The Impact of Disruption to Sleep Patterns in the Intensive Care Unit Essay

The Impact of Disruption to Sleep Patterns in the Intensive Care Unit - Essay Example One undeniable actuality is that absence of rest influences the wellbeing and progress of the recuperating for patients in the ICU. An examination on the effects of rest interruptions in the ICU showed that the idea of rest designs in a nursing domain has some noteworthy relationship with the death rates (Friese, 2007, p. 1210). Nursing establishments that advance great rest propensities for patients in the ICU have likewise demonstrated huge decreases in the degrees of mortality. Then again, nursing foundations that don't have any structures for advancing great rest propensities were additionally connected with high death rates. The discoveries of this examination were reliable with different discoveries that demonstrated a positive relationship between the conditions of strength of patients in the ICU with the quantity of long periods of rest that the patients figured out how to get (Friese, 2007, p. 1212). For example, these discoveries indicated that the majority of the patients who figured out how to get continuous rest had the option to react quicker and preferable to treatment over the individuals who were every so often hindered by the medical attendants or different variables. Conversation Various examinations have built up a relationship between the pace of patients’ readmission to the nursing homes and the interruptions to the rest designs (Patel, Chipman, Carlin and Shade, 2008, p. 309; Patel, Chipman, Carlin and Shade, 2008, p. 310). A portion of the surmisings drawn from this examination are that the rest examples of the patients in the ICU advanced the characteristic protections of the body, hence, permitting the patients to grow long-terms wellbeing dependability. These affiliations are likewise predictable with different examinations that have built up the presence of positive impacts between long haul wellbeing adjusts of people to the nature of rest that they get (Eliassen and Hopstock, 2011, p. 140). Assessments of some nursing specia lists propose that the advancement of ecological conditions that help quality dozing designs is more feasible than intercessions that include the utilization of rest inducers. Patients who are once in a while exposed to rest inducers frequently pass into incoherence after a brief time and may require more grounded inducers with the goal for them to obtain a similar measure of rest (Patel, Chipman, Carlin and Shade, 2008, p. 310). A portion of the investigations have set up an association between the disability of the body’s capacity to battle diseases (Eliassen and Hopstock, 2011; Friese, 2007). Quality rest fortifies the safe framework and gives the empowering condition to the working of the guarded instrument of the body. Helpless dozing designs are generally connected with drawn out mending and negative reactions to the treatment forms. Patients who neglect to get adequate rest are likewise liable to experience the ill effects of pipedreams and shaky mental states. This is on the grounds that the condition of a patient’s mental parity is influenced by the sort of weight and strain that happen during the time of alertness. All together for a patient in the ICU to build up the fundamental safeguards, it is important to build up a steady dozing plan with adequate time that would take into account the arrival of the strain and weight that work at the psychological level. The job of medical attendants in moderating the unfavorable

PESTEL Analysis of HRM Global Fashion

Question: Portray about the PESTEL Analysis of HRM for Global Fashion. Answer: Presentation HM is one of the very notable worldwide design brand and a retail dress organization. The organization gives style garments to the men, kids and the ladies. The organization carries on its tasks as of now in excess of 30 nations that incorporates Norway, United Kingdom, Germany, , Greece, France and is further considering to extend its business in different nations that are generally the Asian nations. There are modern design items offered by HM to its clients that incorporates the footwear, beautifying agents and accessories(Bruno 2007) There are no assembling plants possessed by the organization. The organization redistributes its assembling procedures to the different free providers who are likewise prolonged stretch of time vital accomplices of the organization. The different components adding to the nature of the HM are no agents, in-house plan, proficient coordinations and the acquisition of right items from the proper markets. The organization has continued improving its devel opment speed every once in a while and in increasingly compelling path in the Asian market. The organization is further intending to grow its activities in the china showcase as per the organization China is the energizing and the vital market that has great familiarity with the design and spending power. So there is immense potential for the development in the Chinese market(Businessweek. 2007). The primary motivation behind the paper is assessing the principle purposes behind driving HM to extend in China in the year 2007 and how that development prompted change in the technique of the HM by the utilization of PESTLE investigation. PESTLE Analysis Political Factors There are numerous odds of Central advertising reasoning in the Chinese market. There are different changes in the approaches of Chinese government for pulling in the outside venture. The Chinese market dropped the dissemination framework in the year 2001 and joined WTO because of which different wares could be traded to the Chinese market (China.com. 2004)The Chinese market is a genuine free market that mirrors the genuine needs. Because of this development there was a decent improvement not in the expectations for everyday comforts of the a significant part of the number of inhabitants in the china. There is extraordinary significance given by the administration of China to the outside venture and invites the remote interest in China. The organization has a generally excellent opportunity to enter in to the Chinese market in light of the fact that the particular arrangements can be utilized by HM that are given by the Chinese government with the goal that the benefit can be expande d. There isn't a lot of assessment gathered by the Chinese government on the outside undertakings and further numerous special approaches are offered that energizes the speculation. Subsequently the political elements of the China are supportive of the HM extension. Monetary Factors After the Chinese changes in 1979 Chinese economy has gotten one of the quickest developing economies. There is a steady increment in the GDP of China at a normal pace of 9%. There have been different forecasts by the financial specialist now and again that if the changes of China will proceed to develop and the financial framework productivity is improved then China will turn into the biggest