Ethnocentric Approach To Human Resources Management Essay

Ethnocentric Approach To humans imaginations focussing EssayIn this time of speedy worldwideisation and militant business organization world, firms seek to suck in rivalrous advantages by going globose via go into opposed markets. harmonise to Chew and Horwitz, (2004), everywhere the years, this rise in global competitive pressure has led to the growth of international confederacys (MNCs) that generated the hire for ontogenesis global management strategies as well as to designing worldwide gay imagination worry (IHRM) strategies in sound out to gain pine frontier competitive advantages. Subsequently, Shen, (2005, p83-102) as cited in Plessis and Huntley, (2009, p414), reports that the nonion of outside(a) valet de chambre interpolatenative worry (IHRM) can be defined as a set of distinct activities, functions and processes that be directed at attracting, developing and maintaining the human alternatives (HR) of a transnational lot (MNC).Thus, the above d efinition cl primal implies that the versatile benignant resource Management (HRM) practices of a transnational connection (MNC) atomic number 18 entirely focused upon the multinational management strategy that it ad chooses in order to maintain or manage its valet Resources (HR) inwardly its foreign subsidiaries. More all over, Sims, (2002, p364) introduces that multinational Corporations (MNCs) usu all in ally adopt one of the four major strategic appeales to planning and managing their international world Resources (HR). In addition, Hodgetts and Luthans (1999, p253) as cited in McNally and Parry (2000, p85) in like manner state that multinational Corporations (MNCs) usually adopt one of Heenan and Perlmutter (1979) classifications of international mental facultying which embroil either the ethnocentric barbel, the polycentric arise, the regiocentric court or the Ptolemaic/transnational access code to planning and managing human beings Resources (HR) globa lly deep down the foreign subsidiaries.Further more, correspond to Caligiuri and Stroh, (1995, p496), over the years, ethnocentric transnational Corporations (MNCs) mystify been dominant in numbers, especially in the sheath of firms from developed countries like the UK and the US seeking to enter the lesser developed foreign markets within the region of Asian countries. This according to Sims, (2002, p365) is in the first place due to the fact that much(prenominal)(prenominal) an improvement to world-wide benignant Resource Management (IHRM) simply requires exporting the multinational Corporations (MNCs) already established Human Resource Management (HRM) practices and policies to its foreign subsidiaries via the usage of expatriates. However, Weirich and Koontz, (2007, p277) over the recent decade, confused literatures published by academicians and practitioners within the field of International Human Resource Management (IHRM) have illustrated that each(prenominal) of these strategic speak toes to planning and managing Human resources (HR) internationally has its own merits and demerits for these multinational Corporations (MNCs).Hence, this report seeks to critically evaluate the upbeats and the drawbacks for adopting and ethnocentric climax to Human Resources (HR). In doing so, this report firstly outlines what constitutes adopting an ethnocentric access code to International Human Resource Management (IHRM) and thusly highlights its merits and demerits in addition to providing a brief overview of the benefits and the disadvantages of the early(a)wise uprisees to international staffing. This report discusses the merits and the demerits of adopting an ethnocentric approach to managing Human Resources (HR) globally within the context of a US owned transnational Corporation (MNC) which is looking to reassessing its current ethnocentric approach to managing its Human Resource (HR). The given scenario of this report is that the Human Resour ce (HR) director of this US base international Corporation (MNC) feels that its ethnocentric approach to managing its Human Resources (HR) globally is get overing the organisations orchestrate on to become a global policy-making party.Thus, by evaluating the advantages and the disadvantages of adopting an ethnocentric approach to international Human Resources (HR) strategy, this report would provide critical analysis of various academic literatures and other relevant sources in order to come to a round conclusion and provide justifi satisfactory recommendations. These recommendations would be in singing to whether this US base Multinational Corporation (MNC) should continue to adhere to its ethnocentric approach to managing its staff globally or whether this US based Multinational Corporation (MNC) should seek to alter its current approach to managing its staff globally in order to truly become a global company and to gain further competitive advantages in the years to come .The paygrade of the merits and demerits of adopting the ethnocentric approach also constitutes providing a brief overview of the advantages of adopting the other approaches to managing staff globally which let in the polycentric, the regiocentric or the geocentric approach. Hence, this report would not save provide worthy insights to the Human Resource (HR) director of the US based Multinational Corporation (MNC) but would also provide the general readers of the report with useful schooling in relation to comprehending the importance of adopting those International Human Resource Management (IHRM) practices and policies within its foreign subsidiaries which provide the Multinational Corporation (MNC) with sustainable competitive advantages over the long run.Overview of the Merits and Demerits of the Four Major StrategicApproaches to International Human Resource Management (IHRM)As mentioned earlier in this report, there argon generally four major approaches that most Multinati onal Corporations (MNCs) adopt in relation to managing their Human Resources (HR) globally. According to Caligiuri and Stroh, (1995, p496), these have been categorised by Heenan and Perlmutter (1979 as a Multinational Corporations (MNCs) global management strategies of being ethnocentric, polycentric, regiocentric or geocentric/transnational in its approach to managing its Human Resources (HR) within its foreign subsidiaries. Plessis and Huntley, (2009, p417) defines the ethnocentric approach as the approach where the pagan set and business practices of the domicil country argon predominant as it is the lead Office (HO) of the Multinational Corporation (MNC) which develops a managing and staffing approach and applies it consistently virtually the world.According to Pattanayak, (2005, p416), Multinational Corporations usually adopt such(prenominal) a strategy in the early stages of internationalisation process in order to ensure that the embodied values of the parent company are instilled within its foreign subsidiaries so that the comparable corporeal standard and reputation is maintained all over the formal. For example, McNally and Parry, (2000, p85) asserts that such an ethnocentric predisposition allows a global company to make the strategic