Efficiency Reward Management in British Airways

Efficiency Reward Management in British Airways Competition in the airline industry has gone global and the market and industry dynamics have necessitated the need for companies to make concerted efforts streamlined towards ensuring that high quality goods and services are offered in the market at competitive prices. This has resulted in the adoption and implementation of several tools and strategies by British Airways geared towards the aforementioned goals attainment. One of the strategies that have been soundly embraced by British Airways is the effective and efficient management of human resource department in regards to the selection, recruitment and satisfaction of employees. This has been attained through an emphasis on work site wellness program within the company. These initiatives are aimed at enhance performance management within the company. Company Overview Stiff competition has pushed the airline industry to attain very high levels of service quality to their customers. British Airways has been left outside the bracket in this push to smoke away competition and remain a top provider of airline services. The market expectation levels are expected to improve with the increase in the complexity of travelers demands. British Airways has recognized that employees from its most prized assets and has attached the capacity to improve its performance on the ability to effectively and efficiently manage its of human resource department. The pivotal challenge faced by the company is its inability to become a truly transnational airline. The recent economic crunch, political uncertainties in the Middle East and managerial problems have negatively on its ability to improve on its current performance. However, despite the above challenges, Yahoo Finance (2010) illustrates that net profit for the company has improved from 72m Pounds in 2003 to $438 m in Pounds in 2007 and the earnings per share increased from 6.7 pence to 37.2 pence within the same period. Efficiency Reward Management in British Airways Reward management Chew and Teo (1991) state that a reward system expresses what an organization values and is prepared to pay for; it is governed by the need to reward the right things in order to convey the right message about what is important in terms of expected behaviors and outcomes. The importance of HRM has increased with time and the need to properly manage people is becoming a central focus within organizations today. This has precipitated competition amongst various organizations seeking to portray the best skills in peoples management. This has defined a new role for line managers whose roles in organizations have shifted from the traditional supervisory role to more advanced people resource management. To effectively take efficient steps in the recruitment and selection, employee relations, reward management, appraisal and performance reviews, line managers must receive the support of the HR specialists. The above discussions illustrate the high levels at which British Airways as gone to enhance high levels of performance through better rewards management. Reward systems within organizations are always based on how ones value to the organization. It is concerned with both financial and non-financial rewards and embraces the philosophies, strategies, policies, plans and processes used by organizations to develop and maintain reward systems. Most organizations make use of the term compensation to refer to pay or remuneration. There has been a noted problem with the term compensation in that it means rewards to the employee is only for making amends for the distasteful fact people have to work to make a living. In the analysis of Chew and Teo (1991) proposition for most people work is, in the main, a source for disutility, and they therefore require payment to compensate them for the time they devoted towards it. While this argument is true in its literal sense, it however fails to provide a complete definition of pay philosophy. This is because pay philosophy should take into consideration one competence and contribution, not just compe nsation simply because some none has worked for it. In appreciating that employee rewards takes into deep consideration of the organizations integrated policies and practices, rewards are best given according to market worth of an employee. In addition to that, the ones contribution, skills and competence should also form central measurements under which rewards systems can be based. The rewards scheme runs through the culture and philosophies of an organization and is developed within its framework with the aim of maintaining the best levels of pay, benefits, compensation and other forms of rewards. According to Carter (1988), reward system consists of financial (fixed or variable pay) and employee benefits, which together comprises the total remuneration. In addition to that, rewards system also encompasses non-financial components that include (recognition, praise, achievement, responsibility and personal growth). The non-financial components of rewards system also include performance management systems (Lafferty McMillan, 1989). The combination of the two; financial and non-financial rewards forms the total reward system. Deeper analyses of the reward systems reveal that it has five more components that include processes, practices, structures, schemes and procedures (Heskett, Sasser and Hart, (1990). The successful design, development and implementation of management decisions are very complex and at times daunting tasks for many managers especially when managing the most prizes assets of organization-employees. Usually, managers will be faced with daily problems that require the application of tools that will ensure for the successful operations irrespective of the sectors they manage such as the identification of the objectives of the organization, alternative means of achieving the stated objectives and the selection of the means that accomplish the objectives in the most efficient manner. The first process in the decision making process will entail the