Friday, November 29, 2019

Change Management in Mobinil Essay Example

Change Management in Mobinil Essay The aim of this project is to present and analyze Organization development that take place in Mobinil 3 years ago First, We will start with an introduction about Mobinil on which we will describe Mobinil mission and vision as well as Mobinil’s 5 brand values (seek excellence – friendly – dynamic simple -human)ending by the Mobinil code of conduct. In the second part, will describe why the organization needs change. While in the third part , we will describe the planned model of change starting by entering and contracting with one of the famous consulting group in the work â€Å"capgemini† , then the practitioners start to make the environmental analysis for Mobinil as a company before making a SWOT analysis for the HR department describing the main strength, weakness, opportunities and threats for the HR in Mobinil, then making the diagnosis for the HR department on which we will focus on the coming pages. The consultant then put the proposal for how the HR department should be. we will discuss Mobinil Hr department in terms of: Mobinil HR mission Mobinil HR commitment Mobinil HR strategies Mobinil HR role and objectives Mobinil HR organization chart Mobinil HR activities guidelines And finally ending by evaluating the current change. 2-INTRODUCTION Since its inception in May 1998, Mobinil has strived to maintain its position as the leading Mobile service operator in Egypt. We will write a custom essay sample on Change Management in Mobinil specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Change Management in Mobinil specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Change Management in Mobinil specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Honoring the trust of more than 25 million customers, Mobinil is committed to being the leading Mobile service provider in Egypt, providing the best quality service for our customers, the best working environment for our employees, top value for our shareholders, and proudly contributing to the development of the community. Mobinil shareholders, Orange and Orascom Telecom Holding are international leaders in the realm of telecommunication. Mobinil has benefited from years of experience in an international context to become the largest wireless service provider in the Middle East. Over the past ten years, Mobinil has delivered on its promise to millions of customers, whose confidence in the reliability of our services has reinforced this solid leadership position. This confidence was reaffirmed in a recent nationwide survey by the National Telecommunications Regulatory Authority [NTRA], where Mobinil customers reported over 97% satisfaction rate in the products, services, and customer service levels offered during 2007 Mobinil is committed to provide the best working environment for over 2000 employees. Mobinil offers an open, challenging and dynamic environment with opportunities of growth not to be found by any other employer in the region. When you are reaching for excellence, you have to build a foundation of excellence. Mobinil’s well-trained and highly skilled employees experience the challenge of working in the most dynamic global industry mobile communications. Vision â€Å"To be part of peoples daily lives by providing reliable and simple products and services that help people interact and communicate better† Mission To maintain our position as the leading mobile service provider in Egypt, providing the best quality service to our customers, the best working environment for our employees, top value for our shareholders and proudly contributing to the development of our community â€Å" Mobinil 5 brand values Mobinil is a reflection of our desire to be part of peoples daily lives. The way we do things internally impacts our services and customers. Mobinil val ues do not only reflect Mobinil identity, but also shape our corporate culture. Seek Excellence Our passion to excel makes our customers at the heart of our business, offering them the best services and the best value for money. We work professionally, push for quality, value loyalty and never settle for anything less. We adopt the highest standards of service to each and every customer, internally or externally. We continuously advance our professional knowledge and capabilities to maintain the competence required to provide top-quality results. Friendly We enjoy working and succeeding together by building good working relationships in a friendly and positive work environment. We enjoy serving our customers and we are delighted when we make them happy and satisfied. We treat everyone with the respect and dignity we desire for ourselves. Dynamic We are passionate about our business and we are committed to meeting the changing needs of our customers. We are trend-setters in everything we do and we work passionately to bring the future to the hands of our customers in a fast-moving, high-tech telecommunications market Simple We communicate with clarity and simplicity. We are always straightforward and easy to understand. We satisfy our customers in the most simple and convenient style. We are committed to ensuring utmost efficiency in all our processes, to ensure we work smoothly and effectively. We say simply and clearly what we do and we ensure that we do what we say Human We genuinely believe in our role to help create a brighter reality for our community. We are proud to be a responsible corporate citizen caring for the public good. The aim of our Corporate Social Responsibility programs is to give back to our community, provide a sense of hope, and bring out our humane side We have a responsibility to balance the needs of our stakeholders as well as meeting our social, ethical and environmental obligations. Corporate responsibility is an integral part of our strategic planning and daily activities. Code of conduct The code of conducts outlines the share set of values that should guide each and every Mobinil employees at any level, from the most junior to the most senior, in their day-to-day work and conduct. This set of values should be adopted individually by employees and collectively by teams, departments, and the company as a whole, Mobinil values are based on human values as devotion to service , honesty, trust cooperation, transparency, respect and tolerance . See appendix (1) for more Details 3- WHY THE COMPANY NEEDED CHANGE In the latest quarter reviews, top management realized that revenues are decreasing and that they are rapidly losing market share to the competition. Competition was found to be greater innovators and having a faster new product to market cycle. In addition, NTRA, the governmental authority controlling the telecom market is putting more pressure on the telecom operators. And finally they realized that the demand of the clients is becoming more sophisticated, and traditional ways of doing business will not allow the company to move further with the same previous rates of growth and success. Accordingly Naguib Sawiris decided that serious change is required. In the general meeting he publicly announced that radical and fundamental change needs to take place. He encouraged all management to Participate In the change process, and at the same time delivered a subtle threatening message to those whom will not get on board the wagon. Mobinil contacted everal OD consultants, and after thorough analysis of the proposals received they decided to go ahead with two reputable OD practitioners: 1- CAPGEMINI 2- Blue Sky We will describe the action taken by the first one focusing on the HR department 4-ENTERING AND CONTRACTING Mobinil has set different criteria to choose the company with which they will do this major step, and they have asked for a technical, financ ial bedding to choose upon the main provider or external OD practitioner. The main intervention was meant in the HR management including a Techno structural Interventions After many meetings, presentation and discussions Capgemini was chosen by Mobinil , they sat with the Mobinil top management to define the main objectives of the change and they agreed that the main objective of the change is turning Mobinil into a competitive advantage in order to compete and generate more revenue to achieve the main vision and mission for the company . They put a time limit of 6 months in order to finish the evaluation of the current status then to discuss it with the top management. Capgemini will get in return about I Million US$ after finishing and implementing the change process. 5-DIAGNOSIS Capgemini started the diagnosis with 2 steps: * First : PESTAL or environment analysis for the forces affecting Mobinil operation * Second: understanding how Mobinil is currently functioning and providing the information necessary to design change interventions focusing on the HR Department A- PESTAL Analysis On the PESTAL analysis, we will describe all environmental forces affecting Mobinil operations as a leading mobile network Competitive Forces : Currently Vodafone and Etisalat represent the major competitors for Mobinil in the mobile operator services. Vodafone is one of the world’s leading Operator Companies, offering an extensive range of service, including voice and data. Established in 2000 in Egypt with a very good network efficiency perception, Vodafone always reacts towards its competitors in terms of offers and services, rarely though does it make its own offers, yet when it does make its own offers they are usually very attractive. Etisalat is the newest operator in the Egyptian market, with a perception of changing the market competition. In addition, it’s the first operator in Egypt providing 3G network with all its application from high data speed and video calling. It seems that no other major competitors will appear in the future; in spite of the existance of telecom Egypt (fixed phone), different internet providers and main mobile retails could be to some extent competitors but each in its own market. * Economic Forces : Egypt is considered one of the developing countries. Egyptian economic indicators are as below -Gross Domestic Product = $142. 8billion GDP per capital = $ 1,870 Real GDP Growth (%) = 3. 2 Share of Private Sector in GDP= 62. 5 billion Unemployment (%) = 10. 6 Inflation rate = 23 % These indicators will drive all mobile operators working in Egypt to offer the lowest price in order to match with the bad economic conditions as most of Egyptian population are pessimistic although mobiles represents one of the luxury and Self-actualization needs. Most of the Egyptian population has a week buying power meanwhile; they have a high spending pattern for mobiles * political forces From 1981, there wasn’t any change in the political environment except some fluctuations between the opposition parties, but with no obvious effect on the political life in Egypt Egypt is currently overhauling its political and democratic systems with the purpose of deepening democracy, promoting freedoms, upholding law and advocating respect of human rights * legal and regulatory forces Pursuant to Law No. 0/2003, the NTRA (National Telecom Regulatory Authority) is in charge of monitoring and protecting competition policy in the Telecom market. Accordingly the NTRA sets the limits for free competition, which if exceeded will result in the occurrence of monopolistic practices in any of the fields regulated by Law. A general framework for free competition policy is issued by NTRA to determine the policy to be followed to ensure a free competitive a nd liberalized environment. * Technological forces Due to the high technological development, mobile technology has developed during the last decade from 2G to 2. G and currently all operators are using the 3G technology with all its parents 3. 