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Low employee satisfaction in Air Arabia

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Air Arabia was launched in 2005 as one of the initiatives in low cost carriers segment in Middle East. Over the period of time it was able to build up a remarkable company name in the market along with a firm financial record of its own. After introducing problems related to Political, Social, Environmental and Technological (PEST) aspects of Air Arabia, this part concentrates on analyzing these problems with the help of basic organizational behavior theories. The report is divided in four sections, each one for Political, Social, Environmental and Technological aspects. In each section, OB concern of the problem followed by the problem from the case and the explanation is mentioned. People: Problem Statement: In previous section we discovered a problem that employees in Air Arabia were not satisfied with the low financial benefits provided against their high performance. Problem Highlight: Performance based Incentives Performance based incentives: This is a problem of pay for performance scheme. In pay for performance or say performance based incentive system, employees are rewarded in accordance to their performance. Now the problem is that employees can never be satisfied with the outcome of this particular form of reward system. This can be understood by Equity theory. Equity theory states that employees use to compare their position (here rewards) with those of other employees. So even an organization remain transparent in distributing incentives, until unless the employees themselves become satisfied in light of equity theory, the problem like the incentive problem in pay for performance scheme in Air Arabia remain standing. [1] Problem Statement: One of the major problems associated with employees is that company is not able to provide them with long term commitment regarding their performance appraisal and work effectiveness bonus. Problem Highlight: Performance Appraisal Performance appraisal: Performance appraisal is the measure of evaluating the performance of the employees. In air Arabia, the performance appraisal system presently in use incorporates the number of task and time limit of those task accomplished by the employees are recorded [2] . This forms the basis of the performance appraisal scheme in the company. (Performance-related pay, 2005) Now the problem in this scheme is that this does not count the quality and situation under which work is carried out. For example, in Air Arabia, the performance scheme is same for sales and administrative staff. Now administrative staff has clear work functions to follow whereas sales staff has to undergo filed work which is more challenging. The targets for sales staff are tougher to achieve than those of administrative staff. Thus the performance appraisal scheme in Air Arabia is not satisfactory and requires other schemes like 360 degree scheme etc [3] . Problem Statement: The case shows that Air Arabia exhibits problem of workforce management due to workforce diversity. Problem Highlight: Diversity Diversity: Leaders and managers in Air Arabia do not handle the workforce diversity effectively. In their effort to manage the diversity, they go with equal treatment strategy. In this strategy, each of the employees is treated equally irrespective of its cast, color, race and language they speak. This looks quite fair in first look but the approach is not helpful in country like Dubai. The country has people of different religion and cast, speaking different languages and has different educational schemes and mental aptitude [4] . Now the problem is some particular type of employees are always advantageous of this equality approach. For example, the work force of India is more fluent in English than the natives of UAE. UAE culture gives emphasis on Urdu and not English. Now because of low proficiency in English and the equality approach in diversity management, UAE natives are mostly under-rated than few foreign classes of employee. This introduces a sense of dissatisfaction and un-happiness towards the job. Problem Statement: employees of Lufthansa Air went on strike to improve their working conditions. Problem Highlight: Work Environment Work environment: Work environment is a major constituent of an effective organizational culture. The work environment not only constitutes the physical constituents of the location but also the culture of the work like senior-subordinate relations, type of communication etc [5] . The situation here shows that the employees of Lufthansa Air are not satisfied with the work environment and went on strike. The actual reason for the dissatisfaction was company’s pressure to work more than the required 8 hours to answer the increasing competition in aviation industry. This decision was not welcomed by the staff as it resulted in more hastiness in job and thus resulted in improper work conditions in the company. (Listening, the Doorway to Employee Commitment, 2005) Environment: Problem statement: Air Arabia had to reduce some of its other expenses like HR expenditure and to make it possible it has reduced intake of employees that had increased work pressure over presently working employees tremendously. Problem Highlight: Work Environment and Employee Shortage Work environment and employee shortage: The problem here is of bad work environment due to excessive work load because of lesser number of employees. The problem was resulted due to high oil prices which forced the company to shrink the workforce. This shrinkage resulted in high pressure on present work culture and thus decreased efficiency of work environment. Problem Statement: High operational cost which is internal factor of employee malfunctioning causing external effect over organization. Problem Highlight: Employee Inefficiency and Lack of Motivation Employee inefficiency: Lack of motivation The employees in Air Arabia were found to be less efficient and thus the company was compiled to increase its fare to sustain pressure of increasing oil prices [6] . The main cause of this problem can be lack of motivation in the employees towards the company’s growth. If the employees would have been more motivated, they could have been more efficient and thus the problem of price hike because of high operational cost could have been prevented. This is a clear case of less motivated work force. (Listening, the Doorway to Employee Commitment, 2005) Problem Statement: Most of its employees have to work under pressure basically for the sustainability of the organization which has raised the level of employee dissatisfaction in the company Problem Highlight: Employee Dissatisfaction Employee dissatisfaction: There are a number of competitors of Air Arabia in low cost aviation industry which forces employees to work harder with limited resources. This results in greater employee dissatisfaction towards the workplace and more employee turnover rate. Technology: Problem statement: But all these technical advancements have an upper limit beyond which it cannot be stretched, and at that point employee performance comes into picture and has to be taken to its best possible level. Problem Highlight: Employee Training Employee training: The problem here is that when new technology is introduced in the company to cut operational expenses, the work and expectation from the employees also changes a lot. So there is a clear need to employee training. Employees are needed to be trained at new technology so that they are able to be a part of company’s cost cutting scheme. Employee training is a necessary part of any organization which needs to be happen periodically [7] . Structure: Problem Statement: as employee commitment is an important issue and it cannot be handled by the organization without proper structuring and it is also one of the important issues faced by Air Arabia Problem Highlight: Leadership Leadership: In the case, we found that employees are not committed to the organization. This is the responsibility of the leader to keep the faith of the employees in the organization. Thus the company needs its leaders to take more active role. The leaders in the company need to motivate the employees and to maintain the commitment of the employees in the company. The structuring component in this problem is more of a requirement of a leader [8] . Problem Statement: Upper management is facing a problem to retain its entire structure which is similar to the case of Lufthansa Airways. There may be a need for an improved format of organizational behavior needed in this regard that can be provided with the help of proper training Problem Highlight: Training Training: The problem here is that due to the high instability of labor market in airline industry, the company is unable to maintain its talent pool which again is introducing instability in its organizational structure. This instability is supposed to be handled by reducing job turnover rate by more motivational training to its employees [9] .
NURS 6053 Walden Wk4 Nursing Leadership and Stress Responses.

