in Hyland et al, 2008). Feast (2002:83) reported that between language proficiency and academic performance at university there is a positive and significant, but weak relationship. Thus, in order to better serve high education, IELTS may be adjusted. Firstly, academic IELTS test could be divided into three categories that consist of Arts aspect, Science and Engineering, Social Science. Secondly, increasing more academic topics in section1 and section2 of listening test could replace a considerable number of life topics. Thirdly, the type of task2 in writing could change to mini-academic essay. These adjustments could not only make the scores more valuable to be referred by universities, but also help and guide international students to accumulate more discipline-specific and academic knowledge which lead to reduce those academic difficulties after they arrive. In conclusion, as this essay has demonstrated, the main factors which lead to academic learning challenges are atmosphere of English speaking only and different educational assessment system. Feasible solution to these challenges including revolutionising language certified test and providing adequate support from enrolled universities. It seems that revolutionizing language certified test is most significant solution to help and guide students at the source. In the future, increased awareness of academic challenges via researching and reporting as a whole could arouse relevant departments’ attention to take action on resolving these problems.

Ethical Responsibility Of The Airline Industry Management Essay

Ethical Responsibility Of The Airline Industry Management Essay The internal and external environment of an organization is related to managerial ethics and also corporate social responsibility in the process of management. This report focuses on the airport industry. In my report, there is the meaning of all factors and also an analysis of the airport industry. I expect that this report will help us know more about some key areas that need to be improved and understand key management. Ethical Responsibility of the Airline Industry Introduction The business of international airline has developed as businesses progressively are rotating worldwide in periods of their investments, provide and output chains and their consumers. The fast development of world business in items and services and worldwide direct buying have furthermore supplemented in the development of enterprise travel? One thing that actually influenced people about the industry of airline was their proficiency to sustain high earnings and sustain high clientele groundwork even after the September 11 attacks and the 2002 recession (John, 2005). The worldwide charges have expanded due to advanced security methods while localized or nationwide charges are very inexpensive to consumers. Discussion Airlines achievement is mainly due to their pointed aim. This is apparent through their no-frills, low-cost model; their aim is to supply the safest and cheapest pattern of air travel between two destinations. Driven through the concept that consumers can be persuaded without having costly choices accessible for them, International Air Transport Association, IATA, outlooks a boost in worldwide air travel through an mean 6.6% a year to the end of the ten years and over 5% a year from 2000 to 2010 (John, 2005). These rates are alike to those of the past 10 years. According to the last four years, outcomes of airlines economic advancement have sustained stable snare sales. In 1999, they had a mean snare sale of $6,739 million, which is an increase to $7,565 million. Their minor fall in 2002 to $7,225 million was due to the September 11th occurrence (Graham, 2010). However, this is not anything contrasted to other foremost commerce that had lost so much more. Since then, numerous airline s and airports have filed for insolvency and have been compelled to close down. In detail, airlines are the only foremost US carrier to stay money-making since then; airlines were influenced through the poor financial situation (John, 2005). A number of components are compelling airlines to become more proficient. In Europe, the European Union (EU) has directed that authorities must not be permitted to sponsor their loss-making airlines. In several other countries, governments anxieties over their own investments and acknowledgement of the advantages of privatization have directed to a stepwise move of possession of airlines from the state to the personal area. In alignment to apply to potential shareholders, the airlines have become more effective and aggressive. There are other causes as to why there has been a boost in air travel. Firstly there has been a decline in employed time since 1971 producing and boost in free time. Emerging trends Fast rising volumes of traffic and estimations of continued expansion into the next decades has damage on the airport capability. Industries of Airbus, for instance, expects a standard yearly traveler traffic development rate of 5.0 percent throughout the next 20 years, which means that throughout this time traffic will raise by 168 percent. At the same time, tolerance of the public environmental effects of air traffic around airports like noise, air contamination and third party danger would emerge and have to be reduced. These contradictory styles of direct airlines, airports , organizations of air traffic control and the industry of equipment and aircraft to plan latest innovative ways and technologies of working aircraft and airports in order to gather both the capacity demands and the environmental limitations. Safety is not the objective of these developments; it is a mere constraint. Consequently, new hazards emerge and accessible dangers become complicated to maintain unless proper concentration is given to