The Impact of E-Commerce Technology on the Air Travel Industry Essay

The Impact of E-Commerce Technology on the Air Travel Industry - Essay Example If I were the primary decision maker in these airline companies, I would come up with brilliant ideas to ensure that my airline company adopts a measure aimed at making it to enjoy a competitive advantage over its competitors. Having realized the inefficiencies of travel agents, I would ensure that I introduce the use of modern Information Communication Technology (ICT) in my company. This is a new innovation that would help us to realize a tremendous growth in our services. When all the activities are done in compliance with the new system, it would be much easier for the company to expand its client base and be able to reach a large number of potential clients than it could otherwise manage. In other words, I would advocate for the full adoption of SABRE system. This is an advanced technology that would be of much help to my organization. Once every activity is computerized, it becomes much easier for the airline to improve the quality of its services. At the same time, it would avail information to our clients wherever they are. Thus, it becomes much easier for them to plan their trips and make online reservations whenever they feel to do so. Automating our services would definitely put us in the right path of enjoying a competitive advantage over our rivals. Rather than advocating for the adoption of ICT, I would emphasize the role of novelty. Meaning, any changes to be effected would have to be novel and beneficial to the organization. They should be highly advanced to seal any loophole that might be experienced. If this happens, we would definitely be in the right path of out doing all our competitors before emerging as the best alternative airline in the market. In my opinion, the automation of airline services is commendable. It is a worthwhile initiative aimed at improving the quality of service delivery by the airline company. SABRE technology is one of its own kind. Meaning, it had to be

Organizational Behavior Analysis Proposal for McDonald's Essay

Organizational Behavior Analysis Proposal for McDonald's - Essay Example McDonald is not living up to its stated set of vision and values. The company allegedly uses unethical methods to make increased profits at the expense of customers’ health and social condition of the employees. McDonald has also been criticized for targeting children with their advertisements by exposing them to unhealthy eating habits. This has contributed to the high levels of obesity and other health complications. The company has also been accused of passing their French fries as vegetarian, whereas they add beef broth. The company has failed to provide nutrition information about its food products to the public. The company has also contributed to environmental degradation. An organization named People for the Ethical Treatment of Animals (PETA) has accused the company of using cruel means when slaughtering chicken (Derdak 107). The analysis also involves analyzing organizational factors that have an influence on individual behaviors. The big five personality trait can be used to analyze individuals within the organization. The big five personality traits include extraversion, which refers to a person who is talkative social and assertive. Agreeableness describes a cooperative, trustworthy and accomplished person. Conscientiousness refers to a person who is responsible, orderly, and dependable. Neuroticism describes a person who is anxious and is prone to depression and worries. Openness means a person is imaginative and independent minded. Personality in organization analysis refers to individual and group level performance. A personality trait such as cooperative or deviant behavior and performance affects the overall performance of an organization.

Attitude Survey Essay Example for Free

Attitude Survey Essay In certain situations, it is important for psychologists to understand the attitudes of people on different issues. Attitude surveys are how psychologists gather information about attitudes of people. Then, they take this information and turn the results into empirical evidence to back up the theory or question that is impending. A person’s attitude can affect thought and behavior processes such as cognitive thinking, emotional reaction, and physical behaviors (Hogan, 2007). For my survey, I used the Likert method of attitude scale to develop my attitude assessment. I wanted to find what the attitude of smokers and non-smokers have about the smoking ban in restaurants. This paper will examine and discuss the development of my survey, administration process, scoring of the surveys, and the interpretation of the scores. Also, issues that I had while designing the survey will be discussed. Attitude Survey The development of my survey was taken from an issue that I personally was interested in because I am a smoker. When the ban first became a law, I heard many people, including myself; complain about the right to have a smoking section in restaurants for individuals who smoked. The ban has now been in effect for a few years, and I wanted to find out if smokers and non-smokers attitudes had changed on this issue. Survey Design In designing my survey, I used the Likert scale because I felt it would be the best way to gather the information I needed. This survey was designed to see how people view smoking in restaurants. These questions were answered by 6 different