direction of all its foreign subsidiaries and that it is a very nationalistic approach as it exceedingly regards the parent companys Human Resource Management (HRM) practices and policies as the shell-way for managing the Human Resources (HR) globally as well as to give awaying the overall bodily goals of the Multinational Corporation (MNC).Furthermore, Sims, (2002, p365) states that Multinational Corporations (MNCs) usually adopt this strategy via displace expatriates to fill all the cured management posts within it foreign subsidiaries as a result of which these Multinational Corporations (MNCs) can withhold tight control over all their foreign counterseparate. According to Ferner, etal, (2004, p364), the Head lodge (HQs) of these Multinational Corporations (MNCs) not only send expatriates but also plays a of import hand in outlining or highly dictating the policy on other aspects of Human Resource Management (HRM) which include factors like compensation and fix systems, collective bargaining, communications, union recognition, and welfare and training policies, etc.The benefits of adopting an ethnocentric approach is able to be seen when a firm needs to produce super standardised products or when the host-country lacks technological expertness in which cases employing staff from the Head Quarters (HQs) can guarantee consistency to a great end (Francesco and Gold, 2003, p166). Thus, from these statements, it can be clearly deduced that those Multinational Corporations (MNCs) who seem to adopt such an ethnocentric approach or strategy to managing its staff globally primarily seek to centralise its Human Resource Management (HRM) practices and policies which are mainly designed and implemented at the Head Quarters (HQs) of such Multinational Corporations (MNCs) with the view to maintain total control over its foreign subsidiaries.However, adopting such an ethnocentric approach to managing Human Resources (HR) has its own drawbacks despite of the merits of being able to hold onto the cultural values of the Head Quarter (HQ) of a Multinational Corporation in addition to being able to yield the benefit of maintaining a tight control over its foreign subsidiaries (Decenzo and Robbins, 2009, p5). In addition, Francesco and Gold, (2003, p166), asserts that displace expatriates to foreign subsidiaries also limits the promotion opportunities of host-country staff which could lead to demoralisation of the staff at these foreign subsidiaries in addition to loosing advantages that could be gained from competencies of topical anesthetic members of senior management staff.Thus the above statements clearly imply that an ethnocentric approach to Human Resources (HR) c an be highly rigid which can inhibit the tractableness that contemporary firms require in order to gain competitive advantages in this era of rapid globalisation of markets and growing competition. On the other hand, McNally and Parry, (2000, p85) reports that the polycentric approach to managing Human Resources (HR) are based on strategic decisions which are adapted to suit the cultural context of the countries within which these Multinational Corporations (MNCs) operate. This implies that within a polycentric approach, the Human Resource Management (HRM) policies and practices within the foreign subsidiaries are adapted to meet the cultural and other environmental circumstances of the countries in which these Multinational Corporations (MNCs) operate.In other words, Sims, (2002, p365), reports that such a strategy makes a subsidiary independent from its Head Quarter (HQ) as mainly topical anesthetic managers are given the responsibilities for managing their Human Resources (HR). Myloni, etal, (2004, p 519) reports that such an approach to staffing and managing Human Resources (HR) is seen to be less expensive as Multinational Corporations (MNCs) do not need to send expatriates for managing its foreign subsidiaries as required in the case of adopting an ethnocentric approach. In addition, it also resolves the issues of adapting to cultural changes when expatriates are sent to foreign subsidiaries and also eliminates the costs that can be incurred from failed expatriate assignments (Monks, etal, 2000, p541).However, Pattanayak, (2005, p417) states that such an approach also presents the challenges for Multinational Corporations (MNCs) in relation to maintaining understanding between the corporate and the subsidiary management in addition to imbibing the original cultivation of the company. On the other hand, Hannon etal, (1995, p536) report that the regiocentric approach to Human Resources (HR) strategy highly focuses on grouping of subsidiaries based on sp ecific regions instead of countries. Furthermore, according to Sims, (2002, p365), these subsidiaries are usually staffed by managers from any of the countries within the region which poses the drawback of constrictive communication between the region with their Head Quarters (HQs).Subsequently, Edwards and Rees, (2006, p113) asserts that with the geocentric/transnational approach, Multinational Corporations (MNCs) seek to create a synergy of best practices. According to Kelly, (2001, p538) these best practices are adopted from both the Head Quarters (HQs) of Multinational Corporations (MNCs) and from their respective subsidiaries in order to develop consistent global Human Resource Management (HRM) practices and policies which can eventually yield long term organisational competitive advantages for both the Multinational Corporations (MNCs) as well as for their subsidiaries. For example, Buzzle, (2009) reports that within such an approach, suitable managers are hired centrally for taking learn managerial positions within the foreign subsidiaries from a global pool of natural endowment , chosen in accordance to their abilities to meet the global corporate objectives in addition to being responsive to local needs.Myloni etal, (2004, p521) claim that this approach to Human Resource (HR) strategy enables a Multinational Corporation (MNC) to develop issue competencies in the form of competent managers which can be a crucial source of gaining competitive advantages for a global firm. However, according to Pattanayak, (2005, p417), such an approach also has its own demerits in the form of being expensive to promote the best talents in addition to completing the paper formalities associated in relation to hiring these foreign nationals to work at diverse parts of the globe for specific subsidiaries of Multinational Corporations (MNCs). Despite of these drawbacks, by far, from the discussions made above, it can be clearly deduced that the geocentric or the tran snational approach to Human Resource (HR) strategy would suit the global corporate goals of most Multinational Corporations (MNCs).Thus, from all the above discussions, it can be stated that even though each of these different strategic approaches to International Human Resource Management (IHRM) strategies have their own merits and demerits, the ethnocentric approach to Human Resource (HR) strategy seems contrastive towards attaining the flexibility that is needed in order to gain competitive advantages in this era of global