identification of the problem. The problem in dealing with employee rewards for the optimum benefit of the organization must enhance the ability of the organization to effectively achieve its objectives. Ideally, successful identification of the problem will encapsulate trying to delineate answers to questions such as what coul d be the causes of the problem, where this is happening, how it is happening, when it is happening, with whom it is happening, and why it is happening (MacNamara, 2008). In essence, this should be followed by an in-depth analysis of the delineation of the complexity of the problem, verification of the understanding of the problem; prioritization and understanding the role to be played towards the redress of the problem (Collins, 1987). In recognizing the fact that an organizations performance depends primarily on the quality of its management and employees, line managers appreciate the role of reward in improving the quality of management through generous rewards. British Airways knows that rewards alone cannot play the sole role of management quality improvement but this process demands with it a number of other factors for it to be fully realized. This is because, the culture, values, and management style of an organization, together with its performance management and employee development programs are equally important (Bureau of Tourism Research, 1989).ÂÂ  It is therefore true that reward management forms an integral part of quality management but cannot stand alone in an organization in ensuring quality management. Reward management is one of the central management issue British Airways top management has over the year managed excellently. Effective reward management not only motivates the employees but also depicts harmonious management style the company is applying to capture and succeed in the market. In addition, the recruitment and retention of best talents take precedence in the business. According to Debrah (2005), The reward or compensation people receive for their contribution to an organization includes monetary and non-monetary components. Remuneration does not simply compensate employees for their efforts it also has an impact on the recruitment and retention of talented people. In this regard, reward management within British management calls for brilliant strategies to ensure that it succeeds. Towards this, the company has employed a number of strategies to help successful implement this program. These strategies include controlling reward, monitoring and evaluating reward theories, managing development of reward system, devolution of line mangers for responsibility for reward system (Hollings, 1998). Controlling reward British Airways has got a good reward management control strategy. Control offers the opportunity to plan and execute reward in a more organized and logical manner which reflect the spirit and mission of the company. According to Gabriel (1988), employers and managers should pay attention to their employees and special attention to the best employees. This is done to encourage good performers, to push them to greater heights. Positive recognition for people can ensure a positive and a productive organization. The recognition of outstanding performance aims to create an understanding of what behaviors might add significant value to the organization and to promote such behaviors. Awards- monetary and non-monetary should be given based on the achievements and accomplishments of workers. Effective reward management calls for effective and strategic management to ensure that the programs not only succeed but also offer a good platform for other companies to emulate. This is an entrenched culture within British Airways aimed at ensuring employee performance improvement. In controlling the rewards, the organization benefits a lot from such an initiative. The befits that come along as a result of reward control include offer of the best opportunity for strategic planning, ensures continuity of the reward system, it is effective in the process of the reward scheme evaluation. Monitoring and evaluating reward theories The process of monitoring and evaluating reward theories demand good management practices from the line managers. In British Airways, This process is ideally inclusive of the major parties to the problem and will involve holding a brainstorming session where the possible solutions to the problem are all presented and analyzed. Bowen (1986) has advised against passing judgment on the possible solutions as presented at the earliest stage of evaluating rewards so as to provide chance for possible solutions and errors that could be omitted. The selection of the reward within British Airways considers best alternative to resolving the problem is the next stage and is essentially where the possible solutions advanced are analyzed and dissected in details. In the selection of the best alternative, the line managers within British Airways takes into considerations the approach that is likely to resolve the problem in the long run, the most realistic solutions, the resources available, time a nd the risks associated with each alternative (McNamara, 2008). Managing the developing reward system Initiating a reward program in most organizations has been easy but managing and developing the rewards comes along with many challenges. This is because reward systems must be well developed and enhanced to reduce employee conflict (Irwin, 2003). In British Airways, this involves assessing how the situation will be once the reward has been initiated and looking for possible weaknesses within the reward scheme. This process is well handled within the British Airways by a pool of highly trained line managers. Essentially, this will entail a careful consideration of the best way to implement the new reward policies and procedures, what resources are desirable in terms of people, facilities and finances, time, who will drive the process, and the person in who will be responsible for the success of the plan. It is imperative that the action plan is communicated to all the stakeholders who will be affected by the