people, of which 3 were smokers and 3 were non-smokers. The surveyors were asked to answer each question by stating strongly agree, agree, undecided, disagree, or strongly disagree. The numerical scores for each question range from-2 to +2. Administration, Scoring, and Interpreting Results Administration consisted of me going to neighbor’s doors and asking them eleven questions about the smoking ban. I wanted to make sure that there were not so many questions that it would take too long. The length of time administering the test helped in getting people to take the time to answer these few short questions. The neighbors I chose were already acquainted with me as well, and that helped them to be comfortable and willing to answer my survey questions. For the scoring of the survey the lower the score the lower the satisfaction of the ban, and the higher the score implies the higher level of satisfaction. When I designed the survey I made sure that for each unfavorable answer of strongly disagree corresponded with a negative feeling towards the smoking ban. When interpreting the scores, usually it is better to have a good number of participants to answer the questions because it makes it more reliable to be able to look at the trends of how the questions are answered. Preliminary Design Issues Issues that I had were trying to get enough people to answer my survey questions. I also had an issue of how to figure the scores and put them into a scale. It took me a little time to understand how to correctly design and score. I also wanted to ask the right questions, as well as keep the survey questions short, so that people did not get tired of answering questions before the end however, still cover all the basic questions needed for this survey. I also did not want the questions to be as if I were repeating myself, so this took me a little while to figure out how to properly word my questions so to cover all the information I would need for scoring and interpretation. In conclusion, the survey I chose was to find out the attitudes of people on the smoking ban in restaurants. I used the Likert method of attitude scale for my design because I felt it was the best way to assess my selected issue. I tried to create questions that would cover cognitive factors, emotional responses, and physical behaviors in order to accurately score and interpret the attitudes about the smoking ban issue amongst smokers and non-smokers alike. References Hogan, T.P. (2007). Psychological testing: A practical introduction (2nd ed.). Hoboken, NJ: Wiley.

Is accounting profit figure a measure of true profit of an organizations

Is accounting profit figure a measure of true profit of an organizations Accounting rules and regulations are a mish-mash of rather conflicting concepts'(e.g. relevance and neutrality), giving managers discretion in deciding which principle to and not to apply(1). Profit is no simple figure which can be computed easily(2), infact it is a thorough process of naming and counting(3); identifying, calculating and summarizing many references generated. Some of these items donot exist, and hence are brought into existence by identifying and assigning monetary values, some involve quantifying the qualitative, while calculation of others may involve managers choosing between different rules and methodologies(revenue recognisation, inventory, depreciation calculation using different techniques), all of which are accepted, by providing a simple reasoning or justification for the choice. Hence, earning management itself is allowed in the profession giving managers the discretion to twist and turn certain figures to meet their criteria, provided a proper reasoning is given. Prudence-an important rule in history, guiding managers that should a conflict arise, a conservative approach to be adopted, as not to be over-optimistic about performance. But now, it is a mere subset of reliability, replaced by faithful representation by IASB, following FASB(4). Should we now expect more use of creative accounting? Given the current credit crunch is it fair to follow USA? Does this mean that instead of using a careful approach as to which colors to use, managers are free to paint the picture in any way they like? Similar implications apply for the use of fair value accounting (driven by Hicks,1975, income and opportunity cost theory), affecting asset valuation and income recognisation. Also given diverse and conflicting rules, what maybe true for one company or country, maynot be true for another(due to different accounting bodies). Therefore profit is merely creating rather than reflecting reality'(5). Another point to discuss is PAT(positive accounting theory); based on unrealistic assumptions as long as they are a good prediction, and underlying hypothesis are never rejected if proven wrong(6). The diagram below shows that in every step of PAT methodology there is a lot of subjectivity, and half of the time they donot tell what assumptions have been made. PAT is based on Adam Smiths rational economic man stating that all choices are based on self interest and accumulation of private wealth; hence accounting methods will be chosen to mislead and disguise performance'(7). Agency theory (Jensen Meckling, 1976) is closely related to this, displaying conflict of interest amongst shareholders and managers, which justifies why managers may resort to earning management, especially if performance-based salaries are used (management compensation hypothesis, Watt and Zimmerman 