competition. Subsequently, the geocentric or the transnational approach seems to be the most relevant and to be the most useful approach that a Multinational Corporation (MNC) should seek to adopt in this era of contemporary business world. However, for substantial evaluation of the appropriateness of these strategies the following other factors which highly influence International Human Resource Management (IHRM) also need to be interpreted into consideration .Other factors that influence the approach that is adopted to International Human Resource Management (IHRM)According to Muratbekova-Touron, (2008, p335), in this era of rapid globalisation and competitive business world, one of the major growing concerns approach such global companies or Multinational Corporations (MNCs) is that how such companies can attain the repair balance between the local autonomy of their subsidiaries and the extent to which these are controlled by the corporate headquarters of these Multinational Corporations (MNCs). Furthermore, Reade, (2003, p208) illustrates that the statement that greater collaboration between all the subsidiaries of a Multinational Corporation (MNC) is not only highly desirable but is also completely essential in order to effectively cope with the global competitive pressures and towards fitting productive in attaining global competitive advantages.Moreover, Liu, (2005), also confirms the notion that Multinational Corporations (MNC s) memorial tablet the dilemma of optimising the balance between standardisation and localisation of Human Resource Management (HRM) policies and practices. This according to Liu, (2005) is because of the desire of Multinational Corporations (MNCs) to develop global brands by thinking globally and acting locally and by developing the right balance between local responsiveness and global consistency and control. Subsequently, Markus and Harzing, (2007) state that contemporary Multinational Corporations (MNCs) should not opt for standardisation in term of adopting the home country practices but should seek to adopt the strategies which underline the best practices in relation to Human Resource Management (HRM).Furthermore, Reade, (2003, p208) reports that the Head Quarters (HQs) of Multinational Corporations (MNCs) have the responsibility of identifying and transferring relevant skills and expertise from different parts of the corporation as well as of disseminating it to all its fo reign subsidiaries in order to attain its global as well as local corporate objectives (Reade, 2003, p 208). For example, Markus and Harzing, (2007) state that if the home country practices of a Multinational Corporation (MNC) are highly effective then all the subsidiaries of that company should be yielding competitive advantages provided those practices are applicable in different cultural and other environmental contexts.This is because, according to Francesco and Gold, (2003, p166), although the overall international corporate strategy of a firm determines which strategic approach to International Human Resource Management (IHRM) it adopts, other environmental factors should also be taken into consideration while determining which strategy a Multinational Corporation (MNC) should adopt in relation to managing its Human Resources (HR) globally. Such factors include the political and legal factors, level of development in foreign locations, technology and genius of the product, or ganisational life cycle as well as cultural differences (Francesco and Gold, 2003, p166).Moreover, Markus and Harzing, (2007) states that ethnocentric approaches to managing Human Resources (HR) globally are no longer valid in this era of competitive and globalised business world and that the geocentric or the transnational approach to managing Human Resources (HR) internationally is more contemporary towards attaining competitive advantages and towards becoming truly global by implementing the best Human Resource Management (HRM) practices within contemporary Multinational Corporations (MNCs) and in their respective foreign subsidiaries around the globe.4.0 ConclusionsFrom the critical analysis of various literature sources made above, it can be concluded that the US based Multinational Corporations (MNC) should change its approach from an ethnocentric one to a geocentric or a transnational approach to managing its Human Resources (HR) globally in order to gain more flexibility in terms of adapting Human Resource Management (HRM) practices according to subsidiaries cultural and environmental contexts. This is because contemporary firms can gain competitive advantages only by adopting Human Resource Management (HRM) strategies that find the right balance between standardisation versus localisation of such practices and policies.RecommendationsThe following recommendations have been drawn for the US based Multinational Corporation (MNC) based on the critical evaluation of the benefits and the drawbacks of adopting an ethnocentric approach to managing Human Resources (HR)The Multinational Corporation (MNC) should adopt a geocentric approach to Human Resource (HR) strategy rather than an ethnocentric one in order to gain competitive advantages as the ethnocentric approach pose certain limitations which inhibit companies from going truly global in terms of failing to adopt the best practices in relation to International Human Resource Management (IHRM).However, th e firm should also take into consideration whether the environmental factors mentioned earlier in this report support it to alter its approach to International Human Resource Management (IHRM). For example, if this US based Multinational Corporation (MNC) produces highly technological or standardised products then it might need to continue with its ethnocentric approach. Nevertheless, the firm could still opt to adopt a geocentric approach to staffing and hire the best expertise from around the world in order to gain competitive advantages over the long run.Thus, it can be stated that the US based Multinational Corporation (MNC) should seek to alter its approach from an ethnocentric to a geocentric/ transnational one in order to manage its Human Resources (HR) more effectively globally.(Words 3000)

Analysis Of The Tower Bridge Organisation Tourism Essay

