Training And Development At Emirates Airlines Management Essay

Training And Development At Emirates Airlines Management Essay People are the heart and soul of any organization, therefore recruiting, training, as well as retaining high caliber of staff is one of the core values of any organization. As a result of the recognition of the importance of self-development and the increased knowledge and skills, the human resource department of Emirates Airlines has ventured into operating a high caliber of training programs (Graham, 2010). These programs are made accessible to all staff across the entire group. Training can be facilitated through a variety of methods. Some of the methods used in the facilitation of these programs include classroom based programs, e-learning, practical assessment, simulation, project bases trainings or a blend of either or more of these programs. For instance, Emirates Airlines has a network of learning resource centers within its headquarters in Dubai making it possible to have a learning environment for individual or group based training (Graham, 2010). In addition, Emirates learning portal is My Learning Zone. This is aimed at providing a one stop location for accessing, training and development information. It also provides online training for all her employees. The development of staff through training is basically motivated by the annual professional development courses in key areas or departments that need training and development (Graham, 2010). Training can also be carried out through seminars and conferences. This is aimed at keeping skills updated and to help employees remain abreast of the industry development. While most organization invests in training of their employees with an aim of building their moral, and motivates them, Emirates Airlines offers her employees an opportunity to develop their skills. The aim of this is to develop their confidence and improve their independence when they leave the organization (Graham, 2010). For instance, Emirates Airlines have developed an ICDL programme for their air cabin crew in order to empower them with the essential skills and widen their scope and competence in their specific job prospects. Introduction of Emirate Airline Emirate Airlines was founded in the year 1985 with the support of the Sheikh of the United Arab Emirates. The Dubai government in agreement with the Pakistan International Airlines helped in the formation of the airline (Graham, 2010). The initial destinations included Bombay, Delhi in India and Karachi. Currently, Emirates offers a number of scheduled, international, regional and domestic destinations. This ranges to a total of about 75 destinations in over 53 countries. Emirates Airline is part of the Emirates group. The group consists of various entities such as the airlines division, aircraft maintenance division as well as the cargo division. Other divisions include the hospitality division, an aviation college as well as transguard division. The aviation college was instituted to offer training and development of staff and partner organizations in the group (Graham, 2010). In addition, Emirates Airlines in one of the few airlines that hardly felt the harsh economic and aviation downtime in the past few years. This is as a result of the great marketing trends aimed at promoting Dubai as a world class tourism destination with tax-free shopping. In addition, Emirates Airlines also strives in promoting its hub in Dubai (Graham, 2010). This is because Dubai is believed to be the best geographically positioned city in connecting Asia and Europe. Since Dubai is known for its trade, Emirates Airlines operates large cargo aircrafts because of the large tourists number. This explains why Emirates Airlines is in a position to accommodate expanding international and regional market cargo demands. The main goal of Emirates Airlines is to keep expanding and this is the very reason why their market keeps expanding. Emirates Airlines was ranked the largest airlines carrier in the Middle East and among the ten largest in the world. This research was based on the international passenger traffic. Emirates Airlines is a fast growing international airline in possession of some of the youngest fleets of aircrafts and closely above 400 awards of excellence internationally (Graham, 2010). Emirates Organizational Chart Cargo Vice Chairman CEO CHAIRMAN Sales Emirates Airline Engineering Operations Service Dnata Facilities HR Dnata Service Departments HR chart of Emirates Airline Questionnaire on Training and Development in Emirates Airlines Qn. 1. Is there need for Proper Human Resource Management in Training and Development? The human resources department of Emirates Airlines takes the responsibility of ensuring employees satisfaction and efficiency at work. At Emirates, this department ensures that it helps the employees and organization at large to meet its objectives as well as strategic goals through proper management of her employees and their maintenance. For training and development to be achieved successfully, Emirates Airlines through its human resources department ensures that both political and legal factors are favorable for employee development (Graham, 2010). In this case, Emirates enjoys a competitive advantage since it is government owned. In addition, the government support economically makes the airline competitively effect training and development of her employees. Depending on the economic condition of the state, the human resources department can effectively decide on how to invest in training and development of the employees (Graham, 2010). In addition, the responsibility of the hum an resources department is to ensure that the socio-cultural factors surrounding the organization are conducive for training and development. Qn. 2. What is Emirates Airlines position in Training and Orientation? Emirates cabin crews are among the best in the world. According to the Emirates yearly report, the cabin crews are recruited all over the world and trained on one particular platform. Since the cabin crews are in constant interaction with the companys clients, the organization spends over six percent of its annual