Airline Employee Work-Life Balance

Airline Employee Work-Life Balance CHAPTER II LITERATURE REVIEW A literature review is a concise overview of what has been studied, argued and establishes about a topic, it also entails about the major findings as well as reviewing the tools and techniques used by the previous studies. This chapter provides review of related literature associated with Work Life Balance of individuals employed in Nepalese Airline Companies. This chapter is divided into two sections. The first section consists of an in depth review of major literature and related theories. The second section presents a brief review of empirical works associated with perception of WLB and work satisfaction of employees of Nepalese Airline Companies (work-family conflict, family work conflict, family satisfaction and psychological health). The literature review has been organized under: a. Review of major literature and related theories b. Review of Nepalese Literature 2.1 Review of major literature and related theories Table 2.1 Summary of major finding Author Major Finding Greenhaus and Beutell, 1985 Work and family role interference suggests that responsibilities in separate domains such as work and family compete with each other in terms of limited time, psychological resources and physical energy, which leads to negative outcomes in both areas. Participation in the work role may interfere or enhance the performance in the family role, and vice versa, participation in the family role may interfere or enhance performance in the work role. Barnett Rivers, 1996 Work and family role enhancement suggests that participation in multiple roles can lead to better functioning in other life domains. Hill, Hawkins   and Miller (1996) High integration of work and family domains can lead to negative consequences, as high flexibility can blur the boundaries between those two domains Clark (2000) WLB is satisfaction and good functioning at work and at home, with a minimum of role conflict. Presented a border theory according to which family and work domains are separated by borders which could be physical, temporal or psychological. Domains of work and family are essential, as family and work are the most important elements of everyones life. Higher flexibility and lower penetrability between work and family domains can result in lower work-family conflict. Any competing demands of work and family life will cause conflict and negatively affect the wellbeing of workers Edwards et al., (2000) Referred to compensation theory according to which workers try to find more satisfaction in one domain to compensate for the lack of satisfaction in the other domain. (Grzywacz et al, 2000) Studies examining WLB and workers wellbeing were mainly conducted in the United States. Work-family studies have been dominated by role strain and role enhancement perspectives Work-family experience is a joint function of process, individual, time and context characteristics, and does not restrict the experience to either negative or positive. Barnett Hyde, 2001 Family is individuals who are married with children Greenhaus (2003) WLB is the amount of time and the degree of satisfaction with the work and family role. Balance between family and work domains also involves time balance, involvement balance, and satisfaction balance. Frone (2003) Presents a four-fold taxonomy of work-life balance(work-family conflict, family-work conflict, work-family enhancement and family-work enhancement, in which WLB is described as low levels of inter-role conflict and high levels of inter-role facilitation. WLB can be measured by work-family and family- work conflict as well as work-family and family-work enhancement Wise et al.,( 2003) Studies examining WLB and workers wellbeing were mainly conducted in the United Kingdom Bochner ( 2003) Studies examining WLB and workers wellbeing were mainly conducted in the Australia and New Zealand Collins et al., (2003) While assessing relationships between work and family domains, family life is considered as time spent with a spouse and children, ignoring other important aspects of family, such as time spent with parents, siblings and other relatives. Rothbard et al., (2006) Refer to spill-over theory according to which any feelings Allan, et al.,(2007) Research in sociology has been popular area of study for Work Life Balance. Sullivan et al., (2007) Research in gender studies has been popular area of study for Work Life Balance. Grzywacz et al., (2007) WLB is an accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains. There are different beliefs on how work-life balance should be defined, measured and researched Lambert et al., (2007) The majority of research on the correlation between work and family life refers with WLB and organization policies/ organization culture/ Human Resource management/ work commitment/ absenteeism/gender equality/ family life. Grady et al., (2008) Research in human resource management has been popular area of study for Work Life Balance Kelly et al., (2008) Research in organization studies has been popular area of study for Work Life Balance. Grady et al., 2008 Work-life balance is vital for individuals wellbeing, organizations performance and a functioning society. WLB is more comprehensive and includes family, community, recreation and personal time. WLB in its broad sense captures all aspects of employees personal and work life; this suggests that WLB should be focused on individuals, families, workplaces, communities, and society as a whole Casper et al.,(2011) Employees experience more conflict between work and family. Employees experience more conflict between work and family as they continue to follow the quality of life that they need therefor, Work Life Balance has been a necessity (Casper, Harris, Taylor-Bianco,   and Wayne, 2011). For business practices and academic research Work Life Balance has been