Minimizing weather disruption in aviation: regard of Heathrow, British Airways and UK aviation system

Introduction More than any other mode of transportation, aviation is significantly affected by weather conditions including fog, thunderstorms, snowstorms, and wind as well as temperature and pressure extremes (Iyengar, 2002). Kulesa (2010) notes two major adverse effects of weather on aviation which are its impact on safety and efficiency of operation. The aviation industry must regularly deal with adverse types of weather to enhance safety while attempting to maintain integrity of flight schedules and to rein in on costs attendant to disruption, a significant budget item in aviation (Qualley, 2009). Weather disruptions at London’s Heathrow Airport in recent years have highlighted vulnerability in the industry. Of note was the adverse snow condition on December 18, 2010an exceptional event with unprecedented volume and speed of snow fall (AOA, 2013; DoT, 2013). This condition was compounded by capacity constraints and consequent lack of operational contingency since Heathrow operates at 9 9% capacity daily and the pre-Christmas period usually has high customer volumes (DoT, 2013; Seabury, 2012). The challenges of the day highlight prevalent problems and potential damage of weather-related disruption. A serious problem exists in the parallel forecast models run in the US and EU which give variations in weather forecasts. Conflicts are particularly often on parameters such as temperature of the day – which defines whether precipitation will fall as rain or snow (DoT, 2013; Qualley, 2009). On this day, weather forecasts and predictions were accurate and congruent and were received on time. Based on extensive experience on the part of British Airways (BA) and National Air Traffic Service (NATS), and in anticipation of greater challenges of disruption, a decision to cancel all BA flights between 1000 and 1700 was arrived at (BA, 2014; UK Parliament, 2011). There was however misjudgement among stakeholders on the severity of prediction and actual weather conditions. In the confusion, Heathrow claimed ‘business as usual’ while BA (its largest carrier) cancelled its schedule. Media reports of continued operations even after eventual closure of airport also undermined the decisive action taken by BA and thousands of passengers continued to turn up for cancelled flights creating chaos (UK Parliament, 2011). The command and control structure was not employed proactively or efficiently (Seabury, 2012). Overall, the airport failed to recover as quickly as it could have done and the impact of the day was extended unnecessarily. BA’s extensive and refined contingency plans for recovery following disruption were not replicated by Heathrow airport and were thus not useful (UK Parliament, 2011; Kulesa, 2010). A lack of forward planning and lack of shared operational experience about the most effective approach for return to efficient regular operations was evident when the airport re-opened (DoT, 2013). Major emphasis was put on the op ening of the runway without regard to the taxiway, apron and stand infrastructure which are also essential for efficient airport operation (Deloitte, 2013; UK Parliament, 2011). The ineffective approach caused many of the problems faced on re-opening and impeded return to normal operations. Eventually, a decision by Heathrow airport to invoke the Scarce Capacity Protocol (SCP) designed to ensure fair and proportionate allocation of access to take-off and landing slots for airlines was reached. This protocol was however overly conservative and difficult to enforce, hindered by policing issues (AOA, 2013; UK Parliament, 2011). Various UK airports have similarly been affected by weather conditions to varying degrees though recovery has usually been swift. A number of these airports remain open to receive long-haul diversions in times of disruption (DoT, 2013; Seabury, 2012). Although weather forecasting would add value to minimization of disruption, AOA, 2013 and Deloitte, 2013 disclos e that none among UK’s