Bo Universe Design Specification

Universe and how does it fit in with Web Intelligence Reporting? . The universe represents the semantic layer over the database; it contains one or more connections to data sources, you can link able graphically and set up business friendly named objects that point to the columns of tables. These objects can be used by a report writer to query the databases and write reports using Business Friendly objects; this creates SQL In the background without the user requiring SQL knowledge. 3.What are the components of a universe in SAP BOO version 4? C. Connections, Data Foundation, Data Foundation Views, Business Layer and Business Layer views 4. What Is a data provider? D. A data provider represents the refreshable results from a query. From the data provider, a number of blocks and report tabs can be created within a document. . What standard presentation styles are available? E. Table, Crossbar, Form and any number of Charts.Can you schedule Web Intelligence reports? If so how? F. Yes y ou can use either Infinite In version 3 or the Bal Platform In version 4. 7. What Is wrong with this formula syntax? =Max() Forearm ) g. The for each syntax for an input context Is typically Inside the second parenthesis, we're also a missing a bracket. I would expect the bracketing to be around year. For example Max(;Sales Revenue; Forearm (;Year;))

Career Plan

There is many times where we reflect on our own strengths and weaknesses and what would be beneficial for our career path. We often don’t know where to start, and what type of questions to ask ourselves about which path would be the best fit for us. Understanding our career profiler, competencies, and work culture preferences can help give us insight in what direction would be the best bet. The results of my career profiler were pretty interesting. My career matches was definitely not something I was expecting to see. Based on my answers, my best career matches would be a counselor, social worker, and other community and social service specialists, teacher and / or instructor, and preschool, primary, secondary, and special education school teachers. I definitely would consider being a social service specialists or a preschool teacher. I actually saw myself in the Healthcare career path as a nurse at one point or some type of employee in the healthcare industry. The competencies activities have revealed my strengths are in cooperating as the highest, adapting to change and adhering to vales as the second highest, and coping with pressure, following instructions and networking as the lowest. I agree with my strength in being cooperative considering I enjoy working with others toward a common goal. I definitely think being a teacher would best fit my cooperating strength. I actually disagree with the following instructions and networking as my lowest strengths. I may not like always being told what to do, but I will end up following instructions. I disagree with networking being one of my lowest. I enjoy meeting new people and creating new relationships with everyone that I meet. Possible employers that fit my provided competencies would be Hawaii Pacific Health, APS Healthcare, United Health Group and Kaiser Permanente. The work culture preference activity has determined that my ideal work environment would be high powered, well resourced, and ethical. One type of job that aligns my work culture preference that is high powered would be an energy engineer or a businesswoman. After completing the career profiler, competencies and work culture preferences, it definitely got me down to thinking about what type of career would be in my best interest. I am still completely unsure about what career path to take. But I definitely am considering being a social worker or a preschool teacher at this point. I guess I just have to take it day by day and really find out more about myself. Only then will I find the right career path for me. Career Plan All my life, I have always enjoyed helping people to the best of my ability. I graduated high school with the intent to further my career in the Health Care field. I am currently attending Westwood College to become a Medical Assistant. I have decided to become a medical assistant because it’s a career where I’m helping other people, doing clinical work, and it’s also a career that’s growing. Medical assistants assist nurses and physicians with a variety of administrative and medical tasks. Most MAs work in doctor’s office and hospitals. They help with a variety of tasks including checking-in patients, taking vital signs, gives shots, filling medical charts, and insurance billing and coding. Their hours average to 40 per week, Monday through Friday. Some schools offer a one-year certificate or complete a two-year associate’s degree from an accredited school. After completing that, you may sign up to take the certification exam to become a Certified Medical Assistant. I have a variety of skills I will use in my career. I am very responsible, trustworthy, sincere, multi-tasker, understanding, patient, motivated, and great with working with others. My skills will greatly impact my career choice because I’ll put all my skills into action on the job. In my research, Medical Assistants have analytical, detailed orientated and technical skills. Further, a medical assistant is often the first and last person a patient interacts with during a visit to a physician’s office. Therefore, a medical assistant helps ease the feeling of vulnerability a patient may experience during their visit. In class, we did a personality trait test, Myers Briggs Type Indicator, and the results I got nailed my personality on the dot. Introversion means we basically stay to ourselves have few friends. Sensing means we are focused on the present, rather than the future. Feeling means we care about one another’s feelings. Perceiving means we keep our options open. The characteristics that will be helpful to my career choice is that I’m aware of my environment, hands-on learner, great listeners, and loyal to values and beliefs. Long Term Goal * Working in a hospital, Monday – Friday 9am-5pm assisting patients Mid-Term Goals * Getting a reliable transportation * Try not to be as stressed out Short Term Goals * Finishing school to become a medical assistant. Getting a better paying job to help finish school I plan to find a job by the end of August 2013, to help continue paying for school. I have 16 more months until I become a medical assistant. Doing this career plan, I’ve learned about my goals, education, and personality. I learned that I have the personality and commitment to become a m edical assistant, and also further my career. I’m lacking a few skills, but that’s where training comes in. When I took the personality trait test, Myers Briggs Type Indicator, it described my personality well, and agreed that the most suitable job would be in the medical field. Career Plan Career Plan Reflection Paper My Strengths results were coping with pressure, strategic, ideation, maximizer, individualization, and intellection. Strategic means I am especially talented in the strategic theme and create alternative ways to proceed. Faced with any given scenario, I can quickly spot the relevant patterns and issues. I will definitely look forward in obtaining and utilizing these resources now and as my career goals changes in the future. The future is looking brighter for me; I now know it is important to develop a career plan that will provide financial support and personal fulfilment over the course of my professional life.At the end of my career, I want to be recognized as a positive team leader who can bring the best essay writer for hire out of her subordinates and help increase profits for the company. I believe it can be achieved through people I meet and my environment. Another Problem is self-motivation it is hard for me to find the energy and motive to do so mething although I know finding that drive or that push would lead to great results it’s that process of applying it through the steps. The solution would be to have better brainstorming ideals and improved self-motivation.And then set a goal so that I can generate ideals for what I’m trying to accomplish and that ties into my first problem stated when it comes to the filtering ideals and not going through the process you tend to not filter out. One of my listed above is fear of failure. I think when it comes to education and failure that can present a big problem, an attempt to impose expectations on us in a way that is difficult. Three strengths I have that are related to plant manager are, problem-solving skills, patience, and physical stamina. Having these three strengths I believe it will help me achieve my goals of becoming a plant manager.