monetary nation in the coming years everywhere throughout the world. It has been seen that there has been increment in the complete estimation of the fares and imports from $20.4 billion in the year 1978 to about 2.173 trillion of every 2007. The exchange blasts of the china are to a great extent because of the huge inflows of the outside venture. The worldwide economy of the china is developing gradually and consistently. The organization like HM should utilize different limits and advancements for pulling in the customers(EMCC. 2004). There is a solid energy kept by the Chinese government by the opening of and production of the consistent financial condition for the remote speculation. The organization took this event in its procedure and further changed its system. The organization offers quality and style items to its clients, best case scenario value which is their advertising methodology however the best cost has distinctive importance in the Chinese market. Social Factors It is very verifiable truth that China is the fourth biggest nation on the planet and its economy will continue developing later on. The Chinese individuals are of social nature which causes the remote individuals to accept that the Chinese individuals can get themselves affected by the different new products(HM. 2007). There are numerous Chinese who despite everything keep their conventional techniques and thinking customs. Before being acknowledged by the Chinese market it is necessitated that the remote venture should inquire about the neighborhood culture. The organization like the HM should attempt to inquire about climate the Chinese individuals will acknowledge them or not. It ought to choose whether there items will be alluring for the Chinese individuals or not by thinking about different traditions and religions(HM 2007). It has been seen that the HM was very much acknowledged by the Chinese market in light of the fact that the Chinese market is getting western and globaliz ed step by step. The significant reality about the HM is that it is steady with the brain research of the Chinese purchaser. Mechanical Factors There has been incredible headway in the media transmission since 1990. There is high endorser pace of China in the media like the web and the TV. Despite the fact that China is as of now progressed in the terms of innovation this factor can't be a major issue for the nation like China. HM has different positive vibes for entering in the nation like the China(Lisa 2008). Ecological Factors The fundamental issue in China is Environment. There is a green exchange boundary China that causes horrendous consequences for the exchange and fare import in China(Raphael 2008). Despite the fact that there are different estimates taken by the Chinese government every once in a while to deal with the issue of the contamination. I are acceptable at learning in the cutting edge innovation of different nations like US and Europe alongside that they effectively gain proficiency with the natural principles of such nations. In this viewpoint there is an incredible model set by HM for a considerable lot of the Chinese ventures. Different natural mindfulness is advanced by the HM between there e workers and providers. The new advances have been received for the utilization of the assets with the goal that the waste could be limited however much as could reasonably be expected. The choices that are made by the nature are all around regarded by the HM. Legitimate components As it is a very much aware certainty that the HM is a Swedish organization that is a lot of acquainted with the Europe laws and Swedish Laws that are a lot of not the same as the Chinese laws, so when the HM intended to entered the Chinese market it was required to receive the Chinese laws so they could get their permit for selling in the Chinese market(Rupert 2010). The affirmation about HM adhering to the Chinese law would be made on standard premise by the Chinese government. On the off chance that the organization is seen as not keeping the Chinese laws than their licenses would be removed that further implies that the organization needed to take hardly any distinctions from different nations on their activity techniques and methodologies in China. In the above report the strategy for understanding the present circumstance of the HM Company for entering in to the Chinese market was PESTLE examination. This technique has demonstrated out to be valuable for different organizations to comprehend the market of a nation before considering the extension as different significant components that are not to be disregarded by the organizations are canvassed in the above investigation. Suggestions It tends to be suggested from the above report that HM is a generally excellent brand promotion it will continue improving in the fabric causing process so they to can turn out to be very notable organization everywhere throughout the world. The organization will focus on the improvement of their image level. They will focus on changing their image picture in the brain of the individuals with the goal that they can get genuine best costs. There is a high endorsers pace of web in China so HM could plan to open an online shop in China. End Through the above PESTLE examination it tends to be presumed that there is an incredible fascination of the different variables to the HM for entering the Chinese market and they will change not many of their methodologies somewhat. There is an opportunity with HM to upgrade there brand level in the Chinese market. It can finally be presumed that Chinese market passage is an excellent possibility for HM. List of sources Bruno, Z 2007, 'Basic Success Factors for International Fashion Retailers Entering Foreign Markets.', FIBRESTEXTILES in Eastern Europe October, vol 15. Businessweek. 2007, Sweden's HM Lands in China, saw 3 December 2016, https://www.businessweek.com/globalbiz/content/may2007/gb20070508_735792.htm?chan=top+news_top+news+index_global+business.. China.com. 2004, cap are the particular approaches offered to endeavors with outside venture? , saw 3 December 2016, https://english.china.com/zh_cn/business/faq/11024764/20041015/11917364.html. EMCC. 2004, 'Modern change in the materials and cowhide segment', Hennes Mauritz. European Foundation for the Improvement of Living and Working Conditions 2004., 2004. HM 2007, HM's ecological goals and supportability strategy. , saw 3 December 2016, https://www.hm.com/us/corporateresponsibility/environment__environment.nhtml. HM. 2007, HM OPENS FIRST STORE IN EAST ASIA. , saw 3 December 2016, https://www.hm.com/us/press/pressreleases/__prfinance.nhtml?pressreleaseid=263905. Lisa, B 2008, HM's Magnus Olsson: Swede achievement., saw 3 December 2016, https://www.retail-week.com/hms-magnus-olsson-swede-achievement/1911483.article. Raphael, M 2008, 'HM and INDITEX'S worldwide development procedure.', in THE RETAIL DIGEST. Rupert, W 2010, New Look expects to duplicate HM achievement abroad, saw 3 December 2016, https://uk.reuters.com/article/idUKTRE6142TX20100205.