5 and 3. 75. Moreover, all operators are now using different software programs in order to have a CRM System. * Socio-Cultural forces With a population exceeding 80 Millions, living on 1 Million square kilometers; Egyptian population is distributed between 43% urban and 57% rural. Egyptian population is divided into different segments in terms of demographical aspects. Demographic indicators show that 58% of the population is under 25, allowing for a better opportunity for consumption. On the other hand, indictors show that adult literacy rate is 57%. Over the years, studies have proven that the Egyptian society is a consumption-driven more than being a production-driven society. For millennia, Egypt maintained a strikingly complex and stable culture. B-Understanding the HR Department CAPgemini made a one to one interview with every staff member, supervisor, manager, and even department head in order to know the daily operations, current process, and provide suggestions for change . After gathering data for over 3 months, they found the below points:- * Lack of alignment within the different departments, and lack of buy-in of the department heads and accordingly with the associates for the overall vision of the company * Telecom industry is a very dynamic field that needs a fast track HR management to bring onboard the best in class employees to enable the growth of the company. This vision was not there in Mobinil as the HR lacked focus, and activities ended up being handled by one person. Lack of clear HR objectives that meet the employee’s expectations; hence employee satisfaction was low, causing a high turnover rate. * Recruitment was influenced by personal relations, creating frustration and lack of trust among employees. These personal relations also spilled over into the evaluation and compensation systems. * From the above, the promotion and bonus criteria and metrics were not clearly stated nor communicated to employees, creating high frustratio n and low morale. * Lack of planning and job forecasting for the full time employees needed on the short and long term basis. No benchmark for the salaries and compensations between Mobinil and the market, creating a large gap between the pay in Mobinil and its competitors. * All training taking place in Mobinil was ad-hoc, with no clear planning or career path development goals. 6- PLANNING AND IMPLEMENTING CHANGE after finishing the diagnosis, Capgemini suggested that the HR department must have a clear mission and objectives. On the next few papers, we will elaborate all the suggestion about HR department in Mobinil done by capgemini HR Mission To foster a challenging, productive, fair, firm and ethical work environment, in which all employee thrive, by offering the best human resources service possible â€Å" HR Commitment to Mobinil employees Mobinil believes that their employees are the most valued asset. Mobinil ability to succeed depends on the integrity, knowledge, skills, diversity, and teamwork of their employees. They are shaping a challenging, fair, firm, and productive work environment, which emphasizes mutual respect and teamwork. They strive to reward high performance and we promise to be responsive to the needs of their employees. The company is committed to providing equitable compensation, excellent working conditions, and a fair atmosphere with great opportunities for professional growth. Equal employment opportunity Mobinil is an equal opportunity employer and we pride ourselves with the Equal Employment Opportunity policy (EEO). All employment applications are considered without regard to age, gender, religion, disability, or marital status. Tolerance and Diversity Mobinil respect others; tolerate differences; and believe in the power of diversity. They strive to create a culture where tolerance and respect exist between employees. The diversity of people brings strength to Mobinil team. Regardless of their differences in backgrounds, roles, age, gender, religion, or physical ability, they all bring value to the company through our work. They shall tolerate and respect our diversity and differences and treat each other fairly. Respect for people They should respect each and every person we interact with during our business dealings including customers, employees, suppliers, and all parties that have a business relationship with the company. They should consistently treat others with the respect and dignity which we desire for ourselves. The company operates a defined contribution pension plan for its employees, in addition to the statutory insurance scheme required by law. Employees who choose to subscribe to this plan pay 3% of their basis salary into the plan. The company will contributes an amount equal to 10 % of the employee’s basic salary to the plan The company has no liabilities or commitment to the plan beyond its defined contribution . employee who leaves through resignation or retirement receive their entitlements for the pension plan according to its terms based on year of services 4- Performance evaluation management: In order to Maintain and enhance growth and development of Mobinil employees. The performance of every employee is measured through setting performance objectives â€Å"What Formsâ€Å" and development of competencies â€Å"how Forms â€Å" What Form: responsible for measuring individual objectives as well as department objectives and its impact on the yearly profit share. KPI’s are set by the head of each department to be approved by HR How Form: responsible for measuring the individual development and its impact on the annual increase of the basic salary. KPI’s are set by HR department 7-EVALUATION AND INSTITULIZATION OF MOBINIL HR DEPARTMENT The evaluation was done in 2 steps: First: Evaluation analysis done by capgemini after the intervention Second: employees online survey to asses the new change of HR First: Evaluation analysis * Strength a well known mission and strategy for the HR department * appropriate management style giving employees a chance to express their point of view * appropriate organizational structure that facilitates k nowledge * a powerful training program * good motivation tools * weakness * late promotion due to setting a maximum of 8% annually of Mobinil staff to be promoted * no formal declaration for the dividends distribution * doesn’t put into its plan the development of second line responsible * no replacements for the people who resign * Depending on a lot of contactors especially in sales and customer services. * the severe intervention in every single detail, even in the operations * opportunities * very good opportunities for growth * very good reputation in the market, which facilitate the recruitment for caliber and a lot of fresh graduates * threats the appearance of Etisalat with its strategies for hunting the calibers in Mobinil * the existing of a lot of old staff whom transfered from Egypt telecom with minor management skills * incapable to compete with the new packages in the telecommunication market * Weak retention plan for resigned staff. * the composition of the compensation committee with 2 members only without putting any solution in case of conflict Second: Employees survey After the announcement of the new change and the importance of it in order to increase Mobinil performance and efficiency; a survey was uploaded on Mobinil intranet to ask people about their perception of the change . The results were unexpected as it showed the following: the new change increased the staff moral as they feel that the company can compete in the new market which affected their productivity and loyalty * they showed understanding for the need of change and gave full support, and they felt that this change was made not only for the shareholder but for the sake of all Mobinil members and stake holders * the change increased the companies transparency in terms of hiring, promotion, compensation package and profit share distribution * the change lead to increase in market share becoming the lea ding company in Egypt and helped increase the staff moral which was reflected in their productivity and efficiency. the survey showed that the new job descriptions helped to minimize the time for searching who is responsible for what as it contained clear responsibilities and authorities for every one working in the HR department * creating the new mission and commitment for HR department helped to achieve the companies over all mission and vision * A new culture has been created among all departments that the HR department has changed for their benefit not against them, as the previous culture before the change, and it increased inter and intra departmental communication 8-Conclusion After all of the above mentioned steps and details of the project that has been implemented, it was very clear that the change was really needed and felt in the organization. Despite the fact that many of the old stuff were very much resisting to the change especially that those people was with the owner hand in hand to build this giant organization, yet the top management was clear enough from the beginning and cascade the message clear that this change should happen and everyone should adhere to the recommendation done by the consultancy. As Mobinil noticed the importance of such a step, they were very cautious in choosing the OD practitioners , they set a clear criteria to chose among them. And they have set a good budget to be invested in such a step. Later on a clear contract and agreement with the OD practitioner was made that serves to make sure that both parties was clear in terms of expectations, resources, time and outcome of the project. That was a core stone to smooth on the whole process later on. The diagnostic phase which was a critical one took 30% of the time where the OD practitioner has meet with almost all the HR staff and the top management to make sure that they have got all the need information, unbiased and direct to serve the purpose of the project. Along with the analysis of the data collected was taken care by the company and they have came to the recommendation to the top management. Here the role of the communication was clear to cascade it to the key stakeholders, they buy in was critical and in manay cases they threaten them. The intervention was partially general standard models and part was tailored for Mobinil and it was focusing on the HR management and the technostrutural interventions. After the implementation majority of the stakeholders and people affected by the project, which happen to be almost all the employees has really touched the importance of taking such an important step and it is really affecting positively their lives and their day to day life. Now we can say that they major initiative has helped Mobinil to maintain its leadership position in the market, it has decreased the turnover of the employees from more than 27% to now less than 10% after the implementation by 8 months. Now the HR is one of the successful departments in the organization and it is well known in the market to be one of the very effective departments in the whole market. That is really the role of the big giant company to educate the market and here is Mobinil playing this role and taking advantage of being the first mover. End of document

