Learning Lab Denmark Case Study Essay Example for Free

Learning science lab Denmark Case Study EssayExecutive SummaryThe Shackletons Antarctic expedition, from 1914 to 1916, is a compelling story of attractorship when disaster strikes again and again. In words of David Foster W every last(predicate)(prenominal)ace, Real leaders are people who help us outstrip the limitations of our own individual laziness and selfishness and weakness and fear. Q1- Has frame and leadership at Learning Lab Denmark been effective so far? Why/Why not? What about Organizational Culture?A1- Organizational design is the linchpin of any face. It is the deliberate run of configuring structures, processes, reward systems, and people practices to create an effective ecesis suitable of achieving the business strategy. It is ongoing process and simply a vehicle for accomplishing the strategic tasks of the business. A well-designed organization helps everyone in the business do his/her job effectively. A poorly-designed organization (or an organizatio n by default) creates barriers and frustrations for people twain inside and outside the organization. Organizational design affected by few key factors, which are1. Strategy2. environs3. Technology4. HRLearning Lab Denmark was the inquiry and Development Institute which was established by the help of Danish Ministry of Business and Industry, the Ministry of investigate and the Ministry of Education and the snobbish sectors. Like every organization, in LLD, at that place was an Organizational design to perform its job smoothly. In that organization, t here(predicate) was a central unit which conducted each(prenominal) the the jobs wish well Management, Communication and Culture activities called Secretariat. It was an independent organization merely affiliated with the Danish Pedagogical university (DPU). In LLD, there were two senior managers, one was managing director and separate was a research director.Research director was prudent for research jobs which were going on in all Consortia. The MD was to report to the boards and to handle the organizations daily operations. in that location were six consortia where in severallyconsortia, a Consortium film director was deputed and under which umpteen employees were working on different projects. The Consortium were Math and Science (MS)Neuroscience, learning and Learning (NCL)Play and Learning (PL)The Creative Alliance (TCA)Workplace Learning (WL)Tools for the Knowledge Based Organization (TKO) in that respect was a d subprogramment under secretariat for sharing all the information and ensure an effective network of communication within LLD. It shared all the learnings in the midst of all Consortia and between Consortia and Secretariat. It excessively support to LLD by developing a consortiums website. Secretariat also focused on the organizational culture whether is was followed or not.In my view, the Organizational design and leadership both were not so effective due to that Organization failed to perform. If we consider the basic key factors of Organization design, we entrust find 1. Startegy There was lack of strategy. What we get to to do and what result be the tentative m frame of completion of job. There was lack of experienced employees so that they couldnt misrepresent prudish strategy. 2. Environment There was no prosperous work environment. Leaders were not able to communicate straitlacedly. Each consortia was doing his own way. There was ego get laid between two different departments and both were avoiding distributively other instructions. 3. Technology This was the research institute so the first thing which was required, adequate knowledge, experienced expertise, upgraded technologies. There was lack of all these things which led to fail the organization. 4. valet Resources The HR management was handled by DPU so there was loose gap between the actual scenario inside the LLD and action restitutionn by DPU. DPU was not mixed directly an d there was no perfect communication networking between LLD and DPU.There was big dissatisfaction in the employees of LLD. One of the reasons to fail the LLD was weak leadership. In the case education, it was sort out that the role of top leaders was not effective. The CDs didnt follow the instructions which were taken by senior leaders. There was bigego issue between two departments. The CDs were doing their job in their own way. Organizational Culture Organizational culture is the basic pillar of any organization. It decides the way to achieve the goal on with growth and great satisfaction of each and every employee. The culture depends on the few key factors which nurture been describe below-1. squad penchant grade to which work is organized around teams rather than individuals 2. People Orientation period to which management decisions take into account the effects on people in the organization 3. Attention to detail Degree to which employees are expected to exhibit p recision, analysis and attention to detail 4. St great spring Degree to which organizational decisions and actions emphasize maintaining the status. 5. Aggressiveness Degree to which employees are aggressive and competitive rather than cooperative. 6. Innovation Risk Taking Degree to which employees are encouraged to be innovative and to take risks 7. Outcome Orientation Degree to which managers focus on results or outcomesSince in LLD, there was no any structured Organizational design so there was also lack of culture. There was no strategy according to which all consortia could perform. The consortia leader was not interested to follow the instruction of his senior management. The above described all factors are required to develop an organizational culture but in LLD, no any factors were lays.Q2 - What are the opportunities and challenges of designing and leading Learning Lab Denmark? A2- If any system fails it means that faced many challenges which couldnt be attended on t he time. In the case of LLD, there were multiple challenges in designing and leading, which i have described below. 1. Establish the Hilton Experience Hilton experience means that the administrative side of LLD sustains the research side with supportive attitude where helpful procedures and routines make it easier, not harder, for the researcher to do their job. But in actual condition, there was lots of confliction between consortia and secretariat. 2. Common Culture and Identity MD and Research Director of LLD wanted to establish common culture and identity across all consortia but it was very tough since the project job of all consortia were different from each other, so the workingwas also different. 3. Establish the communication networking across LLD It was very big challenge to establish the proper communication among Secretariat and Consortia and also among all Consortia. They didnt want any interruption in their working on the projects.4. Financial Crisis Since LLD was an organization which was funded by Danish Govt. as well as hidden investors. At the initial time when LLD was cosmosness established, the global grocery store was facing recessions. The terrorist attacks on Sep11, 2001 further heightened pessimism. So, it became tough to collect the fund for the Organization. 