security features in this arrangement of rising trends. A latest aspect, third party danger, presented itself as a security distress in a rising number of European states. Airports are centers in the system of air transport. Therefore, their attendance causes a junction of air traffic over the region nearby the airport. For the people living in the surrounding area of an airport this involves unintentional experience to the danger of aircraft mishaps. Even though the possibility of a mishap per flight is extremely small (normally in the order of 1 in one million), local danger levels around airports are higher than one may think. The resulting yearly possibility of a mishap at a distinctive large airport is so much larger than the small possibility of being concerned in an aircraft mishap as a passenger. In addition, mishaps have a propensity to happen throughout the landing and take-off stages of flight and therefore close to an airport. Security information from researches describes that approach and landing stage mishaps account for a major part of fatal air transport mishaps. It can be observed that 82 percent of the accidents of world jet aircraft fleet 1988-1997 happened in these flight stages and recorded for 58 percent of every wounded. Historical information verifies that accidents of aircraft relating significant numbers of third party sufferers happen numerous times a year. Perhaps the best recognized example is the terrible mishap of a Boeing 747 in suburban Amsterdam in 1992. Latest mishaps happened in Taiwan (Taipeh), Russia (Irkoetsk), Paraguay and Zaire (219 3rd party victims). This environmental effect is of rising consequence to airports security liability and decision making on airport improvement and land-use development for airports. Airports play a significant function in the security of air travel. A current study of mishaps described that around 30 percent of these mishaps related at least one airport concerned aspect in the fundamental chain leading up to the accident. Airport related factors in this case are taken as those factors which are specific to the airport environment but are not necessarily owned by the airport (and can therefore include concerns like fog, snow, inadequate ATC guidance, etc.). The comparative value of airport fundamental aspects can be anticipated from their comparative frequency of incidence in fundamental series of mishaps in the dataset. To this end, the 76 various airport connected fundamental aspects discovered, were grouped into seven groups. These groups are:  · Marking and Lighting  · Taxiways and runways  · Information  · External dangers  · Ramp and apron and  · ATC procedures and operations  · Aerodrome Definition of social responsibility Social responsibility is the managerial obligation to take action that protects and improves both the welfare of society as a whole and interests of the organization means, not an end. To be socially responsible, the airline industry must have a clear, rational definition of social purpose, a system of setting priorities based on their social implications, and a structured, integrated approach to financial and social action (Graham, 2010). Implicit in social responsibility is a new definition of success for small business. Area of Social Responsibility When defining its sense of social responsibility, airline industries typically confronts four areas of concern: responsibilities toward the employees, environment, customers and its investors (John, 2003). Social responsibility towards employees In the best tradition of participative management, the airline industries invited all its employees to join in forging a new statement of values to avoid massive layoffs. These included teamwork, mutual respect, and professionalism, all duly inscribed on, among other places, coffee cups at office, so that, every time you had some coffee, you drank the values, too (Gurpreet, 2003). Employees needs must be met if the business itself is to prosper. Relationships of decency and trust are central to the achievement of the airline industries aim. Employees who in the form of dirty lavatories, lack of privacy or unjust wage structures, will be unwilling to contribute to the airline industries. Do people imagine a worker might be inclined to maximize his/her profits by stretching out the work to get more overtime or perhaps even a little Sunday double time? And just as employees need to believe in the companys commitment to treating them with decency, they expect to be treated justly and fai rly, not be used and then arbitrarily rejected. If they can strike a fair deal with people theyll come back for more. In the long run, airline industries will do that much better. Social responsibility towards investors The views of shareholders / investors might have encouraged responsibility in the airline industries. Stockholders want the company to make as much money for them as possible (Gurpreet, 2003). Their objectives differ and they are not confined to furthering the strictly economic role of companies. Indeed, recent developments in the area of ethical investment trusts would seem to indicate that many investors, like employees, are very keen to feel good about the firms in which they are involved. Certainly not all of them are simply after a quick financial return and they are often clear about areas like tobacco, alcohol, gambling, or arms into which they do not want to, put their money (John, 2003). Social responsibility towards customers Obviously, a company should act responsibility towards its customers and provide quality products and pricing product fairly based on consumer rights (Graham, 2010). Consumers have a right to safe products, most completed instruction and product testing. Consumers have a right to be informed about all relevant aspects of a product. Social