Monday, November 25, 2019

Les Sens †Senses in French

Les Sens - Senses in French Whenever youre learning a new language, learning the words relating to sight, smell, touch, hearing, and taste are some of the first words youll want to know to be able to make conversation. The Five Senses - Les Cinq Sens Sight - la vue, la vision To look (at) - regarder To see - voir Visual (adj) - visuel Eye - un Å“il, eyes - les yeux    Hearing - louà ¯e (fem) To listen (to) - à ©couter To hear - entendre Aural (adj) - oral Ear - une oreille    Taste - le goà »t To taste (actively) - goà »ter To taste (passively) - sentir (le goà »t de) Gustatory (adj) - gustatif Tongue - la langue    Smell - lodorat (masc) To smell (actively: to sniff) - renifler To smell (passively) - sentir Olfactory (adj) - olfactif Nose - le nez    Touch - le toucher To touch - toucher To feel - sentir Tactile (adj) - tactile Hand - la main, skin - la peau The Sixth Sense - Le Sixià ¨me Sens ESP/extrasensory perception - la perception extrasensorielle Clairvoyance - la voyance, le don de double vue Psychic (adj) - tà ©là ©pathe Psychic (noun) - un mà ©dium, un(e) tà ©là ©pathe

Friday, November 22, 2019

Inventory management Literature review Example | Topics and Well Written Essays - 500 words

Inventory management - Literature review Example In scientific meaning, the inventory management finds the way of maintaining the stock to meet the demands for production in order to provide the right product at the right time at the competitive prices with right quantities. Objectives of inventory management include as the best services for customers, minimizing the cost of the inventory, optimized use of the machine and men, and achieving the best production targets. According to Waters (2003) inventory management works for three main objectives as it manages the flow of material or products through the entire chain of supply. Inventory management helps the logistic in order to achieve the aims of the organization. Inventory managers support the managers to be sure about availability of the needed goods. The main aim of inventory management is the arrangement of all material of library in a proper manner. The books must arrange in accurate order. The librarian periodically checks for missing books (Xavier University Library 2013). Inventory management like many other activities of the company contributes the welfare for the company. Logistic operations of the company contribute to profit in marketing services and financial requirements of the company. Inventory management meets the demands of the customers at the minimum cost. Inventory management optimizes the support in the three main areas as inventory cost, customer services and operating costs (Wild 2002). The book by O’Neil (1998) is based on the management of library and archival security. The author focused on the management of the library as well as the security. Libraries are the treasures of knowledge and information, so security is very important. The libraries of universities are mostly having donors. If there is a lack in management of the library, it will give a bad impact of university in front of donors. The proper inventory management system is required to follow for the maintenance of library. The investment