Respond to Classmates Posting 2 paragraphs4-5 sentences each Paragraph2 references , APA FormatSTUDENT #1Leadership Theories in Practice(Burnout and general workload)Occupational health issues in general and the relationship between work related stress and burn out, have been the focus of recent reviews, all of which were concerned with the well-being of employees and the employing organizations (Jamal and Baba,2000). To reduce this health issue of burn out and general workload of health care workers, we need a good a leader that embrace good leadership styles, principles and skills and who is grounded and knowledgeable about leadership theories and practice. The first principles among the theories recognized today is the that leaders be grounded in some set of ethics or core values that guide human behaviors and actions. Many believe that the current health care system is broken and unsustainable. Health care providers are faced with challenging increased costs, decreased quality nursing care, high turnover rates and increased medical errors while attempting to balance the ever-growing demand for improved healthcare value from patients and other stakeholders. To create positive change, healthcare providers must learn how to effectively lead to staff. The principles expected of nursing leaders include but not limited to the following, respect for others, beneficence, veracity, fidelity, justice and autonomy.The two major key insights about Leadership theories in practice.As job stress and possible burnout have been identified as prevalent and significant problems, it is fundamental to explore avenues that may reduce stress and its outcome. This paper takes the position that transformational leadership holds great promise for service businesses because it can be used to reduce job stress and burnout, thereby used to create a new paradigm for the service industry (Banerji and Krishnan, 2000) Transformational leadership is defined as raising subordinate awareness of the importance and value of designated outcomes, getting employees to transient their own self- interest for the sake of the group or organization, and changing or increasing subordinate needs (Dubinsky, et al,1995). This leadership allows the employees under himor her to have sense of belonging, develop faith in him, the leadership expresses appreciation to the deserved employees, develops ways of encouraging subordinates, allows employees to think about old problems in new ways as so on. These are the likely traits we need in a leader to reduce burnout in our workplaces. The most important skill of a nursing leader is the ability to listen to nurses. The nursing leader must be engaged in the discussions and have a physical presence in the department. Engaging with nurses allows for an open dialogue and a discussion of ideas and provide validation.Over the few years I have been a nurse, have been under various types of leadership, bur Am going to examine and use my current manager. My manager is from Philippines and an RN of over 20 years with different nursing backgrounds, ICU, PCU, ER and now she is now Medsurg telemetry manager. She knows every nurse under her with our weaknesses, skills and strength. She operates open door policy, listen to every complains with adequate investigations and always present on the unit. She always come for morning huddles and times leave in the middle of night shift. There was a particular complains from laboratory department on the issue of A.M lab drawn on a staff who forgot to follow the policy steps. Our manager defensed the unit at the meeting by protecting the nurses under. After the meeting she called for an emergent meeting, addressed the issue as a departmental issue. Her leadership styles give us confident to learn new skills without tension. We always want to come to work because we have a leader who believes in us. This tends to reduce turnover rates and staff burnout on our unit compare with other units in the hospital.ReferencesMarshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. Gill, A. S., Flaschner, A. B., & Shachar, M. (2006). Mitigating stress and burnout by implementing transformational leadership. International Journal of Contemporary Hospitality Management, 18(6), Wei, H., King, A., Jiang, Y., Sewell, K. A., & Lake, D. M. (2020). The Impact of Nurse Leadership Styles on Nurse Burnout:. Gunnarsdóttir, S., Edwards, K., & Dellve, L. (2018). Improving Health Care Organizations Through Servant Leadership. Student # 2Unhealthy work environments contribute to medical errors, ineffective delivery of care, and stress of healthcare employees”(Van Nieuwenhuyzen, 2016).I have worked under many managers and bosses in my healthcare career, but only one leader. A good boss has to know their team, the strengths, weaknesses, what each employee brings to the team. A good boss has to jump in and help when warranted and sit back and watch their team perform, a great boss knows how to distinguish these two scenarios from each other. I also think a good boss, in able to not get easily stressed out and be able to continue to lead should me a macro-manager, not a micro-manager. Another quality of a good leader is that they have to stress the importance of working together, instead of against each other. Creating an environment where everyone helps everyone, its not just one nurse and their patients, its all nurses helping all patients; the importance of teamwork and its impact on quality of care on hospital units has been well- documented and patient stories shared revealed their acknowledgment of this reality based on patient care delivery experiences (Fairchild, Ferng, Zwerner, 2015). A good leader has to support their staff, stand behind them and defend them when they are right, and when their staff is wrong they have to have the ability to not avoid confrontation and let their staff know how and why they were wrong and come up with strategies to fix it for next time, eemployees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior(Hoert, Herd, Hambrick, 2018). Like stated before, I have worked under only one leader, which is my current position. Right now, my leader is someone who was a fellow employee with me on the unit, when our old boss left she stepped up and took the position. At first it was a big adjustment for everyone, her especially. She had to take a step back from the friends role and step into the boss role, and I know she struggled with that. My current leader is a big sports enthusiast, she coaches, refs, and is a parent to players, so she despises the “boss, manager” names, she calls herself our leader. She treats the staff like a coach would, that we are all on a team, performing our best, taking care of the patients. She knows when to step in to help and when to stay out of situations and let us handle things; there is a layer of trust between us and her that I never felt working anywhere else. My leader is our biggest advocate and any criticism that she may have is completely constructive. She teaches us that we have to leave work at work and keep our personal lives at home, she teaches that from her own experience because when she first took over she was always there, trying to manage, and she almost lost her personal life because she paid too much attention to her work life and even at home always worried about work. I know personally she has helped me balance work and home life and now is helping me balance school. She is one of our biggest supporters and encourager of her staff continuing their education. She also became the bridge between the doctors and nurses working in trauma, creating a relationship between the two of us, creating this bond is like no other in our healthcare institution. Fairchild, R., Ferng, S. F., & Zwerner, R. (2015). Authentic leadership practices informed by a rural hospital study. Journal of Hospital Administration, 4(2), 54-63.Hoert, J., Herd, A. M., & Hambrick, M. (2018). The role of leadership support for health promotion in employee wellness program participation, perceived job stress, and health behaviors. American Journal of Health Promotion, 32(4), 1054-1061.Van Nieuwenhuyzen, C. (2016). Authentic leadership in nursing: creating healthy work environments (Doctoral dissertation).
NURS 6053 Walden Wk4 Nursing Leadership and Stress Responses