responsibility towards environment Good environmental management can improve employee morale and help attract better quality staff, cut costs by eliminating waste and saving energy, and bring competitive advantage by putting the company at the forefront of technical and regulatory development. Firms in numerous other industries have also integrated socially conscious thinking into their production plans and marketing efforts. The production of environmentally safe products, for example, has become a potential boom area, designing products to be environmentally friendly. Sales of vegetable-based cleaning products, recycled paper products and all natural toiletries are a few examples. Approaches to social responsibility There are four approaches to social responsibility. First is obstructionist approach. Second is defensive approach. Third is accommodative approach. And fourth is proactive approach. Advantages of behave social responsibility Using social responsibility to spot out new markets isnt a matter of recognizing that these opportunities exist. That means we may have to be content with a smaller profit margin in exchange for gaining a new market, and never make the mistake of assuming that a less-affluent market is any less choosy than the well off when it comes to buying habits. Disadvantages of behaving in an unsocial manor Unethical and irresponsibility business practices towards customers can result in government fines and loss of clientele. Collusion occurs when two or more firms agree to collaborate on such wrongful acts such as fixed pricing. However irresponsible behavior towards investors means abuse of a firms financial resources. In such cases, the ultimate losers are indeed the owners who did not receive there due earnings or dividends. Companies can act irresponsibility by misrepresent ting company resources such as improper financial management, check kiting, insider trading, and misrepresentation of finances (John, 2003). Case study There is an example of Malaysia Airlines System (MAS) as a case study. As an employer, insurer, consumer and investor, MAS has studied that the social responsible can be reflected in its environment, community, workforce, human rights, health and safety, suppliers, customers and standards of business practice. Every member is committed to continuous improvement in the corporate social responsibility program and this encourages those business partners to strive for matching performance. Thus, they recognize that the business activities have direct and indirect impacts on the society in which is operating all the time and carried out some policies as below: a) Employee appreciation and prizes: MAS realizes that workers are inclined to enlist in demeanor that is identified and paid and bypass demeanor that is punished. The system of employing, chartering, encouraging, reimbursing and openly respecting workers all may be conceived to encourage business communal duty. b) Communication, education and training: MAS identified that workers will not be held responsible if they are not cognizant of its significance and supplied with the data and devices they need to proceed properly in bearing their job requirements. They announce the significance of business communal blame internally, encompass it as a subject in administration teaching programs, and supply managers and workers with decision-making methods that support them accomplish to blame results. c) Environment: MAS has an encouraging dream of a cleaner, smarter development in aviation which maximizes the affirmative advantages for humanity facilitating prosperity, regeneration, local and UK competitiveness, heritage exchange and communal addition while minimizing contradictory communal and ecological influences (David, 2009). d) Practices of business: It has habitually integrating schemes, inducements and pay schemes to make sure that sustainable improvement main concerns are echoed in day-to-day conclusions and procedures at each of the airports. By advancing presentation through objectives, externally audited goals, key presentation signs and by mirroring these main concerns in connections with enterprise suppliers and partners. By looking through MAS past accomplishments, they have struggled to assist the buyer better and have obtained worldwide acclaim from numerous unaligned associations for diverse facets of their services. Their peak administration group obtained an accolade from the Asian Institute of Management and the World Executive Digest, for its excellence in general administration and achievement in positioning itself in the airline industry. Going as far back as 1957, they obtained the Cumber Batch Trophy for no misfortune record (John, 2003). In year 1995, the Boeing Commercial Aircraft Company provided Malaysia a Pride in Excellence Award in accomplishing reliability excellence for the B737-400 fleet (David, 2009). Malaysia Airlines performance has a crucial function in projecting Malaysia as a favored and worth for cash tourist place traveled to through comprehensive on-going junction advancements with tourism in Malaysia at main markets to boost tourist appearances into Malaysia. Conclusion Malaysia Airlines can play a role of leadership in influencing the behavior of others, from business partners to industry colleagues to neighboring businesses. The entire company has been acting conscientiously and thinking long term because they recognize that eventually it is in everyones best interests to have as several companies as possibly honoring the expectations and requirements of responsibility of corporate social. It endeavors to control every procedure in a responsible approach, believing that sound and provable performance in relation to business social responsibility rules and practices is a basic element of business success.