revenue in training and development of these staff. Emirates position is that better services can only be achieved through competitive skills. This is in line with their philosophy of continuous customer satisfaction (Graham, 2010). This is also as opposed to other airlines that spend three to four percent of their revenues in training and development. Emirates Airlines considers employee training and development as a very critical process for the organization. In addition, training is important because it puts emphasis on the skills an employee attains in improving the services offered in their immediate job. Furthermore, Emirates Airlines position on training is that the end result are big payoffs for the employees who are guaranteed improved productivity and competence should the employees get the right training at the right time. At Emirates, there is a systematic approach to training that is specifically built for employees (Graham, 2010). The training activities are further broken down to ensure that the needs of each employee are met. The most economical approach is chosen and the organization ensures that it is one that allows employees to also share their opinions and exchange their ideas with one another thus enhances individual knowledge. Qn. 3. How does Emirates Airlines undertake Career Planning Development? Initially, most people in employment would not have any reason to shift jobs or careers. Currently, times have changed and careers have become boundary less. These are careers that are not bound to any specific organization and expand through project based competency within a specific industry. As a result of this, Emirates Airlines have ensured they modernize the socio-cultural environment for its employees and increase the competitive forces revolving around their careers. In addition, Emirates embarks in restructuring the organization in order to ensure that employees careers are properly developed. For instance, at Emirates Airlines, candidates with previous knowledge in customer care service are highly appreciated (Graham, 2010). This implies that an employee working in a customer care organization is very relevant in Emirates Airlines. This is a way through which Emirates ensures that career planning and development is effectively carried out (Graham, 2010). Emirates Airlines uses HR planning and career planning in ensuring that the right candidates are selected and maintained. This simply implies taking the right person for the right job within the organization. According to information from Emirates database, this process entails staff retention, training and analysis of the staffs skills. Particularly, emirates need employees that are extroverts (Graham, 2010). The reason for this is to have employees that are ready to face new challenges. In order to undertake proper career development, employees here are trained to work in groups with colleagues from different cultural backgrounds. The human resources department accounts for this in order to effectively plan the process of fitting the right employees to the job in the entire organization. Again, Emirates Airlines ensures that her employees are served with their rights and remain responsible with these rights. With continued career development and training, the HR department gives employees the responsibility of ensuring that they remain up to date with relevant skills. For instance, Emirates ensures that all its employees posses at least a high school degree, and that all crew members are properly groomed at all times (Graham, 2010). Career plateauing is a critical stage in an employees career life and it is achieved when the chances for development are at minimal. Qn. 4. What are the Career Development Opportunities within Emirates Airlines? Within Emirates Airlines, internal applications are considered first before the external ones for any vacant position. These vacancies are first advertised internally before they are advertised externally. This is a method used by Emirates Airlines in ensuring competence and professionalism in the entire organization. As a result, employees get the opportunity to develop their careers internally. Again, there are specific conditions that any applicant must meet for him or her to qualify for the job (Graham, 2010). These conditions make the employee develop high levels of competence, improved skills and efficiency. They include an employee finishing at least a year in the current position or department. The reason for this is because the employee can be appraised from his current performance. In addition, the employee must meet all the minimum qualifications for the job and win the line managers approval for the job. Qn. 5 How does training help in developing people and Capabilities at Emirates Airlines Emirates Airlines is committed to facing challenges that most organizations may want to avoid. For instance, the challenge of developing greater confidence, initiative, solution finding as well as problem solving initiatives among her employees are some of the challenges Emirates has committed to. Emirates therefore commits to ensuring that its staff are at all times self-sufficient, resourceful and at the same time creative and autonomous (Graham, 2010). This initiative in turn helps employees engage in high level of productivity and competence. In addition, Emirates Airlines commits to development of employees by empowering their conventional skills (Graham, 2010). This program ensures employees are equipped with adequate techniques and methods. Furthermore, the human resources department ensures that staff maturity, belief and courage are also developed. As a result, this program ensures that managerial and strategic capabilities are also developed. Again, training and development ensures that the focus is in the individual and not the skill. Qn. 6. How does Emirates Airlines design self-study training and learning programmes? Emirates Airlines applies the same principles in application of self-study programs just like other methods of training. The internet has been used by the HR of Emirates Airlines to enable self-study learning and development programs to be more useful, empowering