Inflight Catering and Waste Management in the Emirates Airlines Dissertation

Inflight Catering and Waste Management in the Emirates Airlines - Dissertation Example The travel industry and travel can't create without aeronautics. Interest for air transport is proceeding as humankind and innovation grows quickly. The flight business is a profoundly serious industry. Guidelines and numerous requirements are forced by the International Air Transport Association (IATA), and it is inside this setting Emirates Airlines works. The different aircrafts working at the Dubai International Airport need to follow guidelines on complex components managing parking garages, landing and take-off timetables, and natural issues. Providing food administrations need to adhere to delicate principles and guidelines in light of the fact that these exercises can cause ecological issues. (Abdi and Sharma, p. 296) Â This paper is about Emirates Airlines and the ecological effect the firm makes as a result of its different exercises. The paper explicitly addresses the waste produced because of in-flight providing food. Inflight cooking creates a lot of misuse of different kinds and it requests a viable waste administration. Ecological effect proposes a few sub-subjects, for example, ozone depleting substance impacts, squander age and other natural worries inside the avionics business that need conversation and top to bottom examination. Strong and food squanders from aircrafts are discarded, prepared or isolated at air terminals. Consequently, squander the board at air terminals is a huge piece of this paper. Â Emirates Flight Catering, an organization framed under the Emirates Group, creates huge amounts of waste from in-flight providing food. It serves the Emirates airplane and different carriers working at the Dubai International Airport. The firm has a waste administration framework completed by an Environmental Team whose activity is to keep up a nearby coordination and joint effort of the various units of waste administration of the Emirates.

Informative speech Essay Example | Topics and Well Written Essays - 500 words

Educational discourse - Essay Example rney of humanity from there on, paper turned into a most convenient apparatus for the researchers and authors to record their insight with the goal that people in the future could exploit it. Every single old composition of those days were composed and safeguarded on the bits of paper. Clearly single duplicate of original copy couldn't spread the information far and wide. Knowing this completely, Chinese developed the available resources of printing. To safeguard the information, paper came to be known as the most essential need; in any case, printing too involved similarly a significant spot without which maybe, spread of information over the world was simply unrealistic. Square printing was created during Tang Dynasty. To demonstrate the point, a Buddhist book called The Diamond Sutra, is still put away in the British Library that was square printed during 868 AD of the Tang Dynasty. When ocean gets blustery and the days are overcast, the mariner of the boat needs to cruise the correct way and afterward do you realize what is that that he needs most critically? You are totally right †the compass acts the hero of ocean mariners at that point. This compass is a Chinese creation and the diverse Chinese skilled workers were associated with creation of these gadgets during the Three Kingdom and Southern Song Dynasty. Universes most invigorating antiquated beverage is tea and do you know where it was designed? The Chinese Emperor Shan Nong in 2737 BC just accidently found that tea utilization gives unwinding to the psyche; the beverage injects life and vitality however around then its utilization was restricted for restorative reason as opposed to as a standard beverage. It was distinctly during a Song Dynasty that it got conspicuousness as a national beverage of China. In this manner, it tends to be said that the most progressive innovations, for example, paper, printing, compass and tea were given to us by the antiquated Chinese individuals that later involved the most unmistakable jobs in everyone’s

How to Dissolve a Group Conflict Quickly

How to Dissolve a Group Conflict Quickly Conflict is an unfortunate, yet an undeniable part of human existence. If you’re a team leader, then you know that your role involves that of the ‘peacekeeper’. You need to learn to dissolve conflict to guarantee the team can achieve common goals and continue performing to the highest level.In this post, I’m going to help you identify the steps and strategies you need to take and adopt in order to dissolve a group conflict quickly. You’ll learn about classifying the conflict, engaging in a constructive manner, and adopting strategies that help the team find an effective solution.DEFINING GROUP CONFLICTConflicts are not alike. They come in all shapes and sizes, and more importantly, conflicts can have both negative and positive consequences. You therefore should never approach conflict, as it is always the same and just assume it will lead to a negative disruption in the workplace.As I’ll show you during the post, the reasons behind the conflict can be varied and the outcome can actually lead to a beneficial result for your business â€" so don’t despair if your team starts arguing.Before examining the different ways you can classify group conflicts, you should note the different types of conflicts. Group conflict essentially is just one of a subset of the five common conflict types. These five are:Conflict within the individual â€" These are generally value-based conflicts the person has within themselves. For example, if you are a vegan and you are passionate about animal welfare, you might be conflicted if you worked at a steak place and you had to serve meat, even though you find in unethical. Similarly, your position might lead to conflicts â€" a police officer attending a party on his free time might be conflicted with people using illegal substances, yet feel like it’s not the time and place to start arresting his own friends.Interpersonal conflict â€" These conflicts occur between two or more people and it is the most common form of conflict. The reason can vary from power conflict to conflicts in value. You might, for example, be at locker heads with another person at work over which method to use for accounting.Conflict between an individual and a team â€" Individuals might not just clash with each others, but also with a team. This would mean that one person is in disagreement with a team of people. Imagine you were a waitress and you felt the rest of the team is not putt ing enough effort in customer service, yet the tips (you mainly earn) were divided among the whole team. You might therefore be in conflict with the rest of the group.Intergroup conflict â€" You can also