Analysis Of The tower span Organisation Tourism Es judgeThis report ordain be divided into 5 sections. In the root section I allow be describing the shimmerction of the comp rough(prenominal) and the product it provides for its customers. The second section for put up provide an oerview of the economics of the line of products and competition. The third section pull up stakes sepa charge per unit the solicitude structure at the company. The fourth section allow provide two the PEST and ram analysis. Finally I will think over on my snip as a tourer guide, describe the agate line affair and intrust my impressions of the company. Describing the company and what it erects tugboat tie is a municipal wearprise owned, funded and managed by the City of capital of the United Kingdom Corporation who atomic bod 18 the local anaesthetic Government body responsible for the financial squ argon mile. The City of capital of the United Kingdom is in that locationfore re sponsible for all commercial and operational matters relating to editorial nosepiece. funding of the enterprise comes from a immense standing trust.Description of the companycapital of the United Kingdom rule geminatet is located in the heart of capital of the United Kingdom and is in truth(prenominal) close to capital of the United Kingdoms transport infrastructure and world far-famed historical sites often(prenominal) as the loom of London and HMS Belfast. It is a well known brace that has become an iconic figure of London, spanning the River Thames, and is within walking distance of Londons opposite famous displumeions such as the Globe Theatre and Tate Modern. Originally construct in 1894 to ease traffic over-crowding on London couplet and designed to allow accession to heavy(p) ships to the pool of London, it was subjected to a major(ip) conversion to become a tourist centre in the 1980s. predominate Bride is in that respectfore both a monument to Londons past and a boffo tourist attraction. The of import provideing is the rule Bridge expo which allows visitors to enter in grimace the Bridge allowing access to the High Level walkways with uninterrupted views crosswise the city. This provides a unique selling point with which to market itself and provides a unfor travel sidestep and emotional cause for visitors. The tour alike allows visitors to see the Victorian engine rooms from which the pair utilised to be powered by. The company withal offers corporate entertainment packages and a popular adorn workshop for visitors. entranceway wrongs ar at an affordable rate and for viewing pleasure, the arrangement comes weap unmatchedd with moveive screens, sliding window panels for better picture quality and exquisite graphics on their giant screens. One of the most cardinal features of reign Bridge is its bascule mechanism system, which rises around 1000 times a yr and is still in function to this present day. Brid ge openings argon really popular with the public and ar part of its attraction and allure to tourists. This particular(a) duad is the only bridge in the world of its type that opens and closes. commercialise and competitorsAn new(prenominal) historical attraction within the akin vicinity as tug Bridge is the towboat of London, which often competes with newspaper column Bridge as mickle t fire to mix up the two beca federal agency the structures are quite same and this whitethorn sometimes reach to confusion. Moreover, the column of London was famous in Britain and around the world during World War 2 as an iconic landmark. Inevitably over shadowing Tower Bridge. Nonetheless the Tower Bridge is fundamental to Londons historical heritage as a major commercial port. London has many new(prenominal) attractions including the London eye, which rouse pay up to 10,000 visitors all day and even the London Bridge Experience which opened in 2008. The Tower Bridge Exhibition has grown steadily since opening in 1984, with last year macrocosm its most successful in name of financial surplus and numbers of visitors. With a small marketing team and budgets, Tower Bridge Exhibition relies heavily on organisations such as Visit Britain/London to document trends in visitors. Tower Bridge Exhibition targets byout the year a actually broad area including both the European and domestic markets. Within the domestic markets educational groups are alike targeted but equal importance is placed on family groups. Advertising unremarkably occurs through specialised magazines, in particular publications like the Times educational Supplement or via websites such as www.vistislondon.co.uk where costs are mainly lower past new(prenominal) mass media options. Trade shows are attended such as World Travel Market where the line of battle is promoted to a range of tour and group organisers and databases are created for orchestrate mail campaigns. Tower Bridge Exhibitio n has a unique alliance with its competitors, although in direct competition with one a nonher, attractions within London work together on with Visit London to bring people to the area. Tower Bridge Exhibition has a list of distributors which in return for a subtractioned rag rate sell tickets globally, how incessantly they also promote competitors. Other key stakeh overageders of Tower Bridge Exhibition are Local and National Government and the EU who and impose rules and regulations. The local community and response services, the Tower Bridge clement trust, all visitors, the media, internal trade unions and employees are also key stakeholders.The cost of visiting the exhibition is 7.00 per adult and 3.00 per child (5-15) chthonic fives go free, with a concession ticket costing 5.00 and disabled guests getting in for free. classify discounts are available for 10 people or more and a promotion with Network rail allows 2 for 1 entry. Ad hoc promotions are run passim the year targeting specific groups, for example the exhibitions 25th anniversary was celebrated by letting local residents in for 25p.Job roleAs a Customer Care Guide at the Tower Bridge Exhibition I had a fair amount of duties, roles and responsibilities which was found on the nucleus of customers and their safety a extensive with their well being which meant incessantly putting on that point ask and requirements first at all times. Furthermore, that meant me providing surpassing customer service and rush at all times and do sure that the customers visit was as enjoyable and pleasant as humanly possible. With that in mind I would engage to posses a certain detail of knowledge regarding the bridge and the local vicinity.I would also be indispensable to beat a competent take aim of expertise relating to the bridges story, turn of events and design most notably for whenI am stained inside the bridge and doing a position that entails doing speeches regularly. For positions like theseI must convey chiseled and precise information to the customers so that they are made aware of the emergence inside the bridge. In accompaniment,I would also need to be richly aware of all the processes of the bridge if say there was a dissolve or an evacuationI would impart to be mindful of the slump drills and steps that needed to be taken in order for a safe and secure evacuation to be achieved for all customers especially the disabled, time-worn and those in a wheelchair. My duties included maintaining a high take of tribute system for both the visitors and the exhibition items as well as eternally being on hand and available to interact and engage with visitors should they need or require any assistance or help from me at any stage during there visit. Moreover, if they had a query or wanted foster information some the or the area.Management StructureA cable structure is very important and every organization has its own structure. A company such Tower Bridge organizational structure is a hierarchical with a concept of subordination of entities that collaborate and contribute to answer one common aim. Most of the staff in Tower Bridge are all in the front office dealing the element of public and tourist, some offend up more interaction such as the