an important topic. Research in different fields such as sociology (Allan Loudoun, R. Peetz, 2007), psychology (Greenhaus , 2008); (Frone, 2000), Human resource management (Grady, McCarthy, Darcy, Kirrane, 2008); (McDonald, Pini, Bradley, 2007), organization studies (Kelly, et al., 2008) and gender studies (Sullivan Smithson, 2007); (Hill Buchan 2005); (Sullivan Lewis, 2001) has been popular area of study for Work Life Balance. The literature review demonstrates some of WLB definitions. Clark (2000) describes WLB as satisfaction and good functioning at work and at home, with a minimum of role conflict. Clarke, Koch and Hill (2004) stated that WLB is an equilibrium or maintaining overall sense of harmony in life. Greenhaus, Collins, Shaw (2003) defines WLB as the amount of time and the degree of satisfaction with the work and family role. Frone (2003) presents a four-fold taxonomy of work-life balance, in which WLB is described as low levels of inter-role conflict and high levels of inter-role facilitation. Grzywacz (2007), Yavas and   Babakus (2010) believed that WLB is an accomplishment of role-related expectations that are negotiated and shared between an individual and his/her role-related partners in the work and family domains. The majority of research on the correlation between work and family life refers to WLB and organization policies or organization culture or Human Resource management or work commitment or absenteeism or gender equality or family life (Casper, et al., 2007). There are a number of studies examining WLB and workers wellbeing. These studies however were mainly conducted in the United States (Grzywacz Marks, 2000) the United Kingdom (Wise, Bond, Meikle, 2003), Australia and New Zealand (Bochner, 2003). In addition, several researchers (Greenhaus, Collins Shaw 2003); (Grzywacz Marks, 2000) noticed that work and family literature, while assessing relationships between work and family domains, considers family life as time spent with a spouse and children, ignoring other important aspects of family, such as time spent with parents, siblings and other relatives. According to Seligman (2012) and Hill (2005) the common consequences of poor WLB are depression and distress, leading to lower productivity, poorer work quality, higher absenteeism and staff turnover .Work-family research has generally been dominated by the study of family and work role interference. However, work and family role enhancement studies seem to be growing in recent years (Grzywacz Marks, 2000). Work and family role interference suggests that responsibilities in separate domains such as work and family compete with each other in terms of limited time, psychological resources and physical energy, which leads to negative outcomes in both areas (Greenhaus Beutel, 1985). In contrast, work and family role enhancement suggests that participation in multiple roles can lead to better functioning in other life domains (Bond, Galinsk Swanber, 1998). This study focuses on work and family role interference, measured by work-family conflict and family-work conflict. However, study on work and family role enhancement is suggested for further research. Bronfenbrenner (1979) insists that Work-life balance is vital for individuals wellbeing, organizations performance and a functioning society. There are different beliefs on how work-life balance should be defined, measured and researched (Grzywacz Carlson,   2007). Different terms are also used by different researchers while referring to work-life balance. Frone (2003), Greenhaus (2003), Clark (2000) refer to the term work-family balance whereas, Clarke (2004) refer to work-family fit, while Clarkberg (2001) refers to work-personal life balance and Grady (2008) refer to work-life balance. As work-family balance is often associated with traditional families which is   individuals who are married with children (Barnett Hyde, 2001), and this study refers to a family in both its traditional and non-traditional form; in order to avoid any confusion, the term work-life balance is used throughout this paper. Grady, McCarthy, Darcy and   Kirrane (2008) stated that the term work-life balance is more comprehensive and includes family, community, recreation and personal time. As stated by Dhas (2015) WLB in its broad sense captures all aspects of employees personal and work life; this suggests that WLB should be focused on individuals, families, workplaces, communities, and society as a whole. Several theories have been proposed by researchers to explain WLB. Clark (2000) presented a border theory according to which family and work domains are separated by borders which could be physical, temporal or psychological. Whereas, Edwards and Rothbard (2000) and Lambert (1990) referred to compensation theory according to which workers try to find more satisfaction in one domain to compensate for the lack of satisfaction in the other domain. However, Rothbard and Dumas (2006) and Grzywacz and Marks (2000) refer to spill-over theory according to which any feelings, emotions, attitudes and behaviors generated in one domain can be transferred or spilled over into the other   domain. Repetti and Crosby (1984), Rubin and Babbie (2010) and Grzywacz and Marks (2000)   proposed   more conceptual models where WLB can be measured by work-family and family- work conflict as well as work-family and family-work enhancement. Grzywacz and Marks (2000) implemented Bronfenbrenners   ecological  Ãƒâ€šÃ‚   model which suggests that work-family experience is a joint function of process, individual, time and context characteristics, and does not restrict the experience to either negative or positive (Bronfenbrenner, 1979). Clark (2000) explains that focus on the domains of work and family is essential, as family and work are the most important elements of everyones life. Any competing demands of work and family life will cause conflict and negatively