Occupational Safety And Health Management System Construction Essay

Occupational Safety And Health Management System Construction Essay OSH Management system standard has been widely used as an approach and strategy towards improving the Occupational Safety and Health (OSH) standards at the workplace. As a Safety Officer , I have been instructed by my organization to get the OHSAS 18001:2007 certification within a year. There were some reasons that forced the Board of Directors took this step. I believe the reasons can be considered by other companies, which are willing to adopt it  as their OSH management systems. OHSAS 18001:2007   is occupational health and safety management standard. It defines a set of  occupational health and safety  (OHS) management requirements for  occupational health and safety management  systems (OHSMS). This new OHSAS 18001 2007 standard was officially published during July  of 2007. It cancels and replaces OHSAS 18001 1999.The purpose of OHSAS 18001:2007 is to help organizations to manage and  control their OHS risks and to improve their OHS performance.They can achieve this purpose by developing an OHSMS that complies with OHSAS 18001:2007. An  OHSMS  is a network of interrelated elements. These elements include  responsibilities, authorities, relationships, functions, activities, processes, practices, procedures, and resources. These elements are used to establish OHS policies, plans, programs, and objectives. Simply by meeting all of the OHSAS 18001:2007 requirements (Part 4), you will automatically establish an integrated OHSMS for your organization. How we meet  each  of the OHSAS 18001:2007 requirements, and to what extent, depends  on many factors, including: The size of the organization The location of the organization The nature of the organizations culture The nature of the organizations activities The nature of the organizations legal obligations The nature and scope of the organizations OHSMS The content of the organizations OHS policy The nature of the organizations OHS hazards The nature of the organizations OHS risks Here are the reasons why implementing OHSAS 18001:2007 would give companies more value and benefits. Meeting customers requirements, especially the customers which have been implementing OHSAS 18001 Attract more companies to deal with the company. Fulfill stakeholders satisfaction Ensure the company to meet legal and regulations on occupational safety and health. Improve the quality of workplaces Improve companys health and  safety performance Prevent company to pay unnecessary expenditures Enhance companys  image and companys commitment to  continuous improvement  on health and  safety matter in the workplace Company Background PENWIN Group is engaged in construction and investment holding activities. It operates in three segments: construction, which is engaged in construction activities; property development, which is engaged in development of land into vacant lots, residential, commercial and/or industrial buildings; manufacturing and quarrying, which is engaged in production and sale of concrete products and quarrying activities. Element 4.2 : OHS Policy HSE Management System PENWIN GROUP HSE Management System (HSEMS) is an integrated system certified by OHSAS 18001:1999, ISO 14001:2004 and MS 1722:Part 1:2005 standards. Committed to the set HSE objectives, the Group has systematically implemented, monitoredand measured significant HSE management elements translated into the Group HSEMS Manual, Procedures and Workplaces Plans; these include: à ¢Ã¢â€š ¬Ã‚ ¢ Pro-active management of OHS Risks and Environmental Impacts by identification of hazards, assessment of risks and impacts, and determination of risks and impacts control measures during the project activities planning stage; à ¢Ã¢â€š ¬Ã‚ ¢ Continuous identification and compliance evaluation of relevant HSE Legislations; à ¢Ã¢â€š ¬Ã‚ ¢ Training and competency needs identification and provision for the Groups employees based on specific roles and responsibilities towards HSE; à ¢Ã¢â€š ¬Ã‚ ¢ Effective platforms for consultation and communication of HSE issues by active participation from various levels and functions; à ¢Ã¢â€š ¬Ã‚ ¢ Determination of operational control measures to eliminate or reduce OHS risks and environmental impacts by establishment of HSE Standard Operating Procedures and Criteria; à ¢Ã¢â€š ¬Ã‚ ¢ Pro-active planning for emergency readiness and responses; à ¢Ã¢â€š ¬Ã‚ ¢ Effective programmes for measurement and monitoring of HSE performance covering planned and surprise inspections, statistical analysis and reporting; à ¢Ã¢â€š ¬Ã‚ ¢ Non-conformity and Incident Management for managing identified non-conformity and incidents through causal analysis to determine improvement actions and prevention of recurrence; à ¢Ã¢â€š ¬Ã‚ ¢ Scheduled internal audits for verification of system conformance; and à ¢Ã¢â€š ¬Ã‚ ¢ Scheduled management review for reviewing established system suitability, adequacy and effectiveness. HSE Organisation The Health, Safety and Environmental Management System has been implemented at all levels of the Group and HSE Organisations are established to effectively manage and monitor its implementation. The HSE Organisations include: a) Health, Safety and Environment Management Committee (HSEMC) The Committee, led by the CEO Managing Director meets at planned intervals to review HSE operations and performance. b) Health, Safety and Environment Committee (HSEC) Led by appointed senior management staff, the Committee is established at corporate level and at all workplaces as part of compliance with Occupational Safety and Health Act 1994 (OSHA). c) Corporate HSE Department Established at corporate level to assist the Group in establishing, implementing and maintaining the Health, Safety and Environmental Management System. Health And Safety Policy Statement Our Goal: 