1986). Shareholders appoint auditors as a protection of their rights and assurance that managers are managing the company to the best of their ability, to maintain decision making efficiency, but auditors donot have access to all the information, and only base their decisions on the information provided by managers and given accounting regulations, does this information asymmetry means that auditors really provide a fair and truthful analysis of company reporting? Given the limited figures that auditors are given, can they analyze that profitability as shown by the company is actually correct? The answer is NO, and we have many examples such as Enron, Sunbeam, which despite been given unqualified audit reports, failed ultimately. Furthermore, as Watt and Zimmerman argue that PAT only gives a prediction of which method managers might use, but doesnot tell which accounting method should be used, for example a large company is likely to use income reducing methods to avoid political attention (political cost hypothesis), debt hypothesis states that a company which is close to breaking its debt covenants will choose policies to ensure such covenants are not violated(8). Also, it is too simplistic to state that it is the only truth. Infact even if profit figure is aligned with companys actual performance, according to coherence theory it is just a truth'(9), and not the ultimate reality. Although some might claim the contrary, as the media only compares the profit figures and doesnot refer to the variety of accounting policies that can be adopted(10). My argument ends with the viewpoint, that although accounting policies and audit reports are designed to protect stakeholders from false reporting, but due to gaps in rules, managers still maintain the discretion to choose policies, which is exploited to meet their objectives, hence shareholders and auditors should use a pool of resources, such as return on investment(11), key performance indicators, share price and economic profit (bank interest and return on other assets-12) to assess performance. Information is not stable, clear and self-evident(13), it is subject to constant change, and can be generated and interpreted in different ways. Truth is not in the numbers, it is only constructing reality using space, time and value machine'(13), therefore users of accounting information should use their own judgment, knowledge and opinions before reaching any conclusion and not base decisions blindly on profitability alone. NOTES: Rhoda lecture notes: The Growth of regulation: International standards and conceptual frameworks of accounting. My first reflective piece Lecture notes Ann-Christine Frandsen: Where do we find accounting Lecture notes Dr Fiona Anderson Gough: Early standards and normative theory, the influence of past on present Hines 1988 Friedman, The methodology of Positive Economics 1953 Adam Smith, The wealth of nations, 1776 Lecture notes, Rhoda, Positive accounting theory (PAT) Lecture notes, Dr Fiona Anderson Gough, Portraying success Deegan and Unerman, 2006 Lecture notes, Ann Christine Frandsen Ball and Brown, 1968 Frandsen A-C (2009), Information Organisation

Epic of Beowulf :: Epic of Beowulf Essays

As the welcoming celebration for Beowulf goes on, Unferth begins to ridicule Beowulf about his swimming competition with Breca. Unferth is jealous and feels threatened by Beowulf " for he would not allow that any other man of middle-earth should ever achieve more glory under the heavens than himself." (Norton p. 33) Unferth is a very peculiar character. Although he has committed the horrific crime of killing his brother(s), he is privileged enough to sit at the feet of the king, a very respected position. His sin,an enormous violation of the comitatus, suggests that there is something wrong in Hrothgar's kingdom and perhaps helps to foreshadow its destruction. Ultimately, it will be destroyed, as the text says, by a fire after " sword-hate between son-in-law and father-in-law to awaken after murderous rage." (Norton p. 28). Unferth tries to put Beowulf down by saying that Beowulf once risked his life for pride and foolish boast. He also points out that Breca has beaten Beowulf in the swimming and that he therefore expects him to lose the fight with Grendel as well. Unferth is arrogant, obnoxious and the only one who challenges Beowulf. However, later when Beowulf fights with Grendel's mother, Unferth lends him his sword. This can be seen as a noble gesture, and a redemption of Unferth for the way he has behaved. However, it can also provide further proof of Unferth's incompetence as a warrior. Because he is scared to fight himself, he passes on his sword to Beowulf. Beowulf answers Unferth's words of envy with his side of the story. He says that Unferth is drunk and obviously knows nothing about the competition. Continuing, Beowulf explains that he won the contest despite the heavy attack by sea-monsters. From this story, we see further proof of Beowulf's supernatural powers. The competition occurs during the winter in the freezing water, yet Beowulf is able to swim for five nights armed with a heavy sword, in full armor and mail . When the battle is over, Beowulf finds himself on the shore lying next to nine sea monsters that he killed with his sword and modestly attributes his victory to both courage and fate. His comment that, " Fate often saves an undoomed man when his courage is good" (Norton p. 34) shows his belief that 'Fate' will forever govern him and aid him as long as he is courageous.