affect the wellbeing of workers (Persons Bales 1955), (Frone, 2000). Piotrkowski (1979) and Clark (2000) agree that measurable aspects of WLB are satisfaction, lack of role conflict and an overall sense of harmony. Greenhaus, Collins, and Shaw (2003) and Pallant (2013) believe that balance between family and work domains also involves time balance, involvement balance, and satisfaction balance. Frone (2003) and Piotrkowski (1979) states that the measurable four aspects of the balance between work and family roles are: (a) Work-family conflict (b) Family-work conflict (c) Work-family enhancement (d) Family-work enhancement. As these components have bi-directional effects on work and family domains, participation in the work role may interfere or enhance the performance in the family role, and vice versa, participation in the family role may interfere or enhance performance in the work role (Eagle, Miles Icenogle, 1997), (Frone, 2003), (Grzywacz   Marks, 2000), (Frone, 1992), (Greenhaus Beutell, 1985), (Grzywacz, Almeida McDonald, 2002).This study refers to the definition of WLB presented by Clark (2000), Eisenhardt (2012), Wilmot and   Hocker (2001) who believed that WLB is achieved when there is no role conflict, and when people are satisfied with their work and family roles. This definition seems to be the most relevant to this paper, as participants WLB and work satisfaction was measured using work family conflict, family-work conflict, family satisfaction and psychological health. Any competing demands of work and family life will cause conflict and negatively affect the wellbeing of workers (Frone, 2000), (Clark, 2000). Clark (2000) explained that WLB is influenced by physical borders (workplace walls), temporal borders (working hours) and psychological borders (behavior and thinking patterns) between work and family settings. People cross these borders and make daily transitions between these two settings, often tailoring their focus, their goals, and their interpersonal style to fit the unique demands of each. Clark (2000) argues that keeping work and family lives separate enables the management of work and family borders; however integration of work and family lives eases transitions between those two domains. Each of these two approaches can improve employees well-being. This however is influenced by individuals preferences in terms of separation or integration. Clark (2000) found that higher flexibility and lower penetrability between work and family domains can result in lower work-family conflict. This again depends on individuals preferences regarding segmentation and integration. Research conducted by Fink (2009), Hill and Buchan (2005), Grandey, Cordeiro and Crouter (2005), Grandey and Cropanzano (1999) showed that high integration of work and family domains can lead to negative consequences, as high flexibility can blur the boundaries between those two domains. Flexible, integrative work-family arrangements can improve WLB by enabling employees to spend more time with their family . At the same time, when these integrating arrangements are so high that they blur work-family boundaries, they can worsen WLB and lead to higher work-family conflict, higher dissatisfaction with work and family life, and higher levels of stress or depression (Clark, 2000), (Hill et al, 1996). 2.1.1 Review of related theories.In this section, theories and concepts developed previously relating to Work Life Balance and its sub factors will be reviewed. Conflict Theory: In the social sciences, conflict theory refers to the theoretical approach that views social phenomena as the result of conflict between individuals or groups (Sidanius, 1993). The emergence of work life balance is due to work-family conflict and family work conflict generally. Conflict theory has developed at both micro and macro levels (Klein, 1996). Coser (1993) stated that the micro level studies the individual, and from his or her behavior seeks to draw inferences about collective behavior. Psychologists, social psychologists, and socio biologists locate the cause of conflict behavior in human nature either in the imperatives of survival that have programmed forms of aggressive and defensive response, or in individual aggressive impulses triggered by personality dynamics, such as ego need, frustration, and the projection and displacement of inner anxieties onto others (Levine, 2015) Sociologists, anthropologists, political scientists, and organization and communications theorists adopt the macro approach to conflict (Giddens, 2003). They hold that collective conflict behavior is not the product of individual behavior, but behavior socially induced either by a sense of collective grievance or by national leaders for purposes of defending the national territory or defeating another nation (Adorno, 2002). Tajfel (1979) explained that two groups may compete for scarce status, power, or resources without being in conflict. According to Coser (1993), conflict may have a positive social function. Some political scientists have asserted that conflict may be an unavoidable characteristic (Pondy, 1967). Conflict theory must take account of the motivation and perception of individual leaders and decision makers and to the extent that individual employees are engaged in the conflict by conscious appeals to their beliefs, the micro-level approach to conflict theory remains highly important to any comprehensive theory of conflict (Robbins, 2001). Gender Role Theory: One of the early Work Family Conflict (WFC) theoretical articles (Grandey A. C., 2005) proposed that WFC is intensified when the work and family roles are salient or central to the persons self-concept and when there are strong negative sanctions for noncompliance with role demands. WLB and gender role theories are interconnected as the perception of male and female are different (ONeil, Good Holmes, 1995). According