Wednesday, November 20, 2019

Budjeting monitoring Essay Example | Topics and Well Written Essays - 250 words

Budjeting monitoring - Essay Example Goals and objective are imperative aspects in budget planning (Wildavsky, 1986). These assists the planners to know how much will be spend in completing the project and how much will be needed to meet these expenditures (Rhodes, 2010). Failure to identify the objectives can result to misallocation of funds. On the other hand, when a budget is set up founded on a preceding year’s numeral, it will result to misallocation of the funds (Shultz & Open Society Institute, 2005). Using a previous year’s figure will lead to allocation of an inappropriate figure that may result to over allocation or under allocation (Maddox, 1999). While budgeting for a project or program, it is essential to budget for savings too. Some funds need to be set aside to meet unanticipated expenditures. Since the Make a Way Foundation project costs more than what was budgeted, a rationing policy would have to be adopted to ensure that all expenditures fall into the available funds (Shultz & Open Society Institute, 2005). All the miscellaneous activities would be rationed to increase the available funds to fund to project. Secondly, the budget planners will need to prioritize the requests and activities of the project (Wildavsky, 1986). The less significant activities of the project can be eliminated thus reducing the project expenditure. Finally, since the planners had not considered the savings, they will have to seek for an external source of funds to finance the project till its completion (Rhodes,

Monday, November 18, 2019

Switch boards Essay Example | Topics and Well Written Essays - 1500 words

Switch boards - Essay Example Just from the beginning of switching systems, a large number of the transformations have been done in the switching technologies. In this regard this paper is going to analyze and evaluate the old strowger switches and mechanical cross-bar switches based on circuit switching technologies with some modern network switches. In this report I would like to provide a technological overview of these technologies and a brief comparison of these technology systems. The basic use of the telecommunication networks is to carry data and information signals among different entities which are located geographically. In this situation we can say that an entity can be a resource like a human being, a computer, a Tele-printer, a duplicate machine, a communication data workstation and so on. These communication entities are linked with the overall working and process of the transferring information which can be in the form of a file transfer between two systems, or telephone chat (a call) or message transmission between two workstations etc. In this present age of technology, the communication is perceived as a symbol of the new age of technology. In this scenario the introduction of this communication technology has started from the development of the telephone systems (Farahmand & Zhang, 2007). However, due to considerable increase in the number of users and less number line availability, a need was experienced to develop some switching system which c an be used for the switching purposes among line to facilitate large number of individuals with small number of available communication lines. Today the technology has gained an extensive limit of advancements but some of the communication restrictions still exist. One of the key issues in these limitations is the highest availability of the communication line. In an attempt to tackle this problem, the technique of the switching was formulated,