Performance Management Essay

Q: 1 ————————————————- Be able to identify and agree performance objective 1.1 Explain link between individual team and organizational objective Link between organizational objective and the team is very important for the progress of an organization. Organizational objective are set in order to achieve the goal of an organization. Every organization has an aim to achieve so until every single member of staff not know the objective of the organization it’s difficult to achieve that goal. In an organization there are certain groups and each group has different teams. Every individual team has different task to do but all these different tasks are linked to the main objective of the organization and all the individual team tasks are support the objective of organization to fulfill. If the organizational objective is clear to the every individual team member than it’s easy to achieve team task. Principal behind the link between individual team and organizational objective is that if the individual team knows the organizational objective than they can play better role to achieve objective and can easily complete their individual task which support to achieve organizational objective. 1.2 Identify the selection of and agree individual and team objectives Team is group of people which work together to achieve goal every team member has different task which related to the objective of the team. Agreeing team objective is more difficult to agreeing individual objective because there are more people involved mean more skill, experience and handling problem with different ways. So than one should be more carefully deal when agreeing the team objective. Identifying and selection of and agree individual and team objective has very important for achieving the main objective of organization. If we selected right persons for achieving the individual objectives then it’s easy to achieve the team objective as well as organizational. Every team has its own team leader and he has an objective to achieve to complete that objective he has to complete different task to complete he has to select right person from his team to fulfill that task .for different tasks he has to select different people from his team to achieve that task which support to complete the overall team objective. When  team leader give task (individual objective) to his team member he should give him step by step training to achieve his goal. On other hand each team member should know the team objective as well to achieve their goal. Every individual and team objective should be SMART 1.3 Identify and agree area of individual and team responsibility in achieving objective Every individual and team should to understand his responsibility and try his best to agree with his responsibilities. Successful team can be responsible of different tasks and team objective which support the organizational objective the main responsibility of team is to achieve his team objective. Help each individual to complete his task. Every team should follow the planned the assignment which set by the director of the organization because every team objective is linked to organizational objective. Team should inform the project manager of task status and any problem arisen. Every team should select right person having right skill and knowledge to compete the task. Every individual should also try his best to achieve his goal because it’s important to achieve the team objective as well as organizational objective. Every team member should make real effort to build strong relational ship with each other. Each team member should give support feedback and gaudiness to other team member to achieve goal. Each staff member expresses loyalty and motivates other to work. If team and all individual are fulfil their responsibilities then it’s easy to achieve the organizational goal. 1.4 Identify the need to create an environment of trust and support with other Environment of trust and support in team member and organization is very useful to achieving the organizational goal If the entire individual in team has good relationship then they support each other give them feedback and gaudiness as well by this it’s easy to achieve goal for them. As we know that’s individuals objective supports to achieve team as well as organizational objective. So that as manger one should build following things to make environment pleasant * Increasing relation between staff member * Decreasing clashes to the neutral * Try to convert neutral to good and leading to excellence Advantages of Trusting * Staff member are more willing to share idea and work sincerely * Staff member are more willing to help each other and try their best to achieve the goal. * Saving of recourses (physical and financial) * More motivated for working * Sincere with organization ————————————————- Q2: Be able to assess performance and provide feedback 2.1: Evaluate and assess individual and team performance against objectives Assessing performance of individual and team performance against objective is very important for overall performance of the organization because it’s related to the overall performance of the organization. Best team and individual performance is which support the organization performance. Identifying objective Easy way to assess the performance is to split the objective in different tasks and give each task to the team and further to the individuals. Assessing performance Balanced analysis of performance beside designed objectives, taking all applicable factors into account. After doing that one have to check the results of the each task giving to the team and individuals as well. If they achieve than they can build success to achieving the main objective of the organization and if they cannot achieve the desirable performance then organization should think about the problems which prevent them to achieve desirable performance. Then first thing is to take in account is that the team at least understands the objective of the organization because without understanding the objective no one can achieve goal. There are also many other factor which can be affect the performance of the individual and the team like No enough support and training, Unsuitable environment and Financial problems etc. These are some factor which should be taken in to account to improve the performance to the desirable level. 