new changes within and without the organization to limit the possibility of conflict and take into consideration all the divergent views. Communication within the British Airways values the culture and takes into consideration the major drive within the Airline industry which centrally aims at providing the best competitive work environment to the employees. Devolution for line managers The success of reward schemes and projects has to a large extent relied on the interests, support and commitment of the senior management within the British Airways. This is in order to ensure that everybody in the project team and indeed the whole employees are focused and committed. Most reward schemes within organizations are sometimes conceived, funded and developed without appropriate senior management involvement or approval. Naila (2009) has for example noted that some projects go forward without the management clearly conceptualizing what the project entails. A distinction between mere approval and commitment should be clearly discerned so that the projects run smoothly. According to Kerzner (2006), most projects fail when the senior management lacks a clear understanding and a paucity of the projects perceived benefits, risks and difficulties. This is fundamental because the management plays a central role in costs appropriations and budget allocations for project activities . This means that while the projects approval may actually have been acquired, in the euphoria of getting the projects approved; some of the risks may be ignored or glossed over. Efficient project cost management especially in the field of IT should however ensure that projects approvals are not based on hype and unrealistic calculations but on a framework that encapsulates a realistic assessment of the projects. These remain the central themes within British Airways that define its culture and its reward schemes. Interviews in selection and recruitment The most frequently used selection method in most organizations and companies, with British Airways being no exception, is the interview. The company employs this selection process in selecting and recruiting personnel in the top management positions such as departmental managers. Interviews occur when a candidate responds to questions posed by a manager or some other organizational representative. In an interview, common areas in which questions are posed include education, experience and knowledge of job procedures, mental ability, personality, communication ability, social skills as well as the knowledge of current affairs. The recruitment process within British Airways as a close nit process that enasure only the best is recruited. This is ullusterated below by Guemier and Lockwood (1989). Quality Performance Measurement The capacity to understands and measure performance of an organizational policies is crucial for the success of any business. These measures should include process performance and improvements that can be seen by customers. The importance of performance measurement is important to ensure that customer service is given, to set individual team and business objectives, highlight problems and failure in the processes, provide the needed stimulus for continuous growth and provide benchmark for establishing comparisons. To effectively carry out quality performance, an organization must understand the component of quality costs. These is because the capacity to show that quality system is effective, find more efficient ways of working and get it right from the first time are fundamental in the processes. Performance measurements include four quality costs such as prevention costs, appraisal costs, internal failure costs and external failure costs. Through the application of EFQM that recognizes the fact that there are many approaches to achieving sustainable excellence, British Airways has extensively made use of this non prescriptive framework to analyze its quality performance measurements. This process has been carried out using leadership in at the fore front while enablers include people, policy and strategy partnership and resources who are subjected through a process. The results for the performance of the reward policy within British Airways are then measured by peoples results, customer results and social results. These generate key performance results that are generated through three result components. The tool that was preferred for this process was Radar Scoring Matrix that was capable of covering all aspects of results, approach, deployment, assessment and review. The five poor causes of quality include wrong application of measurement tools, poor combination of enablers for the process, poor leadership, inability to establish a measurement process and failure to engage of all employees in the process. Conclusion The world over, organizations and business enterprises are experiencing major economic crunch and environmental upheaval such as deregulated industrial regulation systems, globalization, competition and technological advancement. These economic, social and political circumstances have precipitated a complex and sophisticated of overlapping and concurrent interventions that are radically changing the existing structures, cultures and job requirements. In response to this dynamic and rapid change, managers need to approach the selection and recruitment from a strategic perspective. Recruitment and selection strategies, process and policies should be integrated within the company human resource department and the organization culture. These have been entrenched in the operational culture of British Airways. In the Airline industry, there is need to streamline the operations to embrace the dynamic changes in selection and recruitment. These changes include new strategies on selection and outsourcing. British Airways has been successful and continue to gain more ground in the world market due to its strategic planning and management. This paper has given a comprehensive and in-depth analysis of the role of the human resource department in the selection and recruitment with special reference to British Airways.