to Grandey, Cordeiro and Crouter (2005) gender role theory, women are more likely to see the family role as part of their social identity than men do. Moreover, as womens roles in the workplace have increased, the expectations placed upon them in the family role have not diminished. Thus, when work imposes on family demands (WIF), women are more likely than men to develop a negative attitude toward the work because the job is more likely to be viewed as threatening a central social role (McLoyd, 1989). On the other hand, according Grandey, Cordeiro and Crouter (2005), men are unlikely to use this information to form work attitudes, because they are less likely to experience a threat to self if the job interferes with family time. Alternatively, at the turn of the twenty-first century, when dual-earner couples are common and women make up between 45percent and 50percent of the workforce in Westernized countries (US Bureau of Labor Statistics, 2002), (UK National Statistics, 2002). Waldron (1989) emphasied that the context-specific role expectations for men and women have changed.   The studies conducted by Grandey (2005) in US, college students have been gradually less likely to endorse traditional gender role views about work and family. In fact, the extent of WIF and FIW have been found to be similar for men and women, despite gender role theory hypotheses that women experience more WIF and men more FIW (Eagle, 1997); (Groves, 2008); (Gutek, 1991); (Halpern, 2005). In contrast, perhaps men and women do not differ in their reactions to WFC, perhaps when both partners are working; they will equally resent their jobs if work interferes with family (WIF) and appreciate their jobs if this is not the case (Grandey A. C., 2005). Consistent with gender role theory, several studies have supported the proposition that the relationship between global WFC and job satisfaction is stronger for women than for men. This may be spurious, however, because work characteristics may be different for women than for men on average, influencing both WFC and lower job satisfaction (Wayne, Musisca Fleeson, 2004). Gendered-Division of Employment: Gender plays an important role in shaping our lives as even the attitudes and social structures are gendered. In Nepal, the bread winner-home maker model is the fundamental principle of any household. Nepali society greatly believes on the gendered division of labor (Cameron, 1995). Mens and womens preferences are strongly influenced by the interplay between their own gender and the nature of the social structures they encounter (Bussey, 1999). System of domesticity that relies on male breadwinners and female home-makers is largely intact (Cameron, 1995). A substantial minority of U.S adults still believe that men and women should have different work and family responsibilities (Pew research center,2013). Spillover theory: Spillover theory assumes the conditions under which the spillover between work and the family is positive or negative (Korabik, 2009). Research documents that if work-family interactions are strictly structured in time and space, then spillover in terms of time, energy and behavior is generally negative (Grzywacz Marks, 2000) . Research also supports the notion that work flexibility, which enables individuals to integrate and overlap work and family responsibilities in time and space, leads to positive spillover and is instrumental in achieving healthy work and family balance (Hill, et al., 2003). Compensation theory: Compensation is the set of valuable things that is given to employees in exchange for their labor (Sass, 1997). Usually compensation is money which is given to employees as an hourly wage or salary (Lazear, 1996). However, in addition to pay, some organizations offer benefits, stock options, bonuses, profit sharing, commissions, allowances and other rewards (Gerhart, al.,1995). 2.2 Review of Nepalese Literature Table 2.2 Summary of major finding Author Major Finding Tamang (2008) Role ambiguity influences WLB negatively; More ambiguous at work place lower the level of work life balance. Role conflict is positively related to work life balance Negative relationship between role overload and hours spent on paid work with WLB. Positive influence of all family stressor with WLB. Hours spent on household work is most influencing variable Positive effect of WLB on organizational commitment. Employees in the Nepalese hospitality industry do not feel any adverse effect of family domain to work life balance. Yadav and Rani (2015) The most significant issue to influence and develop WLB is organization commitment and individuals commitment. WLB strategies can help organizations in generating stress free environment. The study completed by Tamang (2008) seeks to explore the causes that influence individuals work life balance and its effect. This study was performed due to increasing number of day care centres in Kathmandu which shows Nepalese employees are looking for balancing their work and life domain. The researcher found that in one of the day care centres located at Kathmandu named Stepping Stone Pre-School takes care of 30-35 children some of them aged below 1 year as well. Children arrive early in the morning stay there till evening. With this regard, the researchers primary focus was to explore the condition of work life balance in the Nepalese context. The study examines the work life balance and its cause and effect through a survey conducted during 2008 in nine different stars hotels of Kathmandu, Nepal. Employees of these hotels were surveyed to determine the level of work and family stressors as antecedents, balancing between work and family, and organizational commitment as consequ ence of work life balance. Descriptive statistics were used to explore the condition of work life balance. Regression analysis was also used to examine the cause and effect relationship of work life