civilian airfields has a dedicated forecasting service based on site. Closure, delay, and/or cancellation have far reaching consequences beyond the inconvenience caused to customers which portends erosion of passenger goodwill and loss of future revenue (BA, 2014; Deloitte, 2013). Costs associated with weather disruption vary depending on contingency and elusive to pin down exactly. Direct costs derive from airline operations such as diversion, cancellation, delay or insurance and include listed costs such as: fuel, crew, time, and aircraft operating costs, lost passenger and cargo revenue, hotel accommodation and meals, ground-based employee overtime pay, insurance, etc. (Deloitte, 2013; Seabury, 2012). Disruption, particularly for hub airport operations given their extensive connectivity may have widespread effects affecting myriad flight schedules and airport operations in far flung areas. Seabury, 2012 and Deloitte, 2013 estimate that one diverted f light can cause 2 to 50 flight delays, while a cancelled flight can result in 15 to 20 delays. British Airways has more recently in 2013 and early 2014 been impacted by adverse weather in its operations at home and internationally (particularly the US) and affecting its global network (BA, 2014). In 2012, the airline also suffered mishaps on its Airbus fleet due to the freezing of pilot tubes which feed vital air speed data to on-board computers facilitating the autopilot mode. This led to two emergency landings evidence of the risk weather portends to safe flight linked to the potential damage in loss of life, property as well as repute (BA, 2014; FoE, 2013). This scenario lays out a representation of problems and damages consequent to weather disruption at Heathrow affecting BA and the entire UK aviation system. Steps to minimise the effect of bad weather and the ramifications of decisions to stakeholders Accurate weather forecasts are a priority for safety and efficiency in aviation. This is a primary focus area in order to minimize effects of weather disruption (FoE, 2013; Seabury, 2012)†¦ Accurate information derived from congruent forecasts from numerous agencies enables an effective prediction of the extent of disruption and therefore appropriate response. The use of varied and possibly conflicting forecasts was the probable cause of conflict in the case above creating problems and compounding the issue (Qualley, 2009; Iyengar, 2002). Adverse effects of weather on the industry can be avoided if only airlines and the entire industry work together to interpret such natural phenomena better. Various agencies – both state and private – should participate in accumulating reports and materials on weather patterns useful in the creation of referential databases. These can th en be updated and shared widely across the industry to minimize the impact of adverse events. Uniformity and congruence of information should be aspired to and costs associated with provision of weather information should be addressed (Kulesa, 2010; Qualley, 2009). Despite additional costs, the development of meteorological capacity on site in airports manned by employees or forecast vendors should be made mandatory. This strategy will negatively impact weather forecast contractors and vendors. Timely transmission of forecasts is also essential allowing sufficient lead time for appropriate preparation, and early response (FoE, 2013). Such include the efficient conduct of the intricacies of flight planning such as re-routing, rescheduling, load and fuel balancing, among others, as well as institution of mitigation measures. Open and extensive communication and consultation among various players is paramount for coordinated and effective response towards overall reduction of impact. T his can be achieved through efficient and proactive use of command and control structures and involvement of external entities such as the broadcast media transmitting vital information to customers. During response, focus should be on the entire airfield and mix of essential operations in an interdependent system (Kulesa, 