Ticket Office and Customer Care Guides.The mangersTower Bridge uses a functional structure which has the advantage of being easy to understand. The chain of statement requires that an employee can report to one or more managers, but one manger such as Andy Nicholson, typically has more authority over the employee than their other manager(s). In Tower Bridge there are ternary mangers one exhibition manager and two assistant managers. Having this structure center having layers of management that control the company by maintaining a high train of authority, with the power to make decisions concerning business activities. Employees such as customer care guide arrest limited authority to ca rry something out without preliminary approval. This organizational structure tends to focus on net-down management, whereby executives at the top leave by telling middle managers, who then tell first level mangers, who then tell the staff what to do and how to do it. A limited number of employees report to a manager, who then reports to the next management level, and so on up to the Bridge Master or Tower Bridge Director.The managers needs to be responsible for motivating the staffs and ensuring that any testis systems and practices that are in place are not undermined in anyway. In theory the managers at Tower Bridge are responsible for the business performance, as well as maintaining high standards of service and health and safety.A functional structure of Tower Bridge can be illustrated by the following diagramThe Managers are responsible for arranging shifts for their staff, creating promotional events and discount offers, deal with customer complaints, motivating staff, en suring that staffs have the right uniforms, greeting customers and organising table reservations.PEST AnalysisPoliticalPolitical factors that may affect the efficacy of Tower Bridge to operate include government and City of London polices. In fact it seems unlikely that these will impact adversely on the attraction in the immediate approaching given its high write and historic status. Cuts in public expenditure may lead to high admission prices and less staff running the exhibition. As the government new-fashioned decision to cut funding to Visit Britain by 18% has bountiful consequences for all London Attractions most specifically the smaller attractions such as Tower Bridge Exhibition who relay heavily on its services. career and bed taxes could deter visitors away from the city. Terrorism threats threaten the entire London tourism industry.TechnologyWith more people using the internet, Tower Bridge Exhibitions will have to review its genuine website, as currently ticket p urchases are too complicated. Advancements in ICT have meant that statistical data on tourist trends is now simpler to collect and more easily accessible through websites such as Visit Britain. Tower Bridge still has old and new technology some of the original hydraulic machinery is still extend as exhibition in the engine room nowadays they use electro-hydraulic drive that open the bridge up.EconomicThe main external forces (macro milieu factors) that affect Tower Bridge Exhibition are economic and accessible factors. London is perceived to be an expensive place to visit, so the exhibition will need to provide better cling to for money. This is possible as at currently utilises only one third of available space. It will need to consider joint promotions with other attractions. Changes in interest place at home cause fluctuations in disposable income meaning void activities are often put on hold, ex miscellanea rates and the good pound against the dollar has seen a smaller sp end per person from the important American market.SocialTower Bridge Exhibition relies heavily on family groups, so a decline in traditional family set ups will require Tower Bridge to re-think its family tickets prices. Over the recent historic period are has been a changes in holiday patterns with people now preferring city breaks and long weekends. Terrorist flaks also cause fluctuations in the market with people looking for safer destinations.SWOT AnalysisStrengthThe business philosophy is not just approximately making money but emphasizes on educating and informing the public (particularly newborn people). On the towers walkways, there is a great view of London similar to the Millennium Wheel but not as detailed or exciting. Furthermore, on a positive note, this particular zone is free of over-crowding charge, which allows people to freely enjoy their journey over the bridge. Although the bridge is funded by the City of London council, it also makes a reasonable income by h iring the venue in the evenings for special occasions.WeaknessAlthough it is an indoor attraction with a tremendous view of London, a visit to Tower Bridge depends on the brave out because the best sights are not always available referable to the fact of the unpredictable British climate, for instance, on a rainy or fog day, the views from the bridge can be very poor and distorted which could final result in unhappy customers. What is more, London is an all-year-round destination so major attractions are not seasonal. Due to the fact Britain has such unpredictable weather, people commonly carry sunglasses and umbrella because they never know what the weather can be like. This could have a bad effect and lead to a bad experience when coming to visit Tower Bridge on an unpleasant day. Firstly, the entrance to Tower Bridge Walkways is confusing for tourists who are unfamiliar with the area as there are no clear signs pointing in the right direction. Also, the journey to Tower Br idge is quite complicated if you have no knowledge of its whereabouts and may get lost. In addition, it is not matter-of-fact friendly as there tends to be lots of traffic and congestion upon entering the bridge. Secondly, in my opinion their main website is unappealing which doesnt help to attract or interest people into visiting Tower Bridge. This apparent flunk and flaw could have a bad impact on tourists who have never been to London, as the websites layout and structure does not represent or give Tower Bridge an acceptable status (more life and colour in the graphics required to attract online interest). On the other hand, their website has easy access to different links that also allow fors to childrens needs such as fun packs for childrens discovery which is fun as well as being educational at the same time. Furthermore, to add to criticism the historical building needs substantial refurbishment to help increase the volume of visitors. Although people are aware that it is a bridge, some people are afraid of high gear and may feel unsafe or in danger. Moreover, although the lengths of the walkways are passably lengthy, it is quite narrow and may have an affect on those who are claustrophobic. Security measures are paramount for one of the worlds most famous tourist attraction. When entering the Tower there is a single stage of security that visitors must pass through. Once their body has been examined and their belongings are understand they are allowed to enter the walkway but it doesnt mean the security level is up to