Best Practice Companies: Training in the Airline Industry

After September eleventh, there was a lot of disturbance in the aircraft business as a gigantic measure of cash was should have been apportioned toward different things, for example, security improvements. Accordingly, most carriers cut back expenses in different divisions, particularly in the branch of preparing. Nonetheless, a few carriers regarded preparing their workers viably to be relevant to their turn of events, and in this way chose to upgrade their preparation projects to give an all the more long haul advantage. This is a piece of what added to the title of a â€Å"best practice company† for a considerable lot of these aircrafts. They perceived preparing as not just a crucial piece of human asset the board yet in addition for their development and notoriety. Preparing offers a method of creating abilities, improving efficiency and nature of work, and building laborer dedication to the firm, and above all, expanding individual and authoritative execution to accomplish business results. Preparing is broadly acknowledged as a worker advantage and a technique for improving representative spirit, and upgrading worker abilities has gotten a business basic. Progressively, chiefs and pioneers understand that the way to business development and achievement is through building up the abilities and information on its workforce. The best practice organizations we watched included Southwest Airlines, Jetblue, British Airways, Singapore Airlines, and Virgin Atlantic Airways; all of which have made it on the Fortune 500 rundown of â€Å"Most respected Companies†. We reached the resolution that these five carriers can be viewed as best practice organizations in the field of preparing, because of their commitment in giving top notch preparing, their inventive preparing strategies, and their accentuation on preparing in client support. Commitment To Providing High Quality Training as a Means to Being a Best Practice Company: The predominant nature of preparing is something in which these aircrafts take a lot of pride in, and has been accomplished through worker inspiration and a serious measure of learning. Three of the aircrafts including Southwest, Jetblue, and British Airways really have â€Å"training universities† in which each worker is required to join in. A few classes are standard for everybody in the workforce, while others take into account explicit occupations, for example, pilots, stewards, ground laborers, and so on. Worker's are paid for the time they spend in class at these assigned schools and will commonly work forty hour weeks doing as such. Each of the five of these aircrafts take into account the learning advancement of their employee's, to guarantee total information on the organization and their particular occupation. Commitment To Providing High Quality Training: Southwest Airlines The way to achievement in any association is inspiration, the capacity to energize a gathering of individuals behind a particular objective. At the point when inspiration is set up employee’s take part in low truancy and occupation fulfillment, to give some examples. Herb Kelleher, the author and maker of Southwest Airlines has had the option to do only this through numerous ways, for example, executing preparing and profession advancement programs. The same number of individuals have heard Southwest doesn't enlist for abilities but instead disposition and character. Before considering in the event that you might want to be utilized you should initially ask yourself, â€Å"Am I spurred? † if not there is an extraordinary possibility you won't be employed. Not having the entirety of the right abilities then again isn't something to stress over perceiving how Southwest will prepare you for the aptitudes required. ‘It is the individuals; it has consistently had to do with their selection,† Heskett says. †They are chosen fundamentally for demeanor, and the vast majority principally select for aptitudes. They have a specific view for individuals who will fit into a group situated association and the aircraft business is group arranged. On the off chance that you have individuals pointing fingers, you have problems† (individuals. bu. edu). Southwest has built up their own preparation program which they have named the â€Å"University for People. † This school is situated in Dallas out of the Love Field Airport. , all the more explicitly inside an old plane holder. Inside this holder employee’s take part in a lot of pretend. For instance somebody may get the opportunity to play the annoyed client whose flight just got dropped or the mother going with her kids. The entire community has been intended to encourage learning, all things considered, circumstances. â€Å"The University for People is the place newcomers are sent for direction and inculcation into Southwest's way of life. They get the opportunity to see video film of Herb Kelleher, Southwest's incredible author, dressed as Elvis at an organization party and in any case continuing. † (key. om) Southwest is an association that has confidence in constant adapting consequently Southwest’s â€Å"individual workers become ‘international learns’ who hope to learn in ordinary encounters instead of incidental classes† (ccp. com). The principle motivation behind the University for People is to present and implement difficult work, high-vitality, fun, neigh borhood self-sufficiency, and inventiveness. Devotion To Providing High Quality Training: JetBlue Airlines JetBlue, which