Frankenstein and Dr Jekyll and Mr Hyde Essay

In both Frankenstein and Dr. Jekyll and Mr. Hyde human nature is being tampered with. Dr. Jekyll creates a potion which changes himself into another person, and Frankenstein creates human life through science. In both cases they tried to change human nature from going outside the norm. Although they both intended for good the outcome was bad. So with good comes the capacity to do evil. While at the same time every person has a duel persona. The idea that every person has two sides is expressed more in Dr. Jekyll and Mr. Hyde then in Frankenstein. Dr. Jekyll all throughout the novel was bottling up his hatred and evil just waiting to get rid of it. So he created a potion that transformed him into Mr. Hyde. With the help of his potion he was able to escape reality, but he was still conscience of that what he was doing was wrong. The two sides to Jekyll was good and evil. After doing one evil doing he continued to do more, and more. Having experienced this evil he was unable to control himself, almost as if he couldn’t do good anymore because the evil had taken over. Jekyll decided to take his own life to prevent himself from doing any more harm. In Frankenstein the Shelly uses the idea of external forces acting on internal. The creation was made by Dr. Frankenstein and then abandoned by him. The creation was affected internally by the things around him. After running away everywhere he went he was saw as a monster. If you are being treated as a monster your whole life you might start to believe that you are a monster. So the creation started acting like a monster. He wanted vengeance on his creator for making him the way he is, and then not even caring for him. In conclusion both characters tried to change human nature. By doing so they attempted to become more divine, but God should be the one who creates life not humans. Humans don’t have the right to give or take life, because if we did this world would be in chaos. Also both authors show two different ways of how these characters are affected. Shelly uses external forces that provoke the internal feelings of the monster. While Stevenson shows how every person has a dual persona, a evil side and a good side. One side however is more dominant than the other, like how Hyde was more dominant then Jekyll. Both novels truly show us the evil side of life, and how cruel humanity can be.

The Benefits of Essay Topics for Eurasia

The Benefits of Essay Topics for Eurasia Most Noticeable Essay Topics for Eurasia You can select to use the outcomes of this survey to compose an essay on women empowerment. In persuasive essays, the author must always bear in mind that the aim is to convince or persuade the readers to act or think in a particular way instead of simply to inform them. The greatest aim is for you to truly feel comfortable writing and to permit yourself to think creatively. Sometimes not adhering to the essential essay format might produce a decrease mark. In this kind of situation, it's more convenient to locate ready-made essays and use them as an example. The learner isn't a student, but not an expert yet, it's a certain intermediate between both of these links. In this instance, choosing your topic plays a pivotal role in the accomplishment of your essay. Rather than handwritten essays or plenty of learning. The New Angle On Essay Topics for Eurasia Just Released A consideration is made dependent on user requirements and preferences. It's far better to bear in mind the format requirements. Lastly, keep in mind that success doesn't arrive at once, and thus don't expect fast results. There are lots of things to consider and most importantly, is the dependability of the service you decide to use. Because we guarantee good benefits in the long run. So take a while to read extra literature and know more regarding the sort of academic writing you're working on. This title will get someone who wishes to learn. The mission is going to be scheduled for a while in 2014. In addition, we offer to ease a number of the pressure that includes intense academic studies and give you some spare moment. There's no surface for thought and action which do not benefit the party. In fact, there's no surface for virtually any notion which differs from the frequent ideology. Then you will analyze the fashion in which either gender is portrayed in your favorite media. The issues also have issues that exist around the world concerning gender. These students require a platform where a realistic feedback is provided by the platform as a way to acquire a feeling of fulfilment, a crucial facet of learning (Coie, 2016). Essay Topics for Eurasia for Dummies The education market has for quite a long time used virtual reality to attain its goals more