2010). Development of comprehensive and extensive protocols and contingency planning should be undertaken to facilitate response to disruption (Deloitte, 2013; DoT, 2013). These should entail forward planning, strategies and methods to govern operations, as well as effective business continuity plans to mitigate risks to the extent possible. Despite prohibitive costs, use of intricate computer programs in planning and response should be encouraged. Existing policies, protocols and measures should be realigned and restructured for better effectiveness and enforcement mechanisms should be instituted to ensure compliance (Seabury, 2012; UK Parliament, 2011). On-groun d mitigation measures such as de-icing and ploughing of snow should be made mandatory and part of essential procedure. Such measures may not sit well with independent industry players but should be enforced. At the operational level, measures to protect reputation and consequently the potential loss of business from inconvenienced customers should be instituted (Deloitte, 2013). Customer support programs and response centres undertaking such tasks as rebooking, refunds processing, and provision of information are thus essential. Airlines should also create alliances and agreements activated in times of disruption to enable support for affected players and entities (Seabury, 2012). Though it comes at a cost, this will serve to benefit customers and to reduce overall adverse impact of event. Safety measures such as enhanced flight briefings, appropriate pilot training, and continuous streaming of updated current information should be emphasized as weather is unpredictable and subject to change. Overall, comprehensive reviews of incidents and failures and generation of continuous applicable learning for particular locations and scenarios is beneficial. Regarding policy, the expansion of airport capacity at Heathrow and major airports, as well as creation of new airports is essential for better resilience (Deloitte, 2013; Seabury, 2012; DoT, 2013). With no spare capacity, Heathrow is vulnerable to short term operational disruption (BA, 2014; AOA, 2013). Capacity expansion may also enable diversion in times of need easing intense pressure and thus enabling better management of adverse events. Alongside such developments, it is also important to focus on surface connections such as rail and roads to ease pressures of domestic air travel and hence to free some airport capacity (DoT, 2013; Seabury, 2012). They could also serve in times of disruption facilitating diversions and airport transfers. These measures may not be popular however with political players and cust omers seeking convenience. References Airports Operators Association, 2013. The Airport Operator, Amsterdam: AOA. British Airways, 2014. Our Business. Matching capacity to demand. London: BA: Deloitte, 2013. Aviation and Sustainability. Niigita, Japan: Deloitte Touche Tohmatsu Department of Transport, 2013. Aviation Policy Framework. Report of Secretary of State for Transport. March 2013. London: HMSO Friends of Earth, 2013. Aviation and Global Climate Change. London: Friends of Earth. Iyengar, J., 2002. â€Å"The Role of Risk in Aviation under Adverse Weather Conditions.† In: Vickery, S., (Ed.) Research Issues. Eli Broad Graduate School of Management. Michigan State University. Decision line: May 2002, Pp. 7-10 Kulesa, G., 2010. Weather and Aviation: How Does Weather Affect the Safety and Operations of Airports and AviationViewed from: http://adds.aviationweather.gov/ on 18th Apr, 2014. Qualley, W., 2009. Impact of Weather and use of Weather Information by Commercial Airline Operations. Texas, US: Amrcorp. Seabury, 2012. Sustainable European Aviation: A position paper. Association of European Airlines and Seabury. Viewed from: www.seaburygroup.com on 22nd Apr, 2014 UK Parliament, 2011. Impact on transport of recent adverse weather conditions: Written evidence from British Airways. Session 2010-11. Viewed from: www.parliament.uk/publicaions&records/commons_select_committee/transport/transport/ on 18th Apr, 2014.