has just been in presence since 1999, has taken in the preparation practices of numerous other carrier organizations to plan its own one of a kind one of a kind program, and has since been incredibly successful. JetBlue set up its own colleges to guarantee that individuals were appropriately prepared; they have the College of Flight, the College of In-flight, and the College of Customer Service (Wynbrandt134). Third, the organization deliberately assesses workers, including the board and gives them criticism. When recruited, pilots and airline stewards are sent to Florida for three weeks for their preparation. JetBlue’s reasoning on preparing is making the best workplace so the group is propelled to work for the organization. The Chief Learning Officer at JetBlue University shares the preparation perspective behind the organization. At JetBlue U, we will probably give our group individuals the apparatuses they have to succeed. These apparatuses incorporate the specialized parts of each group member’s responsibilities†¦ and teaching of our team individuals in our novel corporate culture† (Sosbe). Numerous carrier organizations have separate instructional meetings for pilots and airline stewards, in light of the fact that the idea of their preparation material is totally different. Notwithstanding, JetBlue tired something other than what's expected, â€Å"Flight orderlies and pilots are together for a significant part of the initial fourteen days, and keeping in mind that a great deal of the preparation is in independent classes, there is still a ton of cover. Most aircrafts keep the two worker bunches carefully separated. † This procedure of assembling the two gatherings is a vital technique for JetBlue who accepts that â€Å"analysis of mishaps have uncovered that lives have been spared when the teams were alright with one another† (Peterson 184). The primary seven day stretch of JetBlue U is about group culture. They use icebreakers and exercises to bond the airline stewards and pilots. They at that point go over Federal Aviation Administration or FAA guidelines. They have a way of life address, â€Å"the notions of medications and liquor mindfulness, and even hair and cosmetics pointers† (Peterson190). Each group part should adhere to the appearance gauges. From the second week on, the airline stewards and pilots partition into their various zones of core interest. Commitment To Providing High Quality Training: British Airways British Airways, which is the biggest carrier in the United Kingdom, and considered one of the biggest in Europe, is a best practice organization as a result of the inside and out way they train their representatives. They put time and exertion into teaching their pilots, airline stewards, and other organization faculty. They go well beyond the necessary measure of preparing. They have even made their own college, and join genuine test systems as a preparation part. As indicated by 2006 Fortune 500 Magazine British Airways positioned seventh under the aircraft business class, British Airways is, â€Å"catching the opposition wide conscious. † British Airways is continually discovering approaches to make their organization progressively beneficial. As per Oracle press, â€Å"British Airways is utilizing another, exhaustive taking in offering from Oracle to make a worldwide learning programs for its 48,000 representatives. † This organization has invested heavily in causing the best organization it to can be. Devotion To Providing High Quality Training: Singapore Airlines Singapore Airlines is one of the most famous organizations on the planet and is positioned in Fortune as number seventeen in the year 2007 rundown of â€Å"World’s Most Admired organizations. Singapore Airlines’ CEO, Chew Choon Seng, ascribes his company’s accomplishment to their broad preparing programs. â€Å"Training is a need, impossible. It isn't to be shed when times are bad†¦ Training is until the end of time. Nobody is too youthful to be in any way prepared. † As you can see, there is nobody in the organization that isn't prepared widely. This causes everybody in the business to remain alert and prepared to deal with any circumstance. Mrs Lam Seet Mui, Singapore Airlines’ Senior Manager for Human Resource advancement, discusses two sorts of preparing that Singapore Airlines does. Basically we complete two kinds of preparing, useful preparing and general administration type preparing. Practical preparing is tied in with outfitting individuals with the abilities to carry out their responsibility, to make them actually equipped and sure as possible†¦ The general administration preparing has to do with the gentler aptitudes. † Inside these two gatherings, Singapore Airlines prepares around 9,000 every year, a similar sum as the National University in Singapore. Their courses are normally short and brief, and they feel this permits them to be effective and remain submitted. (www2. arwick. air conditioning. uk) To share the most recent thoughts and freshest preparing techn

Transformational Leadership & Decision Making - Free Solution