find conflict among different groups of people. This could happen in an organization as well. For instance, your accounting team might feel strongly that the sales team is not being efficient enough in cutting costs, while the sales team might disagree with the notion and feel like the accountants don’t understand their pressures.Inter-organizational conflict â€" These group-based conflicts can occur in a much larger scale, meaning two separate organizations or entities are in conflict with each other.In this post, I’m focusing on the team-based conflicts. These are essentially interpersonal problems, which appear between two or more people on a team. Group conflict also has a disruptive element to it, even when it isn’t necessarily negative. For good and for worse, a team con flict always affects teamwork â€" the team doesn’t perform optimally during a conflict situation.As the above already alluded to, group conflict can have a variety of reasons. The most common reason is an imbalance between the perceptions, goals, and values of the team.Essentially, your opinion might differ from that of Person X and this creates an imbalance within the team and makes achieving the objectives difficult at that time. Figuring out the reasoning behind the conflict â€" classifying it â€" can be the key to solving it.CLASSIFYING THE CAUSES OF GROUP CONFLICTAbove I identified some of the different ways conflict occurs and touched on some of the reasons people find themselves in a confrontational situation. Aside from understanding who is in conflict â€" an individual or a group â€" it’s also important to understand the causes of the conflict or the driving forces of the conflict. What is sustaining the conflict? What is the basis of the conflict?By answering these que stions and identifying the underlying causes and manifestations of the conflict, you can better resolve it. There are three key ways to classify a group conflict. You can view it through its functional attribute, its origin, and its behavior.Functional attributeConflicts within a team do not always result in a negative outcome. This essentially means the conflict situation might not result in a situation where the team is unable to perform normally or that the conflict will result it loss of objectives. Put it another way, a conflict can be either functional or dysfunctional.As mentioned above, a functional conflict would not affect team performance in a significant manner. The rest of the team and the parties of the conflict would still be able to perform their duties and continue to produce results that are on par with the objectives. Nonetheless, there would be some sort of disagreement or argument within the team that is still worth looking into.On the other hand, dysfunctional conflicts are those super disruptive events, where the team’s ability to work is hindered. The team is influenced by the conflict in a way that partly or wholly prevents the team from achieving the shared goals. This type of conflict can have a long-lasting negative attention and generally requires immediate attention.Origin of conflictYou can also classify the conflict based on the origin of it. This means understanding where the conflict has started and how the situation has evolved â€" i.e. do people still believe the conflict is about the thing that started it all. The origins or reasons for disagreements have already been mentioned briefly. To recap, group conflicts tend to be based on:Values of team members.Goals misaligning with the expectations and vice versa.Roles and responsibilities of team members.Lack of resources.It’s generally helpful if you understand which reason is causing the problems, as it can help tackle the issues head on. For example, if someone in the te am (Person B) doesn’t like the values of a Person A, you need to consider a different approach than if the conflict was down to Person A having more resources to do his/her work.In the case of the latter, you can solve the situation by redistribution of resources, more support for Person B, or by providing a simple explanation why A needs more resources. On the other hand, solving a conflict of values can require an effort from both employees to find a compromise.BehaviorFinally, you could also classify the conflict based on the behavior team members’ use during the conflict. Conflict doesn’t always lead to an adverse reaction, where people refuse to talk to each other. There can be positive and constructive behavior manifested during conflict. Like you had functional and dysfunctional conflict, you can also have constructive conflicts and destructive conflicts.Constructive conflicts will help team members grow and develop as workers and human beings. The parties of the confli ct use the opportunity to learn something and improve their skills. The conflict tends to end on a solution and a boost in-group spirit. On the other hand, destructive conflicts are demoralizing and often lead to more polarization within the team. They hardly have a solution, at least a positive one, and they can continue causing disruption within the team later on.Now the reason all of the above matters is that it gives you the starting point to begin solving the conflict. If you know its classification â€" the who, the why and the how â€" you can use the right types of techniques to solve the problem. FOCUS ON THE GOLDEN RULES OF ENGAGEMENTConflict in a way is always a breakdown in communication. There is a clash in communication, either because something is misunderstood, misinformed, or ill shared. In order to resolve a conflict, you need to first ensure the communication channels are restored and are used efficiently.Communication in conflict matters because it helps in meeting the fundamental need of the ego. Our egos want to be listened to, empathized with, appreciated and empowered. No matter what the conflict and the person ‘at fault’; everyone has an ego need that needs attention. So, when you start solving a group conflict, your focus should be on feeding the ego with appropriate communication.You should employ three golden rules of engagement during a conflict situation. These are:Listen actively and respond with empathy. Your focus should always be on ensuring all the sides of the conflict get a fair hearing. Even when the conflict might be resolved in favor of one person or the conflict seems unfair, you need to listen to both sides.Instead of telling the group to ‘stop arguing’, you need to get people to open up about the issue at hand. Your focus needs to be on active listening. You can engage in active listening by:Allowing everyone to raise their opinion and explain what they think is the cause of the conflict â€" Your job is to ask q uestions that clarify the person’s position, not to give your opinion or counter argue.Understanding what different people are feeling â€" You need to see everyone’s