Vacant Chapter 13 Forgive

So far I've cleaned the bathroom, the oven, the refrigerator and vacuumed – twice. It's after nine and Emily still hasn't shown up. I'm starting to think that her things are simply a mirage, or maybe she just didn't want to carry a lot of junk with her. Maybe she's staying with one of her school friends, and she didn't need her hygiene stuff. Maybe my earlier thought about what she would need to do for money wasn't that far off the mark. Maybe she's out doing something dangerous, or worse yet, something has already happened to her. There's no one but me to know she's missing. How long do I have to wait before I turn her in as a missing person? I know she has to be missing for at least twenty-four hours, but maybe she's already been gone for a couple days. Oh, God – what if she's hurt and lying somewhere. Maybe she only has minutes left and I can't get to her in time†¦ â€Å"Ow!† I hit my head on the bottom shelf of the linen closet, cleaning the dried and caked shampoo from the floor when the sound of the door closing startles me. â€Å"Emily?† I hope it's her. If it's not, I'm going to call the cops and lie and tell them she's been missing for days. I hear the slapping of tennis shoes against the linoleum, then a thud on the carpet. I turn and look down the hall to see a brown-haired beauty face down on the floor. â€Å"Emily? Are you okay?† I almost – almost – laugh when she looks up at me with her hair tangled in her face. â€Å"Ethan, it's you! It's really you!† She scrambles the rest of the way to me on her knees, spitting her hair out of her mouth and hugging me tighter than I can ever remember. Her smile is brighter than a sunny day at the equator. We settle on the couch, still holding on to each other. I can't seem to let go. I never want to let go. â€Å"Where have you been?† There doesn't seem to be any anger in her tone. How could she NOT be angry with me? I'm ashamed at my answer. â€Å"I drove. I didn't really go anywhere. I was just running away, Emily.† I hang my head, embarrassed that I don't even have a good reason for leaving her. â€Å"I know it won't make any difference now because you probably hate me, but I love you too, Emily. I have since†¦forever, and I'm sorry I waited so long to tell you. I should have said it to you a week ago instead of running away like the coward I am. But, I can't hold back any longer without you knowing how I feel about you. I've never been in love before, but I'm pretty sure this is what it feels like. I can't think about anything else but you – how you laugh, the way you comb your hair, the way you smell right after the shower†¦ God!† Something stops my rambling, something soft, warm and moist. Emily's lips are on mine and her arms are wrapped around my neck. She's kissing me, and I don't ever want her to stop. Her mouth on mine is awesome! And I think about other things I want her to do with her mouth. While there are a hundred synonyms for how kissing Emily feels, the only thing in my head the at the moment is â€Å"woo-hoo†. If I really think about what is actually happening, I'll make her stop. This is wrong – not the kissing part, but the part where she's willing to forgive all my sins and just take me back without a second thought. Now that I'm thinking about it†¦ Damn it! Now I'm mad. I pull away while her lips linger. â€Å"Emily,† I sigh, not really knowing where to start. â€Å"We have to talk about this,† I motion between us. She nods begrudgingly. It's written all over her face; she thinks I'm going to reject her again. â€Å"Look,† I pull her chin up so her eyes meet mine, â€Å"nothing will change my feelings for you. They haven't changed in the last few years, and they won't change in the next few, either. What I have to know, though, is how you are feeling.† She starts shaking her head, telling me not to worry, but that's precisely the problem. She should be angry with me. â€Å"Emily, you should be upset with me. Yell, scream, hit – anything to let me know how you feel!† I'm almost shouting near the end of my declaration. I pull back and get myself in check before I completely lose it. â€Å"Relieved.† â€Å"What?† It's a stupid question because I heard perfectly well what she said. It's a stall tactic on my part. â€Å"I'm relieved, Ethan.† â€Å"Why aren't you-â€Å" â€Å"Do you know how many people there have been in my life who I cared about or who cared about me?† I'm pretty sure I know the answer. I'm hoping it's two, but know for sure it's one – her mother – but I'm always careful not to bring up LouAnne. I just squeeze her hand, which I'm still holding onto like the piece of wood Leonardo DiCaprio was holding onto after his exit from the Titanic. â€Å"Two, Ethan. Two.† Now I'm relieved. â€Å"And one of them can't ever come back, but you did. You came back and I don't care where you went or what you did. You are here now, safe.† The tremble in her voice as she says, â€Å"what you did,† tells me she's a little scared of what – or who – I might have done, so I hope I'm about to put her fears to rest. â€Å"I just drove and slept in my car. I ate a few times, but honestly, Emily, the only thing I did was think about you and how much you mean to me. I was an asshole for leaving you. I didn't take your safety or well-being into account and for that, I'm sorry. You should be upset with me.† â€Å"I was scared, Ethan. At first, I thought maybe you were just blowing off some steam, off figuring out a way to tell me to leave, but when you didn't come home that first night or the next morning, I started to get worried. Then Margie came by and said you hadn't shown up for work.† So, this is how Margie knows about Emily. â€Å"I wasn't really sure how much she knew, but I could tell she was surprised to find me here. She was so nice though. I told her how highly you speak of her and how much we appreciated the deal she and her husband gave on the car. Then I lost myself for a little bit and told her about you surprising me and taking me to graduation.† Emily pauses and smiles, then looks down as if she's a little embarrassed. â€Å"It was nice to have a woman to talk to again. It reminded me a little of my mom.† Emily continues to tell me about Margie coming to the house. She said she cried for a little bit because she didn't know what to do, that she'd been relying on me for so long. She didn't know what she would do if I didn't come home. She also tells me how Margie asked her about a job and what she liked to do. It seems they went to the public library and Emily applied for a position. She can work there part-time and still go to school. Apparently, she works until closing and that's why she came home so late. Margie also got her a bus pass and rode with her the first time to make sure it was safe. There isn't a bouquet of flowers big enough for Margie right now.