and cost effective than it was before (Graham, 2010). For this program to be successful, the HR department expects all employees to be creative and innovative. They encourage employees to engage the web for ideas and self study as well as self development resources. They also get information regarding group management and technology advancement. Qn. 7. How is mentoring linked to projects and objectives activities in this organization? One of the most productive and effective modern methods of training and development in various organizations, particularly for staff or departments and teams is linking mentoring and projects. This approach builds on management by objectives principles which are more participative, voluntary and inclusive (Graham, 2010). Mentoring is a facilitative approach that broadly features on strategic assessment of the organization and individual department priorities combined with high yield training needs. In addition, mentoring ensures that targeted staffs have interpreted discussion with line-managers of training delegates as well as strategic managers of the organization (Graham, 2010). Again, mentoring brings to picture pre-training skills/behavioral needs-analysis-all training delegates. Qn. 8. What are some of the Mentoring Principles and Techniques? The main role of mentors in training and development is to help mentees find the right answers for themselves. The principle for mentorship is said to be effective when the mentor helps mentees gain the experience of learning. The principle implies that the mentor focuses on mentoring efforts and expectations on helping and guiding the mentored to develop solutions and find answers for themselves. Most of the principles of mentoring are common to those of proper coaching, which are specifically prominent within line training. Qn. 9. What are some of the achievements resulting from training and development? Employers and managers have the responsibility of ensuring that training and development of staff is successful. Receiving recognition is a powerful tool in stimulating employees for further training and self development. The management therefore commits to recognizing employees achievements in helping to motivate them and have them implement the acquired skills. Qn. 10.What are some general training tips The tips must always apply to the traditional work related training. The tips never apply automatically to other forms of personal development and facilitation of learning process. Some of the tips to be considered in planning for training include assessing the objective of training and have them always in mind (Graham, 2010). In addition, the number of people to be trained is a factor to consider as well as the methods and format to be used in training. The length of the training and its venue is also a factor to be considered. Some other factors include the effectiveness of the training and how the reaction of the reaction of the trainee will be measured. A chart on Training and Development Observation and Analysis of the Information From the given information resulting from the questionnaire, it emerges that Emirates Airlines is among the leading organizations in the aviation industry in undertaking employee development. Emirates Airlines follow strategies and policies that are result oriented. The Human Resources department of this organization works towards the integration of the goals and visions into fruitful strategies (Graham, 2010). In addition to this, the line departments in conjunction with the HR have put in place facilities that effect internal growth and employees. This is achieved through the implementation of various up-to-date training programmes. Furthermore, Emirates Airlines take career planning very seriously and ensures that all her employees are suitable for every vacancy or positions within the organization (Graham, 2010). Emirates Airlines main goal is attaining the highest quality staff in the aviation industry. The government of Dubai plays a critical role in empowering the management of Emirates Airlines by providing suitable environment and resources for training and development. This comes in line with the massive investment the government has made in the company as an independent entity. Through training, Emirates strives to offer the best services globally to their customers and expand their business ventures (Graham, 2010). Training and development of employees has made Emirate Airlines an award winner in international cargo handling division, and its destination and leisure division being among the best. Training and development is also put in place so as to ensure that the airline maintains its reputation for excellence during its periods of rapid growth (Graham, 2010). Suggestions Making an organization successful in any specific setting needs crucial and detailed studies as well as investigation of the specific aspects that will serve the organization with the best results. Emirates Airlines has to ensure they look out with their rival companies as well as their overall status on strategies and events both internally and externally. This will help the organization know how it will sustain the comparative advantage it has on employee training and development at the moment. Furthermore, this strategy helps the organization analyze their strength in terms of employee empowerment, maximizing on their strength and eliminating their weaknesses. In addition, Emirates should use the reputation it has in the aviation industry to champion innovation and employee excellence through improved training. In addition to training, the company has the sole responsibility of ensuring that clients are provided with sage, dependable and most of friendly transportation tagged with other valued industrial services. Training should also be aimed at making services offered by the employees memorable to clients. Again, training should be customer oriented in a way that safety, convenience and customer comfort are taken into consideration. Finally, success is also attached to proper leadership. Emirates Airlines success should be attributed to generic strategies which one of them should include focus on leadership.