The Burnout Athlete

Many athletes dedicate their lives to their sport; however, the human body cannot always handle the demands of sport. The general consensus among athletes is that you must work very hard in order to improve performance. For the most part, that assumption is true. Hard training places much stress on the body and makes a person weaker, and it is in the rest period where the gains are actually made. Overtraining is seen in athletes when sufficient rest is not included in their training program and their performance plateaus, and then eventually declines. This chronic debilitating syndrome is characterized most commonly by fatigue, the inability to exceed the former level of performance, and a decreased ability to recover. If an athlete continues to overtrain, it can ultimately lead to burnout, which is total mental, emotional and physical exhaustion, often resulting in early withdrawal from the sport environment. Burnout is characterized by loss of desire to play, lowered self-esteem, emotional isolation, increased anxiety and mood changes. In the following studies, psychologists have tried to determine what exactly causes repeatedly poor performances and the tendency for athletes to prematurely quit the sports they love. The study done in 1984 on the psychological burnout in high-level athletes, David Feigley notes the lowered quality of our national team programs due to high rates of dropout much before athletes reach their prime. He focused on elite adolescent athletes because their attrition rate is so high. Until this study was done, burnout was related mostly to job stress, but the findings were seen to be applicable to sporting situations. When bureaucratic management organizations were compared to sports programs, many similarities were discovered including hierarchical authority, rational authority, impersonal application of rules and the division of labour. In this study, Feigley refers to burnout as a condition produced by working too hard for too long in a high-pressured situation, accompanied by a progressive loss of idealism, energy and purpose that is often paralleled by a feeling of being locked into a routine. The individual displays a pattern of physical and emotional exhaustion involving the development of negative self-concepts and negative attitudes towards work, life and other people (Feigley, 1984). There were several characteristics that identified people as more susceptible to burnout including perfectionism, being other-oriented and lacking assertive interpersonal skills. His research found that burnout could be the result of demotivation occurring from the change and nature of feedback, the increasing need for autonomy, and the increasing awareness of the physical, competitive and social consequences of intense participation (Feigley, 1984). Feigley concludes that by diagnosing the symptoms early, recognizing susceptible individuals, and combating demotivators can assist in preventing and amending this disorder. In 1987, Morgan, Brown, Raglin, O†Connor and Ellickson, engaged in a study on the psychological monitoring of overtraining and staleness involving competitive university swimmers. Overtraining is seen as deliberate and important in endurance sports, which is the reason he chose the sport of swimming. The general procedure was a psychometric assessment using the Profile of Mood States (POMS), which measures relevant levels of mood, tension, depression, anger, vigour, fatigue and confusion. The POMS was administered to approximately 400 members (male & female) of the swimming team over a period of ten years within a realistic setting and training load, instead of one manipulated experimentally. They came to the conclusion that mood state disturbances increased in a dose-response manner as the training stimulus increased. The possibility that the changes in mood state could be attributed to something other than training for a competition like academic, economic or social stressors, led Morgan et al. (1987) to carry out an investigation using swimming and control groups. The findings supported the view that increased mood disturbance with overtraining is associated with the training stimulus rather than the other stressors. This study also looked at an aspect known as tapering and came to the conclusion that this reducing of the training load can be as effective as complete rest, if sufficient time is available. A few years later in 1990, Murphy, Fleck, Dudley and Callister examined the training loads of athletes in a controlled environment as opposed to the previous studies done during a usual training season. In monitoring psychological tribulations, this study used standardized clinical instruments, which hadn†t been used before as there has been little research done in this area. The objective was to discover psychological characteristics of overtraining. Athletes participating in judo at a United States Olympic Training Center were chosen for the study because of the high volume and intensity demands in their training programs. The subjects were monitored over a ten-week period consisting of three phases. They were assessed by use of psychological instruments such as the POMS, the Competitive State Anxiety Inventory, the Spielberger State-Trait Personality Inventory, the Derogatis Symptom Checklist and the Psychological Skills Inventory for Sport. An increase in negative mood states following an increase in volume training was not seen in this study as earlier ones have shown. The most reliable gauge used until this point had been the POMS score, but in this study there was no substantial change for the duration of the experiment. Another study was done in 1990, this time by John Silva in order to present conceptual models that define the nature of positive and negative adaptations to training stress using intercollegiate athletes involved in ten different sports. Since little was known about the prevalence of negative responses to training stress, what the athletes perceive as the causes and symptoms, and how often athletes experience negative training stress Silva decided to investigate it. He first divided training stress into three phases, staleness, overtraining and burnout. Staleness, which Silva defines as the initial failure of the body†s adaptive mechanisms to cope with the psychological stress created by training stimuli, was experienced by 72. 7% of the athletes, who perceived it as tolerable. Of the respondents, 66. 1% indicated that overtraining, as Silva describes, as the repeated failure of the body†s adaptive mechanisms to cope with chronic training stress, was bad to experience. The number who experienced the final phase of burnout, (the exhaustive psychophysiological response exhibited as a result of frequent efforts to meet excessive training demands), dropped to 46. 9% and was rated as being the worst effect of negative training stress. A few years later in 1994, Bo Berglund and Hans Safstrom engaged in a study, which monitored the psychological changes during training and racing seasons in fourteen world-class canoeists to determine whether mood disturbances are the result of an increase in training load. On the basis of distress markers, they also tried to titrate the training loads of the athletes during periods of hard training and tapering. Starting in the off-season, (when there was a low training load), and continuing until the end of the season, Berglund administered a Swedish version of the POMS, because previous research had consistently shown that mood responses are sensitive indicators of how well athletes can tolerate overtraining (Berglund, 1994). At the same time, the athletes were also asked on a weekly basis, to complete a training load rating test describing the previous week†s workouts. During the heavy training, the POMS score increased significantly to approximately 160, until the athletes reached the tapering period, where there was a significant improvement in mood state in which the score decreased to 120. The findings were consistent with earlier studies that an evaluation of mood response to hard training can reduce the risk of staleness. Recently, in 1997, Hooper, Mackinnon and Hanrahan were interested in determining whether athletes who are stale showed different values in the POMS from those who are intensely trained but not stale. Hooper indicates staleness in this investigation as when the athlete has reached any of the states of negative adaptation to training stress (staleness, overtraining, or burnout). The POMS mood states of nationally ranked swimmers were measured over an entire season. There were five times during the season when the subjects were tested: early, mid and late season, during tapering and post-competition. This questionnaire was answered before the testing of performance. Hooper et al. (1997) classified the swimmers as â€Å"stale† or â€Å"not stale† at the end of the season based on certain criteria. Compared to previous times, stale athletes demonstrated poorer competitive performances. In contrast, the non-stale athletes showed an improvement in performance. In comparing the POMS scores of the stale versus non-stale swimmers, there was no notable difference. Hooper et al. (1997) coupled this current data with that of a previous study (Morgan et al. , 1988), which showed that significant increases in POMS scores have been observed in athletes after intensified training, which did not result in staleness, to come to their conclusion. The fact that there were only three stale athletes and the POMS assessment was administered only five times on non- training days, are limitations that Hooper et al. (1997) declare in their study. The general conclusion drawn from this study is that while it appears that the POMS may be useful for monitoring for those athletes predisposed to staleness, it may not reliably differentiate between stale and non-stale athletes under all circumstances (Hooper et al. , 1997). Also in 1997, Ralph Vernacchia composed an article on psychological perspectives on overtraining. He uses the combined results of previous studies to define overtraining, identify the overtrained athlete and also caution risk factors for this syndrome. Vernacchia agrees with Morgan†s (1992) use of the word overtraining implying it is an ongoing process, whereas staleness and burnout refer to the outcomes of overtraining. This article emphasizes the need to stress an athlete just before, but never to, the point of exhaustion. There are two motivational patterns displayed by unsuccessful athletes, discussed by Vernacchia, which need to be investigated in order to understand the motivations of the overtrained athlete. They are the undermotivated, overconfident underachiever and the overmotivated, underconfident underachiever. Two tools identified by Vernacchia used to recognize overtrained athletes are the POMS and the Daily Analysis of Life Demands for Athletes Inventory. It concludes by offering recommendations for preventing overtraining in athletes. Overtraining in athletes is a phenomenon, which manifests symptoms that are detrimental to an athlete†s performance. Interest in this subject arose in the mid 1980s, therefore has not been studied to a great depth. Every study has its own set of signs and symptoms associated with this syndrome, but are becoming more similar and distinct as the years go on. The psychological assessment tool that has been used most often throughout these studies is the POMS, which is seen to have both positives and negatives associated with it. The only known treatment for this syndrome is rest, which is why early detection is very important. The longer the overtraining has occurred; the more rest is required. The athlete may then slowly resume training at low volumes on alternate days and gradually work their way back up to reasonable loads, being careful not to let it recur. A general conclusion to date has been that monitoring athletes during periods of strenuous training for symptoms, which are indicative of overtraining, are beneficial in prevention. Coaches and athletes need to be educated on the factors that lead to overtraining in order to eliminate the possibility of occurrence and adhere to the old saying, â€Å"an ounce of prevention is worth a pound of cure†. Many steps can be taken to prevent overtraining, and they all begin with good communication between the athlete and coach. The athletes could start by keeping a log of training and include how they felt, muscular soreness, fatigue and general heath after each workout. The coach must allow the athlete adequate rest following intense, high volume workouts and it is the athlete†s duty to express concerns when this is not happening. Ultimately, a training program should allow for flexibility, and when early warning signs of overtraining are evident, adjustments need to be made accordingly. In reviewing the literature to date on this topic, and realizing the disastrous consequences for athletes, it is safe to say that being undertrained is far better than being overtrained. Nonetheless, continued research on intensive training and tapering cycles, involving more subjects and a greater range of sports is necessary for the benefit of athletes.

Should Children Be Allowed on Facebook Essay Example | Topics and Well Written Essays - 1000 words

Should Children Be Allowed on Facebook - Essay Example The content of the article, which is a rather apprehensive note from a parent’s blog, is able to attract much debate. Two perspectives have been presented; one that children under the age of 13 should not be legally allowed to join Facebook and the other one is that children who do join Facebook under the legal age can be monitored through proper parental surveillance. But the question that arises is that to what extent can the parents monitor a child’s Facebook account? (Dellantonia, 2011). Research shows that children are most likely and the first ones to use technology for morally wrong reasons. And thus, when these young children are exposed to such unlimited freedom, results can be debilitating (Junghyun, 2011). On one hand, it is true that Facebook currently has millions of children lying about their ages on profiles (Dellantonia, 2011) and there is no real way to detect it but if Facebook complies with the Children’s Online Privacy Protection Act, it can still have 13-year-olds join Facebook as that is a profitable opportunity for Facebook, but in that case it will have to invest in developing a system which will require parents’ informed consent before the child joins in and that is not profitable for Facebook (Kashmir, 2011). Even when children do not initiate illegal activity, they are often subjects to the illicit behavioral practices of those with deviant purposes and notorious plans. The young children and young adults continue to be victims of many heinous crimes led through the internet including drug trafficking, bullying, stalking, and pornography (Fodeman, 2009). In Waukesha County, Wisconsin, for example, a boy was convicted of having at least 300 nude photos of boys aged 13 to 19. He posed as a girl on Facebook and used the photos were used to blackmail some of those boys to engage in performing sexual acts with him (Marsico, 2010).  

Wild moneyless hero Chery1 Strayed and Joseph Campbell Essay

Wild moneyless hero Chery1 Strayed and Joseph Campbell - Essay Example Joseph Campbell explains ‘the call to adventure’ as â€Å"a blunter wild moneyless hero Chery1 Strayed and Joseph Campbell merest chance-reveals to an unsuspected world, and the individual is drawn into a relationship with forces that are not rightly understood† (56). In addition, Freud states that blunders do not represent the mere chances, but they result from suppressed conflicts and desire. He further states that, blunders are ripples on one’s life surface resulting from unsuspected springs. Cheryl Strayed clearly depicts this in her story when she loses her mother due to lung cancer. The life of Cheryl Strayed gets into a downward spiral those results to her family’s destination, heroin addiction, and compulsive adultery. In order to survey, the wreckage of her family and her life at 26 years of age and newly divorced, Cheryl Strayed decides to 1,770 kilometers alone along the Pacific Crest Trail (from California to Oregon). The reason of this hiking is that, Strayed thinks that through hiking she will think about her entire life and family and find her strength once more, far from all that made her life ridiculous. Unfortunately, Strayed candidly admits that her journey does not succeed as she had planned. This is also evident in Joseph Campbell’s theory of the hero in the second phase of initiation (Campbell 23). Joseph Campbell shows that for one to become a hero he or she must pass through many trials. This is evident in the subcategories of meeting with the goddess, the apotheosis, the ultimate boon, woman as the temptress, and atonement. According to Joseph Campbell, â€Å"this is a favorite phase of the myth adventure†¦ it has produced a world literature of miraculous tests and ordeals† (81). Joseph Campbell in his theory of the hero asserts that for one to become a hero he or she must admit to some trials and challenges (Campbell 21). Cheryl Strayed highly supports and portrays this argument in her story. Even before the