Saturday, November 16, 2019

The Role Of Flexibility In The Work Place Management Essay

The Role Of Flexibility In The Work Place Management Essay Flexibility is a way to help people define how and when work is done, flexibility helps employers and employees work effectively to enable the organisation achieve its objectives. (Simonetta Manfredi, Director, Centre for Diversity Policy Research, Oxford Brookes University.) Flexibility is all about creating a situation where both the employer and employee benefit from the schedule of work, creating a balance between individual needs and delivering of service. (Helen Gibbs, Senior Personnel Adviser, London Borough of Sutton) Flexible working relates to working time, pattern of work and location of work (ACAS PAGE 6). Many employers in united kingdom have introduced a range of flexible working options for their employees. In (2004) the workplace employement relations survey (WERS) discovered that a good number of employees ( over 70 percent) gave some kind of flexible working option to employees and these has increased from the results of the survey carried out by workplace employme nt relations survey in 1998 ( Kersley et al, 2005). These increase in flexible working option by employers was propelled as a result of growing need for work life balance ( Bailyn et al, 2001). In the United Kingdom, legistlative support for parents who have young children that are disabled these would enable them to adapt a more flexible working practise because they offer employees the opportunity to choose where and where they want to work Vlasios Sarantinos (2007). For flexible working practise to work effectively there must be a transparent and accessible process that will be used to manage flexible request made by employees, this enables employees feel that the organisation is treating them fairly and their request for a different type of working arrangement is being looked into. In these essay i am going to be critically reviewing the role that flexibility can play in the work place. Building the culture Theres a clear set of shared values, including the service user comes first, and people mean business. Service users come to the office regularly so that backroom employees can meet them and have a sense of what the service is about. These values underpin the companys approach to flexible working. Employees feel they belong to something and are pushed to achieve their full potential. Management is hands on: managers will not hand work out to their staff unless they are able to do the work themselves. All managers have to do a care shift once a month so they dont lose touch with the needs of service users and employees. Internal communication is reinforced by open days, where the chief executive meets staff informally. Thirty per cent of managers diary time is non-prescribed, so as to leave time for informal contact with their staff. Peoples opinions are listened to. The number of managers has been halved from 24 to 12 and the company aims to recruit its managers from within. Finance Manager Steve Tuck believes that employees are motivated by seeing the improvement in the quality of life of service users. Its not unknown for people to take clients home for a meal. Put in ur own words. There are various forms of flexibility which organisations used to engage employees in an organisation Functional flexibility: These type of flexibility allows employees to make use of their competencies and skills to enable them move freely across the different channels of production. This type of flexibility is likely to be desired when the employee no longer has stable relationship with the organisation and it relies on training across the channels of production. Numerical flexibility: These flexibility depends on the ability of the organisation to increase or decrease its labour number as it chooses by hiring some temporary workers and employing people who will be given fixed contracts. Temporal flexibility: This type of flexibility involves adjustement of working hours to meet demands of production, part time working could be engaged in to handle intense peaks when needed. Financial flexibility: In financial flexibility labour cost is reduced with efforts put in by the organisation to secure profit making. Vlasios Sarantinos (2007) Below are examples of flexible working practise which employees make use of in an organisation: Part-time working: Its a form of work where employees are under a contract to work for less than the full time hours Term-time working: . in this working arrangement a staff remains on his or her permanent contract but can take paid/unpaid leave during school holidays. Job-sharing: This is a type of working arrangement where a job task is shared between two or more employees. Flexitime: in this working arrangements staffs are allowed to choose within a given time frame when they want to begin and end their work. Compressed hours: Compressed hours involve re allocating or reducing the set working hours into fewer and longer blocks during the week. Annual hours: The set time within which full-time staffs must work is defined over a whole year. Working from home on a regular basis: in this working arrangement the employees have a choice to work from home and report outcomes to their supervisor. Mobile working/teleworking: This allows staffs to work all or part of their working week at a location remote from the employers workplace. Career breaks: This are period in which the employee is allowed to go on break, it may be a career break or sabbatical. Chattered institute of personnel and development (2005) Flexibility is seen to be important in workplace to both employers and employees because it gives them an opportunity to organise the way they work in a way that will be comfortable with their personal lives. For employers flexible working can help retain staff who have the required and skill required by the employer, it also widens the talent pool in the job market enabling them to recruits potential workers with more skill and still retain the staffs that are loyal and committed which can lead to an increase in productivity and profitability(Confederation of British Industry 2009). Employers have realised that in order to provide quality services when needed by customers a flexible working system that involves the two parties is needed which makes the workforce flexible enough to adapt to changing business conditions. Recession has had an effect on organisation layout and operations causing a lot of people to loose their job and holding unto whatever they can lay their hands on. Th e effect recession has on flexible working can be viewed as both negative and positive. Negative, because it has led to an increase in the number of people working part time that would love to take up a full time job and positive from the employers perspective because employers respond to more flexibility which indicates that that there is a tendency for organisations to embrace flexible working to have as a new way of working in the organisation. We need increased flexibility in the work place if the economy is to return back to stable and sustained growth, and in order to do this we need to develop all resources available especially man power to help increase productivity and give the economy a competitive advantage. Employers may find it expensive introducing flexible working because of the cost it might incur, the business premises may have to be open for a longer period of time thereby increasing cost of heating and lightning(Confederation of British Industry 2009) . Flexible w orking also plays an important role to employees because it enables them to balance their job at work alongside their responsibilities at home because in the society today both men and women want flexible jobs which involves minimal travel to enable them share the responsibilities of raising a family. Flexible working improves the moral of employees and gives some a feeling of worth, it also reduces absence and lateness to work(The Women and Work Commission 2006) Flexible working has been seen to affect business by playing an important role to make sure that shifts are fully covered and services are maintained flexible working is needed in organisations ( British chambers of commerce, 2007). A flexible human capital practise makes organisations more stable, skilled and enthusiastic free from distractions, flexible working practisces helps organisations to attract talents, with the difference in generation of workers with varying lifestyle and working conditions, companies have to re organise their recruitment efforts, benefits plan, productivity incentives, work processes and work schedules in order to recruit qualified hands. Technological advancement also require that we think of how we can connect with people more effectively, organise teams and measure employees work performance when they work from home. Focused and talented employees who are on flexible schedules are likely to give out their best and be more committed to the goals and ob jectives of the organisation and deliver great value to customers who when satisfied continue to patronize the organisation thereby improving sales and boosting the companys image. flexibility also helps reduce cost associated with health care, overhead, labor, turn over and legal fees. Cost involved with labor can be reduced and profitability can be increased by using a flexible human capital practise in which you boost the output of one employee and efficiency among groups across the organisation and reduce waste as a result of poor concentration, loss of work time and mistakes.it reduces labor cost for the same output thereby increasing profitability. Flexibility also reduces health care cost because staffs have sufficient resources to meet the demands when they have control of planning their time, these flexible working practise reduces stress and depression faced by most employees which directly reduces health cost of the company. BOOK IMPACT OF FLEXIBILITY ON ORGANISATIONAL PERFORMANCE. To raise morale and job satisfaction: flexible working increases the morale of employers to perform at their utmost best because they feel they are treated as adults who have control of their life and their time and they tend to perform at their utmost best when they are at work. To improve productivity/Quality : the need for producing a good quality product must be of paramount importance because there are cost associated with poor quality which dents the image of the organisation and makes customers unsatisfied, flexible working arrangement ensures fresh and capable hands at the production line at all times. When an employer is worn out down and his her shift is over another employee takes and continues the process of production.It also inspires and increases commitment an loyalty from staffs( Alison and Lou, 2001) Opposing flexibility Traditionally, flexibility has been seen as a characteristic of poor quality jobs (see for example De Witte, 1999; Nolan et al, 2000; Purcell et al, 1999), where employers have sought to achieve organisational flexibility by means of using non-standard working practices, such as part-time work and temporary employment. Reduced absence and employee turnover: Flexible working enables employees to take care of their personal obligations leading to a decrease in frequent absenteeism because they have more options to which their time can be managed and it helps skilled workers remain in the organisation because staffs are more likely to stay in the organisation. (British chambers of commerce, 2007). Reduced training costs : by introducing flexible working organisations retain trained employees there by saving up expenses that would have been used in training new staffs if the trained staffs were to exit. Promoting customer satisfaction: Customer satisfaction can be improved where, customer service hours can be extended or shifted to periods when it is most required, and Workers with different skills can be attracted and retained because of the flexible work system in the organisation to help respond to diverse customer requirements. ( Success with flexible working practices, 1997). Book success with flexible work practise. Flexibility has been seen traditionally to characterise poor quality jobs De witte, 1999, Nolan et al, 2000; Purcell et al, 1999) because employers try to achieve flexible working environment in the organisation by using working practices that are not up to standard, It might have been predicted generally that access to flexible working arrangement would impact job satisfaction positively, it has also been discovered that a higher sense of responsibility and work completion affects job satisfaction positively ( Hyman and Summers, 2004; Igbaria and Guiraraes, 1999), However findings on the effect of remote working on job satisfaction varied, In some studies lack of social interaction has lead to a negative impact on job satisfaction due to feelings of isolation ( igbaria and Guimaraes, 1999), while some people tend to have a higher job satisfaction ( Baruch,2000). Igbaria meant that employees working in remote locations may perform low because they are not satisfied with their job and this may be due the fact that they have no one to interact with however Baruch said that some employees may actually enjoy working in remote locations and it tends to enchance their job performance. Flexible working offers employees choices to help them achieve a work life balance that is satisfactory. Stress which is one of the problems employees face has been linked to flexible working but flexible working does not seem to have an effect on reducing stress levels. Stress and anxiety may also be created by flexible working because an employee that works for a smaller amount of time or hours reduces but still has the same level of workload as someone working full time this tends to put pressure on the employee which might stress him or her out trying to cope with the work load (Dr Claire and Deirdre, 2008) It has been suggested by some researchers that people who spend more time working remotely tend to have lower job stress ( Raghuram and Wiesenfeld, 2004) however (Mann and Holdsworth, 2003) said that people working remotely show more signs of mental ill health than those working in organisational premises. Some evidence was found by Tietze and musson (2005) of some worker who work remotely experiencing stress, they tend to experience stress which was linked with the self organisation required of their work, because it created new demands on them. An analysis linked to stress pointed the fact that flexible working time or flex time affected absenteeism positively, while compressed working practise had no effect Baltes et al, (1999).Baltes was saying that when workers were allowed to work with flexitime that means choosing when to resume and close work within a set time frame that it enabled them to always show up for work because they could adjust their schedule to meet up with the ti me they choose and that compressed working did not affect absenteeism positively or negatively. Remote workers were worried about the lack of opportunities to develop themselves which the employer denied them having including mentoring from senior colleagues and informal learning Cooper and Kurland (2002). Cooper discovered that concerns began to grow among workers working remotely that their absence was not felt by the organisation and they were neglected with no further course or training to further develop their skills, and because of these flexible workers tend to have lower long term career potential Frank and Lowe (2003).Although Mc Closkey and igbaria (2003) brought a contrasting a view saying dat flexible working had no direct or indirect effect on career prospects of employees. Cohen and Single (2001) found that professional staffs who worked reduced working hours were less able to spend time developing their skill which is one of the business factors important for a succes full career(Dr Claire and Deirdre, 2008). Meaning that the less time professional workers spend in their workplace the less opportunity they get to learn new things. Business impact of flexible working The companys policies towards flexible working are reflected in its business outcomes. Since 1997, employment at the company has gone up from 60 to 280 staff and turnover has increased from  £1 million to  £9.5 million. Sickness absence has been reduced to 0.6 days a year, well below that for the care sector as a whole, which produces significant financial savings. The company also sees direct benefits in terms of staff recruitment and retention. Sandwell CCT came second in the Sunday Times 100 best companies to work for list in 2007, and first nationally in the work-life balance category. It also came first in the categories of managers who listen, managers motivating staff to give their best and training making a difference. It believes that this success has boosted the companys image as an employer. Employee turnover at Sandwell CCT is now 4%, compared with 20% or more across the care sector generally. Because staff enjoy their jobs, there is a high level of employee engagemen t and this is reflected in the quality of service and value for money. PUT IN UR OWN WORDS.