Terrorist Attacks and Risk Assessment Essay Example | Topics and Well Written Essays - 250 words

Psychological oppressor Attacks and Risk Assessment - Essay Example As indicated by the exploration discoveries, it can, in this way, be said that as much as dread assaults impart dread, the psychological militant does as such to get the objective government to react to their requests. In the course of the most recent decade, this methodology has worked for the fear based oppressor in any case the endeavors by most governments in destroying psychological warfare, hoisting the hazard and probabilities of dread assaults in future. The vulnerability encompassing dangers of dread assaults is undeniable, making hazard appraisal troublesome. In the U.S., Homeland Security is the body entrusted with the duty of surveying the danger of fear assaults. Country Security has defined a model that examinations the danger of assault from three viewpoints; the risk presented, powerlessness to assaults and the results of an assault. It has additionally arranged the hazard into either resource based or topographically based assaults. These improvements by Homeland Sec urity have helped in upgrading readiness, capacity to ensure or react to dread assaults. Taking everything into account, the present hazard appraisal isn't sufficient for any administration to guarantee its kin security from dread assaults.

Role of Human Resources Department - 825 Words

Role of Human Resources Department in Upholding Corporate Social Responsibility (Research Paper Sample) Content: Role of Human Resources Department in Upholding Corporate Social ResponsibilityNameInstitutionCorporate social responsibility is a term that has found a place use in the modern business world. It refers to any form of corporate self regulation mechanism that is incorporated into the business operations model aimed at satisfying a diverse group of stakeholders such as customers, employees, competitors, suppliers, government agencies, workers unions, taxpayers, environment, and the broader community. An organization that adopts an active corporate social responsibility model demonstrates its concern about the immediate society and the environment and this way it boosts its business image. Such an organization demonstrates that it acknowledges economic, social and environmental impact of its activities by ensuring that such practices are in line with the prevailing law, dominant social trends and ethical standards (Belal, 2008). Corporate social responsibility trends en sure a general welfare of the corporate self as well as that of all the involved stakeholders. It is important for an organization to recognize the importance of ensuring that its operations have minimal damage to the immediate natural environment and this is achievable through adherence to the prevailing anti-pollution laws. By doing so, the organization forges a pro-environmentalist image, a feature that is compatible with the prevailing social trends and norms since the health of the society and the environment is a priority for any well meaning member of the society. Though there is a general misconception that corporate social responsibility practices negatively affects the companys bottom line profitability, active involvement in corporate social responsibility practices have far reaching benefits to the society, environment and the company itself, in the short run and in the long run. Though, it is important to note that some of these benefits accrue indirectly to the compan ys profitability and this makes it difficult for many people to recognize them. Among the top benefits of companys active involvement of corporate social responsibility practices is creation of positive company image or brand. Companys positive image translates to attraction of more customers and clients thus increasing business turnover rates and bottom line profitability in the long run (Habisch 2005). In most cases, suppliers, companies and customers tend to associate themselves with companies that have positive image and they support them through engaging in business with them. In addition, companies that have good corporate image tend to recruit and retain more qualified employees. The top creams of new and energetic graduates who have environmental and social consciousness in their hearts seek employment from employers who have demonstrated good corporate citizenship through active engagement in corporate social responsibility practices. Good corporate citizenship distances an organization from costly fines that may accrue due to non-adherence to the law and standards. In any organization, human resources department can play important roles by ensuring sustainable development and success of corporate social responsibility agenda. To begin with, the human resources manager can draft and implement staffs code of ethics policies that it adheres to and reflect the organizations corporate social responsibility policies. This involves provision of clear guidelines and rules that document and protect the organizations corporate social responsibility agenda. In addition, the hiring or recruitment processes should favor pro-CSR individuals who have demonstrated commit...

Leadership in Rapidly Changing Business Environments - Free Essay Example

Sample details Pages: 17 Words: 5053 Downloads: 1 Date added: 2017/09/20 Category Business Essay Type Argumentative essay Tags: Globalization Essay Information Essay Leadership Essay Did you like this example? Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time ABSTRACT Globalization is placing new demands on today’s corporate leaders. As organisations continue to expand and operate in a more competitive environment, leaders are being asked to provide guidance and direction to teams working across time zones and distances. In addition, the competitive environment is requiring leaders to make sense of increasingly unlike sources of information and make decisions more rapidly. Different scholars present different theories and discuss the characteristics of leadership. They point out that vision, capacity to learn, adoptability, initiative and innovative approach are the qualities those a leader should have to make h/her more effective in managing the organisations to cope up with this ever changing business environment. Relation between leadership and changing business environment are also presented by the researchers on how a leader can play the vital role in long term success of the organisation. INTRODUCTION It has been a prescription to say â€Å"nothing is permanent in this world except change. Dramatically, this proven proverb led many people to accept change than to oppose it. In this world where technology is at its height and still in progress, change has become widespread and fast. To cope with this, people especially those in the corporate world who, are mostly affected, need to have strategic plans to address such unforeseen changes in the organisation (Kanellis, 2005). Globalization is rapidly redefining today’s business environment. Significant strategic shifts are transforming the playing field. Vast opportunities for growth are emerging at the same time that the pool of high-performing talent capable of seizing those opportunities is shrinking. Those who can stay ahead of the rapid pace of change, anticipate talent needs, and take the lead in developing innovative strategies for the future wil l likely be tomorrow’s winners (PricewaterhouseCoopers, 2007). Successful business leaders must shape their organisations to be more nimble and flexible, less hierarchical, and more networked—in short, better organized to deliver value. The focus should be on key emerging business revolutions: agility, authenticity, talent, and sustainability. A distinctive leadership framework—one that defines success quotients—provides direction on what it will take to lead and shape organisations in