perspective. This can help solve the problem quickly (there might have been a simple misunderstanding) and ensures people feel understood.Focusing on the feelings â€" You want to focus on outlining the feelings people are having about the issues at hand and the behaviors they think can help improve the situation.Be active throughout the conflict management process and ensure others are included in the process. Continue engagement throughout the conflict management; your listening shouldn’t just be limited to the start of the conflict. You need to listen to: get an understanding of what the problem is, find solutions to the problems, and noticing how well the changes are implemented.Therefore, you can’t just take in people’s opinion, come up with a solution and apply it with a top-down approach. People who are part of the conflict, directly or indirectly need to have a voice in finding the solution and in implementing it. Not only does this guarantee the solution is more long lasting, it can prevent a future conflict.An important part of staying active as the mediator is ensuring you are seen as “the impartial middle man”. You can’t take sides on a conflict. Instead you want to help everyone understand the different perspectives at play.Maintain and affirm the group members’ self esteem. The ego doesn’t like when it’s crushed or criticized. You can keep a conflict going on simply by nurturing resentment within the group with bad communication. If you don’t listen to one person’s opinion or you publicly tell the group someone is at fault, you hurt the ego and you cause resentment.Even in situations where one side might be ‘right’, you need to support everyone. You want to make them feel their cries weren’t invalid or that some of their behaviors have been extremely go od or beneficial. Remember the classic sandwich feedback style? You should ditch it and instead consider the Feedback Wrap, which can be especially beneficial when dealing with conflict situations. Here’s an introduction to the Feedback Wrap by Management30.com: The above method works because it helps focus on the facts and the feelings, as well as the method going forward. This is part of maintaining a person’s self-esteem during conflict. You want to provide them support and the confidence to move beyond the conflict.For example, Person A might be in conflict with the team because he feels he works harder than everyone else. But the team might be performing as needed and the conflict is just about the different approach to work ethic.Instead of telling Person A to stop complaining, you need to support them and make them feel appreciated. This means understanding their frustrations with other people’s work ethic, while helping them be a better team member in inspiring others to work harder, rather than just complain about it.HOW TO DEAL WITH CONFLICTOnce you understand the type of group conflict you have at hand and you apply effective communication methods to solving the conflict, you can focus on the actual steps that help eliminate the issue. You’ll need to take these five steps in order to resolve a conflict situation quickly.Step 1: Acknowledge the conflict fast, but calm things down.While you need to be quick in identifying there’s a problem, don’t try to rush things through. Conflict resolution doesn’t have to last forever, but it also can’t be rushed or forced. When you notice a problem within a team â€" either because you hear/see something, someone complains about a problem, or the performance suddenly drops â€" acknowledge it immediately.Let the group know you are looking into the issue and start examining the reasons and communicating with the group, keeping the above tips in mind. You should never try ignoring an issue no matter h ow minor it seems to you or keeping things going until later, as you might turn a small problem into a big issue.Not only can delays build resentment within the group, but it can also lead to further problems that might make finding a solution harder. Even just simply acknowledging the issue and allowing people to voice their opinions can be enough to calm things down and dissolve the immediate disruption.Nonetheless, you also shouldn’t try finding a solution on a whim. Acknowledgement doesn’t equal pushing a solution forward. You don’t want to react to a conflict by picking ‘the winner’ and moving on. As mentioned above, there needs to be a careful assessment of the perspectives and appropriate focus on ensuring everyone’s opinion is heard. Essentially, you need to avoid rushing into negative behaviors like:Finding the person at fault, i.e. pointing fingers.Insulting group members or complaining to people about the conflict or behavior within the group.Making assumption s about the problems or the solutions.Handing ultimatums to team members.When a conflict arises, you need to acknowledge the situation and make sure everyone in the team know you are aware of the issues and that you are going to work with the team to solve the problem. You then need to take a breather and start engaging with the team in conversation, reserving any judgment until later.Step 2: Listen to each side of the conflict.Like I’ve mentioned at the start, the key to solving a conflict lies in creating appropriate communication channels. This starts by listening to each side of the conflict â€" even the people who aren’t directly involved in it.You want to have team members provide you with their honest account of the situation. This is often best done face-to-face, ensuring people feel comfortable to speak their minds without the fear of a backlash. You can later have a team-wide conversation as well, but it’s a good idea to allow people with the space to speak alone as well to get a more honest image of what it going on.When you are engaging people in conversation, your focus should be on getting them to talk about the three pillars of conflict:What is happening? Why the conflict is taking place?How to solve the situation?As you have people answering the above questions, you’re actually taking two steps to resolving the problem. First, you get a better idea of what is going on, as well as valuable insight and tips into how things could be resolved. But you also get the team members to rationalize and think about the situation at hand with an outsider.This can help them understand whether there’s validity in the arguments they are making and perhaps even realize how they could instantly find a way to solve it.Step 3: Start finding common ground.As you engage people in conversation and you start listening to the perspectives, you need to make note of the common ground. Are there certain issues people seem to agree on? What are the common behavio rs or outcomes that people are hoping to get out of the situation?Noticing agreements can help in a conflict situation because it bridges the gap between the disagreements. It forces