standards. Reportedly, there have been cases where people have entered the building then proceeding through the security lozenge in order to displume suicide. Fortunately, this has not changed peoples views to visit the attraction because any potential suicide incidents have been prevented. In reality, when the bridge does have a scheduled lift this results in a hold up of traffic. It is found that An estimated 38,000 vehicles us e the bridge each(prenominal) day, pushing it to capacity during peak hours. This results in many delays for many people, who may decide to take an alternative route to avoid the traffic queues. Likewise, bare traffic is expected to increase impact damage to the extremities which flex under traffic loads. This could mean that traffic queues are causing damage to the structure of the bridge, which may have a long term affect on the bridge. What is more, it is said that these measures are expected to increase congestion either side if the bridge, adding to delays caused when it opens for shipping. Last year Tower Bridge lifted 925 times. In my opinion, was this needed?OpportunitiesGlobal advertisement could possibly result in an increase in the volume of visitors as many foreigners are unaware of a bridge that opens and this may be an attractive feature to witness in person. maybe due to the recession peoples lifestyles are changing, rather than individuals coming to the Tower Bri dge they could engage in some promotion and coupons like the two for the price of one, children of the age of under 12 go in for free etcetera Other attractions could work together with Tower Bridge rather than competing with them. They could cater for more languages by enhanced displays for overseas visitors such as Europeans and Asians. provide of tour guides could be emboldend. Even though it is a self-guided exhibition they could offer a guided tour within the ticket price would encourage more visitors and may enhance the quality of the experience. Additionally, they should provide reasonable change to facilitate for people who have disabilities. Due to the fact of the economic crisis the value of the pound has decreased. This is good news for the overseas visitors because of the currency exchange rates. In years to come the growth of tourism will increase scorn the recession London will generate tourist revenue from the 2012 Olympic games to be held in this city. This wil l boost and soar the volume of visitors in the capital.ThreatThe biggest threat to Tower Bridge is any potential terrorist attack perhaps of more concern is that there is no security check when going through the bridge and anyone is allowed to walk along the bridge. On the other hand, Tower Bridge is surrounded by a high level of competition with other tourist attractions equally famous like the Tower of London. In spite of the fact that other attractions complement each other it is possible that Tower Bridge will lose out due to the fact that it is less appealing. The economic downturn could have an impact on peoples lifestyles and their finances. Another way of viewing this is that the recession has changed our way of life. Culturally and socially people may prefer doing simple things like taking a walk in the park, instead of expensive vacations. later all a large proportion of overseas visitors come to visit the Tower Bridge. As a result this recession could have an significant effect resulting in a decrease of the number of visitors. In conclusion, it could be said that the current service could continue unchanged. The inherent advantages of location, history and unique appearance will service the attraction well in the future. However, improvements could also be considered videlicet a more attractive website, cater for different languages, refurbishment of the walkways. The main threats for the future are economic downturn and limited attractiveness to a young audience.ReflectionWorking in Tower Bridge has taught me a number of things about how tourist attractions operate in the market and what factors lead to an attractions success. Even though my time at the Tower Bridge consisted of four hundred hours work experience I still had to go through the same procedures as I would if I were applying for a permanent job. I was interviewed by Andy Nicholson who gave me a fair amount of information regarding the history of bridge and what they offer to the pub lic. Even through the interview lasted over 3 hours it was very perceptive and useful to me. I gained a lot of knowledge about Tower Bridge and its surroundings. When I started work it was the beginning of the Easter holidays. I didnt get any training at first except on how to use a radio. I was thrown in at the deep end for the first three days as I didnt know much but I guess that is the best way to learn. After a few days I was formally introduced to other members of staff and my functionary training started. The assistant manager gave me the correct uniform as there are different ones to wear for different positions. I was given a full guided tour and met all the security staff, the maintenance part and human resources. I was shown all the emergency returns as well as all the other exits and where to meet if we had to be evacuated.I was given a radio with my own personal identification which was uniform 13 which enabled me to communicate with other members of staff via the r adio.After that I undertook three days of shadowing a full time tour guide and I was also given a big pack of information about Tower Bridge. I learnt 4 different speeches plus aborts and general information of the history of London. A big plus point for me was that I was given the incident to get to know the surroundings and I spent a couple of days visiting other tourist attractions such as the Tower of London, St Pauls Cathedral and the Tate Modern gallery. I thought this was very helpful to me. After 1 week of shadowing and intensive reading I was in conclusion ready to work on my own. My first position was to operate the magnetic north lift which takes the customers to the high level walkways and to give them instructions on what to do when they got up there. I did this a few times before seek out the other roles and positions. In total there are 8 positions, 1-3 are workings in the lifts and the towers and the customer service areas. The only veto point about this aspect of the job is that it can become very repetitious.Position 4 and 5 involve working in the seat shop next to the Victorian Engine Room. I was lucky to have this experience and to be till trained. Working in the shop has a lot of responsibilities, not only dealing with money and providing customer service, throughout the day youre on your own and this can be quite stressful. there are many duties working at the shop in the dawning before opening up, you are required to do a number of duties making sure that there are enough products on the ledge and that these are neatly presented, knowing whats not available and whats low on stock so it can be ordered in, cash up the money for the till etc. Working in the gift shop can be pleasant but the only difficult vent that I faced was dealing with several customers at the same time. The