Alternate Assessments w9 esol Essay Example | Topics and Well Written Essays - 500 words

Alternate Assessments w9 esol - Essay Example In this paper, we shall discuss alternative assessments like portfolios and K-W-L charts that are being frequently used and have gained tremendous success in the ESL classrooms. Learner Portfolios are one of the most common alternative assessments that are being used widely in the ESL classrooms nowadays. A portfolio refers to a compilation of a student’s work which can include such items as notes from learner/teachers discussions, learner’s writing samples, reports on books read, learner’s reflection on their development, and statistics from performance based appraisals, and scores of commercial tests. Portfolios are a holistic, student centered and performance based approach of assessment. This method of assessment is tremendously beneficial to all the students especially the ESL students since portfolios focus on students’ strengths rather than their weaknesses. Moreover, it provides room to the ESL students to display more than what they are tested for. In this way, students are encouraged to work more efficiently and display their best work. They provide prospects for students to look upon who they are as learners, writers a nd people. In addition, portfolios enhance the communication between the teacher and the students, the teacher and the parents, and the school administrators as well. However, these portfolios are very time consuming and don’t give quantifying outcomes which only commercially available tests can provide. Moreover, these alternative assessments may not meet eligibility necessities in career training programs, or higher level classes of ESL learners. Therefore, it is important for ESL programs to use a combination of commercial based and performance based assessments to test the language proficiency of ESL learners (Burt &Keenan, 1995). As far as native English speaking students in the classroom are concerned, portfolios are fair to them. All the students, irrespective of

Service management Essay Example | Topics and Well Written Essays - 500 words - 1

Service management - Essay Example Marketing promotion is raising awareness of the customer in the organization’s brand or services. It aims at generating brand and maintaining customer’s loyalty. The objective of promotion is informing people on the services rendered, differentiating the services rendered and increasing demand of the services. Promoting company’s brand is important because people will focus on the company too not just the services they render, in case they come up with other services it will be easy to introduce to the market. Promotion can be in a physical environment or through media. Product is the first P and you look if the organization is selling the right product in our case service (Solomon &Marshall & Stuart,  2012). To know the right service, the organization should communicate with the market to know exactly what they need, promotion cannot be enough because no matter how much the service is promoted if it not in need it will not sell. In communities where they live below the poverty line, an organization cannot offer massage services because they will not get those services. Price of services can be unfavorable in the current market, hence there is need to keep communication with the market to know price trend especially of competitors. Sometimes a company may have to lower their prices and if they do not might end up losing customers and at other times they have to raise. Changing terms of sales might be helpful at times, probably add additional item to attract more customers. Revising prices help the organization to remain competitive because it goes with the trend, example when prices are very high as compared to other similar services in other companies people will opt to go for the cheaper one. To know the best place you can sell your services is to send out people to talk to the customers. It is important to reflect on the place the customer and sales persons meet because change in place can raise or lower sales. Example in rural places where there

Main Principles of Buddhism Essay Example | Topics and Well Written Essays - 750 words - 7

Main Principles of Buddhism - Essay Example There are varied differences between Theravada and Mahayana Buddhism. In his work, Chodron (2001) indicates that Theravada puts a lot of focus on the Pali Canon or the Tripitaka whilst the Mahayana uses the books of Theravada Tripitaka and other sutras like the Lotus Sutra. In terms of Buddhas, Theravada is more inclined on the historical Buddha- the Gautama.   Mahayana applies the Gautama Buddha and other Buddhas like the medicine Buddhas and Amitabha (Chodron, 2001). With Theravada being located in the Southern- notable Thailand, Burma, Laos, Cambodia and other parts of S.E. Asia- and Mahayana on the Northern part, their goals of training are different. Theravada teaches Arhat while Mahayana Buddha hood through the bodhisattva-path (Chodron, 2001). The languages are also different, Pali for Theravada and Sanskrit for Mahayana (Chodron, 2001). Theravada has few rituals that are not closely followed while Mahayana has numerous that are determined by local pressures on their culture s.In Buddhism, the reason for living is to be happy. Chodron (2001) argues that it is difficult to achieve this happiness as the world is full of uncertainties that cause discontent. In this case, individuals are expected to search their souls in the quest to attain happiness, since it is believed happiness comes from within an individual.  

Theology Reflections Paper Essay Example | Topics and Well Written Essays - 750 words

Theology Reflections Paper - Essay Example According to the bible, Jesus said that He could come back at the end of this generation and resurrect all people, both the righteous and the evil doers (John 5:29; Acts 24:15). This is the Day of Judgment. There is more stress in the bible regarding everybody; both the dead and alive will be alive when Jesus returns will all be judged. Judgment will not only include individuals but also the nations (Matt 25:32). Paul also talks about those who will be judged. He says no one will be spared in the final day when Christ returns (Rom2:6-9). Many Christians hold a view that judgment is for the nonbelievers. This is a wrong view according to the teaching of Paul. Paul explains that God will put his people to judgment. He further says that, during this day, all people will line up to receive their dues for their good and bad deeds (2 Cor 5:10; cf. Rom14:10). Those who believe in Christ and make a union with him will be relieved off the judgment. Jesus said that those who hear his word and follow his ways will not come to judgment in the last day. They will instead have eternal life (John 5:24). Jesus further says that those who know his word and do as the will of God says will be punished. This was said in reference to the slaves who did not do as their master wanted; they are to receive severer beating (Luke 12:47-48). Form the text about judgment; it is revealed that all people will be judged regardless of their social, spiritual or religious roles. As a Christian, I should always aim to do good at all time since the judgment day will spare none. From this, I learn that I should take be accountable for every action I take. Further lessons from judgment teach us not judge others on their actions since it only God who can punish us for our actions. Judgment helps Christians to check their ways and be thoughtful about whatever they do. Through minding their

Civil society Essay Example | Topics and Well Written Essays - 1000 words

Civil society - Essay Example Locke however, believes that rights and obligations are the main propellant of problems that civil society faces while working under a given government. Moreover, Locke provided wide analysis on the state of nature in his second treatise which had an impact on the civil government. His work was written in the year 1680, the time of exclusion crisis in England. He believed that the existing men are free to order the prevailing actions as well as disposing persons and their possessions (Edwards, 12-18). This argument was due to the bounds law of nature availed in England and he suggested that the possessions and actions taken could fit well in line with the law. Locke analyses the state of law in a very well understandable way. He maintained that the state of nature has a specific law of nature that governs it and the prevailing law leads to a specific reason. Moreover, his views on the state of nature went against the norms of Christian believes entitling unlike hobbies and dependent philosophy that was not underscoring prior to the theology norms. The first treatise of Locke tried to adventure the norm Anglicans and Protestants and he had a mind to establish and make people understand as to why two treatise governments should be allowed to overthrow monarchy personnel who were there to abuse the trust that had been set to the people believe. Good governance is what people needs. This is only through the provision civil rights based on the nature and labor at large. The problems and challenges that civil society faces as per Locke desire is the dissolution of government which makes governance hard to deliver its manifesto well. The rights and obligations are the main propellant of problems that civil society faces while working under a given government. Locke provided wide analysis on the state of nature in his second treatise which had an impact on the civil government. Other problems are the political society which nurtures inequality due to tribalism and nepo tism among the society groups. Poor governance, lack of democratization process that provides a link between citizens and the state are other problems faced by civil society. However, when a given state provide well established governance, employ democratization process and enhance preservation of the society’s records, then this will help to solve this civil society problems availing as per Locke observation. Drawing primarily on Rousseau and Madison on how existence of political factions threaten and undermine civil society we find that, a lot has to be done to eliminate this aspect. Rousseau proposed a specific subject of argument in his scholarly works suggesting that, man is born free and an aspect of slavery should not be a threatening statue that civil society has to be accounted to. Rousseau challenged the work analyzed by Locke basing his argument on the origin of hobbies. He claimed that taking people away from socialization and forcing them away from their society undermines the rights of civil society. In his writings he suggested that according to the nature people are neither good or bad and therefore modern society should be blamed on blemishing the pure people through threatening their lives. In addition, Rousseau suggested that the level of sovereignty is indivisible and this is a