5. Execution of LLD Research model LLD has established a research model where the involvement of Stakeholders have been introduced directly with the researchers to give their inputs so that researchers can work in that direction and at the same time, Researchers can convince with their efforts to Stakeholders. But it was not established due to weak leadership of LLD top management. 6. Recruitment of Researchers This was research institute so the employees should have high-pitched knowledge along with experienced, exactly then research could be done in within time frame. This type of researchers could be recruited only when selectors having high knowledge.Other thing wa s the new inexperienced employees who got the first job of life in LLD, could be performed as per expectation due to lack of job experience. This was the big challenge. 7. Work Environment A flushed and familiar work environment is required to perform well in the organization. This environment can be achieved by taking care of employee. For that a strong HR management should be there but in the LLD, this was lacking point. 8. Decision Taking Authority There should be the freedom to take decision regarding research to all consortia but this should be controlled by LLD top management.For this, a structural frame should be in the organization with proper strategy. This was not in the LLD. 9. Get Result All stakeholders invest on the basis of performance of the organization. They want results for that they invest the money. In LLD, only research work remained ongoing but results didnt deliver with full satisfaction and within time frame. It also remained challenge and reason for fai lure. 10. Confliction This was the big issue in the LLD and the main reason of the confliction between the employees was Power, Authority and Hierarchical Status. The top management couldnt able to resolve this confliction.There are so many opportunities where LLD management should focus and could be improved. Few points have been described below.1. Organizational Design There should be proper structured team in LLD by considering few factors similar Strategy, Technology, Environment and Human Resource. This team should perform effectively. 2. Communication Networking Communication networking to be strengthen and for communication, there should be a proper product line which should not be bypassed in any case. Communication should be monitored by senior management effectively. What to be shared with stakeholders, what to be requested to investors, what to be enjoin to researchers these all things should be monitored properly. 3. Recruitment Since the core business of this org anization was research so the employee recruitment should be on the basis of real merit and experience.4. reading If employees having less job-experienced then there should be a training cell where the researchers can be developed by training. 5. Feedback System There should be proper feedback system for the ongoing projects status and it should be monitored on regular basis. 6. Fund Arrangement There should be proper team for fund collection. squad has ability to convince the investors. They should make other strategy to draw the attention of investors. 7. Execution of LLD Research Model The research model established by LLD was very dear(p) but it was not executed due to having much confliction between the top management of LLD and Consortia leaders. So, it should be role of top leaders that the good model should be executed effectively. 8. Resolves Confliction There was too much confliction on the thoughts among the LLD and it created tension. The tension was created due to Power, Authority, Hierarchical Status and this was continued due to un pull up stakesingness of senior management. The senior leader should take their responsibilities and perform effectively.Q3- Identify tensions, problems, issues, paradoxes, characteristics and dilemmas that make organizational design and leadership ongoing challenges in new ventures such as LLD. What is distinctive about LLDs design? A3- In LLD, there was tension between the Broker team (Communicator) and the Consortium Director and its related to whether the gene team is a Service Team that executes orders/requests issued by the CDs or a TechnoStructure that can issue orders/requests to the CDs. The tension was related to three main issues Power, Authority and Hierarchical Status. The problem was that the more the broker team acts as if it is a technocratic structure, the more CDs resist. The paradox underlined the organization-wide tension between Standardization and Variability. The communicator team empha sized on stability and standardization as it be secretariat of LLD where as the CDs fostered variability because they resisted the brokers initiatives.They accepted, the brokers are right when they say that no procedure includes all local conditions but we are also resisting because the procedures minimize our autonomy. The consortia people also resisted to follow the standardization procedures due to which the secretariat was facing big challenge to deliver on the idea of being a Hilton experience. They were frustrated with LLDs organizational bureaucracy, which they believed was constraining their efforts unnecessarily. Another problem was in the relationship between LLD and DPU. LLDs managers and employees knew they belonged to DPU as an independent unit, but neer viewed their organization as a part of DPU.Even though all LLDs budget including salaries was paid through DPUs administration, LLDs administrators feared that if they used this bureaucracy, LLD would beseem like DPU means very slow, dusty and inefficient. consort to LLDs personnel, they were facing some human resource problem. They said that their salaries were not released on time by DPU. There was some management issue, due to which two Chief Financial Officers had resigned within 18 months and the reason shared was the perceived difficulty of serving as the interface between the two organizations.The LLDs Organizational design was different in the case that only two senior managements were have-to doe with and MD was to oversee the organizational daily operations. There was confliction in the team due to having issues like Power, Authority and Hierarchical Status. The employees didnt view their organization as a part of DPU whereas LLD was administratively governed by DPU. It showed there was no effective leadership.Q4- As a leader, how do you prepare for and manage the difficulties and challenges identified in questions 2 and 3? hire actions, strategies andtechniques that you might want to take/use. Be specific and illustrate with examples?A4- In this case study, i have found many difficulties and challenges and world a leader, here i am explaining my remedial action to resolve those challenges. 