the future. The fate of future business rests, in part, on how well business leaders can anticipate change, demonstrate authentic leadership, maximize the power of their talent, and embrace social responsibility (Applebaum, St-Pierre Glaves, 1998). BACKGROUND OF THE STUDY Around the 1960s and on to today, the environment of todays organisations has changed a great deal. A variety of driving forces provoke this change. Increasing 1 Leadership in Rapidly Changing Busin ess Environments: Learning and Adapting in Time telecommunications has shrunk the world substantially. Increasing diversity of workers has brought in a wide array of differing values, perspectives and expectations among workers. Public consciousness has become much more sensitive and demanding that organisations be more socially responsible. Much of the third-world countries have joined the global marketplace, creating a wider arena for sales and services. Organisations became responsible not only to stockholders but to a wider community of stakeholders, (Michael Ray and Alan Rinzler, Eds. , 1993). As a result of the above driving forces, organisations are required to adopt a new paradigm, or view on the world, to be more sensitive, flexible and adaptable to the demands and expectations of stakeholder demands. Many organisations have abandoned or are abandoning the traditional top-down, rigid and hierarchical structures to more organic and fluid forms (Daryl R. Conner, 1993). Knowing the importance and implication of organisational change and admitting the fact that organisational change is the demand of a time, for sustainable success leadership can play a key role in bringing and implementing these changes, by deciding the desired form of an organisation and taking the practical steps which are needed for the process. The next obvious question which one can have is what kind of leadership is needed for successful organisational change? At the point where the authors agrees and accept that the role of a leader is crucial for managing organisational change, at the same point they also mention that the process of organisational change is very complex and challenging (Wasim Imran, 2010). PURPOSE OF THE STUDY To meet the highly competitive and ever changing environment of business and trends, there is a continuous need for organisations to change their business model according to the trends, technologies and future concerns. This demands the most com petent leadership for organisations that is not only well capable to understand and analyze the current business needs, but also prove effective and helpful to suggest the most suitable form of a change by using their vision and then implement this change by using their innovative approach to get that vision successfully. Knowing the importance of organisational change and accepting the key role of leadership in change process, the purpose of this study is to explore the relationship between successful organisational change and leadership on the basis of his or her characteristics. RESEARCH QUESTION This paper revolves around the core research question that is: What is the relationship between leadership and the rapidly changing business Environments? In order to make this paper manageable and reader’s friendly, we decide to split our core question in to three questions. There are two reasons behind this purpose, first we want to give our readers a sufficient knowledge bas e to easily understand the characters, which we are going to use in this paper, and the second reason is to do our Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time 2 work in more structured way. Three sub research questions which we decide to address here are: 1: What do we understand by leadership? 2: Why leadership is important in the rapidly changing business environment? 3: Finally, how leadership and rapidly changing business Environments are related to each other? LITERATURE REVIEW Leadership Leadership and its role are the most concerning issue for the business and organisations now a days. The â€Å"Leaders are individuals who establish direction for a working group of individuals and who gain commitment from this group of members to established direction and who then motivate members to achieve the direction’s outcomes† (Conger, 1992). The term leadership can be viewed through multiple angles and concepts. Traditionally leadership is a set of feature owned by the leader or it is a social phenomenon that comes from relationship with groups. These concepts can give different opinions about the definition of leadership. It is a continuous debate that whether the leadership comes from the personal qualities of a leader or a Leader makes follower ship through what s/he does or believes (Grint, 2004). Grint (2004) also highlight position problems with the leadership, which explores, is the leader a person in charge? With the true authority to decide or implement, or it is only a person in front who takes h/her directions for someone. Recent reviews take leadership as a process whereby an individual influences a group of individuals to achieve a common goal (Northouse 2004). Another view about leadership is that â€Å"leadership is like the Abominable Snowman, whose footprints are everywhere but who is nowhere to be seen† (Bennis and Nanus 1985). In short leadership/leader is either a person who is in charge and has authorities to take decision and also has powers to implement h/her decisions or a process having a set of other authoritative process about organisational, personal or social process of influence for which the groups, teams or organisations can do more to increase their ability. The selection of the leader not only depends on the personal characteristics of a person but also on the social and cultural factors along with h/her exposures towards life (Bolden 2010). Organisational leadership has a central role in evolution and cultivating an organisation. It can help the member of an organisation and working teams to face the challenges and to work for organisational goal in a worthy way. Organisational leadership is not a magic that one person have and other don’t have. It is also not all about the ordered by boss and then observed by him that how much these ordered are obeyed. The leadership of an organisation is instead, an ability of manageme nt to get and protect the company benefits by realizing employees need and company targets and bringing them together to work in a better environment to achieve the common goals (Sansom 1998). Senior and Fleming describe an organisation leadership as a Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time person who can promote change in an organisation by its vision and strategy (Senior and Fleming 2006). The leader is one who may have some dreams and ideas like other people, but also has an ability to turn these dreams and ideas in to reality. This is the basic difference between the dreamers and leaders (Prestwood and Schumann 2002). Prestwood and Schumann further states that â€Å"Leadership is a state of mind not a position†. Leaders must be capable to promote and cultivate the innovative culture within an organisation, by motivating other to bring new ideas and provide a proper infrastructure to convert them into reality (Prestwood and S chumann 2002). Importance of Leadership in Rapidly Changing Business Environment With the fast-changing environment, business conditions bring consequences in management both in inner and outer factors. That is why in most cases, most of the managerial activities revolve around decision – making. Knowledge plays a major role in organisational development (Kelstein, 1993). Adding to Kelstein, Malhotra (1998) said that organisational changes are usually described, including management and employee training requirements, recruiting efforts, changes in business processes and changes in authority, structure or management practices. The