The McLawsuit Essay Example for Free

The McLawsuit Essay FAST FOOD INDUSTRY OVERVIEW McDonald has spread across the globe, and emerging markets are one of the fastest growing areas in the industry. But the fast food industry is facing its challenges, especially in the United States. From rising food costs, economic recession and changing perceptions about health, many fast food franchises have been under great pressure. Despite of the challenge, the rise in disposable income of middle class consumers and the demand for quick bites in emerging economies are expected to drive the demand for fast food. In addition, increasing number of workingwomen and their changing lifestyles is another factor contributing to the growth of this market. The fast food industry has been adopting new practices and offering new products. There is plenty of demand for a quick bite at all times of the day in modern society. However, fast food contains high amounts of trans-fats and saturated fats, which consequently hamper human health as they lack nutritional value. This factor is expected to have an adverse effect on the growth of the market. Thus, an amplifying demand for healthy fast food such as salads is expected to open the new opportunities for the fast food market. Fast food is expected to rapidly gain market in Asia Pacific and Europe due to its affordability, easy accessibility and huge investment in promotional activities by leading players of the industry. Currently, burgers constitute the largest fast food segment and are expected to maintain their escalation in the upcoming years. Some of the key participants in fast food industry include McDonald, KFC, Bugger King, Pizza Hut and Dominos among others. In addition, a large number of local fast food vendors are present worldwide. CHALLENGES There are challenges for the fast food industry in recent years that have been pressuring profit margins. The industry as a whole has proven robust enough to withstand these challenges, though some players have done better than others. Over the last decade there has been increased focus on the quality of food served in fast food restaurants. Typically highly processed and industrial in preparation, much of the food is high in fat and has been shown to increase body mass index (BMI) and cause weight gain. Popular books such as Fast Food Nation and documentaries like Super Size Me have increased public awareness of the negative health consequences of fast food. Fast food  companies have responded by adopting healthier choices and have had some measure of success, but the shadow of bad press still hangs over the industry. Rising commodity prices have also significantly crunched many fast food franchises. With food and beverage inputs making up approximately 33% of costs, higher prices for livestock, corn, wheat and more have seriously shrunk margins over the past decade. In such a fiercely competitive space it is impossible to force a price increase on customers, so profit margins are often south of 10%. The recent economic recession did lower commodity prices, but the recession brought on its own complications, and now prices for commodity inputs are on the rise again. Fast food had been thought to be largely recession proof, and indeed the industry did not suffer nearly as much as other discretionary spending sectors. In fact, there was some increase in consumer visits as people choose cheaper fast food options over fast casual or traditional restaurant choices. But overall, the recession hurt spending, and consumers overall purchased less with each trip. Fast food franchises fared reasonably well but still felt some pain. Market saturation is also a relevant issue in the fast food industry today, at least in the U.S. There is a McDonald franchise is in almost every town, and it usually sits in a row with several competitors. With so many competitors who offer similar products there are fewer customers per location. Increasingly fast food restaurants are also losing market share to fast casual, a relative newcomer in the restaurant space. OPPORTUNITIES Busy citizens still need quick meal options, and fast food restaurants are fighting these challenges with gusto. Now offering healthy choices to battle the stigma of unhealthy food, some quick service restaurants now focus on fresh or organic products. From franchises focused solely on salads or healthy wraps to the lower calorie options offered at traditional burger franchises, consumers are able to make better choices. Fast food franchises are also focusing on expanding into new product lines, such as the coffee initiative in the McCafe. Intended to offer competition to Startbucks, McDonalds is luring customers back into their stores, hoping they will purchase food as well. Many franchises have been exploring other meal times such as breakfast and the mid-afternoon snack for growth opportunities and to increase real estate utilization. The industry is most effectively  battling saturation within the United States by creating a much more diverse range of offerings so that there ar e many more types of quick service restaurants than ever before. The fast food industry is still a large and diverse industry with plenty of opportunity. Challenge is being answered with innovation, and fast food franchises are responding with new offerings, pricing and strategies to lure consumers back in. Non-traditional fast food franchises are springing up and gaining traction, and more creativity will always be welcome! Consumers are now on the look-out for new ways to eat fast and healthy. And as the industry continues to evolve and the economy strengthens, fast food franchise profitability will continue to grow. Regulatory environment A study recently suggests government regulation of fast food could slow or reverse the damaging effects of the obesity epidemic, if government steps in to regulate global marketing of fast foods such as burgers, chips and sugar drinks like soda, in a report to be released Monday according to Al-Jazeera America. Unless governments take steps to regulate their economies, the invisible hand of the market will continue to promote obesity worldwide with disastrous consequences for future public health and economic productivity. ­ There have been pressures that call for governments to do more to prevent obesity from occurring initially, rather than risking the high human and economic costs of treating the health effects of obesity such as diabetes, heart diseases and cancer. The public also urges governments should regulate fast food to prevent and hinder obesity by developing policies that include economic incentives to growers to sell healthy fresh foods, and disincentives to industrie s that develop and sell highly processed foods and soda. Furthermore, the public suggests governments should reduce subsidies to farmers, growers and companies who use excessive amounts of fertilizers, pesticides, chemical and antibiotics. Also, fast-food advertising geared to children and youth markets should be regulated. GOVERNMENT ESPONSE In the United States, there are employment and labor laws that govern all businesses when it comes to the treatment of employees. The U.S. Department of Labor prescribes regulations to protect workers’ rights, specifically those who are young or those may become victims of discrimination. There are  several laws that regulate employers in the U.S. The law that are most important to businesses in the restaurant industry are the Fair Labor Standards Act (FLSA), the Occupational Safety and Health Act (OSHA) and the Equal Employment Opportunity Commission. The lack of public awareness illustrates the challenge workers face in building wider support. Workers participating in the strikes represent a tiny fraction of the industry. And fast-food jobs are known for their high turnover rates and relatively young workers. The steps of interventions by government might be regulating unhealthy food marketing; limiting the density of fast food outlets; pricing reforms to decrease fruit/ve getable prices and increase unhealthy food prices; and improved food labelling. The most commonly supported pre-selected interventions were related to food marketing and service. Primary production and retail sector interventions were least supported. The dominant themes were the need for whole-of-government and collaborative approaches; the influence of the food industry; conflicting policies/agenda; regulatory challenges; the need for evidence of effectiveness; and economic disincentives. .

John Locke Essay Essay Example for Free

John Locke Essay Essay John Locke, a philosopher of the Age of Reason and the Enlightenment, greatly influenced the American revolution and the French revolution. His beliefs were the social contract, natural rights, and the right of revolution. One of John Lockes beliefs was the social contract. A social contract can be either a written or unwritten agreement between a government and its people. Social contracts usually contain a basic set of laws and agreements explaining how the country should be run. Examples of a Social contract are the US constitution and the Declaration of the Rights of Man. John Locke was a huge influence for both of these documents. Locke also believed that every person has natural rights. A natural right is a basic right that every citizen should be born with. Locke said that everyones natural rights were the right to â€Å"life, liberty, and property. † These natural rights have been quoted and used many times in history. Thomas Jefferson was influenced by this while writing the Declaration of Independence, saying that all men are created equal and that they have the right to life, liberty, and the pursuit of happiness. Lastly and most importantly, Locke believed in the right of revolution. The right of revolution is the belief that if that a government does not meet the basic needs and wishes of its people, then the people have the right to revolt and overthrow that government. Examples of this are the American and French revolutions. The Americans revolted against England because they failed to grant them the basic rights stated in their social contract, saying no taxation without representation. The French revolted against their government because King Louis caused the countries economy to be almost non existent and most of the country had nothing to eat. Both these revolutions led to the rise of democratic nations. John Locke is one of the most influential people in history. His beliefs has influenced the formation of many countries, including our own. His ideas have be restated and reused throughout history, and still influence people today.