so, through training that has facilitated the increase of computer aided systems including CBT (computer based training). There's enough scope for enjoyment. Very often it becomes tough to choose one particular topic either due to the many ideas in the student's head, or due to their complete absence. Consequently, value your time and take pleasure in the training. Utilise the aid of our service and don't fret about how you complete the school. Moreover, there's always an opportunity for you to win and thus don't be afraid to participate in such competitions. Droz If the money doesn't serve you, it is going to rule over you. It is likewise an outstanding means to enhance your writing skills. That negatively impacts the quality of life of their families, especially if they're single mothers. There's no demand for individuals to be faithful to anybody and anything, except the Party. It helps in case you want to help and teacher matthew thompson. It is preferable to grow up in a family with a great deal of brothers and sisters. Life of an individual has any legitimate significance. And below are some tips, aiding you to do it quickly and efficiently. Whether there aren't personal motives, it is an impossible task to make people act. We offer a particular person to be in a position to aid you. The Advantages of Essay Topics for Eurasia Additionally, the people could exchange innovations and diseases. Your essay may center on gender issues from different areas of the world such as women rights in the Middle East and so forth. With the increase of population and with the growth of market relationships there's a demand for order. Due to that, women shouldn't be shunned out on any activities that they'd love to do, but they should be empowered and given resources to help them. What's more, we are here in order to help you during the occasion. Diamond believes this is still another R advantage for Eurasia. F. Bacon The main intention of the capital isn't to get as much money as possible, yet to guarantee that money causes a better life. Condition present stringed location.

Add a Print Button or Link to Your Web Page

CSS (cascading style sheets) give you considerable control over how content on your web pages is displayed on the screen. This control extends to other media as well, such as when the web page is printed. You may be wondering why you would want to add a print feature to your web page; after all, most people already know or can easily figure out how to print a web page using their browsers menus. But there are situations where adding a print button or link to a page will not only make the process easier for your users when they need to print out a page but, perhaps even more importantly, give you more control over how those printouts will appear on paper. Heres how to add either print buttons or print links on your pages, and how to define which pieces of your page content will be printed and which will not. Adding a Print Button You can easily add a print button to your web page by adding the  following code to your HTML document where you want the button to appear: onclickwindow.print();return false; / The button will be labeled as  Print this page  when it appears on the web page. You can customize this text to whatever you like by changing the text between the quotation marks following value in the code above.Note that there is a single blank space preceding the text and following it; this improves the appearance of the button by inserting some space between the ends of the text and the edges of the button displayed. Adding a Print Link Its even easier to add a simple print link to your web page. Just insert the following code into your HTML document where you want the link to appear: print You can customize the link text by changing print to whatever you choose. Making Specific Sections Printable You can set up the ability for users to print specific parts of your web page using a print button or link. You can do this by adding a print.css file to your site, calling it in the head of your HTML document and then  defining those sections you want to make easily printable by defining a class.   First, add the following code to the head section of your HTML document: typetext/css mediaprint / Next, create a file named print.css. In this file, add the following code: body {visibility:hidden;}.print {visibility:visible;} This code defines all elements in the body as hidden when being printed unless the element has the print class assigned to it. Now, all you need to do is to assign the print class to the elements  of your web page that you want to be printable. For example, to make a section defined in a div element printable, you would use Anything else  on the page that is not assigned to this class will not print.