balance (Tamang, 2008) In the study of Tamang (2008) the following theoretical framework was used:   Ãƒâ€šÃ‚   Source: Tamang (2008) Figure 2.1 Theoretical framework for work life balance by Tamang. According to Tamang (2008), the following has been discovered: The study found first variable, role ambiguity, as important variables from work domain to influence on work life balance negatively as per theoretical expectation in the context of Nepalese hospitality industry. More ambiguous at work place lower the level of work life balance. Second variable role conflict has been found positively related to work life balance. On the other hand, the study found negative relationship of both variables role overload and hours spent on paid work with work life balance. However, the relationships discussed earlier except of role ambiguity were found statistically insignificant. The study found the positive influence of all the family stressors under study with work life balance in contrary to prior theoretical expectation. Among them the relationship of hours spent on household work alone appeared statistically significant representing most influencing variable from family domain, meaning that engaging in household work leads to feel having good balan ce between work and family in the Nepalese hospitality industry. At the end, the study found the positive effect of work life balance on organizational commitment as per theoretical expectation. In conclusion, the study explores the condition of work life balance in the context of Nepalese hospitality industry. The result shows low level of work and family demand, and good balance between work and family. In fact, employees in the Nepalese hospitality industry do not feel any adverse effect of family domain to work life balance. Especially employees feel good balance between work and family when they get involved in household activities more. On the contrary, ambiguous role at work alone was likely to feel imbalance between work and family for employees in the Nepalese hospitality industry. Finally, the present study provides evidence that the organization can be ensured the increased level of commitment among those employees having good balancing between work and family (P. 96) Another study by (Yadav, 2015) on female work force in Nepal concludes that the most significant issue to influence and develop Work-Life Balance is organization commitment and individuals commitment. The suggested work-life Balance strategies such as appropriate compensation and benefits, better employee relations, challenging job description, employee support plans, suitable employee Grievance Cell, creating productive work environment, family friendly policies, organizing workshops, can help organizations in generating stress free environment for working people and help improved Work life balance.

Why Did Chartism Fail in the 19th Century

In this essay it will be necessary to examine the reason why Chartism failed during the 17th century. Chartists were formed during 1838, 6 years after the ‘great’ reform act was passed. When a group of men met in a local pub and were extremely angry about how badly the reform act was making so little changes, so they made a list of things they thought were eligible for voting rules and branded themselves ‘The Chartists’ and they were out to change how the MP’s were elected throughout Great Britain. The five main men in this debate were Thomas Attwood, William Lovett, Fergus O’Connor, Francis Place and John Frost. Francis, Thomas and William all believed peaceful methods were accepted and the right thing to do, however, on the opposing side was Fergus and John who were certain that violence was the way forward to get political and social changes. I think this point about the chartists is long term because, the men had to settle their differences to come to an agreement on what the next stage would be, therefore the negative side to this would be the disagreement but the positive being the fact they had two smaller groups to hold the public’s different opinions, I think the long term cause of disagreement was the reason for failure. Throughout the Chartism event, the Chartists set up 3 petitions for the general public to sign, and in total they gained 10,296,710 signatures. The first petition was set up in 1839 with 1. million signatures and it was almost 3 miles long, however, it was rejected. But then in 1842, 3 years later, they made yet another petition with a 3. 3 million signatures, but yet again, it was rejected. Finally, in 1848 they made a third petition with a staggering 5. 5 million signatures and yes, it was rejected despite all the hard work and names. These short term causes, I believe, didn’t contribute to the failure of Chartism as the reliability of this source is not good as we don’t know if the figures are exact and compared to the previous point, this is less reliable. Another reason I think that Chartism in the 17th century failed is that on the 10th April 1848, the Chartism demonstration day, only 20,000 people turned up due to the unexpected rain fall that day. Therefore they didn’t get as much popularity and votes as expected and couldn’t get the voting rights they had initially hoped for. This trigger cause I presume was not one of the main reasons Chartism failed as the previous points are more understandable and useful than this one. In conclusion, I believe that the main reason that Chartism in the 17th century failed is because the 5 men who led the organisation all had different views and ideas on how to win the public’s vote; 3 of the men believed that peaceful communications were the way forward and the other 2 men reckoned that violence and abuse was going to win the public and government over. Also as this is what I believe to be the most reliable and useful statement it makes more sense as to why they did not get the rights they wanted originally.