1. Organizational Design I would like to frame a design where responsibilities of everyone would be described and everyone will have to perform according to that. I would like to make a team on the basis of Strategy, Environment, Technology and Human Resource. I would introduce every consortia, a leader under whom a technical and managerial employee will work. Managerial employee will look after the basic needs of all involved researchers. And Technical employee will take reports on daily basis from the researchers and talk about their demands for doing project smoothly. Both will report to Consortia question. Consortia head will power to take decision for his consortia work and decide the time frame with responsibilities. Now in Secretariat, similarly, one top leader w ill be under whom a research director, a finance head, a HR head will work.Research Director will take report from all Consortia head. Finance head will manage all funding for LLD and head a cell which will work for fund collection by involving investors. HR head will look after all the basic needs of all employees across LLD. The head of Secretariat will take report from all three heads and take appropriate actions for the organization. He will shared the key points with DPU, Danish Govt. And Stakeholders. The all consortia head will be liable to follow the instructions given by all three heads, whom he will report and discuss the issue. 2. Communication Networking Communication networking will be affected by leadership quality. If the above design will work effectively, the communication will remain strong. 3. Recruitment and Training The HR will be responsible for recruitment and there will be selector team in which a technical and managerial employee will be involved for selec tion of researchers. In the selection, they will have to give antecedence to those who have much job experience and having higher degree of knowledge. Few researchers can be selected who have no much job experience but for those, there would be manage a training program on regular interval to increase their skills.4. Financial Establishment The finance dept will be responsible for thefunding arrangement. They will make different teams in which one will be in touch with every consortia and review their financial demands like equipments for experiment and other basic requirements, one will be responsible to review current cash situation and their usance plan, persist in previous expenditure report, one will be responsible to involve investors, stakeholders by convincing with the performance of the organization, make some investment schemes., one will be responsible to review current market condition, take care of investors who has become partner in the organization.5. Get Result The organization is Research and Development Institute, so its growth will depend on the completion of projects within time frame. For this, every consortia head will be responsible for completion of all projects within time frame and share the way forward plan, if any projects doesnt complete in within time frame. To involve the investors, everyone will keep honesty in his work. For this, HR team will responsible to arrange the meeting between investors and respective consortia at regular time of interval along with research head, so that every investors can remain updated with the ongoing research.6. Confliction This is the big challenge for any organization. This can only be resolved by the effective organizational design. It is the responsibility of the top leader to define the responsibility along with power and level of freedom to take decision on any topic. According to me, i will define the decision taking authority with the power and Hierarchical status. The HR department will be responsible whether the things are being followed or not. Whatever decision is taken by higher management, it should be followed by every employee.7. Organizational Culture Organizational culture is the basic pillar of any organization. It decides the way to achieve the goal along with growth and great satisfaction of each and every employee. The culture depends on the few key factors which are, Team Orientation, People Orientation, Stability, Aggressiveness, Innovation Risk Taking, Outcome Orientation. In my leadership, i will assure the organizational key factors are being followed or not.Q5- What should Vaaland and Jensen do?A5- Being Managing Director, Marianne Stang Vaaland had much power to handlethe all obstacles. There are two types of obstacles one can be controlled by your efforts since the reason of the obstacle remains cognise but another type of obstacle comes due to external agencies which is not in your hand and take much time to control that, like recessio n, market condition, investors demand etc. Vaaland should form an effective organizational design along with responsibility. He should take action if there is any deviation. Similarly being Research Director, Hans Siggaard Jensen should define the working responsibility of all researchers along with tentative time frame. He should take honest feedback from each consortia on regular basis and project if he founds any deviation.At first, Vaaland should resolve all the confliction by distribute the Power and Authority on Hierarchical base so that a healthy work environment can be developed. Both should have assured that researchers which are being selected will give benefit to the organization. It means selection process should be effective. If any researcher is selected who has less experience but having capability to learn and grow, for such type of researchers, there should be training cell. Both should have reviewed the market scenario and investors demand and according to that th ey should establish the working model. They should develop such type of organizational culture where whatever decision has been taken by both of them that should be followed by their sub-ordinates. Before establish any working model, both should discuss with their sub-ordinates.Both should make a strategy to collect the fund by providing different type of schemes for their investors. They should make a cell that looks after only the fund collection job. Both should have assured the project completion time frame so that investors can faith on the organization. It gives a positive message in the market and it helps to attract the investors. Both should have established the proper networking for communication and taking feedback. No one should have confliction on this. Both should have enforced to establish the Hilton Experience effectively between Secretariat and all Consortia.Q6- What lessons can you draw from LLD? What LLD a success?A6- The case study Organizing From Scratch Learnin g Lab Denmark Experience is really having great lesson for all the leaders. In myopinion, LLD was a big failure due to weak leadership and having no any strategic plan to run the organization for long time, achieve the targets, lack of organizational culture, inexperienced work force and weak financial condition. Here I am sharing the key points which I have learned from the case study to run any organization effectively- Importance of effective and structured Organizational Design.