Management Changes Within British Airways

Management Changes Within British Airways Introduction Air travel industry is considered an outsized industry throughout the world. This industry has experienced major growth in the last 50 years due to general improvement in technology. The outcome has been a firm decline in fares and costs, which has encouraged traffic growth. This demanding traffic has made the industry grow at a speedy pace. However the speedy growth had its swindles in terms of the changes that airline industry had to go through. Organizations in the industry went through drastic and somewhat dramatic changes in the past one decade. This decade saw the businesses going through change management programs to gain and keep competitive advantage in the industry. This particular dissertation is focused on the case study of British airways and the change management program that it went through in order to gain competitive advantage. British Airways is one of the highest earning airlines in the world. It is famous for its culture f leadership, virtues and employees welfare. Chief Executive of British Airways plc, Bob Ayling started extensive change management programs in the organization in the late 90s. These programs were started despite the fact that BA was earning record profits back then. Some of these changes brought positive changes in the organization, however most of the changes were perceived negatively among the employees. The negativity eventually led to strikes and low morals. (Balmer et al., 2009) These problems were majorly blamed on the poor leadership of Ayling, as well as the change management programs that the company went through. Ayling, on the other hand argued that these change management programs, including cost cutting and outsourcing of major departments, were indeed necessary for long term benefit of British airways. (Harvey and Turnbull, 2006) The introduction part will now focus on de fining history of British airways as well as focusing on Aylings change management programs and its effects on the organization as a whole. Post Merger Following the merger of British European Airways and British Overseas Airways Corporation which bent British Airways, the company had many problems and issues.   One of the issues met by the company is in terms of cultural perspective. The outcomes of culture become mainly apparent in mergers, acquisitions and cross national operations, where not only dissimilar organizational cultures but also organizational cultures entrenched in different national cultures meet.(Carleton and Lineberry, 2004)   Research indicate that when workers from dissimilar cultures interrelate and, especially, when one culture is required to adopt the procedures and policies of the other culture, upsetting tensions come out.   And this occurred between the staff of the two merging industries (BEA and BOAC).   This issue can be explained as (Betancourt and LÃÆ' ³pez, 1993). Another issue or problem faced by British Airways was its forced management system.  The company put into practice a very inf lexible management system which made the system of conversant with rules.   Likewise, another issue was incapability of the management of the new organization to satisfy and see the requirements of their consumers.   The organization gave importance on its limited management concentrates and approach on preserving its various routes which resulted in unsatisfied consumers.   These conflicts and issues had a very negative outcome on the new organization.   British Airways earned the reputation of being the most disreputable company after the post merger.  (Carleton and Lineberry, 2004) In addition, the company could not handle the increased burden of flights and customers. In the late 80s the company was rated as most unpunctual airline and customers were advised to avoid travelling on it. (Eckel et al., 1997) Management changes within British Airways: In order to modify its reputation, British Airways decided to go for CHANGE MANAGEMENT. Businesses, companies, and working organizations have incorporated change into their work system in order to be aggressive and be more competent to satisfy customer or clients needs.   (Hayes, 2002) The Conservative party Prime Minister Margaret Thatcher selected John King in early 1981 to be the Chairperson of British Airways plc. During the management of John King, he forced changes resulting in several routes bring axed as well as selling off the cargo planes and service. The company also cut 20,000 workers as part of the change process.   In 1982, Colin Marshall became the Chief Executive Officer (CEO) of British Airways plc. In this period, British Airways produced its first additional profit which was the outcome of the cost-cutting actions implemented by John King. Colin Marshall decided to pay attention to its customer service in order to ensure that company carries on making profit. M arshall hired Consultants to collect data about workers and customer attitudes. The outcome of this evaluation showed that there is a significant gap between what was delivered by BA staff what the consumer actually required. Another management plan was the transformation of the system from staff- oriented to customer oriented through the formation of customer is king environment within the company. (Heifetz and Laurie, 2002) Marshall also investigated that the workers had an internal problem in terms of having a harmonious and good working relationship; therefore, he decided to generate more unity among the British Airways workers by putting into practice the Staff Development Initiative which anticipated the long-term and inherent cultural development and change in British Airways. The program was intended on having more efficient staff members who could offer excellent and quality service to its consumer. (Pine and Gilmore, 1998) This cultural education training lasted until the late 1990s; it created the awareness for the workers to do their job according to customers requirements. Marshall also started Awards for Excellence in 1987.   The goal of this initiative was to award high performers and inspire the workers to always do their best in offering services.   For the duration of that year, Brainwaves, a proposal system was also launched. The change process imposed by Marshall was in co-operation with Lancaster University to provide MBA course for its workers. This was the part of the cultural education training by British airways to make its workers more efficient. (Prokesch, 1995) Furthermore, the organizational structure of British Airways was also modified to a much slimmer and flatter structure. Five sections of the organization started direct reporting to the Chief Executive Officer and eleven profit centers were formed. This structural replacement aimed at improving staff communication and integ ration. The performance-related pay was also brought in by the management. The change process also comprised major investments in ground facilities, planes, and Information Technology. (Grugulis and Wilkinson, 2002) Putting people first program The management also started a program for its staff called Putting people first. The program was focused on training the staff become more customer oriented. It was a one day seminar delivered by consultants hired by British airways. In the start the program only included staffs that were directly in contact with the customers. However with the passage of time the program was extended for all employees. The program covered the topics of being a winner or loser, owning the problem, being attentive and empowerment. (Street, 1994) With this help of this program staff was given a chance to become involved in decision making. They were encouraged to make any suggestions that could improve the customer service. This was followed by training the staff to own the problem rather than putting blame on each other. The whole trainings program helped the company dramatically, staff turnover reduced to a great level and customer satisfaction increased. (Tushman and OReilly III, 2006) This successful implementation of this program led to several other training programs being launched by BA management and staff. These programs included A day in the life and to be the best. These two programs also met success and British airways started seeing itself getting ahead of the industry. Winning for customer program This program was launched in 92/93 by the company. It was completely focused on listening to customers views and making changes in the company accordingly. This program was basically a loyalty program for customers as well as gaining feedback from them. (Dowling and Uncles, 1997) This program was also somewhat successful as it gave the company insight into companys service from customers eyes. Managing people first program Another program launched in the same era was managing people first. This program was focused on increasing trust among employees, emphasizing the importance of leadership and feedback. (Bruce, 1987)The program brought in positive changes among the employees. They started trusting each other and delivering the job with more efforts. The leadership aspect of the program helped the managers understand their employees better and leading the organization into better changes. The history of British airways clearly stated that a culture of change existed in the organization. These changes were perceived positively by the employees. These changes also helped the organization get on the top back then. In the case study section of the dissertation, change management programs and its consequences by Ayling will be discussed to understand and analyze that scenario. Research question The primary research question of this research study is, To explore the extent to which change management is necessary for a firm to achieve sustainable competitive advantage Additionally, the secondary research question is to examine the change management initiatives previously taken by British Airways to attain competitive advantage and profitability. Research aim and objective of this study The main objective and strategic aim of this piece of study is to explore the role and significance of Change Management in this era of globalization and changing market needs by taking the case study of British Airways in specific. To understand what went wrong and why it went wrong in the leadership of Ayling Analyze the data and come up with findings regarding change management programs Conclude if change management is necessary for a firm to gain competitive advantage Literature Review The process and practice of globalization and developments with the new technologies are merely few stimuli which continually compel business organizations to transform. Business organizations must be considerate and prepared of the vibrant inner and exterior environment in which they manage their operations. The great challenge facing organizations today is change: employing, retaining and most prominently developing managers, and effectively managing organizational change. (Brandenburg and Binder, 1999) There exist three different verities of change which an organization can experience. These three according to him are smooth incremental change, bumpy incremental change and discontinuous change. In the first variety the organization go through a smooth transition and such a change process is perceived by its managers as inherent to the organization. In the second variety there may be oppositions to it, however according to him it is more like the movement of the continents, where faults are generated and bumps are created. In such a case the created faults readjusts the process and a balance is created with time. (Grundy, 1998) The third and the last variety is a discontinuous one, in which the change process is abrupt. This abrupt change could be in the strategy, culture or the structure of the organization. During the process of change there can be people who may resist it. This resistance in general comes from the individuals, who may oppose individually or as a group. The rationale behind this is that the individuals do not want to come out of their current state. As an example someone might already have convinced himself that he has already got what he wanted, so why to accept the new things? Or there might be some heavy investments involved which may be stop to proceed. What does managing change means? Change management is a planned activity intended at getting the best results from the transformation process. It is about managing the changes that are outcomes of the selected approaches. This is done in such a way so that the results and effects go along with the organizational framework. Devising a strategy is also the part of change management. Such a process and procedure is unique and specific to a certain organization. It is rare that a process devised for an organization do fit to the other. Although this can happen, however the probability is quite low. The procedure for change management and the measures that are element of a specific approach are exclusive and exact to a particular organization. Every organization has its own needs; their resources and circumstances differ, culture changes, relationships and clients requirements become specific, and their ambitions, objectives and aims may differ(Mullins, 2007). It is about discovering options and selecting pathways. (Horton, 2000) According to George Bernard Shaw Development is unattainable without change and transformation, and those who cannot change their minds cannot change anything. Managing change means a systematic procedure of taking into consideration the global circumstances disturbing an organization; in addition to specific state of affairs within the organization. The change management technique scrutinizes the existing environment and procedures with high attitude to firm culture, organization design, communication, job design, personnel, infrastructure, knowledge and skills. The most important and significant meaning of change management is the term referred to as the task of managing change. The term itself is used in two contexts. Firstly, it means to make changes in an intended and systematic manner. Secondly, this refers to as managing the reactions for the implemented processes. The acknowledgment of the requirements for timely adjustment to external stimulus has evolved the concept of the learning organization; an organization which is capable of continuous adaptation to the environment. At last, change management refers to an area of constituency of professional performance and the connected body of knowledge that has grown up inside and around the issues. There are several ways for change management, as an example, consulting firms offer a range of services to smooth out the process whereas the business schools recommend training in its theory and practice. (Kouzes et al., 1987) (Kanter, 1989) Approaches to change Management The planned approach to change management is tightly linked to managing and recognizing the procedures intended to make organizations more progressive. All these procedures attempt to offer smooth transition and attempt the productivity with the least confrontation. Change plans formulate the tangible outcomes, guide decision making, help to control the procedures and provide protection around uncertainties. There are six change management approaches to deal with this resistance and reaction. (Hayes, 2002)These six approaches are as following Communication and Education: The most significant ways to prevail over conflicts and resistance is through prior education and awareness. This helps in beforehand observing and perceiving the intensity of the change by the work force. The