Dreamliner 787 Case Essay

Tara Lentini Week 3 Case Assignment Boeing: Dreamliner 787 Discuss the nature of the market structure and demand for the Dreamliner. What are the implications for Boeing and its customers? The market structure for the Dreamliner is that of an oligopolistic nature which means there are few aircraft manufactures who sell large quantities to its buyers. With Boeings biggest competitor Airbus unable to compete with the Dreamliner product, Boeing has the chance to take over the market for commercial aircraft. The demand for the Dreamliner is derived demand. Due to customer demand for comfortable fair priced airline travel, the demand for the Dreamliner will increase. Customers demand comfort during air travel and the Boeing Airliner promises added luxuries that will increase customer purchases to those airlines with a Dreamliner aircraft. The chief project manager for the Boeing, Tim Cogan stated, â€Å"It’s not Just an evolutionary step†¦ it borders on revolutionary. † This statement is supported by many industry insiders. Kotler & Armstrong, 2010, p188) With such support, the emotions of the airline companies umped at the chance to place an order even with the understanding that the estimated time for delivery was at least 4 years and there was little research to support some of the added luxury amenities. What examples of the major types of buying situations do you see in the case? Discuss the implications of each in terms of marketing strategy? A new-task purchase i s seen with the Dreamliner due to the fact that it is a new product being sold by Boeing. The buying team is comprised of numerous members and the team must decide on specifications regarding the product. The marketer (Boeing) â€Å"tries to reach as many key buying influences as possible but also provides help and information. † (Kotler & Armstrong, 2010, pl 73) The amenities of the Dreamliner will assist the buying team in making a decision whether or not the Dreamliner would be a good investment for the company and if so, how many to order. A straight rebuy is also seen in this case. Boeing listed the airliner at a price of $162 million with few customizable options for its buyers. (i. e. seating arrangements). Many aircraft buyers may have already been customers f Boeing and are familiar with their business. A straight rebuy is defined by Kotler and Armstrong as the buyer reorders something without any modifications. Once the buyer purchases the aircraft the straight rebuy buying situation will result in a quicker sale with fewer individuals making a decision on options and product specifications. List the specific features of the Dreamliner. What customer benefits result from each? PASSENGER BENEFITS: 60% quieter than other planes in its class – It is always nice to sleep on a plane however, when seated near the engine it is difficult to rest due to the noise. Many corporate travelers will enjoy this benefit with the late and early morning travel legs. With the added legroom there will no longer be a need to specifically sit in the isle and more options that will equal the comfort of isle seats will come available. Lighting that automatically adjusts to time zone shifts – Changing time zones can be difficult for anyone Circadian rhythms, which are the internal clock we all have which tells us when we it is time for bed and when it is time to rise. These â€Å"clocks† are not easily adjusted when changing time zones. The Dreamliner will posse lighting that imulates â€Å"sunrise and twilight which will assist its passengers adjust to the change in time zones. † (Micke, 2010) Higher cabin pressure and humidity – reducing common flying symptoms such as headaches, dry mouth, and fatigue. All of these symptoms are not what most passengers look forward to; knowing the Dreamliner decreases these symptoms will make it a preferred aircraft for many passengers. Large overhead storage bins – It is always daunting not knowing if your carry on will fit into the overhead storage bins. We have all witnessed a passenger beating their luggage esperately hoping it will pop in before the flight attendant comes by to take it to be stored in the cargo area. 19 inch self-dimming windows – This is a wonderful feature for those who prefer a window seat but have to fght the sunlight to enjoy their flight. Wireless internet and entertainment system – many travelers use the internet to stay connected while away. This option will give business travelers the ability to complete business while on the road. Time sensitive information can be conducted in-flight and travel will no longer be a burden for business travelers. The non-business travel can stay