2.2 Identify the  method to providing feedback to individual and team on performance Feedback can be define as process in which the effect or output of an action is returned to modify the next action Feed back is actually comments about something with which you have any type relation. Feed back is of two types positive or negative Positive feedback is good to improve yourself and identify your weakness and you can improve it if you want. Negative feedback is destructive and base on fact and reality which cause of angry and disturbance Usually feedback is taken from website, monthly or yearly review, survey or customer etc. There are many Methods to provide the feedback Sandwich method7 (expect a negative comment after praise). BOOST Method †¢ Balanced – contain together decent and beneficial points †¢ Observed – only give samples of what you have seen the somebody say or do †¢ Objective – feedback should be truthful and not an spasm on someone’s character †¢ Specific – always use exact patterns †¢ Timely – feedback should be given as near to the occasion as possible. EEC model8 †¢ Example – what performance you have detected †¢ Effect – on the viewers, on you, on your examination †¢ Change – what change in performance do you expect Feedback should be taken from serious personality Feedback should be taken after event soon Find someone private for feedback Give enough time to give feed back Take good care of privacy and honesty while taking feedback After taking feed back its very sensitive mater to provide the feedback so it should be handle very carefully. The purpose of providing feedback to the team and individual should be basis of maintenance, improving performance. While providing feedback to team or the individuals something should be keep in mind Positive points should be first to reduce conflict. It should be like information sharing. It should be not over loaded or in detail. During providing feedback it required ability of patient. Language should be expressive of specific behaviours rather than general remarks representing value judgments. All comments should be based upon visible performance and not assumed motives. 2.3 Identify the cause of conflict and describe strategies to minimize or prevent conflict Business dictionary define conflict as friction or opposition resulting from actual or perceived differences or incompatibilities. 2 Conflict may be positive or negative. There are many cause of conflict Personal factor Lack of information If any staff member is unconscious about information of any event, reformation or any other happening in the organization cause conflict. Skill deficits Lack of skill and knowledge also cause conflict. Personality and style differences Everybody in the organization has different style and personality that’s also cause of conflict in the organization. Substance abuse and Family problems also cause of conflict in the organization. Organizational factor There are some organizational factor are also cause of conflict in the organization like Leadership If the leadership is not leading his organization properly than it’s the big cause of conflict. Management Lack Managing qualities in organizational managing team cause conflict among its members Budget Insufficient budget and improper distribution cause conflict in organization. Poor communication among the leadership, management and the staff member cause of conflict in the organization. Different values of different staff member, personality clashes and poor performance also the cause of conflict  in the organization. Solution Solution of conflict in the organization is hidden in following factors Minimizing authorities By the minimizing authorities conflicts decrease. Improving polices By improving polices of organization to decreasing conflict Communication Communication among staff member is solution of conflict. Due to poor communication they can say nothing to the higher authorities and cause conflict between them. By Providing support to the staff member also reduce conflict. Injustices in rewarding staff member or injustices in any other matter are also cause conflict so that justice in every matter is a solution of conflict as well. If there is conflict between any of the staff member of the organization then one should take following steps Step 1: Intervene Where conflict exist one should involved his self in the problem and let know about people involved in it. Step 2: Listen and discuss By allowing every person to give their views and opinions you will have the opportunity to hear what each person thinks, and they will have the chance to hear what the others involved think, too. Step 3: Make your position clear You have to make your position clear which is acceptable by every involved parties or individual Step 4: Negotiate a win/win outcome One should make his position neutral in the situation and make agree everyone on the same opinion which is acceptable to every one Step 5: Monitor the situation After the you have to arrange some formal and informal meeting to monitor situation A formal follow-up meeting attended by all interested parties and Informal meetings just to check how things are going. 