people to focus on the issues everyone agrees rather than the problems that are dividing opinion. When you’ve listened to people’s statements and opinions, note down all the things people agree on and start looking for a solution based on this common ground.As I’ve explained previously, engagement is crucial. When you start finding the common group and compiling your thoughts based on the different ideas and opinions, you want to ensure the rest of the group is engaged. Don’t just note how the team agrees on improving resource management in your head, but make everyone see this is something everyone is looking to achieve. Make people acknowledge other person’s perspective and the agreements the group has.Furthermore, you need to acknowledge your responsibility it finding the solution. Being a team manager doesn’t mean you can’t eventually have an opinion or make a judgment call on the next steps. If the conflict looks unlikely to be resolved within the group, you do need to step in.Behavior that is out of bounds (someone is being viciously attacked or abused, for example) must also be tackled swiftly and without a ‘compromise’. Indeed, it’s crucial to understand that finding common ground doesn’t always mean compromising or forcing the ‘majority’ decision on the minority.The fact that the majority thinks Person A shouldn’t have access to more resources might not be solved adequately by reducing the resources. Person A might actually need the resources because of Reasons A, B and C. Common ground might not be a compromise an allowing everyone access to the exact resources, but understanding the goals better and explaining to everyone the justifications why Person A needs the extra resources, i.e. increasing accountability and openness.Step 4: Agree on a solutionConflicts can’t just be brushed aside when things settle. Telling people about the solution and then moving on can stop the conflict from being a problem for now, but it probably won’t result in meaningful and long lasting change.The solution should be agreed on with the whole team and the results put in writing. Discuss the solutions together, even if you need to make the final say. Find a solution that seems agreeable and fair to all parties and ensure everyone understands the reasoning behind the solution, even if they would have hoped another outcome.Focus on the positives of the solution. Congratulate people for their efforts during the process and emphasize the importance the solution will have on helping the team thrive and reach previously agreed goals and objectives. Make the conclusion about the positives, not about punishing someone or complaining about the time the team might have lost during the conflict.It also helps to create a more meaningful change by ha ving everyone agree on the solution in paper. You could print out the new commitments or rules you’ve decided upon and make sure everyone signs to these rules.The least you should do is to gather the group and make sure everyone is on the same page with the result and understands what the solution means â€" i.e. the behaviors that are now expected of them.Step 5: Check up on the conflict parties regularlyYour conflict resolution is probably not the end of it. While you want the ‘peace agreement’ to last, you shouldn’t take it for granted. Even after the conflict has been solved, you want to engage in conversation with the conflict parties and ensure things are going well. What this does is show commitment on your part to ensure everyone in the team is appreciated and feels comfortable.To check up on the conflict and how the team is doing, you should:Keep an eye on the team atmosphere and focus on trying to sense the mood.Ask how team members are doing and what positive chang es they’ve noted.Avoid reminding people about the reasons behind the conflict, as you don’t want to open up old wounds.Enforce and strengthen people’s understanding of the team rules and objectives â€" create an environment of teamwork.Continue strengthening team trust and co-operation.After a conflict situation, team-building exercises can be extremely useful. Check out the below video for some quick tips on improving team spirit: FINAL THOUGHTSGroup conflicts can happen for a variety of reasons and they can be detrimental to the performance of the team or help the team mould in together. When confronting the issue, the quickest way to solving it is first acknowledging there is an issue and learning about the perspectives that are keeping the conflict alive.You need to know what people feel and think, as well as help them see each other’s perspective and the common ground they share. Your role should be that of a mediator, yet a manager also can’t hide away from the respo nsibility of ensuring there’s a solution.When you do find a solution, make sure everyone is happy with it and understands the reasoning behind the agreement.

Internal Auditing Stock Market and Fraud - 1244 Words

Definition of fraud: It is the conscious intention to steal or cause an individual to lose or give up something that is rightfully theirs. Stock Fraud: When brokers or people in the stock market influence or make investors buy stock based on false information which is a major violation of the laws put in place in order to protect us from these scandals and in usual cases, it results into a loss for investors. The main targets of stock market investment fraud are seniors. In the market it is estimated that there is a loss of about 40 billion dollars every year and 1 to 3 billion from that amount is from microcap fraud. What is a microcap stock fraud? It’s a form of security fraud involving stocks of microcap companies which are†¦show more content†¦Internet Fraud is a type of fraud done through the internet and which is done in the way of identity or information theft. It can be done using spams or fake emails in order for the price of certain stocks to increase and is more and more common through PayPal. Insider Trading is when members of a corporation trade the company’s stocks when the information of that stock is not yet public. Therefore it can result in giving you an advantage. Accountant Fraud is done in many ways but the most common way is falsifying statements to mislead people on the actual stability of a company. Ponzi scheme is an investment done fraudulently where the corporation or the individual who initiate the fraud pays old investors with new investor’s money and is similar to a pyramid scheme. It is a never ending Ferris wheel that is the result of a vicious cycle. Past Frauds Relating to Stock Fraud Popular cases - ENRON - WorldCom Unpopular cases - The ZZZZ Best Inc. (1986) Berry MinKow was a teenager and created a multimillion dollar corporation based on fraud. - Centennials Technologies Inc. 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Literature Review Hiring Managers Are Hiring Caucasians...