Humanities Religion Paper Essay Example for Free

Humanities Religion Paper EssayThroughout the span of this course I have learned what it takes to anatomy a successful empire. There are many tactics that are involved in constructing an empire that is stable, which include an effective irrigation organization, having an army, land for crops to grow, a system of government, the development of social classes, a trading system, tools and specialized skills for the making of goods, and a shared standpoint of religious beliefs. The one thing that I found close intriguing is how throughout the period of time every civilization has had some sort of caste system. A caste system is a social bodily structure which separates individuals of a civilization into their inherited social class it can also prohibit the marriage of two individuals of different caste.In the time we live in now you can still separate people into a variety of different social classes such as upper class, upper dispirit-middle-class, middle-class, lower middle- class and poor. But lets rewind a few thousand years in to one of the earliest kn receive civilizations, the Mesopotamians. The history of Mesopotamians can be marooned into two categories, the Sumerian period and the Semitic period. During these periods I see the caste system come into play because Priests were at the diadem of the chain, they were the ones who controlled religious and economic dealings. The constabulary Code of Hammurabi, I would also consider to be part of a caste system.Majority of the Law codes requirements deal with the relationship among a husband and wife, along with the relationship between other members of the family, these are a couple of the passages from the code 131. If a man accuses his wife and she has not been interpreted lying with another man, she shall take an oath in the name of god and she shall return to her house (book). 145. If a man takes his wife and she does not present him with children, and he sets his face to take a concubine, that man may take a concubine and bring her into his house (book). Even though these do not straight off deal with a certain social standing they do however show the standing of women during this period, and also these laws would apply to anyone in any social class.The Egyptians had their own form of the caste system. Egypt was structured so that there was an upper and lower caste. They had a strongly controlled government ruled by one single ruler, the pharaoh. The pharaoh was regarded as a living god, the equal of any other deity (book). Right below the pharaoh was the priest, whose responsibility was to preserve the tradition of religious beliefs. Pharaohs are at the top of the chain, government officials exit directly below the pharaoh and consist of nobles and priests. Next on the chain below the government officials would be the soldiers, merchants and artisans fell directly under the soldiers, farmers were snatch to last on the chain and then at the very bottom you find the sl aves.During ancient Greece time in the city of Athens, I see a form of the caste system fall into place. Social classes during the ancient Greece period applied strictly to men and women took their social standing from their husbands. Any person born(p) into an Athenian family is considered to be a citizen and part of the upper class during this period. The middle class was comprised with merchants, merchants were any men who were non-citizens and are ineligible to become a citizen. The lower class was any freed slave. A slave could become free only if his/her ransom was paid off by a family member. Again you see the slaves fall at the very bottom of all caste systems. Athenians viewed their slaves as barbarians because most, if not all were from a foreign region.I have also learned that the Romans had a set caste system. In my book it states that the Romans had an extremely hard working middle class that were devoted to their central government. When I was reading this, all I coul d think about is how my family would be considered middle class and how hard working both my parents are. They are devoted to making sure I am provided with what I need, which is what Augustine wanted for the Romans. Augustines social reforms were intended directly at the upper classes and were anticipated to return his people to traditional family values.During the Roman republic citizens were split into two classes the patricians and the plebeians. Patricians also known as aristocrats filled the upper class they had elite rights to the Roman Senate and magistrates. The lower class was known as the plebeians. The plebeians would elect leaders to stage them and their interests while also protecting the lower class people against states officials who treated them discriminatorily.The Aryans are the true developers of the caste system. They made a separation between magnanimousness and the common people. The caste system of the Aryans divided their society into castes of priesthood, the warriors, the laborers and the serfs. India went through many changes and so did their caste system. The caste system was one the shaping social forces in India, reinforced by many laws concerning marriage, table exclusion, laws of rituals purity and so on (book). I have found the caste system of India the most fascinating so far, I believe it most accurately represents the way we caste individuals now.

Greek Shipping Competition

classic Shipping CompetitionIntroductionDuring the 20th century Hellenic transmitping eventually develop as one of the most militant players orbicularly. Hellenic shipowners managed to establish their reputation as dominant players based on a well-structured positioning mix that has supported their efforts throughout the years. A variety of studies has been developed aiming to define what precisely supported classic owners to build this triumphful entrepreneurial structure and which factor allowed them to obtain and sustain the competitiveness of the Greek shipping.According to M. ostiary competitiveness.The definition for the competitiveness of Greek shipping has been studied by a respectful number of mostly Greek academics. The mass of the studies, focused generally in specific sectors (e.g. dry bulks) or factors (e.g. Greek shipping network) as to analyse the competitive advantage of the Greek fleet. However, the aim of this paper is to evaluate if Greek shipping can sus tain its competitive character. Thus, from the point of view of the writer, it will be more realistic to analyse a range of factors and sectors that contribute to the success of Greek shipping.It would not be simplistic to say that at the end of the day the competitiveness is defined by profitability. (2) From the referred range of studies and publishes, the writer believes that the competitive cleverness Greek shipping companies is summarised into cargonful selection of Business (cost control) and investment (clock) strategies. (1) Thus, in this paper we are going to investigate to what extent Greek shipowners will be able to sustain their competitiveness in the long-run based on the above principles. Specifically, the paper is about to concentrate on analysing the fleet on the al-Qaida ofManagerial Structure ( vexation strategy) and enthronisation (timing) strategy.Once again, the aim will be the overall evaluation of the long- termination prospects of Greek shipping to sustain its competitiveness.Fleet digestGeneral InformationHistorically, shipping has played crucial role for Greek people and it has characterised almost of the most important moments of their history during the Persian Wars and the battleship of Salamina, in the Greek revolution against Ottoman Empire in 1821, the Balkan Wars and the World War I the Greek ships played significant role and affected the citizens of the Greece and (in some occasions) the global status quo as well.Figure 1, Source BCG Impact assessment of Greek shipping on Economy and SocietyHowever, in our days when we refer to the Greek shipping we mean the great presence of the Greek shipowners to the global market. This presence was firstly established in dry bulk and the tanker (oil, products) sectors but lately we guide strong signs of diversification into more sectors such as the container ships and the gas tankers.Statistical AnalysisIt is better to set clear, in this paper when we refer to the term of Greek shippi ng we actually discuss the Greek-controlled ships irrespectively of the companys headquarters and the flag under the ships sail.