Montclair State University HBS Case on AIRBUS A 3XX Case Questions.

(1) The following questions are based on the HBS Case on AIRBUS A-3XX. (a) What is the central problem facing AIRBUS management? EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (b) Identify and explain in SUBSTANTIVE DETAIL the PROS and CONS for and against the launch of the AIRBUS A-3XX?Write your answer here. (Use as much space you need.) PROS FOR LAUNCHING AIRBUS A-3XXCONS FOR LAUNCHING AIRBUS A-3XXWrite your answer here. (Use as much space you need.) Write your answer here. (Use as much space you need.)Add additional columns and rows as neededAdd additional columns and rows as needed(c) The 3 major various constituents of AIRBUS A-3XX include Airlines, Airports, and Passengers. Identify the many concerns each of these 3 constituents might have, which influence the launch of the AIRBUS A-3XX? Write your answer here. (Use as much space you need.) CONCERNS OF AIRLINESWrite your answer here. (Use as much space you need.) Add additional columns and rows as neededCONCERNS OF AIRPORTSWrite your answer here. (Use as much space you need.) Add additional columns and rows as neededCONCERNS OF PASSENGERSWrite your answer here. (Use as much space you need.) Add additional columns and rows as needed(d) Even if you recommended AGAINST the launch of AIRBUS A-3XX, identify and discuss each of the following: (i) What TARGET MARKET do you suggest that AIRBUS should pursue for the A-3XX? EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (ii) What PRODUCT STRATEGY do you suggest that AIRBUS should use for the A-3XX? EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (iii) What PROMOTION STRATEGY do you suggest that AIRBUS should use for the A-3XX? EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (iv) What PRICING STRATEGY do you suggest that AIRBUS should use for the A-3XX? EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (v) What DISTRIBUTION STRATEGY do you suggest that AIRBUS should use for the A-3XX? EXPLAIN your answer in detail. Write your answer here. (Use as much space you need.) ————————————————————————-(2) The following questions are based on the HBS Case DELL: NEW HORIZONS. (a) Based on your assessment, what is the CENTRAL PROBLEM facing Dell management? EXPLAIN your answer in detail. EXPLAIN your answer in detail.Write your answer here. (Use as much space you need.) (b) Identify the 4 KEY ACTION ISSUES (COURSES OF ACTION) for which different strategies/solutions need to be articulated. EXPLAIN your answer in detail. KEY ACTION ISSUE 1 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 2 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 3 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 4 (Provide Sub-Heading):(c) Then, EXPLAIN in SUBSTANTIVE DETAIL the strategies/solutions you would recommend to Dell management for each of the 4 KEY ACTION ISSUES you identified that will help resolve the issues management faces. KEY ACTION ISSUE 1 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 2 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 3 (Provide Sub-Heading):Explain your answer here. (Use as much space you need.)KEY ACTION ISSUE 4 (Provide Sub-Heading):
Montclair State University HBS Case on AIRBUS A 3XX Case Questions

Grand Canyon University Health Disparities for the Homeless Discussion

Grand Canyon University Health Disparities for the Homeless Discussion.

I’m working on a health & medical question and need an explanation to help me learn.

A large amount of the homeless population also suffers from mental illness. The purpose of this assignment is to analyze characteristics and health concerns for the homeless population in regards to mental illness.Write a 1,250-1,500 word paper addressing the following criteria:Discuss the prevalence of mental illness among the homeless population.Describe the challenges patients face when dealing with mental illness and being homeless.Describe the challenges the community faces in providing care for the homeless and mentally ill.Describe the availability of resources to provide for the homeless and mentally ill.Describe how the Christian worldview can be integrated to serve the homeless and mentally ill.Describe how the health care provider can be nonjudgmental and ethical while providing access to care for this population.Support your writing with three to five scholarly peer-reviewed resources.Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
Grand Canyon University Health Disparities for the Homeless Discussion

Stoytelling

essay writer free Stoytelling. I’m trying to learn for my Literature class and I’m stuck. Can you help?

Read and answer the questions at the end of the pdf.
The assignment is expected to be typed in English, in a 12-point font, double-spaced, at least 300 words long, and free of errors in spelling, punctuation, or grammar. Students are expected to present a clear thesis and to construct valid, logical arguments with supporting evidence in responding to the question. Most of the assignment should be written by the student, not just quoting sources. Every written assignment is expected to be original work that the student personally researched and wrote for this class.
Stoytelling

replies to classmates’ discussion board posts in ( HealthCare Emergency Management ) and HICS

replies to classmates’ discussion board posts in ( HealthCare Emergency Management ) and HICS. Help me study for my Health & Medical class. I’m stuck and don’t understand.

HICS ( Hospital Incident Command.
-Please response to at least three of classmates’ posts by ( Agreeing, disagreeing, expanding a point, challenging, show an interest from personal experience, etc. ) but remember to be friendly and natural as if you in a classroom having discussion with collogue.
-APA Styke is needed.
-Peer reviewed articles in last 10 years.
-There are some of the responses you can continue the dialogue but is depends on what ones you choose.

replies to classmates’ discussion board posts in ( HealthCare Emergency Management ) and HICS

University of San Diego Ethical Decision Making Letter to Editor

University of San Diego Ethical Decision Making Letter to Editor.

Write a Letter to the Editor for a publication of your choice. You may choose the venue in which the letter will be published but be specific—why is this venue relevant to the issue you are taking up? Your letter should be connected to a particular act–not a general moral argument–in which you comment on a social good that you identify could be addressed. Either provide existing examples or imagine an effort that organizations could address. Incorporate principles derived from a utilitarian framework. Explain what problem you are trying to address and how this utilitarian principle might successfully target that problem. What conduct insures the greatest good for the greatest number while also supporting individual liberties? How do you “measure” ethical conduct?Requirement: double-space, two pages
University of San Diego Ethical Decision Making Letter to Editor