LITERATURE REVIEW Hypothesis 1: Hiring managers are hiring Caucasians for Senior Level Executive positions over minority applicants. In America, cultural sounding names are prevalent. People attribute certain cultural names with racial groups. For example, Lakisha Johnson and Jamal Wilson may be seen as names of African Americans While Emily Adams and Connor Backham, may be seen as Caucasian names. Marianne Bertrans and Sendhill Mullainathan conducted a study on race in the labor market by sending fictitious resumes to help-wanted ads in Boston and Chicago newspapers. To manipulate perceived race, resumes were randomly assigned African-American or White-sounding names before being sent to jobs around the Boston and Chicago area. White names received 50 percent more callback for interviews compared to the African-American names. They also found the racial gap to be uniform across occupation, industry and employer size. In fact, Bertans and Mullainathan found evidence that inferred social class from the names. This study was particular interesting because it presented research as to how employers are using prejudice attitudes when extending interviews. This study aids to our research because it shows how hiring managers are denying cultural sounding names even before an interview. Despite their qualified experience, skills or education, they are overlooked therefore more attention is giving toward other applicants which could result in Caucasians being offered theShow MoreRelatedHrm in Aviation10615 Words   |  43 Pagesorganization’s objectives. (Appelbaum, 2001). While an extensive review of literature on HRM in the aviation industry revealed a substantial amount of material on aviation psychology and human factors research, empirical research on HRM practices in the global civil aviation industry appears to be virtually non-existent. In a pioneering human resource management audit conducted in 2001-2, 13 respondents from nine countries—executives from their respective ai rline companies—participated in a lengthyRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesof Editorial Services: Ashley Santora Acquisitions Editor: Brian Mickelson Editorial Project Manager: Sarah Holle Editorial Assistant: Ashlee Bradbury VP Director of Marketing: Patrice Lumumba Jones Senior Marketing Manager: Nikki Ayana Jones Senior Managing Editor: Judy Leale Production Project Manager: Becca Groves Senior Operations Supervisor: Arnold Vila Operations Specialist: Cathleen Petersen Senior Art Director: Janet Slowik Art Director: Kenny Beck Text and Cover Designer: Wanda EspanaRead MoreDeveloping Management Skills404131 Words   |  1617 PagesPrinciples of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus IndianapolisRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesJay Devore Acquisitions Editor: Carolyn Crockett Development Editor: Danielle Derbenti Assistant Editor: Beth Gershman Editorial Assistant: Ashley Summers Technology Project Manager: Colin Blake Marketing Manager: Joe Rogove Marketing Assistant: Jennifer Liang Marketing Communications Manager: Jessica Perry Project Manager, Editorial Production: Jennifer Risden Creative Director: Rob Hugel Art Director: Vernon Boes Print Buyer: Karen Hunt Permissions Editor: Isabel Alves Production Service: Newgen–Austin

Chick-Fil-A Firm Free Essays

string(128) " for their employees but for the customers; they have a large and growing base of Chick-Fil-A fans around the world \(Vivian\)\." Intro:Chick-Fil-A runs a successful profitable firm that conducts business with honestly and integrity. The company make meaningful contributions to the communities it serves, and it help to create successful employees within the business. This company thinks about the potential impact it has on people around the world and continues to strive to be better. We will write a custom essay sample on Chick-Fil-A Firm or any similar topic only for you Order Now Leadership in the company and leadersHelp people see how what they do makes a difference for others, for the community and the world around us.When values succeed, the daily behaviors of the workers will embody the core value that is set forth.Having effective business communication is vital for the success of the company, it involves speaking skills and nonverbal communication. Team buildingEngaged employees are more productive, customer focused and creating a positive work environment.Driven by purpose can create positive value that will help a company to thrive, its needs to infuse its purpose. Creating a company that prioritizes employees and is thankful for customer loyalty. Productivity and quality improvement Human relations theories used at the businessDecision making that is good for the companySet standards and expectations for employees behaviors well market new customers and potential partnership with corporations. Chick-Fil-A Chick-Fil-A is a fast food restaurant that is based on deep Christian values and beliefs. Truett Cathy the creator of the company always put his religious beliefs at the forefront of all personal and business-related decisions. Chick-Fil-A’s are closed on Sundays so that the staff of the company can attend church (Chick-Fil-A). Truett Cathy opened his own Diner at the age of 25. Truett and his brother Ben opened up the Dwarf Grill in Hapeville, a suburb of Atlanta Georgia, in 1946, after Truett Cathy was discharged from the U.S. Army. The two brothers wanted to build the fast food restaurant near a striving company, which was a Ford Auto plant. Hoping that hungry employees would come and buy, and it worked.Truett and Ben noticed when they were serving, customers were taking rolls and chicken, turning them into sandwiches. Witnessing these actions gave them and ideal for the concept of Chick-Fil-A. Tragedy stuck when Truett’s brother Ben and another brother perished in a plane crash, but Truett continued to run the Dwarf House which before was the Dwarf Grill. The Dwarf Grill soon became a franchised throughout the Atlanta area (The balance small business). A Chick-Fil-A manager in Texas decided to post a list of banned words and phrases on Reddit. That list of words went viral. The franchise has not responded to that list of banned words yet. Eric the manager at the Texas Chick-Fil-A listed the unacceptable slang workplace phrase because he believes in the