(3) The reason of this choice reflects on the following table which describes the military capability of the owners to flag out their ships.Figure 2, The 35 countries and territories with the largest owned fleets, as of 31st January 2013 (DWT)Thus, according to the UNCTAD (2013 Report), only the 22.3% of Greek ships sail under the national flag when the rest 77.7% sail under international flags. Hence, for the aim of the paper we will analyse the wider Greek-owned fleet instead of only focusing to the ship that are registered in Greece. at a lower place that basis we can present the following statistical figures (which will be commented on the following part of this paper)The Greek-owned fleet is consisted of 4573 vessels and managed by 690 companies.Figure 3, Number of Greek-owned vessels, seminal fluid 2013 Petrofin research by Ted Petropoulos, Octobe r 2013The 65.07% of the companies possess less than 5 ships spell fleets with 25+ ships represent the 5.07% of the total.Figure 4, Fleet distribution of Greek Companies, SOURCE 2013 Petrofin research by Ted Petropoulos, October 2013The average age of the fleet has declined recently and at the end of 2013 was about 14.05 years.Figure 5, Average age of Greek fleet, SOURCE 2013 Petrofin research by Ted Petropoulos, October 2013Greek Orderbook (end of 02/2014) corresponds to 496 vessels (approximately 11% of existing fleet) of several types.Figure 6, Type of Orders by type, SOURCE SIN databaseThe majority of the new buildings have been ordered in Chinese shipyards while Republic of Korea follows with a slight differenceFigure 7, Greek Orderbook by country of builder, SOURCE SIN databaseGreek shipping status Analysis centering structureCompany StructureAs it has been referred, there are 690 shipping companies (Petrofin) mainly under tight family management. In Figure 4 we observe that t he majority of the Greek companies possess a small fleet of ships. This can be a result of taxation strategy or mainly can be driven by the attitude of shipowners globally to not risk the viability of their whole business if one of their ships faces problems with regulation or capital cost.In the case of Greek shipping, the fragmentation of the market probably takes place for an extra reason the majority of Greek shipping companies are family companies. Thus, there is a tendency that, after some years of experience in the family business, some members decide to build their own start-up business. This effort is supported by the knowledge gained previously and to the available capital. However, this attitude whitethorn contribute to the pluralism of the market and to promote Greek entrepreneurship but at the same time may trigger problems for the new companies which sometimes struggle to survive ascribable to market reasons. More importantly, however, the new firms may be treated as undermining efforts against the family operations (4 Theotokas). Furthermore, it should be mentioned that small firms may be forced out of the business if they cannot attract sufficient financing.(5)The most significant advantage of the traditional form of Greek shipping companies is the philosophy of cutting costs passed from one extension to other.(6) However, family members ought to be quite qualified to perform their duties and not placed in businesses exclusively for reasons of heredity. (7)Another significant factor which has come under intense debate is the itemisation of Greek Companies to exchange markets. At the moment only the 6% of the total is listed, mainly in foreign exchanges (8,Petrofin).Listing can be used as a way of financing. However, Greek companies seek to find the ideal chemistry between a family-run company and a public outlet (9,Tsakos). As a third-generation shipowner A. Martinos quotes a stock listed company has no head but a family company can move qui ckly with decision and authority indicating a factor of tractableness for the Greek companies.People (human resources)The positioning of the Greek shipowners has been great throughout the years. The reason behind this success can amongst others be the human factor. The fact that the first generation shipowners had been in the sea gave the sophisticated know-how to the industry which has been transferred throughout years and generations.(Theotokas). The referred know-how enables the ability to minimise costs and the dare to invest when the market is low. Particularly, the ability of achieving good timing and good choices has allowed the Greeks to perform excellent the asset play, to turn negative momentum into fleet expansion and to obtain market share and huge capital.(A fleet for theTHAN 10)Investment StrategyOrderbookThe Greek Orderbook is one of the largest at the moment and as it is illustrated in Figure 6, there have been investments to multiple sectors. Specifically, we comm ent on the most arouse investmentsDry BulksGas TankersContainersFinancingWhat is the propeller for a ship is finance for a shipping company.(Petropoulos 11)Greek shipping has been significantly affected by the debt crisis which transgress violently the credit system and especially Greek banks which has been funding shipping business for decades. However, Greek shipowners managed to finance the modernisation of the Greek fleet (Navigating the financing fall upon 12) as it is presented in Figure 5. Obviously, once again Greek shipowners followed their tradition into anti-cyclical investing.During the period we are going through, investments in shipping have been mitigated. While investors nigh the world were selling vessels, Greeks were buying second-hand ships and they were placing orders to renew the fleet cheaply.(John Psychas 12). Probably, Greek owners took advantage by the capital gathered from previous successful years. Moreover, the recent years they have been using a comb ination of traditional and latest methods of financing, following sometimes hybrid solutions. (Syriopoulos 13)Another way of financing is leaning. The majority of Greek shipowners realise the advantages of listing but seem reluctant to dare the change. It seems that this attitude is at last another point of strength for Greek shipping as traditional companies are based in their own capital to invest instead of raising financing in stocks market.( John Psychas 12)It is important to be highlighted that during crisis Greek shipping created a major ally which is the Chinese Banks which they gave financial motivation for construction of ships in Chinese shipyards.(Petropoulos Shipping and ship finance 14). Chinese lenders decided to promote local shipping industry and Greek shipowners took advantage of a $10 billion fund for funding Greek orders in Chinese shipyards under competitive equipment casualty and interest (Bardounias 15). This trend is also illustrated in Figure 7.Conclusion s and RecommendationsIt seems that once again Greek shipping followed the traditional attitude of anti-cyclical investment which can probably vouch long-term competitiveness in terms of capital cost. Specifically, in the dry bulk sector Greeks will be able to play the asset mettlesome which has supported their success so far. The renewal of the whole fleet is a strong signal of an operationally healthy industry for the years to come.However, the exposure of the owners to the container ship and gas tanker sector is a question mark which is not easy to be answered. If the market in these sectors will follow an upward in the near future then it is possible that in a few years we will discuss the diversification of the Greeks as another one outstanding strategic positioning. If not it is possible that this decision will be a very costly one and the diversification strategy will probably be abandoned in the future.The human factor will continue to be on the forefront of the Greek fleet as the heritage of the market perceive seems to have been successfully developed by the third generation of the shipowners families. On the contrary, what has been built throughout all these years has to be protected. Hence, the new generations have inevitably to be well-educated and strict evaluated as to be able to manage the business. Nepotism has to be scrutinised I order to guarantee evolution and success.The long-term competitiveness of the Greek shipping can be a reality under the optimum proportion of low-cost operation, sustainable management of traditional family businesses, targeted strategy towards financing and repeating of asset play. The diversification into new sectors can be the next competitive advantage of Greek shipping under the condition that the shipowners monitor the market nearly and are adequately flexible and adoptable as to realise the different function of the multiple sectors.