result of this will lead to suppression of rumors and uncertainties involved during the phase. Involvement and Participation: Wherever the initiators do not have the entire data and information they require designing the change and transformation and others have substantial power to oppose. When workers are mixed up in the change attempt they are more likely to involve in the transformation rather to oppose it. Support and Facilitation: Where people refuse to give in to change due to regulation problems, managers can set off possible resistance by encouraging workers during complex times. Managerial support facilitates employees compact with anxiety and fear during an evolution period. The source of resistance is likely to be the unawareness. Thus support and facilitation approach is connected with condition of counseling, special training and time off work. Agreement and Negotiation: Within an organization somebody or some group may drop out during the transformation process. Managers can fight resistance by giving incentives to workers who are not in opposition to the change and the transformation process. This agreement and negotiation approach will be suitable where those resisting change are strong enough. Co-option and Manipulation Approach: Somewhere there are other procedures which are too exclusive. Schlesinger and Kotter proposed that an effective management technique is to co-opt with counters of change effort and transformation process. This frequently involves choosing leaders of the resisters so that instead of opposition they lead to a contribution in the process. Implicit and Explicit Coercion: Implementation speed is a necessity but should be used as a final option. The process should be made as smooth as possible however the managers can clearly or perfectly compel workers into tolerating change effort by making clear that resisting change can lead to firing, losing jobs, demotions or transferring employees. Framework of change This idea is about the procedure for change management and transformation process, presenting proposals and getting feedback for change. This is further than a beginning step to the real action of accomplishment. There is requirement to comprehend how considered choices are completed and proposals are evaluated within the. The framework of change management used throughout this thesis is presented in Error: Reference source not found. This model investigates further how organizations make the movement from the current to the future state. In particular, we will look at the Three Step Model developed by Lewin based on unfreezing the organization, moving and sustaining the change. (Lewin, 1980) CULTURE The first section culture of the change management framework include authenticating the case for change and transformation process and how the shared service/BPO initiative will add to comprehending the organizations premeditated goals, and readiness of both employees and organization and assessing the capacity to incorporate change. Impending blockers must be recognized and articulated with agreed-upon approaches and strategies thus the initiative is not disrupted. ORGANIZATION The second section wraps the design of the new world, comprising the operating model, role definitions, organizational structures, governance and competency frameworks, and decision-making frameworks. Realistic steps should be used to design effective and realistic interfaces between the retained organization and shared service/BPO capacity. LEADERSHIP The third step in the wheel aims to simplify how the firm will be led, and to furnish the leaders to carry out their leadership roles. Specific and detailed activities comprise how the leader ship team will work together both during implementation of shared services/ BPO, defining the role of the leadership team, and consequently, and the roles and responsibilities of individual leaders. Achievement like this may identify the requirement for coaching and/or training of leaders and potential leaders. PEOPLE CAPABILITY The fourth step of the cycle of change management framework intends to ascertain the competencies and skills necessary and how to gather those requirements, comprising gap analysis, skills audits, career planning and job and role definitions. Participation of talent who will lead the new firm is key to the success of this movement. EXECUTION The fifth step of the cycle of change management framework ensures freedom of the new form. It comprises hard deliverables in the form of milestones, project plans, budget analysis and progress reports, and soft deliverables in the shape of stakeholders management and communications. CONTINUOUS IMPROVEMENT The sixth and last step of the wheel of change management cover up life post-change and comprises processes and frameworks (e.g., balanced scorecards, performance management, and reward alignment) to determine the success of the changes, and means to make sure that opportunities for advance improvement are acted upon in a timely manner and identified.   Significance and benefits of Change management in the Organizations: Benefits of Change Management: ACCEPTING ENVIROMENT It is significant for the organization to assess, understand, and measure the dynamics in its exterior environment such as government, society and customers in order to predict and set up an appropriate relationship with these assorted performers like society, customers and government. Hence, managers by deliberating the subject of change management can better be ready to understand anything is going on in this environment. This is a major significance of change management in business organization. STRATEGY FORMULATION IMPLEMENTATION TO DEVELOP COMPETITIVE ADVANTAGE It is very important to knowing the collision of change an inappropriate level on its own interior dynamics, where the main objective is to seek competitive advantage. This is the significance of change management in business organization. EMPLOYEES The employees are the beneficiaries of change process. One such continuous apprehension of senior managers is to make organization highly consistent; therefore workers ought to be high performing and trained one in todays twitchy competitive new world. There is need of trained, reliable organization and high performing work practices. This is significance of change management in organizations. TECHNOLOGY ISSUES Technology is realized as the engine of development in todays new world. May be the greatest challenge for modern organizations is the integration and acquisition of technology in its approach, structure and procedure. As such the apprehension of top managers is how to avoid and mitigate organization being outdated and how to absorb and cope the collision of communication technologies and changing information which have determinedly influencing consumption behavior and production process. This is another major benefit of change management in the organization. Significance of Change Management Implementation The peak five well recognized approaches of change management and significance of change management in the organization, which, when implemented properly, permit organizations to decrease risk and increase IT effectiveness and efficiency. The practices comprise of: Producing the top bottom approach to endorse the requirement for a culture of Information technology change management process that implements a zero tolerance approach to illicit changes across the whole enterprise. It will create significance of change management inside and outside the organization. Examining and monitoring the number of unintentional outages frequently to avert illegitimate changes and maintain maximum control on information technology variations. It will also create significance of change management in the modern organization. Put into practice risk mitigation changes executed and authorized by identifying well-defined change preservation windows and implemented them. The significance of change management will explore through it. Determine change success rates and using them as standard for key information technology management performance gauge. This is one of the major significance of change management. SWOT ANALYSIS OF BRITISH AIRWAYS British Airways is engaged in air services operations both in international and domestic airfreight. It provides various services ranging in commercial flights service for passengers around the globe, cargo freight and mail services and other auxiliary services. British Airways primarily runs its business in Europe and in United States. Located in Harmondsworth, Middlesex, it employs 42, 755 people in all its departments. British Airways facilitates flight reservation and booking using the online net services in which customers can easily access. Trying to appear competitive and maintain its integrity as one of the best airlines which emphasizes quality customer services, BA strives to create high-end terminal facilities and other services involving comfortable of customers while onboard. BA reaches out to 570 in about 134 countries. Such magnitude of operations offers customers with variety of destinations with world-class services that cater customers ranging from explorers to exec utives. Strengths British Airways strengths include the first-rate new fleet of aircrafts purchased to accolade comfortable traveling of passengers. This move was made to counter the wretched state of travel and complaint received by the previous fleet used by British Airways. The magnitude of Airways operations allows them on pro over their competitors by servicing to a wider variety of customers. Moreover, on the level of knowledge and skills, BA operational research claimed that analytical skills performed by the members of the company and employees become its strengths. The strong customer focus develops expertise in customer areas while in purchasing high-end software for air services and wide selection of it strengthens the companys business orientation. Weaknesses One of the many weaknesses on organizations business and services is the lack of marketing strategy that will help reinforce its competitive standards, more so, to win customers loyalty. Despite the great infrastructure hosted the company, BA needs to carry out better market schemes to attract more customers. Hence, competitive package for customer service must be afforded in order to make the airline more attractive to its clients, prompting an opportunity of earning large revenues. Furthermore, on knowledge and skills management, limited knowledge of simulation software and simulation development, knowledge lost through high level of internal staff moves, teams adopt solution approaches aligned only to their skills, and lack of involvement in choice of software and difficulty to enhance specialist airline software are weaknesses which the company must be aware of. Threats The threats are not necessarily be found outside of companys environment but can be an internal. Internal threats as seen in management centralized and bureaucratic system and all poor decision-making. Moreover, the companys focus on national and local problems pose a threat since much more problems which it neglect found in the global scheme. It neglects the global problems instead focusing deeply on the national and local level. The global problems greatly offer tremendous threats if and when companies will ignore such. Moreover, globalization can be an opportunity and strength but can also be a threat if not to be keen and vigilant of its tricks and treachery. Further, rapid changes on technology and customers behavior can also be a threat if mistakenly interpreted and remedied. Opportunities The availability of immense services and products pose an opportunity to utilize them properly. The global changes can be an opportunity to work with while ignoring certain opportunities can be a weakness. In BA, virtual reality could provide a new use for simulation, obtaining network software and share expertise through special interest groups are opportunities which can be utilized and used to further enhance the companys business. Technological trends provide ample opportunities to various business domains, however, if it will be taken for granted, opportunities can be a threat or weakness. Maximizing the global trends is a great opportunity to hold on to. Methodology The proposed methodology for this dissertation is case study research. Case study research is a common and popular method of conducting research in the field of social sciences. In this methodology, an event, individuals, or group are investigated and explained. This in depth investigation focuses on defining the particular instance in either descriptive or explanatory manner. (Hartley, 2004) The methodology is not merely storytelling; rather it describes and explains the event in much detail so the reader could understand the reasons for that event/instance. The case studies are building with multiple sources of data and evidence. They are usually focused on one aspect of the organization rather than the whole organization itself. (Merriam, 1998) Case study method is quite useful if one wants to understand and estimate the impact of a certain event. It is important to understand that case study methodology can only be used when rich amount of data is available so the case can actual ly be built using it. (Eisenhardt, 1989) Although it is quite popular method of conducting the research, it has its weaknesses as well. Researchers have criticized it because they feel that this method lacks reliability. The reliability is questioned when case study is build using the secondary data. This criticism states that the research cannot be relied on as it lacks researchers own research efforts, and the case is built on the research that was already available. (Stake, 1995)However there are more strengths to this methodology than weaknesses. The method is particularly praised due to its usefulness in providing a holistic view of an event or phenomena. It is also admired due to multiple sources of data and evidence that are used to build case study, as it provides multiple insight into the phenomena. (Gillham, 2000) Types of case study Researchers have devised and explained several categories of case studies. One of the popular models used to explained categories of case studies is by Yin. He defines these categories in terms of the number of event and single or multiple methods of analysis. Type 1: Single case design and single unit of analysis Type 2: Single unit of analysis and multiple case designs Type 3: Single case design and multiple units of analysis Type 4: Multiple case designs and multiple units of analysis Yin has also devised three types of case study, Exploratory: Used for new topics and reveals the facts about a certain event. This type of research is normally the first one and sets direction for future research. Researchers agree that this research is more related to What question rather than the Why question. Descriptive: This type of case study research focuses on a clearly define problem or research question. Its focus is on How and Who question Explanatory: the last type of case study research is explanatory, which focuses on Why question. It is usually build in exploratory and descriptive research and tries to find out preseason for an events occurrence. (Yin, 2008) This particular research will be built on using explanatory case study method. As we already know what happened in British airways due to change management programs, however we need to search the question of Why it happened? Sources of Data for case study In order to build up a case study, data needs to be collected. This data gathering can either be primary or secondary. The primar Management Changes Within British Airways Management Changes Within British Airways Introduction Air travel industry is considered an outsized industry throughout the world. This industry has experienced major growth in the last 50 years due to general improvement in technology. The outcome has been a firm decline in fares and costs, which has encouraged traffic growth. This demanding traffic has made the industry grow at a speedy pace. However the speedy growth had its swindles in terms of the changes that airline industry had to go through. Organizations in the industry went through drastic and somewhat dramatic changes in the past one decade. This decade saw the businesses going through change management programs to gain and keep competitive advantage in the industry. This particular dissertation is focused on the case study of British airways and the change management program that it went through in order to gain competitive advantage. British Airways is one of the highest earning airlines in the world. It is famous for its culture f leadership, virtues and employees welfare. Chief Executive of British Airways plc, Bob Ayling started extensive change management programs in the organization in the late 90s. These programs were started despite the fact that BA was earning record profits back then. Some of these changes brought positive changes in the organization, however most of the changes were perceived negatively among the employees. The negativity eventually led to strikes and low morals. (Balmer et al., 2009) These problems were majorly blamed on the poor leadership of Ayling, as well as the change management programs that the company went through. Ayling, on the other hand argued that these change management programs, including cost cutting and outsourcing of major departments, were indeed necessary for long term benefit of British airways. (Harvey and Turnbull, 2006) The introduction part will now focus on de fining history of British airways as well as focusing on Aylings change management programs and its effects on the organization as a whole. Post Merger Following the merger of British European Airways and British Overseas Airways Corporation which bent British Airways, the company had many problems and issues.   