command: â€Å"You will speak properly when you walk through these doors† (Suhay). The list of words included: â€Å"cuz,† â€Å"Bae,† â€Å"Bruh,† and other urban terms. Also, on that list was the word â€Å"Ebola† because some of the employees have accused people in the establishment of having the deadly disease while working (Suhay). Gottsman suggest that, â€Å"Slang and business really do not go hand-in-hand† (Suhay). Gottsman, who coaches major corporations and university students made a rare appearance to help a group of teenagers learn proper businesses and interview protocols in preparation for college and scholarship interviews. (Suhay). Gottsman says,† It shouldn’t matter that this is a fast food establishment. Employees should be ambassadors of the company they work for† (Suhay). Organization behaviors impacts the success of the company. A company that have motivated, engaged employees with clear goals that aligned with the company’s strategy, creates a successful company. Organization behavior can help a company perform well (Managing People and Organizations 8). It is important when working in an establishment, speaking well and clearly to the customers possess as good communication skills. Communication allows us to form connection. Influence decisions and motivate change. Decisions that the leaders make tend to help mold the culture of the company. Making the wrong decisions can have a great impact on the business or organization. Leaders have a responsibility to make the right decisions for everyone involved. Truett created a successful business at Chick-Fil-A’s because of a highly effective business model. He created something bigger than himself based on his leadership style. â€Å"They’ve experienced a more than 10% sales increase almost every year since launching in 1946. Franchisees retention rate has been 96% for nearly 50 years, while the corporate staff retention rate has hovered at 95-97% over the same time period† (Forbes Magazine). Letting your employees know that you are there for them is team building practice. Chick-Fil-A believes that all business leaders can introduce growth and development for their own companies. The company encourages its staff to develop different programs; plans and support them by providing budget necessary class, books, training and conferences to help with team building within the company. Chick-Fil-A is one of the largest privately-owned restaurant chains with 1,450 restaurants in 38 states, with its charitable sponsor of religious and community groups world wide (Vivian). Building trust, mitigating conflicts, encouraging the communities and increasing collaboration is what Chick-Fil-A does. Every single Chick-Fil-A is closed on Sundays; Truett Cathy says, â€Å"Our decision to close on Sundays was a way of honoring God and directing attention [on] things [that are more] important than [the] business† (Vivian). Spending time with family and having time to recover from a hard week of work; helps the moral of the employees to have a common goal, allowing bonding to happen more organically and far more effectively for the company. The successful chain has used it success to commit to education. Earning $25 million dollars in Leadership Scholarships, the company has allocated $1.4 million of that to be awarded to its team members of the fast food chain (Vivian). Team building expands not only to the employee but the customers too. Cow Appreciation Day is a day costumer get to dress up like a cow and receive a free chicken sandwich. The appreciation day is to show their thanks to the loyalty of the customer’s. Because of the team building this company haves not only for their employees but for the customers; they have a large and growing base of Chick-Fil-A fans around the world (Vivian). You read "Chick-Fil-A Firm" in category "Papers" Process gain plays an important role in team building it is part of the performance improvement. That is when people work together and not independent (Management People and Organization 268). Chick-Fil-A is always trying new things with their staff that can generate good vibes among the employees, which benefits the business. Team togetherness builds results for the business long term. Socializing and making friends in the workplace is a great way to increase productivity in the company. Its increases morale in the workplace and a better way of solving everyday workplace issues. When a business provides team building activities together, employees have a better understanding of others weakness, strengths and interest. This helps with better understanding to work together on future progress, which is vital to the company. Chick-Fil-A has build Social Facilitation, this happens when the employees and staff are motivated to look and feel good to others and maintain a positive image (Management People and Organization 269). Chick-Fil-A has established team efficacy, it shares beliefs that can be organized and execute the behaviors in it company (Management People and Organization 269). Improving productivity and quality improvement can be a difficult thing to do in a business. You can not always tell which solutions are right for the company. Trying solutions one at a time can be time consuming and expensive. The best approach is to take steps that are necessary to get your staff and employees on board. One approach Chick-Fil-A will plan to try and that is broaden their appeal to the Millennial market. The Millennials will broaden Chick-Fil-A’s national and, ultimately, international growth plans (Horovitz). Chick-Fil-A also plans to replace all of it’s current salads and replacing them with an entirely new salad, focusing on fresh ingredients (Horovitz). The company will introduce new wraps and post calorie counts on new menu boards (Horovitz). By the end of 2019, every customer will be served chicken without antibiotics. This fast food restaurant knows that it needs to be able to look at what is working well and where there is room for improvement (Chick-Fil-A). The workers of a business are the ones who are immersed in the production processes on a daily basis, so empowering them on developing ideals for improvement for the company, is always a great thing to do. Workers who feel empowered are more likely to demonstrate increased productivity. Chick-Fil-A has exceptional service, quick