Effective Leadership and Teamwork in Nursing

Effective Leadership and Team turn over in care forEffective leadershiphip and teamwork in nursing, with particular reference to psychiatrical (mental health) nursing, within the place setting of professional practice and client ( affected character reference) perspectivesAs part of the campaign to deliver stiff health and social cargon, the Governments modernisation agenda focuses on strengthening nursing leadership and developing inter-professional teamwork. It is proposed that having good quality clinical leadership skills among all health professionals is perceived as vital to the provision of high-quality, effective affected role-centred c atomic number 18, as well as for the development and future of the National Health Service (NHS) (Department of Health (DOH), 2000, pp59-71). Nurse leadership has developed signifi shagtly over the chivalric decade and now go down ons can become nurse consultants, nurse practitioners, and modern matrons or run nurse-led units. It is debated that high calibre nurse leadership can realise more motivated and effectual staff, reduce the risk of errors in drug management, decrease staff turnover and rates of nauseatingness, result in fewer persevering complaints and intimately importantly improve patient care (Williams et al, 2001, pp1-3). This essay will critically analyse effective leadership and teamwork in nursing, especially within a mental health nursing context, with respect to professional practice and patient perspectives.As mentioned leadership skills have for a long time been acknowledged as a solution to the provision of good health care. In couch to achieve first-rate health care, healthcare personnel especially senior nurses must(prenominal) be able to effectively lead teams, particularly across professional, clinical and organisational boundaries (Taylor, 2007, p30). Two of the key roles of a lead nurse or senior nurse jitney are that of supporting staff and overseeing nursing in the provision of patient care (Castledine, 2004, p119).It is proposed that meeting staff needs improves satisfaction, productivity and efficiency and it is debated that productivity is now an important concept within health and social care sectors. It is suggested that productivity within the healthcare industry is defined by the quality of patient care. Arguably, productivity is non exclusively dependent upon how hard and well individuals work, but about meeting staff needs and support from leaders and colleagues (Moiden, 2003, p19). Debatably, where team leaders or managers are concerned about the needs and objectives of their staff, and are aware of the social and physical conditions that affect their working environments, productivity and efficiency will improve. It is maybe that a lack of working environments that support staff affects the quality of care for patients. It is suggested that it is vital that the nurse manager has leadership skills that allow a team to work together effecti vely (Moiden, 2003, p19). Nurse leaders should be seen frequently by those they lead as high visibility could ensure that support is obtainable when most needed. Similarly, nurse leaders must ensure that staff skills are used in such a way that patients obtain the greatest benefit from their abilities. This can be achieved by the nurse leaders enabling others to act and giving positive responses to work-related performance. This will facilitate motivation, increasing job satisfaction and promoting better patient care (Clegg, 2000), p44).Within a psychiatric nursing environment whether it is in the community or in a mental health unit teamwork is unconditional for both the staff and the service users. In the field of psychiatric nursing, nurses work as a team with other professionals such as psychiatrists, clinical psychologists, occupational therapists and social workers. in that respectfore, responsibility for the service users is shared across the whole multi-disciplinary team and each service user relates to several team members (Williams, 2005, p39). Arguably, the team approach to patient care within mental health nursing has advantages in terms of reducing dependency on team members, and reducing levels of burnout. It is debated that teamwork is vital in parliamentary procedure to provide a safe and therapeutic environment that respects the service users dignity while promoting independence and preparation for life in society. The team approach can be supportive and creative but it is non without its problems (Machin, 1998, p17).Onyett et al (1997) studied a sample of four hundred and 45 team members across various disciplines working in fifty-seven Community Mental Health Teams (CMHTs). Emotional enervation, low personal accomplishment, depersonalisation, job satisfaction and sick leave was examined in relation to the perceived clarity of the role of the team, personal role clarity, identification with ones profession and the team, caseload sizing, composition and the frequency with which users were seen. Excessive emotional exhaustion was reported, predominantly among consultant psychiatrists, social workers, nurses and psychologists. High job satisfaction, high individual achievement and low depersonalisation were also found. Job satisfaction was associated with team role clarity and identification with the team. Caseload size, assemblage and the frequency with which service users were seen were not associated with job satisfaction or burnout. Important disparities were found between disciplines on all variables get out sick leave. Therefore, on the try presented it could be argued that team membership has different implications for different disciplines. Debatably, greater attention is needed to the composition, training and leadership of CMHTs rather than swear that the disciplines will spontaneously work effectively together. It is important to note that the research used here of show of effectiveness of teamwork has various limitations. Firstly, the small sample size makes it not viable to relate the findings to all CMHTs in the United Kingdom. Secondly, the questions asked in the study might be seen to be leading questions and this makes the study unreliable. Thirdly, this study does not take into account the personal views of the members of the team. The individual views on the effectiveness of multi-disciplinary teamwork from the nurses, occupational therapists and social workers could make this research more valid as relationships and issues of skill liquefy between the disciplines could have been explored within the context of patient care.Teamwork appears to be more effective in enabling first-class patient care within infirmary based mental health units. Flockhart and Moore (2002, p96) assessed the effectiveness of teamwork on patient care at the psychiatric intensive care unit that is part of the Maudsley NHS perpetrate in South London. The unit admits some of the most challenging pa tients who cannot be safely managed on general wards. Many patients suffer from paranoid schizophrenia or bipolar affective disorder and can be violent or aggressive, suicidal, harming themselves or be abusing various substances. long-sufferings are only admitted on the unit for clinical reasons, not for safety. The main ethos of the unit is to help the service users achieve their maximum level of functioning so that they can be cared for with the fewest possible restrictions. It is important and then that in this unit and in others like it in the United Kingdom the nurses need to be good team workers and be able to deal with issues calmly. Patient involvement and collaborative working has been addressed by joint care planning with the family and other key disciplines such as social workers, probation officers and various psychiatric and psychology therapists and this had led to rapid improvements in patients mental state and behaviour. The collaborative teamwork that focuses on t he patients safety has improved team communication and effectiveness. Arguably, this particular unit has an streamlined team that has empowered and enabled the staff to provide the best and most effective care for the service users. This is