increasing complexity of the global environment has changed what it means to be a leader. Even the most sophisticated planning tools fail to account for the non-linear and often chaotic manner in which issues and eventualities occur. Effective leaders need to organize people and resources to promote optimal creativity, flexibility, adaptabilit y and the capacity to learn as an organisation (NECSI, 2010). A competent and effective leadership is required to manage the situation. Gruban highlight the fact that the leadership competencies have a great relation with successful organisational change and a competent leader may prove more effective in managing the change process successfully (Gruban 2003). Bennis also acknowledges that special qualities and characteristics are required form a leader to bring successful organisational change (Bennis, 1987). According to Robert Heller Tim Hindle (1999), todays leaders and or managers must deal with continual, rapid change. Managers faced with a major decision can no longer refer back to an earlier developed plan for direction. Management techniques must continually notice changes in the environment and organisation, assess this change and manage change. Managing hange does not mean controlling it, rather understanding it, adapting to it where necessary and guiding it when possi ble. Accepting the greatness of organisational change and knowing the fact that practical steps are needed to make things happen, the next question may arise in mind that â€Å"who will take initiative to bring these changes for organisations, to take practical steps† and â€Å"who will be the person in charge†. Scholars and researchers also agree on the point that role of a leader is very important while managing organisations or addressing the issue of organisational change. Kennedy believes that role of the leadership is a key while addressing the issue of organisational change and effective leader can bring effective change for an organisation (Kennedy 2000). In their book Organisational Change, Senior and Fleming discus the role of leadership and claim 4 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time that leader is a change agent who can take initiative and bring change for organisation (Senior and Fleming 2006). As the b usiness goals can’t be achieved without adopting any strategic business process, likewise the organisational success and sustainability also can’t be accomplished without a strategic role of leaders. From allocation of resources to alignment, from perception of thing to decide future focusing, form commitment and motivating the teams to get the goals of an organisation, to confirm the sustainable growth, it’s a leadership whose footprints are everywhere (McGuire, 2003). Vision is a must quality that a good leader should have. The vision is sort of complex term to define and has multidimensional view. Different scholars and researchers describe it in different way. Kouzes takes it as â€Å"an ideal and unique image of future for the common good† (Kouzes and Posner, 2007). At the other end Jonathan swift states that â€Å"Vision is the art of seeing the invisible†. Knowing where you are going and what is the destination needs a clear vision. Visio n can develop motivation, inspiration, and mutual responsibility for success and can provide smart choices to the leader because they can make their decisions on the basis of end results which are already in their mind because of their vision (Kotter, 1990). Therefore vision can be taken as an ability or characteristics of a good leader which can not only make him or her capable to perceive the future in precise and accurate way, but also can increase h/her motivation and sense of responsibility to get this desired future. According to Bennis and Nanus â€Å"vision is a mental image of a possible and desirable future of the organisation† (Bennis Nanus, 1985, in Lyerly, Maxey 2000, P 48) This mental image grows inside the mind of leaders and depends on the h/her competency to perceive the things accurately and use them intelligently for the betterment and sustainability of an organisation. Bennis (1985) also describes that there are some practically proven leadership co mpetencies that can affect the performance of an organisation, which also includes â€Å"vision and goal setting†, â€Å"interpersonal skills and self knowledge† along with some special characteristics which may be concerned with any specific businesses. Kotter states that the vision is the ability of a leader to look in to future while aligning the team with that vision, and then make them inspire to get the desired goals concerning that future: â€Å"Vision is a picture of the future with some implicit or explicit commentary on why people should strive to create that future†. He also mentioned that organisations are based on teams, and dedicated team work is required to make things happen. These people and teams need a clear picture of a future that motivate and inspire them to become an efficient part of an effort for getting that desired future. It is also important in the way that what the reason of their work and decisions is? It is the vision of a lead er that makes it assure that actions and the decisions of organisational team are fit into the actual picture of desired future (Kotter, 1995). In this age of uncertainty, organisations and companies may face some unexpected and unwanted circumstances any time. So the need of capable leadership is more than ever now a days to sense these unexpected conditions before time and to cope with them by their innovative approach (Prestwood and Schumann 2002). 5 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time Imaginations can play an important role to take a competitor advantages in business. The innovative approach of leadership may lead a company towards a sustainable success and can better formulate the organisational strategy for desirable future for organisation, by using their vision (Prestwood and Schumann 2002). In an organisation, there are major risks and uncertainties in systems development that need to be addressed by the management. Dete rmining when new systems and business processes can have the greatest impact is involved in these challenges. This may be the reasons why organisational change and development is becoming a common scenario to talk about involving management, organisations, business, and leadership. In simple words, building new systems produce organisational change. And since building new systems is incorporated in the organisation, managers should really take a considerable concern not only on the hardware and software aspects but also in people ware, particularly the organisational structure of information flow. In other words, the company agent faced with these changes should have at least a broad understanding of the framework of the change attempt. In this way, the basic systems and the organisational structures including their principles, roles, terms, will be understood by the leadership and management of the organisation (Malhotra, 1998). Relationship between Leadership and the Rapidly Changing Business Environments In order to get the long term success and sustainability the organisations need to take some practical steps. While talking about these practical steps for organisations, the scholars and researchers are agree that organisations need to accept, adopt and implement changes in their business model according to changing trends, technologies, customer preferences and future concerns. Many authors write massively in this area. At the one end when, Caetano takes the organisational change as a demand of time to remain successful in business (Caetano, 1999) Boston, at the other end claims that organisational change is important for long term success and survival of an organisation. There are possibilities for organisations to lose their repute and market share if they do not