Wednesday, November 13, 2019

Management of Change Essay -- essays research papers

Management of Change Journal Personal/Interpersonal Change Entry 1: On Thursday night February 10th, I left work at 8:30 p.m. Earlier that day my boyfriend asked if I had plans to go out that night. At the time I felt tired and I said no. Once I got home my friends called and asked if I would go to Riley’s with them and of course I did. I am the type of person that doesn’t go out very often, because I stay so busy with school and by the end of the day I’m usually too tired. I was out having a good time with the girls, when he called and asked where I was. I told him I was at Riley’s with some friends; I could tell by the sound of his voice he wasn’t happy with the situation. His behavior became aggressive, and because I had been drinking I became defensive. Some of the friends I went out with that night he seems not to get along with and feels that they have a negative influence on me. The conversation ended with him hanging up on me. We both engaged in aggressive behavior, because we were yelling at each other and said some things that normally would not have been said if we would have dealt with the situation differently. I lost focus of the problem because of anger and neither of us got our point across. I should have called and let him know ahead of time that I was going out with my friends and none of this would have happened. From this situation I have learned to be more considerate towards him with my actions and communicate without saying things out of anger that occur from the situation. The Material we covered in class relating to aggressive behavior is that we both expressed our feelings in a negative inappropriate fashion. We both also lost the message during expression because we both became angry and the point wasn’t conveyed properly. He also wasn’t positively influencing my behavior, because I just became angry and defensive with him. He became aggressive when I told him where I was at, and I didn’t call before I had went out to Riley’s. I became aggressive when he crossed on my side of the invisible net, and said the friends I was with was a negative influence. I learned that I need to be more responsible with my actions, like calling before I decide to go out and make plans ahead of time. Also instead of raising my tone of voice I should speak more calmly and remain more assertive. Entry 2: Friday afternoon February 11th I was t... ...y problems. So once my sister returned I said thanks for the offer for dinner but I’m going to go ahead and leave. I kissed her and the baby and told them I loved them and I left. I feel that I dealt with the situation correctly because he is the type of person that no one can get along with. This engagement relates to material covered in class because aggressive behavior is behavior expressing personal feelings in an inappropriate way where another person feels violated. He did not convey his feelings to me because he did it in a way that I wasn’t willing to listen to him and his opinion didn’t make any sense at all. I became aggressive when he told me how and what I should do to make my situation better when the advice he was telling me didn’t sound very appealing and I didn’t agree with it. He became aggressive when he realized that I wasn’t listening to any of the information he was telling me. From this situation I have learned that everyone has a different opinion and each person has a different way of expressing their opinion. Its how their opinion is interpreted by the receiver. I feel that I might need to be more open but I don’t agree with certain things he had to say. Management of Change Essay -- essays research papers Management of Change Journal Personal/Interpersonal Change Entry 1: On Thursday night February 10th, I left work at 8:30 p.m. Earlier that day my boyfriend asked if I had plans to go out that night. At the time I felt tired and I said no. Once I got home my friends called and asked if I would go to Riley’s with them and of course I did. I am the type of person that doesn’t go out very often, because I stay so busy with school and by the end of the day I’m usually too tired. I was out having a good time with the girls, when he called and asked where I was. I told him I was at Riley’s with some friends; I could tell by the sound of his voice he wasn’t happy with the situation. His behavior became aggressive, and because I had been drinking I became defensive. Some of the friends I went out with that night he seems not to get along with and feels that they have a negative influence on me. The conversation ended with him hanging up on me. We both engaged in aggressive behavior, because we were yelling at each other and said some things that normally would not have been said if we would have dealt with the situation differently. I lost focus of the problem because of anger and neither of us got our point across. I should have called and let him know ahead of time that I was going out with my friends and none of this would have happened. From this situation I have learned to be more considerate towards him with my actions and communicate without saying things out of anger that occur from the situation. The Material we covered in class relating to aggressive behavior is that we both expressed our feelings in a negative inappropriate fashion. We both also lost the message during expression because we both became angry and the point wasn’t conveyed properly. He also wasn’t positively influencing my behavior, because I just became angry and defensive with him. He became aggressive when I told him where I was at, and I didn’t call before I had went out to Riley’s. I became aggressive when he crossed on my side of the invisible net, and said the friends I was with was a negative influence. I learned that I need to be more responsible with my actions, like calling before I decide to go out and make plans ahead of time. Also instead of raising my tone of voice I should speak more calmly and remain more assertive. Entry 2: Friday afternoon February 11th I was t... ...y problems. So once my sister returned I said thanks for the offer for dinner but I’m going to go ahead and leave. I kissed her and the baby and told them I loved them and I left. I feel that I dealt with the situation correctly because he is the type of person that no one can get along with. This engagement relates to material covered in class because aggressive behavior is behavior expressing personal feelings in an inappropriate way where another person feels violated. He did not convey his feelings to me because he did it in a way that I wasn’t willing to listen to him and his opinion didn’t make any sense at all. I became aggressive when he told me how and what I should do to make my situation better when the advice he was telling me didn’t sound very appealing and I didn’t agree with it. He became aggressive when he realized that I wasn’t listening to any of the information he was telling me. From this situation I have learned that everyone has a different opinion and each person has a different way of expressing their opinion. Its how their opinion is interpreted by the receiver. I feel that I might need to be more open but I don’t agree with certain things he had to say.