because the team is organised, supported and valued by each of the other members and the skill mix is ideal for improving patients mental health.It is also important to note that this unit has one dedicated team leader or co-ordinator that provides a consistent approach that meets all the needs of the service users and staff. Routine physical proximity appears to contribute to constructive working relationships and this has been illustrated by the effective interprofessional working relationships ascertained in this unit. Debatably, in contrast, within a community setting each discipline will have its own team leader or manager and this might lead to inconsistencies, differences and confusion in policy and decision making.In reviewing the litera ture for this essay the author would like to propose the following recommendations. Debatably, more evidence based research is needed on how effective leadership leads to enhanced practice and improved patient care, especially within mental health nursing. There appears to be some literature on the effectiveness of teamwork within the mental nursing profession. Arguably, this is because the provisions needed by mental health service users are wide and varied and historically multi-disciplinary teams have always been the solution to providing care and support for service users whether that care was deemed to be of good quality or of modest quality. However, there is room for more evidence-based literature on the effectiveness of teamwork within mental health nursing. Similarly, it is suggested that there is a need for more evidence-based literature on the effectiveness of teamwork in nursing in general. Correspondingly, there is little or no evidence-based literature that expounds s ervice users perspectives about how efficient teamwork improves their care.From the evidence presented it can be said that many factors lead to better team performance and arguably, one of the most significant is that of team leadership. Good quality leadership skills are the solution to enabling teams to provide high quality effective patient care. Effective team leadership improves satisfaction among team members and patients and improves productivity. In order to be effective as a leader the team leader must be visible and approachable. Team working within a hospital setting is generally more effective in delivering good quality patient care than that often achieved within a community setting where multi-disciplinary teams are involved. The stress on team members in CMHTs is related to the standard of leadership as well as the composition and training of the team. Experience in the Maudsley NHS Trust illustrates the importance of good team working and leadership in determining t he quality of outcomes for patients. Evidence in the literature studied is presented from the perspective of staff in healthcare teams while there is little or no evidence of the views of service users on the subjects of leadership and teamwork.ReferencesCastledine, G (2004) Nursing leadership must clasp its roots in nursing, British Journal of Nursing, 12, 2, 119.Clegg, A (2000) Leadership improving the quality of patient care, Nursing Standard, 14, 30, 43-45.Department of Health (2000) The NHS Plan. A Plan for Investment. A Plan for Reform. London, HMSO.Flockhart, G and Moore, S (2002) Teamwork is the key, Nursing Standard, 17, 3, 96.Machin, T (1998) Teamwork in community mental health, British Journal of Community Nursing, 3, 1, 17-24.Moiden, N (2003) A framework for leadership, Nursing Management, 9, 10, 19-23.Onyett, S, Pillinger, T and Muijen, M (1997) Job satisfaction and burnout among members of community mental health teams, Journal of Mental Health, 6, 1, 56-66.Taylor, V (2007) Leadership for service improvement, Nursing Management, 13, 9, 30-35.Williams, T, Taylor, S and Petts, S (2001) Assessing leadership development training, Nursing Times, 97, 42, 1-3, www.nursingtimes.net, date accessed 11/02/2007.Williams, C (2005) Assertive outreach the team approach, Mental Health Practice, 9, 2, 38-40.

Hexagonal Bar Splitting Experiment

Hexagonal Bar Splitting ExperimentHEXAGONAL taproom SPLITTINGInformation AvailableFailure of the bar was experienced during cold forming operation.The bar was produced by hot forming.The shape was hexagonal, the initial bar size was somewhat 20mm.The material used in the product was mild steel.Fig (1) Fracture mode, split section in the barThe newspaper of mild steel correspond to the chemical analysis report that was done by atomic emission spectrometry (AES) the sample contains the following elementsElementWt %FebalC0.143Mn0.73S0.043Si0.345P0.035Nb0.015metallurgist analysis indicated to presence of 0.04% S which is considered high content of Sulphur to use in steel. Sulphur lowers ductility and toothed impact toughness and has little effects on the longitudinal mechanical properties.The parameters of forming process the compressive forces applied by the rolls to reduce the thickness of the material or changes its patsy sectional area, the contour of the roll gap and roll config urations.The requested testsMore specific and precise information should be available to determine the basic hasten of the failure. The following techniques could be usefulX-Ray Diffraction (XRD) to get enough data about the chemical composition of the bar material and the crystallography structure. As well, Scanning negatron Microscope (SEM).Ultrasonic testing to estimate the size, orientation, shape and nature of defects.Manufacturing process Hot RollingCoolingIn all rolling processes, cooling the steel is a critical factor. The speed at which the rolled product is cooled will affect the mechanical properties of the steel. Cooling speed is controlled normally by spraying water on the steel as it passes through and/or leaves the mill, although occasionally the rolled steel is air-cooled using large fans.(internal defect in steel during manufacturing) Centreline requisition occurs indoors continuously cast slab and this influences the type of the localised microstructure. Elemen ts which are prone to segregate in structural steels include C, Mn, Si, P, S and Nb and an accurate measure of the segregation intensity can be obtained using electron probe microanalysis. It is cognize that such segregation can influence the fracture toughness together with different properties. There is growing concern among customers and regulating bodies that present specifications do not take sufficient account of this fact. It is, therefore, important that a quantitative relationship be established between the intensity of the segregating elements and the fracture toughness so that compositional adjustments to the parent plate can be made in order to optimise properties. Since it is not possible to obtain commercial samples of plate having controlled segregation characteristics it is intended to replace the central segregated region in commercial slab with inserts of known composition and thickness. It is also intended to carry out a limited assessment of the weldability of the segregated samples including the influence on the HAZ toughness. (1)CrocodilingThe prediction of defect during rolling process is so complex because that is related to multiple parameters including cool rating, composition, distribution of carbides, deformation, etc.In this case study there is a rolling defect which in known as split end or crocodiling. This phenomenon initiates as a crack forming along the center plane of the de organize bar.The cracks in this situation are formed by cleavage fracture at the centerline of the bar, resulted from the stresses during drawing. In the drawing process the hydroststic stress components are basically tensile stresses. The fracture mechanism of offer was primarily cleavage in the direction perpendicular to the rod plane. (2)The major variables that affect mechanical properties and formability are working temperature, temperature of annealsbetween operations, percentage of reduction after the final anneal, and temperature of final heat treatment.1. Effect of centreline segregation on the toughness of structural steels2. Wla R. A. Toughness of Ferritic Stainless steels. 1980.