1 Malaysia, Health, Safety and Environment is Everyones Responsibility The Management of PENWIN Group is committed to the health and safety of its employees and for all who are involved in our projects. Protection of employees from injury or occupational disease is a major continuing objective. We are committed to continuing improvement toward an accident-free workplace through effective administration, education and training. All supervisors and workers must be dedicated to the continuing objectives of eliminating the near misses which will greatly reduce the risk of injuries. Our philosophy is that the well-being of our company and clients is dependent on the health and safety or our workforce. The Directors and Officers of this corporation promise that every precaution reasonable in all circumstances will be taken for the protection of all workers. No job is to be regarded so urgent that time cannot be taken to do it in a safe manner. The welfare of the individual is our greatest concern. Supervisors will be responsible for the health and safety of workers under their supervision. Supervisors are responsible to ensure that machinery and equipment required for use by each worker are safe and that each worker works in compliance with established safe work practices and procedures for each piece of equipment. Workers must receive adequate training in their specific work tasks to protect their health and safety. All supervisors, employees and subcontractors must protect their own and fellow workers health and safety by working in compliance with the Occupational Health and Safety Act and all applicable regulations and safe work practices and procedures established by our company. We are a member of the NIOSH. We recognize that a safe work environment can be established and sustained only through a united effort by all employees and subcontractors and that the assistance of each person is required. Your attitude and cooperation in promoting accident prevention will assist in achieving our goal, and make our company the best place to work, one where employees share in corporate growth and success. Everyone from the President to new workers has the responsibility to ensure a safe and healthy workplace. Lets all work together to prevent incidents from creating unwanted losses and personal injuries or illnesses. [BADROL HISHAM BIN HJ BAHARI] President PENWIN Group 12 September 2000 Health and Safety Responsibilities Senior Management Prepare a health and safety policy. Post it in the workplace and review it annually. Develop a program to implement the health and safety policy. Ensure it is known throughout the organization. Ensure training is in place to make the program work. Appoint competent supervision. Ensure that equipment, materials and protective devices are provided and maintained in good condition. Provide resources so supervisors and workers can carry out safe and healthy work. Ensure that adequate and suitable planning is done to provide safe and healthy workplaces. Review accident reports and respond where necessary. Review middle managements site inspection reports quarterly. Delegate authority and responsibility. Hold employees and subcontractors accountable for the authority and responsibility delegated to them. Be visibly committed to making health and safety work. Inspire others to make it work. Middle Management Ensure that the workforce understands their health and safety responsibilities. Ensure that equipment, materials and protective devices are provided and maintained in good condition. Ensure the workforce is trained to safely complete the work and deal with hazards. Ensure that the training is current and regularly reviewed. Be aware of applicable legislation and ensure compliance. Ensure there is an effective mechanism for co-operative problem solving amongst workers and supervisors. Take unresolved health and safety problems to senior management. Respond appropriately to reports of problems and to Joint Health and Safety Committee/Health and Safety Rep recommendations. Ensure procedures and practices are established so workers can carry out safe and healthy work. Establish a system to review the health and safety program. Ensure it is up-to-date. Review supervisors safety/toolbox talks Review accident/incident reports. Ensure corrective actions are taken. Conduct a formal inspection of a job site once a month. Report quarterly to senior management on the status of health and safety performance. Hold supervisors accountable for the authority and responsibility delegated to them and hold workers accountable for their responsibilities. Be visibly committed to making health and safety work. Inspire others to make it work. Supervisor Ensure that workers use or wear the equipment, protective devices or clothing that the company requires to be used or worn and that it is in good condition. Ensure that workers receive appropriate training to use or wear the equipment, protective devices or clothing that the company requires. Establish procedures and practices to ensure that workers can carry out safe and healthy work. Ensure that workers comply with the Occupational Health and Safety Act, applicable regulations and the companys policy and program. Ensure that workers are aware of potential hazards and have dealt with, or are dealing with, the actual hazards in the workplace. Plan and communicate work assignments to enable workers to produce safety. Involve workers in work planning and problem solving. Provide orientation to new crew members. Conduct weekly safety talks and weekly site inspections. Review safety aspects of each task with crew. Conduct accident or incident investigation. Encourage workers to report health and safety problems Respond quickly and appropriately to worker concerns and cooperate in their correction. Take matter to higher level if beyond supervisors authority/ability. Report