Employment and Dual Career Couples Essay

The organizations who are hire spouses can decrease unemployment rate. Nowadays, one of them is not working, but they have qualification to get the position in the organization. So, when one of them who are working in organization can suggests to the employer to recruit their partner in the same organization. Then, the employer can consider the suggestions and he or she can recruit spouses for working based on vacancies and qualification of the job in the organization. 2) Reduce the loss of qualified workers Nowadays, many educated, professional men are choosing to marry educated, professional women instead of traditional housewives, companies are faced with the prospect of losing qualified employees when a spouse gets a new job in another city or is transferred. One way to avoid dealing with a spouse’s unpredictable employment situation is to employ the couple. This strategy is particularly popular in universities and laboratories in which both spouses are chemists or both are professors. Some companies are even able to employ couples in different careers, one in an accounting department and one in a legal department, for example. By employing the couple, companies can control the risk of losing an employee due to a spouse’s changing situation. 3) Create a new functions in organization The organization hires the spouses or parents will help to create a new function of business into their organization. For example, the organization can establish child center or nursery. At the same time, it can create a new job such as babysitter. 4) Increase the income When hiring the dual-career couples in the organization it can increase the income of the spouses. This spouses who are working hard to get an education and enter into high-paying jobs are completely focused on their careers, which raises the chances that they will be well compensated for their skill set. 5) Assume two-career couples as individual workers in organization Some companies shy away from hiring dual-career couples because of concern over the couple’s performance. Some companies do not want to get stuck employing one â€Å"weak† employee just to hold on to the â€Å"stronger† partner. Companies may also fear complaints from other employees regarding special treatment for spouses who are unqualified for their positions. Your company can avoid this by ensuring dual-career couples that they will be treated as individuals at the workplace. Each partner will be held entirely accountable for his or her performance and one partner will not be allowed to negotiate for a better position or higher salary for the other partner. Likewise, one partner will not be held accountable for the other partner’s mistakes. 6) Reduce a discrimination to women Although traditionally women are held responsible for childcare and household affairs whether they work or not, this is not fair to either men or women in the workforce. So some companies offer benefits such as paid leave, flexible hours and child care services without regard to gender. Only offering child care leave to women places the burden of child care exclusively on women employees and prevents male employees from participating in child care in their own homes. This causes stress to employees and families and can result in women being discriminated against. Potential liabilities 1) Organization are losing productivity and employees Organizations are losing productivity and employees because of the demands of family life. The study found that among the 400 working parents surveyed, problems with child care were the most significant predictors of absenteeism and low productivity. 2) Poor communication When the employer gives the different task to this spouse, they are not satisfied when not placed together in a group assignment. So, they feel uncomfortable when given difference task and make a problem for them in completing the assignment. As a result, the assignment cannot be solved and their job performance decreased. Question 2 Many of the services for dual-career couples and parent employees are provided by large corporations that have far greater financial resources than smaller companies. Identify and discuss potential with a small company’s HRM function can alleviate the challenges facing employees who are parents and employees with working spouses. Nowadays, there have a total of workforce is comprised of dual career couples with many of them having children, the need for Human Resource Departments to provide services that both alleviate time conflicts and also promote a healthy lifestyle balance is critical. For small companies in particular, the challenge of retaining dual career couples is compounded by the need for first retaining top talent when larger organizations with a broader range of family care services, in addition to staying competitive in their markets while giving employees flexibility in taking care of their families. While smaller companies may find competing on benefits alone will be difficult, the one advantage they do have is flexibility and a closer management of time for dual career couples with families. First, smaller companies can create a telecommunication policy that will allow workers to work from home while at the same time being able to take care of their families. A telecommunication policy is commonplace in larger organizations and could significantly increase productivity for workers who may need to be home when their children are sick. A small company also can builds a nursery to keep the employee welfare, to run the nursery the organization used a lot of money. So, the HRM department should collect the fees from their employee to cover the nursery. The parents pay the fees through payroll deduction. This program enables to people to share a job on a part-time basis and is major boon to spouses who want to continue their