Human Resource Essay

The paper would revolve around the discussion done over the concern regarding the rising wages of labor along with the decline in the supply of labor from China, which was previously considered to be the hub of labors from where the labor was supplied to other countries at a cheaper cost. Let’s discuss this issue in detail along with the explanation regarding the measures being taken by the organizations to change their human resource strategies. Answer – 1  Competing on the basis of labor costs can generate both positive and as well as negative outcomes for a company, or country. Talking about the brighter side, companies these days strive to achieve the optimum profitability level in order to stay in the competition. Therefore, what they do is to hire employees on part-time basis where employees would be paid on the basis of work they would do along with the working hours. This usually happens when the companies start a new venture such as, product development, its launching, or promotion. It does save huge costs for the company, but the turnover rate rises drastically. Talking about the negative side of the picture, either it is the company or country; it would result in a high turnover rate that often increases the costs such as, training costs. It is because when employees are hired by the companies, they must be trained about the job description that they are held responsible of. Therefore, investments are made by either sending them abroad or arranging workshops or training sessions. Obviously, when employees don’t get enough pay, they would leave their jobs; moreover, the supply of labor within the country would get minimized because workers might leave their country and go abroad to work for MNCs. Answer – 2 There is absolutely no doubt that many organizations consider their workforce as a main asset since the utilization of resources depend on their skills and abilities. Employees often demand the companies to value them, give them some autonomy, and involve them in the key managerial decisions where they can suggest new ideas. Companies, in order to keep their employees satisfied, introduce certain compensation packages and training sessions so that the employees think of themselves as part of the organization and get motivated. When managers invest over the training sessions and involve their subordinates in the key decisions, it becomes necessary for them to retain them at any cost or else they would leave their jobs. This would result in the loss of intellectual capital and loss of investment that was made to groom them by polishing their skills. As compared to the costs that incur for training the employees, the cost of labor force is much more than that. The reason is that when employees are trained and are retained by the company, it benefits the company not only in the short-run, but also in the long-run. Whereas on the flipside, when those skillful employees leave the company the labor costs take a domino effect because the firm would lose those employees, the investment made on them, and would have to recruit others, and then train them again. Consequently, these companies must focus on retention of employees, and that can be done by offering them attractive compensation packages, further training, giving autonomy, and promotion. Answer – 3 Companies these days are really focusing on reshaping their human resource strategies and forming them in such a way that not only keeps the employees contented, but also benefit the overall organization. There are several ways adopted by the firms these days and are explained below. Organizations these days encourage and support the presence of collectivist attitude. Collectivists define themselves by their group membership, give group goals priority over their personal goals, put more emphasis on harmonious relationships and experience more socially based emotions† (Robbins & Judge, 2007) Moreover, individual rights is are also emphasized, that is to ensure the freedom of movement, physical security, and freedom of speech. Emphases are laid on the presence of health and safety and ensure the condemnation of actions or choices that are not safe for people, actions that violate law and ethical principles. Equal employment opportunities are ensured where they hire individuals based on their intellect, creativity, enthusiasm and the presence of Emotional Intelligence. In working structure, they value team relationship, team work, and team achievements; moreover, their employees value the importance of effective communication and employee involvement while making certain decisions and delegating the tasks. There ratio of discrimination seems to be getting lessened; everyone is given equal opportunities and there is no glass ceiling for females or people from different backgrounds. When it comes to improving and retaining the skills of employees, many organizations rely on the concept of Employability, i. e. – to continuously improve the employee’s working skills by the time to meet the requirements – (Daft, 1997). Answer – 4 Since the competition for workers in China is heating up where high wages are demanded by them and at the same time, companies seek to cut their redundant costs, especially from payrolls; therefore, employers would definitely shape some of the terms and conditions regarding the working conditions, job type, compensation, working hours, and job security. First of all, since the supply of well-educated and skillful workers is less in China, so firms would have to recruit those who are available even if they are demanding high wages. Of Among these workers, many of them come from abroad to find best possible job opportunity. Another change that can be made is in the working hours, where companies can decide the job type, job status, and working hours of a worker before recruiting him or her. In this case, a contract would be signed between the worker and the company in which all the responsibilities and liabilities of both of them would be outlined, along with the penalties that either party would have to pay in case of violating the contract. A very enticing strategy that can be brought on is to introduce the Performance-based compensation play, where the employees whether they are contractual or regular, would be paid on the basis of their performance and productivity level. Moreover, chances of promotion would only be for those who perform well and benefit the organization. This would result in provoking the motivation among the employees to gain more knowledge and skills, perform better, and abide by the rules and regulations. Not only this, the turnover rate that China is currently facing, would decline to a great extent and would attract the best available talent, which would be beneficial for both the employees and the business.