connected with family and friends to inform of flight status and arrival time. Also, wireless access will assist the passenger with passing the time during air travel. AIRCRAFT BUYER BENEFITS: For the buyer of a Dreamliner Aircraft, the marketing aspect will be a breeze. Passengers are always looking for comfort when flying and this aircraft offers many luxury amenities. Airlines with a Dreamliner in their roster will have the ability to sell luxury air travel to its passengers without the luxury cost. The Dreamliner will offer a ighter aircraft resulting in less fuel needed for flights. This aircraft could replace outdated aircrafts that are no longer economically fit. The 787 will expand non-stop markets for its customers with a â€Å"fuel range of 8,500 nautical miles and a maximum speed of Mach . 5. † (Kotler & Armstrong, 2010, p187) Also, the Dreamliner offers passenger capacity of 210 to 330 depending on seating arrangement ordered by the customer. With multiple configurations, the buyer of the aircraft has the option to decide what seating confguration would best meet their airline needs. For example, Southwest Airline only offers economy class, so they would order a Jetliner with one type of seating confguration. There is no need for S outhwest to order a Jetliner with first or business class on a Dreamliner. Other airlines may find it necessary to order multiple aircrafts with different seating arrangement to best meet its marketing and customer needs. Discuss the customer buying process for a Boeing airplane. In what major ways does this process differ from the buying process a passenger might go through in choosing an airline? The buying process for an airline placing an order or a Dreamliner would first have to recognize a need for a new aircraft offering the retire due to age may look at the Dreamliner as good solution to add new innovative products to their fleet. Next the buyer would have to recognize the general specifications and quantity needed of an item. Here a buyer of the aircraft would consult engineers and technical personnel to discuss the options available on the Dreamliner Aircraft. For example, the technical staff should be consulted regarding the wireless entertainment system on a Dreamliner. The control tower may need odifications to ensure interference will not be an issue with this type of system. Product specifications needed to meet the airlines customer and marketing needs would have to be listed. In this process, â€Å"the team decides on the best product characteristics and specifies them accordingly. † (Kotler & Armstrong, 2010, p177) As for the Dreamliner, the airline would specify the seat options available. For example, Southwest Airlines only offers economy seating for their passengers. If Southwest chooses to purchase a Dreamliner, they would specify one seating option or their aircraft. Once the order is placed for a Dreamliner, the buyer should conduct a performance review to ensure the product will be delivered on time and to ensure they are aware of any problems that may arise. At this â€Å"stage of the buying process the buyer assesses the performance of the supplier and decides to continue, modify, or drop the arrangement. † (Kotler & Armstrong, 2010, p179) Most passengers choosing an airline are looking for the least expensive direct flight to their destination. The buying process for an airline ticket for a few hundred dollars is ess complex than that of purchasing an aircraft for over one hundred million dollars. Many travelers have a preferred airline and do not shop around for deals. They use the preferred airline and earn air miles towards free flights. As for me, I do not have a preferred airline, however I do enjoy Southwest because of first come first serve seating. Yet, most travelers will look at price first, direct flight possibilities, and airport location before booking a flight. There is little thought that goes into aircraft options when a ticket is purchased. What marketing recommendations would you make to McNerney as he continues to try to resolve the problems with the 787 Dreamliner program? McNerney needs to stay fully involved in the operations of the Dreamliner to ensure all suppliers and manufactures are completing production on time. Performance reviews of the suppliers must be taken seriously and the decision to drop or modify the arrangement must be made in a timely fashion. With 70 percent of the work being outsourced to dozens of partnering firms, he cannot be blinded by incomplete or inaccurate production. The longer it takes to assess the supplier performance the longer the delay in production and delivery will be for the Dreamliner.