2.4 Explain recording system for performance assessment for individual or team The accomplishment of a given task measured against present  known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfilment of an obligation, in a manner that releases the performer from all liabilities under the contract. 5 The maintenance of a history of one’s activities, as financial dealings, by entering data in ledgers or journals, putting documents in files4, etc. is known as recording system. Recording system for any organization is very necessary to improve itself and to achieve desirable performance. There should be recording system in organization for performance assessment for every team and individual. There should be link between team and individual previous performance with current performance. By this we can check its progress and taking step against poor performance is easy. Recording system of performance of individuals and team are very important for the maintenance and improving performance. If the recording system of performance is exist in the organization then it’s easy to compare the performance of any individual and team and can easily obtain their progress report. Other advantage of the performance recording system is that all the individual and teams try to improve their performance to keep their record good for good reputation in the organization. So there should be a proper system in the organization for keep record of performance of the team and the individuals. All monthly and the annuals performance reports should keep in record. If some individual or team perform well or make a big mistake should also keep in record for basics of appreciation and maintenance. Q3 Be able to understand performance support for improvement. 3.1 Explain performance improvement cycle Performance improvement cycle is a cycle of development. If someone has poor performance then one should has to be pass through the improvement cycle to develop his abilities to show better performance. There are following steps of improvement cycle Identify In this step you have to identify his weakness and reason of his weakness. This is very important step of the improvement cycle because without correct identification diagnose of problem is not possible. After identify problem  you have to identify its reason also. Opportunities After identify the problem and its reason than you have to look at all the opportunities available to improve its weakness. Agree plan of action After look at all opportunities you have to decided that which one are more opportunities suit you to improve his weakness and then you have to act upon his plan. Review After that you have monitor to monitor performance. If everything is going as you want and agreed then you will be able to encourage the team member. If the things are not going well then you have to sit again to argue the trouble and find the key. 3.2 Discuss the indicator of poor performance Poor performance is define as when member of your team performing less than your hope. There are many reasons behind the poor performance that’s why it’s not an easy job to find out the reason of poor performance. But to find out the reason of the poor performance is very important because without indicating any problem cure of problem is difficult. There is some common reason of the poor performance. * Targets and goals are out of reach. * Team member of staff is insincere * Quantity of work * Team members’ ability is not appropriate * Team member is slow in taking decisions * Team member is not experiences and skilled. * Lack of knowledge * Lack of motivation These are main factor which are main cause of the poor performance by improve these you can easily improve performance. You can set the stander of performance By written job description By clearing Objective of organization and out come to member Competence of statement EVALUATING METHODS THAT SUPPORT PERFORMANCE IMPROVEMENT To improve the poor performance of the organization is very important to  achieve the goal .there are few steps which are use to improve poor performance of the organization. Counseling If individual staff member is not performing well that you have to look at his life out of work may be he cannot performing well due to some family or personal problems. You should try to solve problem if possible. Training or coaching If the staff member or not performing well then maybe they need training and coaching to doing that job. After giving them proper training about their job and then monitor them if you got desirable result then they can support to achieve objective of organization. Performance improvement plan Performance improvement plan is a written formal plan to improve the poor performance. There are following steps in it * Identify the problem and its reason * Opportunities * Agree plan of action * Review By this plan one can easily improve his self. Disciplinary That is last step to improving poor performance. Some time employees improve their self when they get last warring. After that if one never improves his self than one dismiss from job. ————————————————- Q4 BE ABLE TO UNDERSTAND ORGANIZATION’S DISCIPLINARY AND GRIEVANCE PROCEDURE. 