Human Resource Management, Performance Management Assignment

Human Resource Management, Performance Management - Assignment Example An efficient reward system is linked with the system of performance development, which relies on the performance related pay and also offers sufficient role in encouraging the performance of teams, groups, and individuals. Variable pay also plays an important part in boosting performance basically of star performers rather than fixed pay packages. Not many award practices may take the shape of bonuses, gain sharing, team-based motivation, ESOP’s, profit sharing, and also equity-based incentive rewards. 1 An effective management of award system may be advantageous for the performance of employees in many ways. First of all, it will instill an ownership sense amongst all the employees and may also give long-term focus with continual enhancement, lessens service operating costs, highlights teamwork, and reduces the dissatisfaction among employees and improved employee interest in company’s financial position. Only some organizations award their employees for achieving new skills which may adjoin value to the performance of employees and therefore facilitate the process of cross training, job rotation, and self managed work teams. Some organizations also recognize the additional performance by giving recognition rewards and also huge merit rewards for the employee commitment and achieving long-term advantageous outcomes.2 Performance management is a systematic process through which any organization involves its people as individuals and also as members of group, in enhancing the effectiveness of organization in achievement of the firm’s goals and mission. The performance of employee management includes consistently monitoring the performance, planning setting and work expectations, developing performance capacity, and also occasionally rating the performance in a summary fashion. It also considers rewards for good performance. In 1955, there were revisions made by the Government for performance appraisal and also for rewards regulations to bolster the sound management principles.