safety problems to middle management. Be aware of the applicable legislation and company procedures. Set an example by being consistently safety conscious, and insisting on the safe performance of work. Supervise, advise and coach workers as required. Observe the work in progress and provide positive input to the worker. Worker Use or wear the equipment, protective devices or clothing that the company requires. Work safely in accordance with the companys or the clients health and safety policy and program, and with the Occupational Health and Safety Act and applicable regulations. Do not remove, displace or interfere with the use of any safeguards. Report unsafe conditions to the supervisor, after taking appropriate immediate action. Report all accidents, injuries and near-misses immediately to the supervisor. Work in a way that will not endanger yourself or others. Advise other workers of unsafe conditions or work practices. Participate in solving health and safety problems. Provide recommendations to the supervisor to improve health and safety. Element 4.3.1 : Planning For Hazard Identification, Risk Assesment and Risk Control Job Hazard Analysis Purpose The purpose of our Job Hazard Analysis is to identify, control or eliminate potential or actual dangers in a job or task. Factors to be considered in assigning a priority for analysis of jobs include: Accident frequency and severity: jobs where accidents occur frequently or where they occur infrequently but result in disabling injuries Potential for severe injuries or illnesses: the consequences of an accident, hazardous condition, or exposure to harmful substances are potentially severe Newly established jobs: due to lack of experience in these jobs, hazards may not be evident or anticipated Modified jobs: new hazards may be associated with changes in job procedures Infrequently performed jobs: workers may be at greater risk when undertaking non-routine jobs, and a Job Hazard Analysis provides means of reviewing hazards PENWIN Group management and supervision is responsible for ensuring all work is safely planned; the Job Hazard Analysis will assist in determining firstly, what are the steps in the job; secondly, what are the potential hazards in the job; and finally, what are the protective measures for the safety of our worker(s) assigned to do the non-routine work. Procedure for Completing a Job Hazard Analysis Breakdown of Job Steps Job or task identified for analysis by supervisor Supervisor overseeing the job breaks job into steps (with assistance from crew members, h s rep etc) A job step is defined as a segment of the operation necessary to advance the work Keep the steps in the correct sequence Identify Actual/Potential Hazards (refer to checklist in appendix) Once the basic steps have been recorded, potential hazards must be identified at each step. This is based on observation of the job, knowledge of accident and in jury causes, and personal experience. To identify potential hazards, the supervisor may use questions such as these (this is not a complete list): Can any body part get caught in or between objects? Do tools, machines or equipment present any hazards? Can the worker make harmful contact with objects? Can the worker slip, trip or fall? Can the worker suffer strain from lifting, pushing or pulling? Is the worker exposed to extreme heat or cold? Is excessive noise or vibration a problem? Is there a danger from falling objects? Is lighting a problem? Can weather conditions affect safety? Is harmful radiation a possibility? Can contact be made with hot, toxic or caustic substances? Are there dusts, fumes, mists or vapours in the air? Preventative Measures/Controls After completing the risk assessment and having taken account of existing controls the company should be able to determine whether existing controls are adequate or need improving or new controls are required. The following provides examples of implementing the hierarchy of controls. Elimination modify a design to eliminate the hazard, e.g introduce mechanical lifting devices to eliminate the manual handling hazard. Substitution substitute a less hazardous material or reduce the system energy e.g lower the force, amperage, pressure, temperature, etc . Engineering Controls install ventilation systems, machine guarding, interlocks, sound enclosures, etc. Signage, warnings and/or administrative controls install alarms, safety procedures, equipment inspections, access controls. Personal protective equipment safety glasses , hearing protection, face shields, safety harnesses and lanyards, respirators and gloves. Eliminate the Hazard This is the most effective measure, some examples are: Choose a different process Modify an existing process Substitute with less hazardous substance Improve environment (ventilation) Modify or change equipment or tools Contain the Hazard If the hazard cannot be eliminated, contact might be prevented by using enclosures, machine guards, worker booths or similar devices. Revise Work Procedure Consideration might be given to modifying steps that are hazardous, changing the sequence of steps or adding additional steps (such as locking out energy sources) Reduce the Exposure These measures are the least effective and should only be used if no other solutions are possible. One way to minimizing exposure is to reduce the number of times the hazard is encountered. Communication of Job Hazard Analysis to Workers When the Job Hazard Analysis is completed, the results must be communicated to all workers who are, or who will be, performing the job. The job hazard analysis must be discussed by the employees performing the job to ensure that all the basic steps have been noted, are in the correct order, have suitable controls and be documented and signed by the worker and supervisor. Supervisors will ensure that workers are following the appropriate