careers while raising children. The program also reduced turnover and the absenteeism, boosted morale, and helped achieve affirmative action objectives. Generally, every spouse has their own problem. Sometimes they are not settling the problem at the home, and they take along the problem into the workplace. Besides that, they also have another problem at the workplace and will cause their performance decreased because the two problems are mix together. In this case, we need a counseling session to solve their problem. Question 3 Suppose that a dual-career couple involves spouses who are at different career stages. Does this situation pose problems for the couple? For the organization or organization employing them? Discuss. No, because some of the benefits could be that it may be easier to find two positions of different levels rather than two positions of the same level. While with this scenario you do loose the shared responsibilities and job requirements. In some academic fields it may also lead to a mentor type relationship, which for some is ideal, and for the organization could mean that you get more years for your hire. For example if you have the 40 year old professor who is well established and the spouse who is younger and less established they can mentor under the other and when one retires you still have the second to work for more years. Besides that, a dual-career couple involves spouses who are at different career stages they can understand each other and can help to solve their problem in the workplace. Proponents assert that couple who works for the same share the same goal, are often more committed to the company, and are more willing to work longer hours. Hiring couples helps attract and keep top employees, and relocations are also easier for the couples and to the company. Besides that, they also can share and change the information. If one the spouses has a high position he or she will help the spouses who face difficulties in completing the task. So they can collaborate and discuss in solving the task. Next, the performance of the subordinate spouse can be increased and will help boost the company’s performance. The organization also has workforce diversity. The organization will get the advantages when hiring dual career couples because they have a different skill, ability, knowledge and other characteristic can help organization the achieve the goals. They can come out with a new strategies and tactics that will support the need of organization. So, it always have an advantages in compete with other organization and a good change will happen in every stage or phase in achieve their objective.

Type 1 Diabetes

Type 1 diabetes is a disease that affects the pancreas and causes the islet cells in the pancreas to not secrete insulin. Since the body is not producing any insulin, your blood glucose in uncontrolled and becomes extremely high, this is known as hyperglycemia. Hyperglycemia causes the body to feel exhausted; it can affect your eyesight and other issues. People that have diabetes have some form of getting insulin, whether it is from a pump, or injections. But sometimes with this make-shift way of getting insulin, too much is given and blood glucose levels drop too low, this is known as hypoglycemia.Hypoglycemia makes you dizzy, shaky, and makes your vision seem like there is lights flashing everywhere, making it difficult to read or focus. There are not many known risk factors for type 1 diabetes, but some include defects in your genes, such as the HLA region and the insulin gene (Adams 2011). Other causes of diabetes include having a family history, or having respiratory problems ri ght after birth. But with these risk factors, none of them are highly likely and are not great risk factors. In this form of diabetes, the target cells are your bodies T cells and B cells.The exact cause of diabetes is unknown but studies have shown that there is a defect in the immune response, leading to further issues and developing into type 1 diabetes mellitus. Once the cells have been affected, they have problems with apoptosis and pass through their checkpoints even though they are damaged cells. These damaged cells then keep growing causes a growth of bad cells and leading to disease (Creusot and Fathman, 2004). There is no current cure for type 1 Diabetes, but they are trying to undergo gene therapy and find ways to maybe fix these cells before they become fatal and cause disease.The current study took all of this into account and conducted different tests to see how hypo and hyper glycaemia affected children’s academic skills. Previous studies have found that extrem e levels of glucose on the brain, affects neural functioning because the extreme amount of sugar makes the neuron work so much harder to burn that sugar, and then the neuron overworks itself and dies out. Previous studies have also shown that severe hypoglycemia has different effects on learning depending on your age, when you developed diabetes, and how severe your glucose was.Other studies have found that children with early onset diabetes have troubles with mathematics and verbal short term memories are linked with having hypoglycemia. Continuing to have poor glycemic control can lead to more severe learning problems down the road as well. The study aimed to focus on groups that had early onset diabetes and groups that did not have diabetes at all, and to see how their learning capabilities differed between the two groups. Having type 1 diabetes has shown to have a negative effect on your academic skills, making it harder to read, or focus or poor critical thinking skills.The pur pose of this study was to try and figure out if there is a way to stop these cells from being damaged before disease occurs, and if there are any other risk factors in diabetes that play a role on children’s academic skills. Methods