The And Social Work Approaches Essay - 1775 Words

Sanism and Social Work Approaches According to Canadian Association of Social Workers one of the core values of a social worker is to uphold the dignity and worth of a person. Mental health service users have been discriminated and marginalized from the ‘sane’ counter parts for a long period of time. The mental health policies caused the service users to limit their freedom due to fears about their own and others safety. Thus, social worker’s role tends to focus on a difficult axiom of practice where the balance between risk factors and liberty. The power imbalance continues to contribute oppression of mental health service users. Social worker role in mental health practice has been significant since the introduction of mental health services in Canada (Towns and Schawartz, 2012). Although the initial social work practice in mental health was based on bio-medical reasoning social workers played a pivotal role in forming social psychiatry (Charlse Bentley, 2016). Social psychiatry focused on envi ronment and cultural aspects in mental health and well-being. This new branch supported by social workers treated people with mental health in a different way. Mental health issues were seen from a different perspective by connecting the issues of individuals to the environment. Consequently, the mental health services were shifted from institutionalized to community based services (Charlse Bentley, 2016). There were several mental health consumer/survivor movements which forcedShow MoreRelated Feminist Approaches to Social Work1641 Words   |  7 PagesThis work is going to set out to investigate the relevance of feminist approaches to social work in today’s society. It will first look at the different types of feminism that are present in society. It will then trace and highlight the emergence of feminism in society. This essay will then delve deeper into the different types of approaches that were taken on by feminists within the field of social work. It will discuss wha t effect these approaches had on society especially women. AccordingRead MoreStrengths Based Social Work Assessment : Transforming The Dominant Paradigm1443 Words   |  6 Pages READING RESPONSE​ Strengths-Based Social Work Assessment: Transforming the Dominant Paradigm Name Institution Strengths-Based Social Work Assessment: Transforming the Dominant Paradigm Today, the modern medical model worldview bases its functions on the concept of deficit-based and disease process as a means of understanding human behavior, as advanced by the DSM and psychopathology. However, the medical society fails to recognize the impact of this worldviewRead MoreMy Goals As A Social Worker Practitioner1737 Words   |  7 Pagesrelationships between client and social worker/therapist. Social workers that use postmodern approach examine socio cultural issues such as how client problems and beliefs become socially constructed, the need for empowerment of marginalized clients, the political nature of therapy, and a need for social justice. As a healthcare social worker working with multicultural population it is important to understand how the culture play a big role in people’s life. The systems approaches, like feminist therapyRead MoreThe Theories Of Management That Organizations Can Use755 Words   |  4 PagesThere are many approaches to manageme nt that organizations can use. Managerial theories are based on historical approaches or historical theories. Many organizations use more than one approach that may or may not be effective. Several decades ago researchers were attempting to explain the nature of managing from six different points of view: management process, empirical approach, human behavior, social system, decision theory, and mathematics theory. The organization that I work for, the CityRead MoreAnti Islam : Anti Oppressive Practice Essay1683 Words   |  7 Pages GROUP WORK ASSIGNMENT ON: - ANTI-OPPRESSIVE PRACTICE Name – KOUSHIK MAHATO Enrolment No. - M2015CJ010 Course Teacher - Prof. BIPIN JOJO INTRODUCTION ‘Anti-Oppressive Practice’- is an umbrella term that encircles radical, structural, critical, feminist, liberal, anti-racist framework practice approaches. But it is not limited within those approaches. Anti-Oppressive social work is a practice represents the theories and approaches of social justice. Anti-Oppressive Practice (AOP)Read MoreUnit 8 P1 and M11566 Words   |  7 PagesQualification Unit number and title Level 3 BTEC National Diploma in Health and Social Care (QCF) Unit 8 – Psychological Perspectives for Health and Social care. Learner name Assessor name Kamila Patrycja Zgadzaj Kwame Attikpoe Date issued Hand in deadline Submitted on 5th December, 2014 15th December, 2014 15/12/14 Assignment title Explain the principal psychological perspectives and assess different psychological approaches to study. In this assessment you will have opportunities to provide evidenceRead MoreA Market Based Approach For Community Development Essay1400 Words   |  6 Pagesanalyze market-based approaches to community development. This paper will look at how a market based approach to community development is an important component of community development because it is the appropriate response to the current socio-economic, and political context that our country is in. A market-based approach provides a mechanism to define relationships and allocate economic resources to create systemic change within communities. increasing opportunities for social inclusion and economicRead MorePsychology663 Words   |  3 PagesD1 M2- compare two approaches to health and social care. Chose two different approaches and compare each theory to a health care setting and also a social care setting explain how it works in health care compared to social care. Example of behaviourist in health and social care – classical conditioning can be used in a hospital to help with an individuals fear by creating a hierarchy of fears starting with their least fear to the most feared. Whereas in a social care setting such asRead MoreThe Theory And Practice Of Social Planning Essay1655 Words   |  7 PagesIntroduction Social planning is limited by the top-down and trickle down approaches that proliferate and impact on social concerns. Neoliberal ideologues and theories primarily based on the economy have impacted on the social investment context of social planning and development. In this essay, a brief explanation of social planning and its function in relation to top-down and bottom-up change is discussed and evaluated. Further, the duality between theory and practice of social planning is presentedRead MoreApproaches to Crime Prevention Essay1036 Words   |  5 PagesThe Dominant Approaches Used For Crime Prevention Jamal Sanchez Bush Crime Prevention CJ212 June 21, 2011 Introduction Crime prevention has influenced by so many fields like sociology, psychology, criminology, urban planning and design, health care, education, community development, economics social work, among the others. This paper focuses on the dominant approaches to crime prevention which is currently used by law enforcement, courts, and corrections. The dominant