Monday, November 11, 2019

Genetic Diversity

Mutations are various forms of changes in ones DNA’s structure or makeup. This abnormality can happen for various reasons such as chemical misuse, harmful viruses or environment factors. When a mutation occurs in ones genetic structure, there is often a push to find out what went wrong and if it was a onetime occurrence or a genetic abnormality that no one in the family knew about until the recent discovery. This genetic abnormality occurs when there is a dominant gene which comes from a parent.This dominant gene attaches itself to a recessive gene and sparks a change in the genetic sequence of the offspring. This is most relevant as I was observing my nephew last weekend. My brother is â€Å"dark skinned†, tall and slim. My sister-in law is of French decent and full bodied while looking at my nephew, I ascertained that he is heading towards his mother’s side of the family he has the â€Å"fair skin, â€Å"finer grain of hair†, and the full body of his mo ther, thus his physical appearance is a mixture of both his mother’s and father’s genes along with a mutation of their DNA.Sexual Reproduction ensures life will continue no matter what happens. As genes are exchanged between two potential parents, the resulting offspring ends up with a combination of genes from both parents which then in turn gives them their own genetic makeup. This can lead to an expansion in various parts of the world where there is a diverse genetic makeup of people. This is due to various factors such as economics, upward mobility and educational opportunities.When this occurs new communities develop, form and branch out spawning a growth in population and migration. As the various traits from one’s genetic makeup mixes with others of another makeup, this helps to further expand the world’s unique makeup among its various populations and cultures. As these factors come into play over and over again, this helps to ensure the possibili ty of cloning one’s self or someone else will never happen.This also ensures the population will continue to grow change and the diversity of it all helps to make the world we live in today all the more unique and complicated. As I reflect on my nephew’s own unique genetic makeup, I can’t help but wonder what his future will hold in regards to his own children, where he will migrate to and what he will contribute to leave his mark on the world. One can only hope that the traits and genes he has inherited from his mother and father will help him to reach his full potential.

Saturday, November 9, 2019

Howard County High School Students Have Their Say Essay

Lunch menus in public schools have changed significantly over the past several years. There is an increased national concern about the alarming number of school age children who suffer from obesity. Federal and state requirements have been difficult to achieve due to the complexity in satisfying the palette as well as public health concerns. Howard County, Maryland has joined with other areas to find a compromise between public policies and student satisfaction. John-John Williams, IV in his article, â€Å"Having a Say on What They Eat,† examines the efforts of the Howard County Public Schools in Ellicott City, Maryland. In response to a 2006 â€Å"wellness† policy, high school administrators were required to reduce the amount of high fat foods offered to students. Items such as french fries or anything resembling fast foods were excluded as suitable choices. In response, students protested with their pocketbooks by refusing to purchase certain cafeteria items. Howard County high schools lost thousands of dollars in much needed revenue and were forced to include student-consumers in the decision making process. Students enrolled in the Culinary Arts Program are making their voices heard at Oakland Mills, a high school in Howard County. The young male and female chefs hope to create dishes suitable for next fall’s menu. Students enrolled in the cooking class, much like many restaurant owners and professional chefs, are faced with the challenges of providing foods that meet national nutritional guidelines and at the same time manage cost and taste appeal. Students participating in the taste-test were required to prepare dishes that would meet the national guidelines of 750 total calories (110 of which could derive from fat), and150 grams of sodium at the cost of $1. 22. On April1, just a few days away, judges will select recipes from twelve high schools in five counties including Howard. One of the major problems for high school administrators has been student awareness regarding food preparation and nutrition. They explain the students’ culinary wisdom in terms of cable food networks and celebrity chefs. High school students’ tastes in foods have clashed with administrative obligations yet culinary program participants have found a productive means of influencing systemic and institutional change. There are a variety of sociological issues imbedded in the Howard County challenge. The context of the struggle is the public high school, a social and political institutional space that operates under certain federal guidelines and state budgets. The question of community and culture is a dominant theme as Howard County explores how best to address the concerns of multiple and diverse constituents. While the primary goal is to meet public health and nutritional guidelines, the underlying impediments to meeting these objectives have been both economic and cultural. In order for Howard County to be in compliance they must not only answer the question of health but must also find a way to establish a form of nutritional wellness that is both affordable and acceptable to students. For example, Erika Henderson, a senior from Oakland Mills High enrolled in the Culinary Arts class, stated that the food was distasteful because it was â€Å"cheap food with no seasoning† (Williams, IV 10). As a result, Erika decided to bring her lunch each day. Erika’s choice to pass on the cafeteria foods raises issues about class. Students from lower incomes may not have items to bring from home and, in many instances, rely on the cafeteria cuisine. At the same time, Erika appears to have been quite comfortable with preparing her own food. She had a particular notion about ingredients suggesting that the culture of her home allowed and encouraged food preparation and experimentation. In addition, the Culinary Arts Program created a subculture; a cohort of students who, perhaps, were more aware of the nuances of food preparation and trends than their peers. The culinary arts students were the most vocal in demanding that their recipes be taste-tested and, if successful, placed on the menu. Laurie Collins, Instructional Facilitator at Oakland Mills, insisted that â€Å"they will try something that [has been] prepared by their peers† (Williams, IV 10). With just days away from a decision, over seventeen-thousand students at Oakland may have a chance to have their way in terms of affordable, healthy, appetizing, and appealing choices for lunch whether it is the baked onion rings or apple slices. Realizing that it will be difficult to please everyone, all parties are optimistic about the fall menu. Howard County and the Oakland students have taken matters into their own hands by offering a realistic solution to what is a national and institutional problem. The students, through hard work and creativity, are cooking up their own taste of â€Å"wellness. † Works Cited Williams IV, John-John. â€Å"Having A Say On What They Eat: Howard Students Taste- Test, Prepare Own Candidate for Cafeteria Menu† The Baltimore Sun 22 March 2009: 1, 10.