control procedures. Hazard Reporting System Policy PENWIN Group is committed to identifying and removing or controlling hazards. The hazard reporting system is a worker-oriented process. Workers are in the best position to identify the hazards in the workplace because they are the ones who perform the work. Workers act as a second set of eyes for supervisors. Procedure Worker Responsibilities Report any perceived hazard verbally to the site supervisor. Provide recommendations to the supervisor on how to eliminate or control the hazard. If the supervisor does not respond to your concern you are to inform management. Supervisor Responsibilities Discuss the hazard and controls with the worker and complete the Hazard Identification Form. Respond to the workers concern by the next shift. Ensure that the form details the action or non-action which will be taken. Provide a copy of the completed Hazard Identification Form to middle management. Middle Management Responsibilities Ensure action is taken to address the hazard identified. Initialize and date the Hazard Identification Form. See ATTACHMENT for: Hazard Identification Form Risk Assesment Risk assessment is the process where you: Identify hazards. Analyze or evaluate the risk associated with that hazard. Determine appropriate ways to eliminate or control the hazard. In practical terms, a risk assessment is a thorough look at your workplace to identify those things, situations, processes, etc that may cause harm, particularly to people. After identification is made, you evaluate how likely and severe the risk is, and then decide what measures should be in place to effectively prevent or control the harm from happening. Risk assessments are very important as they form an integral part of a good occupational health and safety management plan. They help to: Create awareness of hazards and risks. Identify who may be at risk (employees, cleaners, visitors, contractors, the public, etc). Determine if existing control measures are adequate or if more should be done. Prevent injuries or illnesses when done at the design or planning stage. Prioritize hazards and control measures. The aim of the risk assessment process is to remove a hazard or reduce the level of its risk by adding precautions or control measures, as necessary. By doing so, you have created a safer and healthier workplace. Assessments should be done by a competent team of individuals who have a good working knowledge of the workplace. Staff should be involved always include supervisors and workers who work with the process under review as they are the most familiar with the operation. In general, to do an assessment, you should: Identify hazards. Evaluate the likelihood of an injury or illness occurring, and its severity. Consider normal operational situations as well as non-standard events such as shutdowns, power outages, emergencies, etc. Review all available heath and safety information about the hazard such as MSDSs, manufacturers literature, information from reputable organizations, results of testing, etc. Identify actions necessary to eliminate or control the risk. Monitor and evaluate to confirm the risk is controlled. Keep any documentation or records that may be necessary. Documentation may include detailing the process used to assess the risk, outlining any evaluations, or detailing how conclusions were made. When doing an assessment, you must take into account: the methods and procedures used in the processing, use, handling or storage of the substance, etc. the actual and the potential exposure of workers the measures and procedures necessary to control such exposure by means of engineering controls, work practices, and hygiene practices and facilities By determining the level of risk associated with the hazard, the employer and the joint he Ranking or prioritizing hazards is one way to help determine which hazard is the most serious and thus which hazard to control first. Priority is usually established by taking into account the employee exposure and the potential for accident, injury or illness. By assigning a priority to the hazards, you are creating a ranking or an action list. The following factors play an important role: percentage of workforce exposed frequency of exposure degree of harm likely to result from the exposure probability of occurrence There is no one simple or single way to determine the level of risk. Ranking hazards requires the knowledge of the workplace activities, urgency of situations, and most importantly, objective judgement. One option is to use a table similar to the following as established by the British Standards Organization: Note:  These categorizations and the resulting asymmetry of the matrix arise from the examples of harm and likelihood illustrated within the British Standard. Organizations should adjust the design and size of the matrix to suit their needs. Definitions for Likelihood of Harm Very Likely   Typically experienced at least once every six months by an individual. Likely   Typically experienced once every five years by an individual. Unlikely   Typically experienced once during the working lifetime of an individual. Very unlikely   Less than 1% chance of being experienced by an individual during their working lifetime. Definitions for Severity of Harm Potential severity of harm   When establishing potential severity of harm, information about the relevant work activity should be considered, together with: a) part(s) of the body likely to be affected; b) nature of the harm, ranging from slight to extremely harmful: 1. slightly harmful (e.g., superficial injuries; minor cuts and bruises; eye irritation from dust; nuisance and irritation; ill-health leading to temporary discomfort) 2. harmful (e.g., lacerations; burns; concussion; serious sprains; minor fractures; deafness; dermatitis; asthma; work-related upper limb disorders; ill-health) 