service, and cleanliness because of more attentive workers. Many of the franchisees offer training classes for their employees to earn certificates in managing food, labor cost managing conflicts in restaurants and other areas of expertise with in the company (Chick-Fil-A). This gives the employees more of an overall understanding of the business, therefore fostering a knowledgeable intent toward the customer’s and the company’s needs. With a strong culture and high emphasis on values, Chick-Fil-A has managed to provide a positive atmosphere in one of the most difficult industries. Chick-Fil-A’s goal is to make sure everyone that walks through their restaurant doors, have a positive out come and great experience. For example, in Virginia, one of the franchise offers expired chicken nuggets to pet owners. The nuggets are still good, just past the hour freshness hold time. These little things exceed expectations and create repeat customers, these are the people who dress up like cows on Cow Appreciation Day. It is the job as a restaurant owner or manager to make sure that the staff will give the customers a good dinning experience. When you provide a better service than local competitors, the company stands out in the crowd. If you have ever notice the employees say, â€Å"my pleasure† instead of â€Å"you’re welcome†, this is an element of class to their service (Chick-Fil-A). Every day, Chick-Fil-A has fresh flowers set out on each table inside of every restaurant they have. It is such simple things like that, that set this company apart from their competitors. Chick-Fil-A team members are great at remembering your orders and if you take a seat at any of their tables while you’re waiting, they proactively bring your meal to you at your table. This gives the customer a sense of dedication of service, their needs are at the fore front of the company’s purpose. In order for an organization to contribute positively to society, the company should be aware of the decision making it does. Last year they spent $30.8 million in advertising and promotion cost for hide-saving mission, to get people to eat more chicken (Morrison). Chick-Fil-A formats and provides a personal experience for their customers and their employees. Whenever the franchise opens a new restaurant, it reaches out to there fan base to invite them to a free pre-opening meal. The company also distributes coupons during the pre-opening. The company thinks through its experience customers and they add extra touches that exceed expectation, drive loyalty and inspire advocacy. By adopting this approach to customers service, the company will be able to maintain strong and sustainable relationships with corporate sponsors and customers. The interacting in a workplace is a major part of what makes a business work. Companies with engaging workplace and a well-trained staff are most likely to retain and attract qualified employees. When the business is focused on the employee’s behaviors and motivation to get the job done, the business tends to work more efficiently. Without a firm workplace culture, challenges can arise leading to poor productivity. Woks CitedBruce, Horovitz, et al. â€Å"Chick-Fil-A Tosses Its Old Salad Menu.†Forbes, Forbes Magazine, www.forbes.com/.Griffin, Ricky W., et al. Organizational Behavior: Managing People and Organizations. Cengage Learning, 2017.†Home of the Original Chicken Sandwich.† Chick-Fil-A, www.chick-fil-a.com/.MORRISON, MAUREEN. â€Å"Chick-Fil-A Finds Politics Can Be Bad for Its Business.† Advertising Age, vol. 83, no. 28, 2012.Suhay, Lisa. â€Å"Chick-Fil-A List of Banned Words: A Smart Move by Restaurant Manager?† Christian Science Monitor, 11/11/2014, P1, 2014.Vivian, Jordan. â€Å"Chick-Fil-A.† Human Events, vol. 65, no. 39, 2009. How to cite Chick-Fil-A Firm, Papers

National Cramberry Case free essay sample

The National Cranberry Cooperative faces several challenges with its operations at receiving plant 1 (RP1) in 1970. The primary challenges that RP1 is facing transmits to capacity and efficiency of their cranberry processing. For example, often there are trucks waiting to unload their cranberries because of existing bottlenecks in the processing system. This wait time can reach as long as 3 hours. If there is no processing backup, the trucks can unload within 5 to 10 minutes. The bottlenecks that attribute to the truck backup result from full holding bins or max drier utilization. The reason for the long delays is because RP1 experiences a greater input of cranberries than it can process. Specifically, this backlog of trucks stems from the influx in wet cranberries, which require an additional processing step before bagging and shipping. Recently, RP1 is experiencing a higher percentage of wet berries as a result of its location and the industry trend of harvesting the cranberries wet. We will write a custom essay sample on National Cramberry Case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The second key issue at RP1 is the deficiency in quality assurance of cranberry grading. In 1970 alone NCC paid the premium on 450,000 bbls of berries while half of them turned out to be less than grade 3 berries. The imprecision in grading cranberries resulted in a cost overrun of approximately $112,500. Human Resource Utilization is the last key issue identified for RP1. RP1 has an issue with absenteeism which leads to a greater number of employees on the payroll than necessary for operations. Absenteeism also results in unnecessary overtime pay for those employees that show up, which further increases payroll costs. Industry trends that may affect cranberry processing The current industry trend that has the most significant impact on cranberry processing is the wet harvesting method. If the berries are harvested wet they have to undergo two additional processes before they can go to market, dechaffing and drying. While the purchase of additional machines increases costs, the drying process introduces a new capacity constraint due to its processing capacity ranging from 150 to 200 bbls per hour, depending on the method of shipment (bags or bulk). Sources of variability for NCC There are four (4) key sources of variability that the NCC is subjected to: quality assurance, ratio of wet harvested to dry harvested berries, resource availability, and government legislation. The variability in Quality Assurance arises because the chief berry receiver grades the berries based on color. When a berry is uncertain between grades of No. 2B and No. 3, the chief berry receiver selects No. 3. NCC pays a $0. 