The study composed of two groups at first, one group was children with early onset type one diabetes that either have or have not had a history of severe glycaemia, and the second group consisted of children that had neither dyslexia nor diabetes. The first group contained 63 children, averaging age of 9 years old and was composed of 31 females and 32 males.That group was then broken down into two groups, one group was children that have had severe hypoglycemia in the past, forming the SH+ group, meaning that those children did have a history of severe hypoglycemia and contained 37 children, and the other group was consisted of children that have not had a history of hypoglycemia in the past, forming the SH- group of 26 children, making it a total of three groups at the end (Hannonen et al. , 2012). The group of children that did not have type 1 diabetes, composed of 90 children, 52 males and 40 females, also averaged at 9 years old.The first two groups were screened at various diabetes clinics in Finland, and chosen based on their qualifications. The third group had been watched since birth, so that their language and learning could be studied. They had been drawn from families that had attended maternity clinics. The groups were observed while they were in third grade, in the spring semester or in the summer. There was no level of difference between sex, age or IQ level, only whether they had diabetes or not (Hannonen et al. , 2012).Before the procedure took place, the parents and the child both had to give consent, and the parent had to fill out a detailed family history sheet of certain learning disabilities and medical history of the child. The whole assessment of the children lasted around two hours, and each child was given a break after each hour. Prior to the assessment, the children with diabetes had to test their glucose levels, and their glucose level was required to be between 4 and 18 mmol/L to partake in the assessment (Hannonen et al. , 2012).This study took various people to try and figure out what similarities and differences they saw, to figure out the specific effects of type 1 Diabetes on academic skills. In the assessment, they tested IQ, vocabulary, comprehension, and some design related tasks. These tasks were used to view the academic skills of the children, and what effect having type 1 diabetes had on the results. They also tested reading skills, spelling, mathematics, and the speed of verbal counting. If the child fell below the 10th percentile, they were to be considered to have a learning disability in that skill (Hannonen et al. , 2012). ResultsAfter comparing the SH+ and SH- groups, the study found that there was a significant difference in spelling skills when compared to the group of children that did not have diabetes at all. In mathematics, the SH- group performed worse than the comparison group. The study also found that there was no significant difference in skill level between the SH- and SH+ group, showing that whether you have experienced severe hypoglycemia often does not have a great effect on your academic skills compared to those who do have frequent low blood sugars. Spelling was one of the greatest differences in the SH groups and the comparison group.The SH+ group showed 35% failure, the SH- group showed 39% failure, compared to the comparison group who only showed 11% failure in spelling words. This study showed that the longer that the children had diabetes, even only a few weeks longer, their spelling and mathematic skills would progressively become worse as their lives go on. The study though also showed that children who had experienced hypoglycemia as an earlier age performed better in mathematics than those children who exper ienced this later in age, but this was not tested with other academic skills. (Hannonen et al. , 2012). ConclusionThe current study proved to be true that having early onset type 1 diabetes, does have a 7somewhat negative effect on your academic skills. In most of the assessments done, children with diabetes proved to do approximately at least 10% worse than children that do not have diabetes. Another study done by Rhitta Honnonen, showed that the verbal skills of children with type 1 diabetes was â€Å"significantly worse† than the compare group of children that did not have diabetes.This study showed almost the same results as the other study, in the fact that type 1 diabetes does have a significant effect on children’s ability to spell, and speak. There are not many studies that have tested this, and even the two studies that I looked at were from this year, but I suspect that many more studies will be done. I do agree to an extent with these studies that having ty pe 1 diabetes can affect your academic skills, but I only think this is true if you are experiencing hyperglycemia at that moment.I was diagnosed with diabetes in 5th grade, but I math and reading have always been my best subjects so my personal experience goes against what the study has to say. The only time I have run into issues is when my blood sugar does fall low and then I start to have major problems reading and seeing straight. I read somewhere that doctors were trying to make type 1 diabetes a learning disability, and have children that have type 1 diabetes in special classes and I do not agree with that.I believe that more studies will be done to prove that even though having type 1 diabetes might cause some road bumps, it is not a learning disability in itself. The only flaw I saw in the study was that the researchers did not keep consistent with some of the tests. When looking at whether experiencing hypoglycemia at an early age had an effect on mathematics, I think they should have also looked at whether that had an effect on other academic skills such as reading or spelling. This study was very helpful and I hope to see more similar to this one.