prepare themselves according to rapidly changing circumstances and situations. Boston (2000) also describes the significance of organisational change in different way that it is an accepted fact that organisational change is important for sustainable business and long term success which can only be dealt by a good leader. While discussing the leadership competencies many authors admit that organisational change is a process in which a most desirable and suitable future form of an organisation is perceived and route map is decided to get his new shape. Therefore a visionary leadership with innovative approach is a key to make this change happen successfully (Gesell, 2010). According to Bennis, vision is a mental image of a desirable future, so it is important that this future is perceived accurately, which needs a visionary leadership (Bennis Nanus, 1985). Scholars also highlight that the innovative approach of a leader can increase the chances of success for a leader to get his vision (Bass 1990). Every individual has some dreams and goals for his or her betterment, improvement or successful future. But unfortunately only having dreams and goals is not suf ficient. They need to take practical steps and actions to get them in a better way, and these 6 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time steps and actions demand different kind of knowledge, skills and talent to become successful. Likewise in order to get the level of long term success and sustainability the organisations need to take some practical steps. While talking about these practical steps for organisations, the scholars and researchers are agree that organisations need to accept, adopt and implement changes in their business model according to changing trends, technologies, customer preferences and future concerns (Wasim Imran, 2010). According to Kotter (1995), without the vision of leaders the motivation level of organisation people may go down and their activities become meaningless which can prove worst for organisations at the later end. He further said that â€Å"Vision plays a key role in producing useful change by h elping to direct, align and inspire actions on the part of large numbers of people. Without an appropriate vision, a transformation effort can easily dissolve into a list of confusing, incompatible and time consuming projects that go in the wrong direction or nowhere at all† (Kotter 1995). To survive in this age of global competition, the organisations and businesses have come to realize the need of innovations in their business model and strategies. It is well evident from the recent reports and publications that the companies form different geographical regions and countries spend a considerable amount of money for the purpose of innovation, and the ratio of allocating the funds for innovation is continuously increasing (Hage Powers1992) For organisations who want excellence and sustainability in their business, need to think about the managers/leaders/leadership with innovative approach in order to develop the business strategy by turning their innovative concepts into reality (Carneiro, 2008). Innovation is an art of responding the market and technological challenges and the future trends of business for organisations in most suitable way that can lead organisations towards long term success and sustainability. It is necessary to make the products, services and business model compatible with the potential market demands and customer needs in order to meet the organisational goals and sustainable development (Brenner 1987). From the beginning of 1980, it is observed that the changes have a significant effect on the business organisations in term of their long term success and sustainability. Therefore the urge of capable leadership was also observed to handle, manage and implement these changes successfully. The question was raised by the scholars that what kind of leadership is needed for organisations to cope and handle the situations of more demanding and rapidly changing business trends? Most of such questions were answered by highlighti ng the role of visionary leadership with innovative approach, as a key component (Bass 1990). In this era of rapidly changing business trends and increased customer demands, the role of leadership is more crucial now a days. The strategic leadership is eagerly needed for organisations, which is well capable to predict the essential alterations and changes, in advance and create required commitment and highly suitable atmosphere for worker and teams to understand and adopt these changes successfully. This action by leaders is decisive not only for the effectiveness of the organisation but also for its very survival (Bass, 1990; Burke Cooper, 2006). Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time CONCEPTUAL FRAMEWORK From the literature review, the following framework is drawn. Vision Capacity to Learn Adoptability Initiative Innovative Approach Effective Leadership Rapidly Changing Business FINDINGS Nowadays business trends are changing rapidly and quickly in the globe and the organisations that don’t change cannot survive (Hage, 1999). An organisation that does not adopt changes cannot survive long in market (Boston. MA, 2000). Organisational changes provide different significant benefits e. g. t improves competitiveness, improves financial performance, enhances employees and customer satisfaction and most important is that it leads organisation towards continuous improvement and sustainability. These are organisational benefits and not every individual in any organisation can get benefits personally from these changes but every individual working in an organisation, usually have common goals and objectives and these changes made the organisation as a whole stronger (Boston. MA, 2000). From the above statement, we understand that organisational changes are necessary to stay in the business. It’s an era of high competition and ever changing technologies and global trends. To respond these changes accordin gly and to remain compatible with them it is good for organisations to understand, adopt and implement changes. It is the need of the time, to become successful in business and get the level of sustainability. The leader’s role is very important in rapidly changing business environment because it requires a well structured way of implementation the change by managing the behavior and attitudes of people working together. It also requires strong commitment of all the people to work together for a stated common vision. Moving is the next phase in which organisational top management identifies, plan, and implement the appropriate strategies. Organisational change can make an organisation capable to better respond the future trends, technological changes, social and economical changes, and can also provide a competitor edge in this age of high competitions. Change can also improve the performance of an organisation which at the later end may lead organisations towards 8 Lea dership in Rapidly Changing Business Environments: Learning and Adapting in Time a long term success and sustainability. The process of organisational change is very demanding and challenging. The strategic leadership is eagerly needed for organisations, which is well capable to predict the essential alterations and changes, in advance and create required commitment and highly suitable atmosphere for worker and teams to understand and adopt these changes successfully. The vision of the leader is also very important for planning and implementing the strategies. All the strategies are shaped in the moving phase. The next step is to mobilize the change situation in which leader assists in stabilizing the changes so that it becomes integrated into status quo. This is most important to understand for the leaders that how to best use of the changes because if adopting the new strategy is incomplete or