gift shop is quite a small and confined area and it is where customers exit from the Exhibition. Insome casesan unsatisfied customer will use his time in the gift shop to vent his frustrations and whoever is currently occupying the shop position is usually the one that is on the other end of the brunt of the customers fury. In addition to this, in most if not all the cases of a customer who was not completely happy with there visit and experience and demand a refund or if a technical malfunction occurs to any of the cent press machines then it is at the gift shop where all of the would be resolved.Positions 6, 7 and 8 are what the company refers to as whole step enticement. These duties are intensive and consist of you dealing with customers at the front of the ticket office who are visiting the Tower Bridge Exhibition or are just walking pass as well as expectant out general information about the bridge. I think the footfall position is a crucial role as it represents the Tower Bridge image and they are the first staff and port of contact to interact with the customers before they enter the exhibition. Throughout my work placement I have undertaken a fair amount of footfall and my view upon it is that it can be quite enjoyable. The only downside is that the footfall is an all year position which I think is unfortunate because Tower Bridge is on the river it can very windy and during autumn and pass it can be very cold-blooded. I did a few footfalls in April and even so it was extremely cold for me to endure and for someone to do this position you have to be mentally and physically strong. I dont think people should have to work 8 hours foreign in such cold conditions most notably during winter times and I think they should use the footfall personnel to go onto the walkways to give blabs about the bridge and have one at the gift shop for assistance as the shop can get very busy and hectic at times.After 200 hours I was given the opportunity to work at the Monument. My job role was to give out leaflets to those who completed the 311 steps and give brief talks about this famous landmark. I had a lot fun wor king there because it was a more intimate setting than the bridge so you got to talk and engage more with your work colleagues. It also meant that you couldimmerse yourself more in depth with the visitors and ask them more about their visit to the capital and how long they were intending on staying and where they were originally from. There is so much history written into the Monumentwhich is intertwined with the Great Fire of London so for me to work there and to be a part of it was a good experience which contributed to my usance there.In terms of organization and structure there is much to change and develop. What surprised me is that staffs do not really work together and in some ways work in isolation from each other which seems inefficient and ineffective. There tends to be a gap and divide betwixt the permanent staff who have been employed there for many years and the temporary staff such as myself.ConclusionOverall working at Tower Bridge has been a good learning experien ce for me. Like any other job there will always be positives and negatives but in some ways the work has provided some unique insights. I think Tower Bridge and the Monument are very successful tourist attractions for the reasons stated previously and there is no reason why it should not continue to prosper in the future with the right investment and a culture of continuous improvement. Many people who work at Tower Bridge have provided years of consecrated service for a prolonged period of time. Tour guides, ticket office, managers, security and maintenance people have worked their for a long time. A large proportion of them are 40 plus in age which is a change for me because it is the first time I have come across a situation like that. I think I have picked up some of their characteristics and learnt a lot from their experiences of being at Tower Bridge.On the whole I had a great experience and I would highly recommend it to other students who are interested in the tourist indust ry or those people who like history. Out of all the places I have worked in previously I can honestly say that this was the most interesting job and role that I have ever experienced. The majority of the staff I built and formed a relationship with not only as work colleagues but as friends outside working hours.

Comparing More’s Utopia and Redfield’s The Celestine Prophecy Essay

Comparing Mores Utopia and Redfields The Celestine soothsaying Throughout history many visionaries had glimpsed a reality of new benevolent culture, yet no federal agency to create such a world had been achieved. Communism had become a tragedy. Sir Thomas More, agent of Utopia, and James Redfield, author of The Celestine Prophecy, sh atomic number 18 many of the same ideas describing a new way of life. create verb completelyy in 1516, Mores Utopia speaks about visions of a humanistic way of life. Redfields The Celestine Prophecy, written almost five centuries later in 1993, reinforces the ideas of the Renaissance. arouse this spiritual common sense become the model of the next ampere-second? Utopia achieves massive universality by evincing great understanding and sympathy with all men (Surtz, vii). It presents the hope for far better things, sustained by the assure that man may shape and mold himself in any chosen form, (viii) thus creating the best earthly state possibl e. Redfields text focuses on nine insights to a spiritual transformation. When all nine insights are understood, an kindle new image of human life, and a positive vision of how we provide save this planet, its creatures and its beauty will be reach (Redfield). According to Redfield, upon reaching the new millennium, human culture will shift key as we move toward a completely spiritual culture on earth. In order to understand where we are today, we must take ourselves underpin to the year 1000 and move by the millennium as we lived through it. Imagine yourself being alive in the year 1000, the Middle Ages. The maiden thing you must understand is that the reality of this time is being specify by the powerful churchmen of the Christian church (22). Because of their position, these men hold great influence over t... ...it sound as though humans are in control. It is up to us to decide whether or not this is true. The make for through which accepting teachings and winning salva tion is manoeuvren throughout both texts. They show the exact process of becoming more spiritual and connected. We have forever characterized this connection as something abstract- something an individual must do to avoid something grownup happening. Whenever we doubt our own path, or lose sight of the process, we must guess that we are evolving toward, what the process of living is all about (Redfield 243). Reaching enlightenment on Earth is why we are here. Now we know how it weed be done. Works CitedMore, Sir Thomas. Utopia A New Translation, Backgrounds, Criticism. Ed. and trans. Robert M. Adams. Toronto W. W. Norton & Company, Inc., 1988.Redfield, James. The Celestine Prophecy. NY Warner Books Inc., 1993.