One of the issues met by the company is in terms of cultural perspective. The outcomes of culture become mainly apparent in mergers, acquisitions and cross national operations, where not only dissimilar organizational cultures but also organizational cultures entrenched in different national cultures meet.(Carleton and Lineberry, 2004)   Research indicate that when workers from dissimilar cultures interrelate and, especially, when one culture is required to adopt the procedures and policies of the other culture, upsetting tensions come out.   And this occurred between the staff of the two merging industries (BEA and BOAC).   This issue can be explained as (Betancourt and LÃÆ' ³pez, 1993). Another issue or problem faced by British Airways was its forced management system.  The company put into practice a very inf lexible management system which made the system of conversant with rules.   Likewise, another issue was incapability of the management of the new organization to satisfy and see the requirements of their consumers.   The organization gave importance on its limited management concentrates and approach on preserving its various routes which resulted in unsatisfied consumers.   These conflicts and issues had a very negative outcome on the new organization.   British Airways earned the reputation of being the most disreputable company after the post merger.  (Carleton and Lineberry, 2004) In addition, the company could not handle the increased burden of flights and customers. In the late 80s the company was rated as most unpunctual airline and customers were advised to avoid travelling on it. (Eckel et al., 1997) Management changes within British Airways: In order to modify its reputation, British Airways decided to go for CHANGE MANAGEMENT. Businesses, companies, and working organizations have incorporated change into their work system in order to be aggressive and be more competent to satisfy customer or clients needs.   (Hayes, 2002) The Conservative party Prime Minister Margaret Thatcher selected John King in early 1981 to be the Chairperson of British Airways plc. During the management of John King, he forced changes resulting in several routes bring axed as well as selling off the cargo planes and service. The company also cut 20,000 workers as part of the change process.   In 1982, Colin Marshall became the Chief Executive Officer (CEO) of British Airways plc. In this period, British Airways produced its first additional profit which was the outcome of the cost-cutting actions implemented by John King. Colin Marshall decided to pay attention to its customer service in order to ensure that company carries on making profit. M arshall hired Consultants to collect data about workers and customer attitudes. The outcome of this evaluation showed that there is a significant gap between what was delivered by BA staff what the consumer actually required. Another management plan was the transformation of the system from staff- oriented to customer oriented through the formation of customer is king environment within the company. (Heifetz and Laurie, 2002) Marshall also investigated that the workers had an internal problem in terms of having a harmonious and good working relationship; therefore, he decided to generate more unity among the British Airways workers by putting into practice the Staff Development Initiative which anticipated the long-term and inherent cultural development and change in British Airways. The program was intended on having more efficient staff members who could offer excellent and quality service to its consumer. (Pine and Gilmore, 1998) This cultural education training lasted until the late 1990s; it created the awareness for the workers to do their job according to customers requirements. Marshall also started Awards for Excellence in 1987.   The goal of this initiative was to award high performers and inspire the workers to always do their best in offering services.   For the duration of that year, Brainwaves, a proposal system was also launched. The change process imposed by Marshall was in co-operation with Lancaster University to provide MBA course for its workers. This was the part of the cultural education training by British airways to make its workers more efficient. (Prokesch, 1995) Furthermore, the organizational structure of British Airways was also modified to a much slimmer and flatter structure. Five sections of the organization started direct reporting to the Chief Executive Officer and eleven profit centers were formed. This structural replacement aimed at improving staff communication and integ ration. The performance-related pay was also brought in by the management. The change process also comprised major investments in ground facilities, planes, and Information Technology. (Grugulis and Wilkinson, 2002) Putting people first program The management also started a program for its staff called Putting people first. The program was focused on training the staff become more customer oriented. It was a one day seminar delivered by consultants hired by British airways. In the start the program only included staffs that were directly in contact with the customers. However with the passage of time the program was extended for all employees. The program covered the topics of being a winner or loser, owning the problem, being attentive and empowerment. (Street, 1994) With this help of this program staff was given a chance to become involved in decision making. They were encouraged to make any suggestions that could improve the customer service. This was followed by training the staff to own the problem rather than putting blame on each other. The whole trainings program helped the company dramatically, staff turnover reduced to a great level and customer satisfaction increased. (Tushman and OReilly III, 2006) This successful implementation of this program led to several other training programs being launched by BA management and staff. These programs included A day in the life and to be the best. These two programs also met success and British airways started seeing itself getting ahead of the industry. Winning for customer program This program was launched in 92/93 by the company. It was completely focused on listening to customers views and making changes in the company accordingly. This program was basically a loyalty program for customers as well as gaining feedback from them. (Dowling and Uncles, 1997) This program was also somewhat successful as it gave the company insight into companys service from customers eyes. Managing people first program Another program launched in the same era was managing people first. This program was focused on increasing trust among employees, emphasizing the importance of leadership and feedback. (Bruce, 1987)The program brought in positive changes among the employees. They started trusting each other and delivering the job with more efforts. The leadership aspect of the program helped the managers understand their employees better and leading the organization into better changes. The history of British airways clearly stated that a culture of change existed in the organization. These changes were perceived positively by the employees. These changes also helped the organization get on the top back then. In the case study section of the dissertation, change management programs and its consequences by Ayling will be discussed to understand and analyze that scenario. Research question The primary research question of this research study is, To explore the extent to which change management is necessary for a firm to achieve sustainable competitive advantage Additionally, the secondary research question is to examine the change management initiatives previously taken by British Airways to attain competitive advantage and profitability. Research aim and objective of this study The main objective and strategic aim of this piece of study is to explore the role and significance of Change Management in this era of globalization and changing market needs by taking the case study of British Airways in specific. To understand what went wrong and why it went wrong in the leadership of Ayling Analyze the data and come up with findings regarding change management programs Conclude if change management is necessary for a firm to gain competitive advantage Literature Review The process and practice of globalization and developments with the new technologies are merely few stimuli which continually compel business organizations to transform. Business organizations must be considerate and prepared of the vibrant inner and exterior environment in which they manage their operations. The great challenge facing organizations today is change: employing, retaining and most prominently developing managers, and effectively managing organizational change. (Brandenburg and Binder, 1999) There exist three different verities of change which an organization can experience. These three according to him are smooth incremental change, bumpy incremental change and discontinuous change. In the first variety the organization go through a smooth transition and such a change process is perceived by its managers as inherent to the organization. In the second variety there may be oppositions to it, however according to him it is more like the movement of the continents, where faults are generated and bumps are created. In such a case the created faults readjusts the process and a balance is created with time. (Grundy, 1998) The third and the last variety is a discontinuous one, in which the change process is abrupt. This abrupt change could be in the strategy, culture or the structure of the organization. During the process of change there can be people who may resist it. This resistance in general comes from the individuals, who may oppose individually or as a group. The rationale behind this is that the individuals do not want to come out of their current state. As an example someone might already have convinced himself that he has already got what he wanted, so why to accept the new things? Or there might be some heavy investments involved which may be stop to proceed. What does managing change means? Change management is a planned activity intended at getting the best results from the transformation process. It is about managing the changes that are outcomes of the selected approaches. This is done in such a way so that the results and effects go along with the organizational framework. Devising a strategy is also the part of change management. Such a process and procedure is unique and specific to a certain organization. It is rare that a process devised for an organization do fit to the other. Although this can happen, however the probability is quite low. The procedure for change management and the measures that are element of a specific approach are exclusive and exact to a particular organization. Every organization has its own needs; their resources and circumstances differ, culture changes, relationships and clients requirements become specific, and their ambitions, objectives and aims may differ(Mullins, 2007). It is about discovering options and selecting pathways. (Horton, 2000) According to George Bernard Shaw Development is unattainable without change and transformation, and those who cannot change their minds cannot change anything. Managing change means a systematic procedure of taking into consideration the global circumstances disturbing an organization; in addition to specific state of affairs within the organization. The change management technique scrutinizes the existing environment and procedures with high attitude to firm culture, organization design, communication, job design, personnel, infrastructure, knowledge and skills. The most important and significant meaning of change management is the term referred to as the task of managing change. The term itself is used in two contexts. Firstly, it means to make changes in an intended and systematic manner. Secondly, this refers to as managing the reactions for the implemented processes. The acknowledgment of the requirements for timely adjustment to external stimulus has evolved the concept of the learning organization; an organization which is capable of continuous adaptation to the environment. At last, change management refers to an area of constituency of professional performance and the connected body of knowledge that has grown up inside and around the issues. There are several ways for change management, as an example, consulting firms offer a range of services to smooth out the process whereas the business schools recommend training in its theory and practice. (Kouzes et al., 1987) (Kanter, 1989) Approaches to change Management The planned approach to change management is tightly linked to managing and recognizing the procedures intended to make organizations more progressive. All these procedures attempt to offer smooth transition and attempt the productivity with the least confrontation. Change plans formulate the tangible outcomes, guide decision making, help to control the procedures and provide protection around uncertainties. There are six change management approaches to deal with this resistance and reaction. (Hayes, 2002)These six approaches are as following Communication and Education: The most significant ways to prevail over conflicts and resistance is through prior education and awareness. This helps in beforehand observing and perceiving the intensity of the change by the work force. The