The History And Contributions :: essays research papers

Greek GeometryAlthough the original roots of geometry can be traced to the Egyptians, the Greeks built on approximately Egyptian theories that we use today. Greek astronomy and Greek geometry were both used in order to answer galore(postnominal) difficult questions of the time. Without geometry, the study of astronomy would have been almost impossible, and vice versa. Even though many Greek theorems and principles were later built on by geniuses such as Einstein and Lobachevsky, the basis still remains the same. The development of Greek geometry is said to be started by Thales of Miletus. Thales came from Egypt with a number of geometric principles that the Greeks were able to use for practical purposes. He lived towards the beginning of the sixth century B.C, and has been credited with many geometric theorems. just about of the most important theorems developed by Thales included-If two triangles have two angles and one side is respectively equal, then both triangles are appro priate to each other. -Angles at the base of any isosceles triangle are equal. -If two straight lines intersect, then the opposite angles formed are equal. Thales also did a lot work with the height of pyramids by measuring the height of the pyramids shadow only at a specific time of the day. While most of his theorems were proven, some that were not pertained to a ships distance from shore and the bisector of a circle. His discoveries led to the formation of many other theorems by later Greeks such as Pythagoras and Plato. These two men (next to Thales) contributed the most to Greek geometry. Pythagoras discovered and proved many different theorems and ideas that contributed greatly to the development of geometry. Some of Pythagorass proven discoveries included -All of the angles in a triangle amount up to the sum of two right angles. -The development and use of geometrical algebra.-The theorem of Pythagoras. a2 + b2 = c2 Pythagoras also did many studies with triangles and develo ping or editing shapes. His most famous discovery was the Pythagorean theorem (listed above). This theorem combined the sides of a right triangle, and this led to the development of irrational numbers by Pythagoras later on. Pythagoras discovered that the square root of 2 was an irrational number. Plato, another great mind of Greece, did more than just develop theorems for geometry, he stressed that geometry was essential. Plato believed that everyone should be well educated in mathematics as well as geometry.

Capital Punishment :: essays research papers

Capital PunishmentThesis One In principle a case can be do on virtuous grounds both supporting andopposing capital punishment.Thesis two Concretely and in practice, compelling public debates against capitalpunishment can be made on the basis of its actual administration in our society.Two different cases can be made. One is based on justice and the nature of amoral community. This leads to a defense of capital punishment. The second isbased on love and the nature of an ideal spiritual community. This leads to arejection of capital punishment.JUSTICE AND THE disposition OF MORAL COMMUNITYA central principle of a just society is that every person has an equal right to" flavour, liberty, and the pursuit of happiness." Within that framework, anargument for capital punishment can be formulated along the following linessome acts are so vile and so destructive of community that they keep down theright of the perpetrator to membership and even to life. A community founded onmor al principles has certain requirements. The right to belong to a community isnot unconditional. The prerogative of living and pursuing the good life in societyis not absolute. It may be negated by behavior that undermines the nature of amoral community. The inhering basis on which community is built requires eachcitizen to honor the rightful claims of others. The utter and deliberate denialof life and opportunity to others forfeits ones own claim to proceedmembership in the community, whose standards have been so flagrantly violated.The preservation of moral community demands that the shattering of thefoundation of its existence must be taken with point seriousness. Thepreciousness of life in a moral community must be so highly honored that thosewho do not honor the life of others make null and void their own right tomembership. Those who violate the personhood of others, especially if this isdone persistently as a habit must pay the eventual(prenominal) penalty. This punishmen t mustbe inflicted for the sake of maintaining the community whose foundation has beenviolated. We can debate whether some non-lethal alternative is a fittingsubstitute for the death penalty. alone the standard of judgment is whether thepunishment fits the crime and sufficiently honors the nature of moral community.LOVE AND AN IDEAL SPIRITUAL COMMUNITYAgape, Christian love, is unconditional. It does not depend on the worthiness ormerit of those to whom it is directed. It is persistent in seeking the good ofothers regardless of whether they return the favor or even deserve to be interactwell on the basis of their own incessant wrongdoing.