4.1 Discus the organization’s disciplinary and grievance procedures Every organization has its own rule and regulation but some of the rules linked with the citizen rights and human rights. Especially in United Kingdom any organization cannot dismiss any employee for job without any reason or sold proof so that if any organization does this then the organization has to answer in court. To dismiss any employee the following thing should take in to account * You have to give approx. three warnings 1. Informal warning 2. Formal warning 3. Written last warning * The contract with employee and organization should expired * Organization should have sold proof of his poor performance After that you can dismiss any employee without this if you dismiss any employee due to some personal or family problem than you have to answer in court and may be you have to pay plenty. Grievance allows the individual to compliant to their management. Due to the grievance individual never do uninformed action. Due to this the communication between the employee and management increase and reduce conflict between them as well. Due to complain of employee you can identify many problems to improving performance. Role of manager in disciplinary and grievance procedure Role of manger in the disciplinary procedure a manger should have good relationship between employees. So that he can reach to the real situation of the problem. He should know about that problem seriousness. If problem is serious. Than in this case employee has to dismiss. That’s dark point of management. Following thing a manger should take in to account? The problem should genuine There should not personal problem or family problem There should be witness There should be documentary proof After this a manger can dismissing the employee Grievance is problems or complains that employee lift up against their employers. The role of manager in this situation is very important. He should arrange meeting with the employer and employees. Responsibility of the manager is in this situation is to listen all complains and problem very carefully and attentively with non-judgment condition. So that employees can speak freely. If some think is not clear then manger should ask it again. Manger should understand all complains and his understanding should be same as employer. In this entire situation the manger should be fair. 4.3 Summaries the key aspect of legislation that applies to an  organization’s disciplinary and grievance procedure The act or process of making laws; enactment is known as legislation5 All the employees should be aware of the organizational disciplinary and grievance procedure. When the employee entre to organization. He/she should know about disciplinary and grievance procedure. If organization wants change in procedure they should call meeting. Key aspect of the disciplinary and grievance procedure is below Disciplinary * Keys to handling disciplinary issues in the workplace * Establish the facts of each case * Inform the employee of the problem * Hold a meeting with the employee to discuss the problem * Allow the employee to be accompanied at the meeting * Decide on appropriate action * Provide employees with an opportunity to appeal * Special cases Grievance There is an Acas (Advisory, Conciliation and Arbitration Service) Code of Practice on disciplinary and grievance procedures . It sets out principles that you and your employer should follow to achieve a reasonable standard of behaviour in handling grievances.9 * Let the employer know the nature of the grievance * Hold a meeting with the employee to discuss the grievance * Allow the employee to be accompanied at the meeting * Decide on appropriate action * Allow the employee to take the grievance further if not resolved * Overlapping grievance and disciplinary case * Collective grievances Legislation is define as a law or set of laws suggested by a government and made official 4 Key aspect of legislation of organization’s disciplinary and grievance procedures are above mention if theses key aspect use to solve the disciplinary and grievance scenario in the organization then it’s good for both employer and employee and they will not be not face and legislation act. But if employee or employer not follows the proper way as describe to  solve grievance and disciplinary then they have to face the court. 1. Business dictionary.www.bussinessdictionary.com (accessed date 02/01/2012) 2. BusinessdictionaryAvailablehttp://www.businessdictionary.com/definition/conflict.html (accessed date 04/01/2012) 3. CambridgedictionaryAvailable:dictionary.cambridge.org/dictionary/british/legislation (Accessed date 08/01/2012 ) 4. DictionaryreferenceAvailable:dictionary.reference.com/browse/recordkeeping( Accessed date 09/12/2011 ) 5. Dictionary referenceDictionary.reference.com (Accessed date 07/01/2012) 6. Business dictionary www.bussinessdictionary.com {Accessed date 06/01/2012} 7. LondonDeaneryAvailablewww.faculty.londondeanery.ac.uk (Accessed date 08/02/2012) . 9. DirectGov.Available:http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/Grievanceprocedures/DG_10027992 (accessed date 01/01/2012)

The Quiet American