Swot Analysis A Swot - 1735 Words

Importance of SWOT Analysis A SWOT Analysis is a carefully planned method of analysis that seeks to discover the Strengths, Weaknesses, Opportunities, and Threats or challenges to, typically, a project, non-profit, business venture, or public organization. This analysis can also help illuminate the external and internal environment realities in which the organization lives. A SWOT Analysis is critical because its purpose is to align these SWOTS with the organization’s long-term strategies, short-term strategies, and vision of excellence. A SWOT is divided into two realities, internal (strengths and weaknesses) and external (opportunities and threats). An effective SWOT Analysis would recognize relationships between these four variables. For example, if strengths and opportunities are strong, then the project or organization could be seen as strong and perhaps aggressive. On the other hand, if weaknesses and threats align, then weakness and exhibiting defensiveness are the reality. 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We can succeed in our life if we use our talents to our full extent. Similarly, we‘ll have some problems if we know our weakness are, and if we manage these weaknesses so that we don’t matter in the work we do. To understand more about our self and our externalRead MoreSwot Analysis : A Swot1371 Words   |  6 Pages SWOT analysis is valuable in understanding and revising the position of the company before decisions are made about company direction or the application of a new business idea. PEST is a tool to assess external factors. It is useful to complete a PEST analysis before a SWOT, although it may be more useful to complete a PEST analysis during, or after, a SWOT. SWOT and PEST are vital in determining the success of a business. SWOT analysis is a form of situational analysis in which internal strengthsRead MoreSwot Analysis : Swot And Swot1957 Words   |  8 PagesSWOT analysis focuses on the internal factors which are the company’s strengths and weaknesses as well as the external factors which are the opportunities and threats which are gained from situational analysis which focuses on summarizing all the pertinent information acquired about the key three environments of internal, customer, and external (Ferrell Hartline, 2014, p. 39). A SWOT analysis further gives a company precise advantages and disadvantages in satisfying the needs of its selected marketsRead MoreSwot Analysis : A Swot1708 Words   |  7 Pages A SWOT analysis is â€Å"a structured planning method used to evaluate the strengths, weaknesses, opportunities and threats involved in a project or in a business venture.†(en.wikipedia.org/wiki/SWOT analysis, 03/11/14). A swot analysis can also be used to examine a person’s attributes. The strengths and weaknesses usually are internal factors whereas threats and opportunities are mainly external. Advantage Disadvantage Internal Strengths 1. Self-motivated 2. I am organised; accurate and pay attentionRead MoreSwot Analysis : A Swot852 Words   |  4 PagesStrength, weaknesses, opportunities and threats, commonly known as a SWOT analysis is used by businesses. Organizations use the SWOT analysis technique to figure out and understand their areas of strong suits (strengths), their inevitable flaws (weaknesses), prospects that the organization could look into (opportunities) and things that pose as intimidations to the organization (threats). There are many obstacles to overcome when it comes to international expansion. Obstacles such as; language andRead MoreSwot Analysis : The Swot1888 Words   |  8 PagesThe SWOT analysis, a strategic planning tool was developed by Albert Humphrey in the 1960’s and 1970’s. Albert is said to have come up with this strategic planning tool through the use of data the Fortune 500 companies in the United States of America at that time (Lancaster Massingham, 2011). A SWOT analysis determine s the strengths, weaknesses, opportunities and threats, which are a relevant part of any organization especially the ones that get involved in new ventures. This tool assists the users