not mange properly the change will be ineffective and the pre-change behaviors will b e resumed. The good leadership qualities are very important for organisational changes because it is most important to handle the resistance, confusion, exploration and commitment of management. There are some predictable behaviors associated with the change stages and the effective leader always perceive these changes in efficient manner and respond appropriately to get the teams commitment. CHALLENGES The change process is very challenging and important for organisations and can lead an organisation towards a path of success. It can also make them capable to meet future demands and to compete with other market player in effective way. (Robbins, 1999) Ulrich also highlight that change for organisations is necessary to deal with the diversities and the complex market situations (Ulrich, 1998). There are different forces that influence organisation for change and these forces may create expectations of improved efficiency and better services, usually external forces leads towar ds innovation. When organisational changes are well planned and carried in a structured way it leads to continuous improvement and organisational innovation (Boston. MA, 2000). In this ever changing business environment, question may arise, where can organisations turn to see the future of leadership? How can they determine the skills and tools that leaders will need to be successful? Organisational change is not only important but also is a demand of time, and leadership can play a key role in it. Our research work may contribute to better understand the role of leadership, h/her competencies and capabilities, while addressing the issue of coping up with the ever changing business world. Our work may also inspire the companies and organisations to think about the leadership qualities of Vision, Capacity to Learn, Adoptability, Initiative and Innovative Approach in a leader, which may lead organisations to better manage the process of organisational change and may increase the ch ances of their success. The model we have purpose in this paper can also open new ways for researchers to think further on these lines, and develop a more strong and proven relation between the characters of this model. Now it is proved and widely believed that innovation can also happen by managing it. Likewise it is a big debate now a days that leaders born or made? Different scholars have different views over the matters. If we go with the theory that leader can be 9 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time roduced, then it will be the interesting area for researchers that how to produce visionary leaders, who may not only have the great analytical skills for current situations but also have a great ability to perceive the desirable future for organisations. A leadership strategy supports the effective implementation of an organization’s business strategy. Without the right leadership, organizational strategies will remain as i nk on paper. Getting the right leadership to implement business strategies takes careful planning and dedicated effort, and often substantial investment. CONCLUSION The demand and the expectations of consumers today are not only very high towards companies but also changeful. So it is better for companies to not only meet the current demands of consumers, but also perceive the future trends and to make them prepare well before time. For this purpose the companies and organisations need to adopt and implement the change in their business model. The leadership and its role are the most concerning issue in managing organisations and organisational change. It is accepted by scholars that organisational leadership has a central role in evolution and cultivating an organisation. It can help the member of an organisation and working teams to face the challenges and to work for organisational goal in a worthy way. The role of a leader is also very prominent while addressing the change issue for organisations. By acknowledging the importance of vision and innovative approach as competencies of leadership it is also true that there are other important characteristics of leadership which has an effect on the effectiveness of leaders while managing organisations and organisational change. Moreover it is also a fact that role of leader is not a single important factor while addressing the process of organisational change. There are several other factors which are important and have an ability to affect the process of organisational change and its results. Accepting the all limitations it is still believed that leadership has an important role in managing organisations and organisational change and a capable leader along with the characteristics such as vision and innovative approach can make the organisation more effective in managing and coping up with the change process. In view of the pressures being expected from the external environment and the critical vi sion of organizations, top management needs to establish a flexible and adaptive infrastructure that should lead tomorrow’s organizations to higher levels of performance. The largest barrier to â€Å"change† is not changes to technologies, and work processes but changes involving people. To reach such level of performance, links between the environments, the vision of the organization, its leadership and learning processes are essential. Further research is needed to identify systematic integrative models of change with predictive capabilities. These models could be utilized both by management and organizational researchers in order to facilitate the implementation of adaptive strategic change initiatives. 10 Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time To succeed in a more global, faster-paced business environment, organizations will need to consider the behaviors of the leaders they are going to need for their future leaders to demonstrate, and the tools and techniques leaders will need to master. This has a range of implications for organizations; from the design of leadership development programs to the prioritization other future budgets. By leveraging the lessons from the literature reviewed here, companies can gain a better understanding of the ways in which the next generation of leaders will be operating. The journey toward globalization won’t always be easy. But we believe, by implementing these recommendations, the game of global business will be more fun; leaders will gain an edge over their competitors. Leadership in Rapidly Changing Business Environments: Learning and Adapting in Time 11 Don’t waste time! Our writers will create an original "Leadership in Rapidly Changing Business Environments" essay for you Create order

American Culture Breeds Violence Against Women - 1215 Words

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Contemporary Hotel Marketing for Demographic - myassignmenthelp