Existentialism :: Philosophy Sartre Existentialist Essays

existentialism Existence precedes essence. These are the few lecture that many people live by. These words describe a philosophy called Existentialism. The philosophical term, Existentialism, came from Jean Paul Sartre, a French philosopher. Jean Paul Sartre wrote No Exit, where he portrayed his philosophy negatively. On the other hand, Albert Camus, who wrote The Stranger, portrayed Existentialism positively through with(predicate) his characters. Each writer uses the characteristics of Existentialism positively or negatively to define their have got report card as well as their characters as full-strength Existentialists or notExistentialism has been described as a philosophical movement especially of the 20th century that stresses the individual position as self ascertain agent responsible for his or her own choices. Basically a true Existentialist will create their own beliefs, take state for his of her own actions, and is very honest. If they were to do something wrong, t hey would take responsibility for their actions and not make excuses or put the blame on someone else. Furthermore, a true existentialist cogitates there is no God and thus man becomes alone with entirely ourselves as a guide to making the decisions that define our existence. They also believe that Life has no meaning and that everything happens by chance.Jean-Paul Sartre examines the basic themes of existentialism through his three characters Garcin, Inez, and Es supposee. Garcin seems to appear an existentialist, but upon a closer look, he violates the rules fourth dimension and again. Next, Inez seems to fully understand ideas deemed existential. Es pute is the third person, and does not seem to understand these ideas well, nor does she take away them when they are first presented to her. One similarity amongst the three is that they all at some point seem to accept that they are in the pits for a reason. Garcin is hell because he beat his wife and cheated on her. However, he doesn?t wish he had acted differently. He shows and proves this when he says ?I tell you I regret nothing (p. 24).? By saying this, Garcin is taking responsibility for his own actions hence he is following the laws of Existentialism. However, he sometimes violates these laws. For example, he is so preoccupied with the idea that he is a coward that he makes the women tell him that he wasn?t a coward and makes her tell him that he was right in doing so. He is so dependent upon this that he wouldn?

The Quicksilver :: essays research papers

The fickleOne solar day an ancient alchemist was sitting at his and noticed a strangesilvery liquid-like metal. He called several of his colleagues over to admire it.It was passed pull down through the years, this chemical reaction, that formed this"Quicksilver" as the alchemists called it. One day a French chemist AntoineLaurent Lavoisier tested and proclaimed it a metal. And he named it hectogram(Hg). With strong controversy from scientists around the world, Lavoisier wasnever given realization until after his death.. During the late nineteenth centuryand early twentieth is when a significant amount of work went into developing agood role to quicksilver- thermometers. Before commonwealth had been developingthermometers but they were not as close as the ones produced around 1900.     In the later twentieth century people developed a increasing "need" forpure gold and silver. European and American scientists developed a new advancedway fo r this- amalgams. Amalgams are alloys of mercury usually utilize to extractelements from there various ores. Then, erstwhile the common metal is extractedmercury is then separated through distillation.     Without mercury our world would be much different. We would havedifferent, if any, ways of determining temperature. Mercury is also used in clean modern day fluid pools as "Mercury Vapor lamps" for sterilization.Mercury can be used in both reconstructing and destroying life in water waysdepending upon the vigilance people give it. We would have no fast, economicalways of cleaning large pools no fast, economical way of controlling riverclean-ups. Life in our modern day households would be much, much colder because

Huck Finn Racism Essay -- essays research papers

"To Be or not To Be"      In extremum cases the book, huckabackleberry Finn, has been banned from some schools because of the depiction of racial tension towards Jim, the black slave, in Huckleberry Finn. This story takes place at a time where slavery was considered moral. Blacks were considered low-level to whites, but Huckleberry challenges the notion that he was raised upon. Through Huckleberry&8217s adventures yoke expresses his challenge towards civilization&8217s rules and moral code. single must read between the lines and reach for the meaning in moolah Twain&8217s subtle literature dialog. If one were to do this that one would realize that it is not racist, but anti-slavery. For someone to think that Twain considering the era was racist would ludicrous.     Considering that Mark Twain is a revolutionary writer and must use detail from an era to make the story unique he shouldn&8217t be considered racist. Thei r time period is regulate around the Civil War which was fought for abolishment of slavery. Huck to some race would be the argument for Twain&8217s racism, but Huck was raised from a boy by people with extreme iniquity towards blacks such like Pap and Miss Watson. Even if bigotry was variance of Huck&8217s attitude towards blacks it should be excused. Towards the end of the impudent Huck encounters Aunt Sally who makes a remark towards blacks. She remarked that thank divinity no one was hurt ...

Successful Organizational Diversity Management :: Workplace Employment Business Essays

Successful Organizational diverseness Management Why is brassal diversity important? Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that bequeath contribute to an organizations bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which argon measurable outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, single that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational flori nuance that supports men diversity involves several important elements. These elements include a ask analysis, administrative and focussing support and commitment, education and training, culture and management systems changes and endless fol low-up and evaluation.Needs Analysis In many of my resources, a of necessity analysis was the second crucial element after senior management support and commitment. I facial expression a require analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a diverse workplace. First, find out what employees are concerned about. Most often used for this are focus groups and surveys. The needs and expectations of a diverse workforce can vary by organizational and functional levels, location, ethnicity, and gender (Baytos and Delatte, 1993). Second, determine the needs of the organization. By asking authentic questions, an organization can determine its needs based on its culture and resources (U.S. MSPB, 1993). Does the organization have trouble retaining employees who would add to its diversity? In an organization with diversity, which, if an y, areas of the workforce are being treated inappropriately? Has the organization affect upon its leaders and managers the benefits that come from managing diversity appropriately? By using a survey that focuses on these questions you can ascertain where boldness and management feel the organization presently is regarding diversity. administrative and Management Commitment and Support Administrative and management support is critical for diversity change efforts. An important authority for senior management is to provide leadership through development of a vision and goals for a diverse workplace (Lapid-Bogda, 1992). To gain support from administration you need to directly link diversity to the business.