The Quiet American In The Quiet American Grahm Green writes of a complex love triangle taking place in Vietnam during the Vietnam War. He chooses Thomas Fowler as the protagonist to tell the story from a biased point of view. From the beginning, Fowler proclaims that he is objective. As the story progresses he is eventually gives into the desire to take action and get involved. It is not until after this climax that Fowler finally realizes and admits to himself that he cannot simply remain aloof his entire life.Green’s use of Fowler as an unstable narrator effectively depicts the complexity of human motive and how difficult it is to be honest, even to oneself. Fowler is a British journalist who has been working in Vietnam for several years. Living in an extremely controversial era in the middle of all the action, Fowler insists on remaining â€Å"not involved† (20). Fowler is a â€Å"reporter,† as opposed to a â€Å"correspondent,† for he reports what he s ees and â€Å"[takes] no action† (20). He often likes to sit across the street form the milk-bar and just observe.Watching people of all shapes and colors go about their normal lives, Fowler does nothing himself, but simply watches. He even uses opium to achieve a state of complete impassiveness about the world and everything around him. Just a single pipe could make Fowler grow indifferent to the â€Å"presence or absence† of his lover (6); several more and he cannot decide whether his own death would be good or bad. Opium allows him to convince even himself that he really is indifferent to all that which goes on around him.He prides himself on remaining detached and not taking sides, saying it is â€Å"an article of [his] creed† (20). Based on his determination to be merely an observer, Fowler should make a fine narrator. Impartial and neutral, he would tell the story as is without even an opinions to cloud his mind, for â€Å"even an opinion is a kind of act ion† (20). Despite Fowler’s efforts, it soon becomes impossible for him to remain stagnant. When the opportunity is offered to him, he resolves to participate in a plot to murder Alden Pyle. He justifies his decision with the fact that Pyle has caused much trouble and disaster.He is so naive that he does not realize the extent of what he has done, and even with the death of so many people on his hands, â€Å"he’ll always be innocent, [and] you can’t blame the innocent†(155). Fowler convinces himself that Pyle as a threat to society and â€Å"all you can do is†¦ eliminate him. Innocence is a kind of insanity†(155). However, his reasoning is questionable, for there are personal motives involved as well. Fowler does not want Phuong to leave him and marry Pyle. His wife had already made it clear that she will not give him a divorce.Though he cannot marry her himself, he is selfish and wishes everything to stay the way it is. When Phuong and her sister find out that Fowler’s wife remains insistent on her refusal of his request for a divorce, things start to turn against him. Phuong moves out and plans to marry Pyle. Fowler, devastated, has increased reason to want Pyle dead. In fact, the two men talk of how Phuong is â€Å"the most important thing there is† right before Fowler makes up his mind to open the book at the window and call the whole plan to action (169).It is clear that Fowler does not make his decision based solely on political grounds. Slowly, as the story goes on, Fowler starts to realize that it is impossible to stay indifferent of everything around him. â€Å"Sooner or later, one has to take sides if one is to remain human† (166). After he decides to engage in the ploy to kill Pyle, he recognizes that â€Å"[he] had become as engaged as Pyle† (175). Fowler has assumed his role in the game. He can no longer hide behind his insistence that he is neutral and â€Å"no decision wo uld ever be simple again. Stubborn as he was before about not taking sides, Fowler realizes that he â€Å"had judged like a journalist†¦ and betrayed [his] own principles† (175); he is honest to himself when he finally crosses the line into partiality. After Pyle’s death Fowler tells Phuong that he is sorry. She does not catch the significance of his apology, but he says that though â€Å"everything had gone right for [him] since [Alden] had died†¦ [he] wished there existed someone to whom [he] could say that [he] was sorry†(180). Fowler sees clearly the magnitude of what he has done.He takes responsibility for his actions and feels remorse. The instability of Fowler’s narration depicts the extraordinary intricacy of individual drive. It is never clear the reasons that Fowler makes many of his decisions, often not even to himself. Does he kill Pyle out of political concern, or compassion for the Vietnamese people? Does he do it out of love for P huong, or is it simply lust? These questions, to some degree a mystery even to Fowler himself, are emphasized by his unreliable narration.Unclear intentions are not limited to just the narrator. When Pyle saves Fowler’s life, his motives are ambiguous as well. One may assume that based on Pyle’s simple personality, his purposes are most likely be pure and genuine. He probably saved Fowler because it was in his power and it was the right thing to do. But Fowler suspects Pyle to be more calculating, that he planned to emerge a hero from the ordeal and win Phuong over in that way. Human motives are quite often multi-layered and difficult to understand.Graham makes the peculiar choice of telling a story from the prejudiced point of view of someone whose personal life is tangled in the mess of the story. Fowler starts out determined to stay impartial as a reporter and a person in general. However, as events occur and his happiness is put on the line, he gets drawn in and ta kes action. Though he makes his decision to get involved, Fowler is unsure and doubtful the whole time and feels a great deal of remorse when it is all over. It is then that he must admit to himself, and the readers see, that he is not impartial after all, and it is, in fact, human nature to take a side.