Question: Discuss about theContemporary Hotel Marketing for Demographic Factors. Answer: Introduction The hospitality industry is one of the fastest growing industries of Australia. This industry includes hotels and resorts that offer luxurious stay to the tourists visiting Australia, along with catering to the needs of business travellers. This assignment highlights the macro-external factors that have a key role to play in affecting the hospitality industry of Australia. The various factors that constitute the macro-external factors include the demographic factors, political and legal factors, economic factors, social and cultural factors, technological factors, and demographics. The significance of each of these factors has been described in details thus shedding light upon the extent of significance that each of these factors have. External macro-environment Demographics The demographics is one of the most important factors that have a significant effect on the working of the hospitality industry. The demographics include the age of the people visiting Australia, along with shedding light upon the gender of the majority of the people affecting the hospitality industry. The demographics have a key role to play in the hospitality industry. This is because depending upon the age ,gender and nationality of the majority of the tourists visiting Australia, the hotels and resorts well equipped themselves to Cater to the needs of tourist (Mok Sparks Kadampully, 2013). For example if the majority of the tourists visiting Australia are from Asia, then the Asian culture and Asian food needs to be catered to the tourists by the hotels (Amelung Nicholls, 2014). However if the European tourist dominate, the requirements will change accordingly. Hence the demographics are an essential macro environmental factors that has a significant effect on the hotel and hosp itality industry of Australia. Moreover with the popularity of Australia as a tourist industry, a large cultural diversity among the tourists has been observed. This cultural diversity affects the hospitality industry to incorporate the same diversity in the services and the food they offer to the guests. Hospitality industry needs to equip them to understand the cultural diversity, so that out of ignorance they do not hurt the culture of any tourist visiting the hotels. Economic conditions The economic condition of any country is one of the major determining external factors that affect the hospitality and tourism industry positively or adversely. Economic stability in a country ensures prosperity that attracts more tourists. Strong economy along with high affordability among the people encourages tourism (Buhalis Crotts, 2013). However natural calamities such as drought or flood, or the break out of any disease provide an adverb situation for tourism and hospitality industry (Dwyer et al., 2013). Encouragement from the government and promotion of tourism in the country attracts more tourists (Wang, 2013). High availability of world class transportation facilities such as flight and ships helps tourists to visit Australia regularly (Randle Hoye, 2016). The steady growth of Australia is also one of the important factors that affect tourism industry positively. Competitions Competitions among the various hotels in Australia are common. In order to remain in competitive advantage most of the hotels will ensure that they provide the best services to the guests. Competitors are mainly of 4 types (Baum, 2016). These include the direct competitors the product competitors the service computers and the discretionary competitors. Direct competitors and service competitors how many in numbers since a lot of hotels and resorts cater to the tourists coming to Australia (McPhail et al., 2015). However in order to remain ahead in the competition the best services needs you provided to the tourists. Society and culture The society and culture also has a strong effect on the enhancement of tourism and hospitality industry. The quality of life needs to be maintained, along with emphasising on healthy living of the tourists. The culture of Australia is rich (de Grosbois, 2016). Hence, it attracts huge number of tourists to Australia. The hospitality industry needs to ensure that the rich culture of Australia is displayed to the tourists by the way their needs are catered. The healthy living and positive lifestyle of the tourists have to be ensured, in order to attract more tourists (Ruhanen, Mclennan Moyle (2015). A country lacking culture and positivity is not a tourist attractive place. Hence, cultural richness and diversity are essential. Political and legal factors The political and legal factors also have a key role to play in enhancing the tourism industry. Political stability in Australia, along with the initiatives taken up by the government, in order to ensure the promotion of Australian tourism is important for the hospitality industry (Ruhanen, Mclennan Moyle, 2013). Moreover, the new and improved Airport, along with approval for high-rise hotels at the beachfronts, attract more tourists, thus facilitating the tourism industry (Chon, 2013). Along with the political factors, the legal factors also have a key role to play. The monetary and fiscal policies taken up by Australia, along with social legislations and regulations ensure that the tourism industry is facilitated (Goodall Ashworth, 2013). The taxation policies as well as the policies of seeking trade licence is easy thus facilitating the business of the hotels. Technology With the enhancement in the technology, the hospitality industry of Australia needs to upgrade their technologies, such that they are able to ensure the success of their business with the help of technology. The hotels have been modified and equipped with workstations and high-speed internet facilities, such that the needs of the business travellers could be fulfilled. Moreover, with technology up-gradation, satellite tracking systems and sophisticated communication network have to be designed, in order to ensure achievement of competitive advantages (Jones, Hillier Comfort, 2016). Conclusion The macro-environment has a key influence on the hospitality industry of Australia. The influence of each of the factors affects this industry positively or adversely. The demographics have a major influence on the industry, in order to ensure that the industry is able to carter to the needs of the tourists of various demographics. The political stability and the transparency of the legal procedures ensure the success of the hospitality industry. Moreover, the rich culture and the social factors also facilitate the hotel industry of Australia. References Amelung, B., Nicholls, S. (2014). Implications of climate change for tourism in Australia.Tourism Management,41, 228-244. Baum, T. (Ed.). (2016).Human resource issues in international tourism. Elsevier. Buhalis, D., Crotts, J. (2013).Global alliances in tourism and hospitality management. Routledge. Chon, K. S. (2013).Tourism in Southeast Asia: A new direction. Routledge. de Grosbois, D. (2016). Corporate social responsibility reporting in the cruise tourism industry: A performance evaluation using a new institutional theory based model.Journal of Sustainable Tourism,24(2), 245-269. Dwyer, L., Forsyth, P., Spurr, R., Hoque, S. (2013). Economic impacts of a carbon tax on the Australian tourism industry.Journal of Travel Research,52(2), 143-155. Goodall, B., Ashworth, G. (Eds.). (2013).Marketing in the Tourism Industry (RLE Tourism): The Promotion of Destination Regions. Routledge. Jones, P., Hillier, D. Comfort, D. (2016). Sustainability in the hospitality industry: some personal reflections on corporate challenges and research agendas.International Journal of Contemporary Hospitality Management,28(1), 36-67. McPhail, R., Patiar, A., Herington, C., Creed, P., Davidson, M. (2015). Development and initial validation of a hospitality employees job satisfaction index: Evidence from Australia.International Journal of Contemporary Hospitality Management,27(8), 1814-1838. Mok, C., Sparks, B., Kadampully, J. (2013).Service quality management in hospitality, tourism, and leisure. Routledge. Randle, E. J., Hoye, R. (2016). Stakeholder perception of regulating commercial tourism in Victorian National Parks, Australia.Tourism Management,54, 138-149. Ruhanen, L. M., Mclennan, C. L. J., Moyle, B. D. (2013). Strategic issues in the Australian tourism industry: A 10-year analysis of national strategies and plans.Asia Pacific Journal of Tourism Research,18(3), 220-240. Ruhanen, L., Whitford, M., McLennan, C. L. (2015). Indigenous tourism in Australia: Time for a reality check.Tourism Management,48, 73-83. Wang, Y. F. (2013). Constructing career competency model of hospitality industry employees for career success.International Journal of Contemporary Hospitality Management,25(7), 994-1016.