3. extremely harmful (e.g., amputations; major fractures; poisonings; multiple injuries; fatal injuries; occupational cancer; other severely life shortening diseases; acute fatal diseases) Definition for Risk Level   Tolerability Guidance on necessary action and timescale Very low   These risks are considered acceptable. No further action is necessary other than to ensure that the controls are maintained. Low   No additional controls are required unless they can be implemented at very low cost (in terms of time, money, and effort). Actions to further reduce these risks are assigned low priority. Arrangements should be made to ensure that the controls are maintained. Medium   Consideration should be as to whether the risks can be lowered, where applicable, to a tolerable level and preferably to an acceptable level, but the costs of additional risk reduction measures should be taken into account. The risk reduction measures should be implemented within a defined time period. Arrangements should be made to ensure that controls are maintained, particularly if the risk levels area associated with harmful consequences. High   Substantial efforts should be made to reduce the risk. Risk reduction measures should be implemented urgently within a defined time period and it might be necessary to consider suspending or restricting the activity, or to apply interim risk control measures, until this has been completed. Considerable resources might have to be allocated to additional control measures. Arrangements should be made to ensure that controls are maintained, particularly if the risk levels are associated with extremely harmful consequences and very harmful consequences. Very high   These risk are unacceptable. Substantial improvements in risk control measures are necessary so that the risk is reduced to a tolerable or acceptable level. The work activity should be halted until risk controls are implemented that reduces the risk so that it is no longer very high. If it is not possible to reduce the risk, the work should remain prohibited. Element 4.42 : Competence , training and awareness. Employee Training PENWIN Group is responsible for ensuring all employees and supervisors are properly trained. It is committed to providing adequate time and resources to train all personnel to perform their duties in an efficient and safe manner. Management is responsible for ensuring records of all completed training courses are maintained. A review of all training should take place at the regular management/supervisor meetings and meetings of the joint health and safety committee and must be completed no less than annually. Management Training In addition to participating in supervisory training requirements, operations management will be given the opportunity to attend advanced training in maintaining safety in the workplace. Supervision Training All construction supervision must attend the following safety competency courses: Supervisor competency via an accredited organization First aid and CPR Fall protection train the trainer PENWIN Group health and safety program training Specialized tool and equipment instruction as required Worker Training/Instruction Workers will be instructed by a competent person to ensure that safety is maintained in the workplace. Formal training must be provided for the following: Fall Protection Personal Protective Equipment (Respirator, hazmat if required) Tools and equipment (new or specialized) Emergency Response An evaluation must be completed to ensure workers are familiar with program content and the activities for which they will be responsible. The objective of training is to ease the implementation of health and safety policies into specific job practices and to raise awareness and skill levels to an acceptable standard. While all employees can benefit from health and safety training, special attention should be given to the training of supervisors, trainers, and workers. Occasions when employee training may be required are: commencement of employment reassignment or transfer to a new job introduction of new equipment, processes, or procedures inadequate performance The following topics be included in supervisory safety training: safety and the supervisor know your accident problems human relations maintaining interest in safety instructing for safety industrial hygiene personal protective equipment industrial housekeeping material handling and storage guarding machines and mechanisms hand and portable power tools fire protection The supervisor is generally responsible for much of the training of workers. This duty, however, is often delegated to an experienced worker. To be an effective instructor, an instructor should: Receive training in how to instruct. Prepare an orderly plan for instruction. Explain reasons why each step must be done in a certain way. All instructors should be taught how to proceed when training a new or inexperienced employee: Plan the session beforehand; break the job down into steps; have training aids available. Explain what is to be done. Describe all the hazards and protective measures. Demonstrate each step, stress key points, and answer any questions. Have the employee carry out each step, correct errors, and compliment good performance. Check frequently after the employee is working independently to ensure correct performance. Documented correct work procedures are an invaluable aid in job skills training. External sources for training assistance are industry associations, unions, government agencies, and professional consultants. Once the health and safety program has been set in place and the program appears to be running smoothly, effort is still required to maintain enthusiasm and interest. Studies have shown that the effectiveness of health and safety educational techniques depends largely on how much importance management is seen to place on health and