Wednesday, November 6, 2019

Bad Reasons to Enroll in an Online College

Bad Reasons to Enroll in an Online College If you’re thinking about enrolling in an online college, make sure that you’re doing it for the right reasons. A lot of new enrollees sign up, pay their tuition, and are disappointed that their online classes aren’t what they expected. There are definitely some good reasons for wanting to become an online student, such as the ability to balance school and family, the chance to earn a degree while continuing work, and the opportunity to enroll in an out-of-state institution. But, enrolling for the wrong reason can lead to frustration, lost tuition money, and transcripts that make transferring to another school a challenge. Here are some of the worst reasons to enroll in an online college: You Think It Will Be Easier If you think that earning an online degree is going to be a piece of cake, forget about it. Any legitimate, accredited program is held to strict standards regarding the content and rigor of their online courses. Many people actually find online classes more challenging because without a regular in-person class to attend it can be difficult to find the motivation to stay on track and keep up with the work. You Think It Will Be Cheaper Online colleges aren’t necessarily cheaper than their brick-and-mortar counterparts. While they don’t have the overhead of a physical campus, course design can be costly and finding professors that are good at teaching and technologically competent can be a challenge. It’s true that some legitimate online colleges are very affordable. However, others are twice as much as comparable brick-and-mortar schools. When it comes to comparing colleges, judge each institution individually and keep an eye out for hidden student fees. You Think It Will Be Faster If a school offers you a diploma in just a few weeks, you can rest assured that you’re being offered a piece of paper from a diploma mill and not an actual college. Using a diploma mill â€Å"degree† is not only unethical, but it is also illegal in many states. Some legitimate online colleges will help students transfer credits or earn credit based on the exam. However, accredited colleges won’t let you breeze through classes or get credit based on unproven â€Å"life experience.† You Want to Avoid Interacting With People While it’s true that online colleges have less personal interaction, you should realize that most quality colleges now require students to work with their professors and peers to some degree. In order for colleges to receive financial aid, they must offer online classes that include meaningful interaction rather than serve as online versions of mail correspondence courses. That means you can’t expect to just turn in assignments and get a grade. Instead, plan on being active on discussion boards, chat forums, and virtual group work. You Want to Avoid All of the General Education Requirements Some online colleges are marketed towards working professionals that want to avoid taking courses like Civics, Philosophy, and Astronomy. However, in order to keep their accreditation, legitimate online colleges must require at least a minimal amount of general education courses. You may be able to get away without that Astronomy class but plan on taking the basics like English, Math, and History. Telemarketing One of the worst ways decide to attend an online college is to give in to the continual calls of their telemarketing campaigns. Some of the less reputable colleges will call dozens of times to encourage new enrollees to sign up over the phone. Don’t fall for it. Make sure that you do your research and feel confident that the college you choose is right for you. The Online College Promises You Some Sort of Goodies Free GED courses? A new laptop computer? Forget about it. Anything that a college promises you in order to get you to enroll is simply added to the price of your tuition. A school that promises tech toys should probably receive quite a bit of scrutiny before you hand over your tuition check.

Monday, November 4, 2019

Academic review of a journal article Essay Example | Topics and Well Written Essays - 1250 words

Academic review of a journal article - Essay Example The research was aimed to provide answer to tow questions: the what and the how of decision processes of senior finance executives (Coleman, Maheswaran & Pinder 2010). Nobody has built an integrated picture of how executives make the major finance decisions and by what factors/aspects they guided (Coleman, Maheswaran & Pinder 2010). The authors highlight that the literature doesn’t offer integrated explanation of the mainline finance decisions and that it is missing not only the joint test but also variables problems as it relies on theories. Therefore, many decisions and firm’s behavior cannot be explained as it omits non-quantifiable data (Coleman, Maheswaran & Pinder 2010). Authors of the paper provide the literature review of managers as wealth destroyers followed by the growing importance of sustainability and risk aspects in decision making process. Finance managers are viewed as wealth destroyers, however, there is very limited information in the literature reviewed and discussed by Coleman, Maheswaran & Pinder (2010). Another issue that the authors are reviewing through the literature relates to the importance of sustainability and risk in finance decision making processes. Even though both these factors are not related directly to finance, finance managers increasingly rely on non-financial data in decision making process. Authors review the elements of ESG (environmental, social and governance) and highlight its importance in the modern business environment through the literature review. Finance managers tend to make their decisions based on environmental and social aspects rather than solely on financial data. Authors have designed a methodology that enabled them to resolve the questions set at the beginning of the paper. As the initial step that would provide information for further investigation, authors of the

Saturday, November 2, 2019

Visual Pleasure and Narrative Cinema - Laura Mulvey Essay

Visual Pleasure and Narrative Cinema - Laura Mulvey - Essay Example These are the issues that Muvley is attempting to address using psychoanalysis. In essence, Muvley outlines that the female can only fit within the male dominated society by considering herself as castrated due to her lack of a male sexual organ. In addition, the female also has the alternative of constructing meaning through her child. Muvley continues to outline that the film industry especially Hollywood has not been able to give meaning to the role played by the woman in a perspective that it free of the male perception. According to Muvley, the source of female persecution is the society’s poor understanding of the role of the female and the same aspect is reflected in the film industry. Reading the article has significantly changed my perception of movies especially in the contemporary world where some movies claim that they support feminism. In other words, most movies claim to be supporting the role and position of the woman in the society while in actual sense they are just displaying the woman as a shadow of her male counterpart. The observation also brings into question the strategies that can be employed by the society to ensure that the female is adequately represented and that she can be able to identify with female protagonists in films. An example of such a film is the movie A League of their Own. The film recounts the story of women who engage in professional baseball after most of the men are sent to war during the 2nd World War. Although the film might be taken as a film emphasizing on gender equity because the female has been given the chance to demonstrate her skills in a male sport, there are aspects in this photo that indicate that the female is still a shadown of the male. The photo displays the female as being strong and bold and even managing to take a role in a sport that was previously known to be