Marx on Alienation Essay Example | Topics and Well Written Essays - 1000 words

Marx on Alienation - Essay Example For Marx, capitalism is an economic system in which businesses are controlled and owned by a few individuals of private enterprise rather than by the government and its people. That no matter what the business is, a capitalist, uses his own money or other people's money to make profit and appropriate it for himself. Workers are mere dispensable laborers who work for the capitalists, to produce the goods that are to be sold which in turn provide a profit for the capitalists. He theorized that alienation occurs as a result of the capitalistic effort whereby in his aim to amass more profit, the capitalist continues to push the laborer and later on replaces him with robots and machines. The worker is thereby alienated from the "object of his work" when the use of machinery is employed to create a surplus in production. Machines compete with the actual talent of a worker thereby allowing cheap labor. A worker would be alienated from the "activity of working" when he is forced to work. He does not have any right over his work as he is under close supervision to produce. Another set of workers are tasked to do most of the important thinking for him thereby allowing repetitive drudgery work under regimented working conditions. Workers are also alienated from the "chance to determine what it is to be human" when he is forced to work under certain conditions that are not biologically favorable for him. Man adapts with nature and uses it for his own benefit, but when man is forced to destroy whatever is beneficial for him to satisfy a greater need, he is separated from himself at the same time. He is not only alienating his needs but he is destroying what is vital to his existence. As a person, man needs other people to relate with. But when workers are forced to compete with one another to satisfy the demands of the capitalist, he is being "alienated from other individuals". In the real sense, Karl Marx wishes to impart that alienation occurs when labor is not voluntary, but forced. When there is coercion man is no longer comfortable with his working environment. He is not happy with what he is doing because of several factors that psychologically interrupts with his balance. The knowledge that his work does not belong to him; in his workplace, his job is under the control of his superiors; and to gain recognition, he has to outshine others thereby creating conflict among his peers similarly displaces man's true nature and alienates him. As a result, man is happier when he is not under these working conditions and work is shunned like a disease that will eat him up alive. Karl Marx provided that the theory of "alienation is not an end in itself but a means to an end". In his romantic and idealistic views for an end to alienation, changes would be geared towards an approach to classless society and the withering away of the state. He explicitly provided that class struggle has always been existent from the time human beings made their own history. That no amount of scarcity or surplus to satisfy the needs of an individual could alleviate what society creates false consciousness among men. Seemingly his ideas point towards the need to develop in man a sense of satisfaction after his basic needs are alleviated. That after man works for his own basic needs alone; he no longer has to work for a capitalist who belongs to the upper class of a society. A social

Orignial topic - adopting a positive or negative viewpoint Essay - 1

Orignial topic - adopting a positive or negative viewpoint - Essay Example Environmental Damage Genetically modifies foods could pose a great threat to environment. According to Revill, â€Å"The genetically-modified crops could cross-pollinate with the other plants and create super hybrids and super-weeds. They could contaminate nearby organic farms, which could then lose their organic status (2004, p.4).† It takes millions of years for an eco system to grow and stabilize. In that context, the genetically modified plants may interfere with the stability of the eco system in which they are introduced by inadvertently introducing new and unwanted traits in the natural existing strains of plants, thereby leading to hazardous and dangerous results. Risks Posed to Food Chain Many a genetically modified foods do have the ability to produce chemicals that acts as natural pesticides. Now the thing is that the natural pesticides that the genetically modified plants contain, though intended to protect them against pests, may be consumed by other beneficial in sects and animals residing in their vicinity. Not to mention these natural chemicals inherent in the genetically modified foods could threaten the existence of species that are beneficial to humanity.

660 questions 11 and 12 Assignment Example | Topics and Well Written Essays - 500 words

660 questions 11 and 12 - Assignment Example s in exchange to the things of value, such as rewards, praise, resources or avoidance of disciplinary action; so that they move towards achieving the goals of both the leader and followers (Sashkin and Sashkin, 2003). The difficulties and complications associated with the present state of affairs are explained to the followers. Then, the leaders urge the followers’ value system for bringing about the change. Thus, an emotional bond between the two is formed in transformational leadership. Such bondage ensures long term success to the leader. However, transactional leaders do not address such emotional or personal issues of followers, but motivate them to achieve the required goals in return to a reward or in order to avoid punishment. The emotional bondage is missing and is based on the positional power and influence of leader. The efforts of leaders only gain short term benefits (Hughes and Curphy, 2012). Transformational leaders are visionary and are skilled in creating lasting impressions, thus, exhibit certain leadership capabilities. This clear expression or possession of leadership skills is not found in transactional leaders. Transformational leaders also help the followers draw up a link between the solutions to their individual setbacks and the organizational goals. In the course of leadership, the followers are encouraged to actively participate in the transformational processes and empowered to grow into leaders in future. In contrast, though the benefits accorded to followers motivate the latter to improve their performance, the resultant positive energy is not completely employed towards organization in the upcoming period, as the leaders are not skillful and visionary enough to make such an attempt (Hughes and Curphy, 2012). Both transactional and transformational leaders focus on leader and member exchange, be it the things of value in the former case or emotional exchanges in the latter form. Both the forms of leaders appeal to the needs of the