result of this will lead to suppression of rumors and uncertainties involved during the phase. Involvement and Participation: Wherever the initiators do not have the entire data and information they require designing the change and transformation and others have substantial power to oppose. When workers are mixed up in the change attempt they are more likely to involve in the transformation rather to oppose it. Support and Facilitation: Where people refuse to give in to change due to regulation problems, managers can set off possible resistance by encouraging workers during complex times. Managerial support facilitates employees compact with anxiety and fear during an evolution period. The source of resistance is likely to be the unawareness. Thus support and facilitation approach is connected with condition of counseling, special training and time off work. Agreement and Negotiation: Within an organization somebody or some group may drop out during the transformation process. Managers can fight resistance by giving incentives to workers who are not in opposition to the change and the transformation process. This agreement and negotiation approach will be suitable where those resisting change are strong enough. Co-option and Manipulation Approach: Somewhere there are other procedures which are too exclusive. Schlesinger and Kotter proposed that an effective management technique is to co-opt with counters of change effort and transformation process. This frequently involves choosing leaders of the resisters so that instead of opposition they lead to a contribution in the process. Implicit and Explicit Coercion: Implementation speed is a necessity but should be used as a final option. The process should be made as smooth as possible however the managers can clearly or perfectly compel workers into tolerating change effort by making clear that resisting change can lead to firing, losing jobs, demotions or transferring employees. Framework of change This idea is about the procedure for change management and transformation process, presenting proposals and getting feedback for change. This is further than a beginning step to the real action of accomplishment. There is requirement to comprehend how considered choices are completed and proposals are evaluated within the. The framework of change management used throughout this thesis is presented in Error: Reference source not found. This model investigates further how organizations make the movement from the current to the future state. In particular, we will look at the Three Step Model developed by Lewin based on unfreezing the organization, moving and sustaining the change. (Lewin, 1980) CULTURE The first section culture of the change management framework include authenticating the case for change and transformation process and how the shared service/BPO initiative will add to comprehending the organizations premeditated goals, and readiness of both employees and organization and assessing the capacity to incorporate change. Impending blockers must be recognized and articulated with agreed-upon approaches and strategies thus the initiative is not disrupted. ORGANIZATION The second section wraps the design of the new world, comprising the operating model, role definitions, organizational structures, governance and competency frameworks, and decision-making frameworks. Realistic steps should be used to design effective and realistic interfaces between the retained organization and shared service/BPO capacity. LEADERSHIP The third step in the wheel aims to simplify how the firm will be led, and to furnish the leaders to carry out their leadership roles. Specific and detailed activities comprise how the leader ship team will work together both during implementation of shared services/ BPO, defining the role of the leadership team, and consequently, and the roles and responsibilities of individual leaders. Achievement like this may identify the requirement for coaching and/or training of leaders and potential leaders. PEOPLE CAPABILITY The fourth step of the cycle of change management framework intends to ascertain the competencies and skills necessary and how to gather those requirements, comprising gap analysis, skills audits, career planning and job and role definitions. Participation of talent who will lead the new firm is key to the success of this movement. EXECUTION The fifth step of the cycle of change management framework ensures freedom of the new form. It comprises hard deliverables in the form of milestones, project plans, budget analysis and progress reports, and soft deliverables in the shape of stakeholders management and communications. CONTINUOUS IMPROVEMENT The sixth and last step of the wheel of change management cover up life post-change and comprises processes and frameworks (e.g., balanced scorecards, performance management, and reward alignment) to determine the success of the changes, and means to make sure that opportunities for advance improvement are acted upon in a timely manner and identified.   Significance and benefits of Change management in the Organizations: Benefits of Change Management: ACCEPTING ENVIROMENT It is significant for the organization to assess, understand, and measure the dynamics in its exterior environment such as government, society and customers in order to predict and set up an appropriate relationship with these assorted performers like society, customers and government. Hence, managers by deliberating the subject of change management can better be ready to understand anything is going on in this environment. This is a major significance of change management in business organization. STRATEGY FORMULATION IMPLEMENTATION TO DEVELOP COMPETITIVE ADVANTAGE It is very important to knowing the collision of change an inappropriate level on its own interior dynamics, where the main objective is to seek competitive advantage. This is the significance of change management in business organization. EMPLOYEES The employees are the beneficiaries of change process. One such continuous apprehension of senior managers is to make organization highly consistent; therefore workers ought to be high performing and trained one in todays twitchy competitive new world. There is need of trained, reliable organization and high performing work practices. This is significance of change management in organizations. TECHNOLOGY ISSUES Technology is realized as the engine of development in todays new world. May be the greatest challenge for modern organizations is the integration and acquisition of technology in its approach, structure and procedure. As such the apprehension of top managers is how to avoid and mitigate organization being outdated and how to absorb and cope the collision of communication technologies and changing information which have determinedly influencing consumption behavior and production process. This is another major benefit of change management in the organization. Significance of Change Management Implementation The peak five well recognized approaches of change management and significance of change management in the organization, which, when implemented properly, permit organizations to decrease risk and increase IT effectiveness and efficiency. The practices comprise of: Producing the top bottom approach to endorse the requirement for a culture of Information technology change management process that implements a zero tolerance approach to illicit changes across the whole enterprise. It will create significance of change management inside and outside the organization. Examining and monitoring the number of unintentional outages frequently to avert illegitimate changes and maintain maximum control on information technology variations. It will also create significance of change management in the modern organization. Put into practice risk mitigation changes executed and authorized by identifying well-defined change preservation windows and implemented them. The significance of change management will explore through it. Determine change success rates and using them as standard for key information technology management performance gauge. This is one of the major significance of change management. SWOT ANALYSIS OF BRITISH AIRWAYS British Airways is engaged in air services operations both in international and domestic airfreight. It provides various services ranging in commercial flights service for passengers around the globe, cargo freight and mail services and other auxiliary services. British Airways primarily runs its business in Europe and in United States. Located in Harmondsworth, Middlesex, it employs 42, 755 people in all its departments. British Airways facilitates flight reservation and booking using the online net services in which customers can easily access. Trying to appear competitive and maintain its integrity as one of the best airlines which emphasizes quality customer services, BA strives to create high-end terminal facilities and other services involving comfortable of customers while onboard. BA reaches out to 570 in about 134 countries. Such magnitude of operations offers customers with variety of destinations with world-class services that cater customers ranging from explorers to exec utives. Strengths British Airways strengths include the first-rate new fleet of aircrafts purchased to accolade comfortable traveling of passengers. This move was made to counter the wretched state of travel and complaint received by the previous fleet used by British Airways. The magnitude of Airways operations allows them on pro over their competitors by servicing to a wider variety of customers. Moreover, on the level of knowledge and skills, BA operational research claimed that analytical skills performed by the members of the company and employees become its strengths. The strong customer focus develops expertise in customer areas while in purchasing high-end software for air services and wide selection of it strengthens the companys business orientation. Weaknesses One of the many weaknesses on organizations business and services is the lack of marketing strategy that will help reinforce its competitive standards, more so, to win customers loyalty. Despite the great infrastructure hosted the company, BA needs to carry out better market schemes to attract more customers. Hence, competitive package for customer service must be afforded in order to make the airline more attractive to its clients, prompting an opportunity of earning large revenues. Furthermore, on knowledge and skills management, limited knowledge of simulation software and simulation development, knowledge lost through high level of internal staff moves, teams adopt solution approaches aligned only to their skills, and lack of involvement in choice of software and difficulty to enhance specialist airline software are weaknesses which the company must be aware of. Threats The threats are not necessarily be found outside of companys environment but can be an internal. Internal threats as seen in management centralized and bureaucratic system and all poor decision-making. Moreover, the companys focus on national and local problems pose a threat since much more problems which it neglect found in the global scheme. It neglects the global problems instead focusing deeply on the national and local level. The global problems greatly offer tremendous threats if and when companies will ignore such. Moreover, globalization can be an opportunity and strength but can also be a threat if not to be keen and vigilant of its tricks and treachery. Further, rapid changes on technology and customers behavior can also be a threat if mistakenly interpreted and remedied. Opportunities The availability of immense services and products pose an opportunity to utilize them properly. The global changes can be an opportunity to work with while ignoring certain opportunities can be a weakness. In BA, virtual reality could provide a new use for simulation, obtaining network software and share expertise through special interest groups are opportunities which can be utilized and used to further enhance the companys business. Technological trends provide ample opportunities to various business domains, however, if it will be taken for granted, opportunities can be a threat or weakness. Maximizing the global trends is a great opportunity to hold on to. Methodology The proposed methodology for this dissertation is case study research. Case study research is a common and popular method of conducting research in the field of social sciences. In this methodology, an event, individuals, or group are investigated and explained. This in depth investigation focuses on defining the particular instance in either descriptive or explanatory manner. (Hartley, 2004) The methodology is not merely storytelling; rather it describes and explains the event in much detail so the reader could understand the reasons for that event/instance. The case studies are building with multiple sources of data and evidence. They are usually focused on one aspect of the organization rather than the whole organization itself. (Merriam, 1998) Case study method is quite useful if one wants to understand and estimate the impact of a certain event. It is important to understand that case study methodology can only be used when rich amount of data is available so the case can actual ly be built using it. (Eisenhardt, 1989) Although it is quite popular method of conducting the research, it has its weaknesses as well. Researchers have criticized it because they feel that this method lacks reliability. The reliability is questioned when case study is build using the secondary data. This criticism states that the research cannot be relied on as it lacks researchers own research efforts, and the case is built on the research that was already available. (Stake, 1995)However there are more strengths to this methodology than weaknesses. The method is particularly praised due to its usefulness in providing a holistic view of an event or phenomena. It is also admired due to multiple sources of data and evidence that are used to build case study, as it provides multiple insight into the phenomena. (Gillham, 2000) Types of case study Researchers have devised and explained several categories of case studies. One of the popular models used to explained categories of case studies is by Yin. He defines these categories in terms of the number of event and single or multiple methods of analysis. Type 1: Single case design and single unit of analysis Type 2: Single unit of analysis and multiple case designs Type 3: Single case design and multiple units of analysis Type 4: Multiple case designs and multiple units of analysis Yin has also devised three types of case study, Exploratory: Used for new topics and reveals the facts about a certain event. This type of research is normally the first one and sets direction for future research. Researchers agree that this research is more related to What question rather than the Why question. Descriptive: This type of case study research focuses on a clearly define problem or research question. Its focus is on How and Who question Explanatory: the last type of case study research is explanatory, which focuses on Why question. It is usually build in exploratory and descriptive research and tries to find out preseason for an events occurrence. (Yin, 2008) This particular research will be built on using explanatory case study method. As we already know what happened in British airways due to change management programs, however we need to search the question of Why it happened? Sources of Data for case study In order to build up a case study, data needs to be collected. This data gathering can either be primary or secondary. The primar