50 premium for No. 3 berries. Of the 450,000 bbls of berries receiving No. 3 grades, only half turned out to be premium grade. As the growers of cranberries have a choice on whether to harvest the berries dry or wet, NCC has to be prepared to harvest both styles of berries. The wet processing takes longer and is more expensive, therefore the processing plants have to design their work flow and systems to accommodate the wet berries. A spike in wet growing would have an adverse realized capacity and utilization effect on a plant that is inadequately designed and/or operated for wet berry processing. The key source of variability relates to the demand for resources and government regulation or legislation. Cranberry processors are reliant on trucks to supply their plants with raw berries for processing and have fixed and variable costs associated with them. If another industry has a need for similarly configured trucks, costs would increase based off limited supply and increased demand. Government legislation and regulation is another area of variability for the NCC. Currently the growers set aside 10% of their harvest to keep market prices stable because there is an annual surplus of berries over demand. If the government puts an end to this practice it would create a surplus of berries thus causing prices to drop. Depending on the variability and scale of operational efficiency, NCC most likely would experience a diminishing profit margin. Scenario: Peak harvest-season day involves 18,000 barrels of berries, 70% of them wet, arriving over an 11 hour day. Would trucks have to wait to unload? When during the day would trucks be waiting? How much truck waiting time would you expect? Assumptions Made ? RP1 only processes a bin if it is completely full at the start of each hour ? Bins 17-24 are assigned for wet berries (Bins 1-16 are sufficient to process dry berries) ? Bins 25-27 are counted as six bins with a capacity 200 bbls each ? Total wet bin capacity is 3200 bbls (total capacity of buckets 17-27) ? There is no allowance for inventory to be stored between Dechaffing and Drying If RP1 had to process 18,000 barrels of berries per day and 70% of them were wet harvested, NCC would experience a backup of trucks at the receiving/unloading dock. Trucks would start waiting at hour 6 and would continue to wait until hour 15, which is when the inventory can be unloaded into the bins[1]. The trucks would on average wait 2. 9 hours per day during the peak -harvests season. The primary reason for this backup/delay is the inventory buildup in the temporary holding buckets. The inventory back logs there because the wet berries are being processed slower than the rate that they arrive at. The bottleneck in this process are the dryers, their total processing rate is 600 bbls per hour. The inflow rate of wet berries is 1,145 bbls per hour and the holding bucke ts that are equipped for the wet berries has a capacity of 3,200 bbls per hour which leads to truck backup if the berries are not being processed fast enough. Exhibit A demonstrates the throughput of the wet and dry berries, where after hour 6 the wet holding bins are at capacity and trucks are waiting to unload. The inventory builds up until hour 15 when wet berries can be processed and additional capacity becomes available in the temporary holding buckets. It is important to note that there is no delay in the processing of the dry berries because the holding buckets have a capacity of 4,000 bbls and the destoning machines can process 4,500 bbls per hour, leading to no inventory buildup, given its current inflow rate of 491 bbls per hour. The average time that the trucks have to wait is determined by Little’s law (I=R*T). The average rate is the amount of bbls that the bottleneck can process per hour, which in this case are the dryers at 600 bbls/hr. The average inventory is computed by taking the summed backlog of barrels that cannot be processed and dividing it by the total inflow hours (13,819 bbls /11hrs=1,256bbls). T=IR or 1,256 bbls / 600 bbls per hour=2. 09 hours of wait time per truck Peak Day Performance Recommendations We recommend purchasing two additional driers and converting one of the dry bins into wet bin storage. The cost is $25,000 for each dryer and $5,000 to convert a bin (from dry to wet). With an average truck delayed 2. 09 hours combined with a rental rate of $15 per hour per truck, NCC incurs an excess (due to backup) cost of $7,537 per day. During the 20 day peak season RP1 incurs $150,742 of losses due to the backup of trucks. [2] To confirm our recommendation, we ran a scenario or two additional driers at a total cost of $50,000. The two additional dryers add 400 bbl. per hour capacity to the processing plant, this additional capacity increases the throughput and trucks do not get backed up until the 11th hour of operation. 3] The additional dryers reduce the cost of the delivery truck wait time to $960 per day and $19,200 during the peak season. [4] Furthermore we recommend converting a dry bucket to a wet one. This $5,000 conversion cost was again implemented into the existing scenario. Exhibit E demonstrates that the increased wet berry bin capacity of 200 bbl. removes the truck backup at the 11th hour. [5] The net result of the bin conversion saves $19,400 per peak-harvest season. (The truck backup attributed to the wet bin storage amounts to $970 per day due to capacity limitations. ) The net savings in year one is $19,400-$5,000 conversion = $14,500) The total cost accrued for the upgrades will cost RP1 $55,000, but with the additional ability to process additional cranberries they will be able to save $95,742 in delivery truck backup costs in the first year. After the purchases NCC will need to assess the separator capacity as it becomes the new bottleneck. The separator bottleneck does not affect the truck backup because additional inventory can be stored in the new holding bucket or the destoning process can be throttled back to reduce flow to the separator. As the industry turns to wet harvesting more resources and capacity need to be able to process the changing product mix.