Question: Examine about the Transformational Leadership and Decision Making. Answer: Presentation: I unequivocally feel that, each organization needs compelling pioneers to improve the business technique. Here I will talk about, current and future issues in IT anticipate the board, system usage of pioneers and furthermore formal execution the executives. An association can be worked truly exactly when it has a technique. Beside these, they should deal with the resistance showcase. On the record of issues in procedure usage of pioneers, pioneers should manage the administration of the association. A hierarchical system is stressed over the exercises of an organization which is proposed to accomplish long stretch business objectives. It is the commitment of the association to comprehend issues by which the clients are confronting issues. A pioneer can deal with all of these issues. These activities are accumulated and collected to make up a basic game plan of the association. I think as a pioneer, the association must be liberal with the clients and must hold their clients anyway mu ch as could sensibly be normal and for that, they have to make such methodology which would assist them with maintaining. The issue in IT anticipate the executives in a worldwide setting : there are different kinds of issues are distinguished in IT anticipate the board, for example, absence of introduction, relational abilities of workers, absence of instructional courses and poor administration of an association. These days, I saw that, individuals are turning out to be more insight and need greater clearness in the IT anticipates. In other sense, utilization of graphical figures, charts, 3D pictures, and recordings are the normal necessities of customers (Giuliani Kurson, 2002). As indicated by Sam Walton I think, the momentous pioneers put forth an exceptional attempt to help oneself respect of their workforce. He in like manner communicated that if everyone takes confidence in themselves, it's dumbfounding what they can wrap up. Along these lines, so as to fulfill customers, the pioneers of the association must train their workers to embrace current pattern of innovation. Other than these, business correspondence can upgrade issues of IT anticipate of the association. In the association, the representative, administrators, and other office staffs must frame a secured correspondence among themselves to make a proper stream of business. They should be very much discarded with each to achieve reliable affiliation. Discussing the worldwide setting which is primarily estimated by sure and very much structured activities of IT. Besides, I prescribe to expand the gainfulness of the association, the pioneers must embrace the most recent innovation. In coming future, the mode of the introduction will be changed in light of the fact that customers need remote help which can be executed by high visual realistic and sound. Behind a not all that terrible joint effort, a pioneer essentially affects the firm. A couple of workers couldn't care less for an exorbitant number of controls. If a little business visionary makes rigid issues of IT anticipate for the association (BOOHAR, 2003). Job of administration in IT anticipate the board: Leaders are the primary motor of an association, and they have all duty to maintain the business and lead the association to progress. It is extraordinarily visited that customer may give dreadful info and incredible analysis as well. As an issue of first significance, the association must not leave the fights from the customers and they should take quick exercises on this issue. I feel that with the assistance of inspiration and knowledge procedure, pioneers can quantify the presentation of workers. Consequently, suitable methods must be prepared by the association, with the objective that they can hold their workers (Brower Balch, 2005). This kinds of methodology execution of pioneers are advised as hypothetical practice. Then again, in a particular IT anticipate, the pioneers must train and help supporters on the off chance that they are not cognizant about the point. This sorts of commitment are known as the pragmatic execution of authority. For instance, a specific IT anticipate can be apportioned to a group of three workers for early introduction. Furthermore, the capacity of individual can be perceived through group execution. Moreover, execution the board is one of the significant area of hierarchical culture. Then again, reward system of pioneers can upgrade authoritative execution. In other sense, I emphatically propose that with the assistance of motivating forces by meeting objective can impact the certainty of representatives and they will concentrate on their apportioned IT anticipates. It in like manner enables the work to design issues. Then again, inspiration is a compelling technique which previously executed by numerous pioneers in the association. Moreover, with the assistance of inspirational discourse a representative can understand interior dignity and focus on the IT projects(Parr Hunter, 2013). Other than that, improved worker execution on can be estimated by powerful initiative in the a ssociation. Moreover, IT anticipates consistently require gifted and proficient representatives for cutting edge and powerful introduction. The effect of pioneers on IT anticipates: In the greater part of the associations, pioneers control the entire administration and dynamic position. Aside from that, there are numerous obstructions happened in the administration which should be overseen by an effective pioneer. Aside from that, I looked into that the coordination between workers can improve through group building, and the association must set up the representatives about correspondence ability, so they don't stand up to issues with their enrollment. Discussing IT anticipates which incorporate example, co-appointment among representative and innovation. Some of the time, either staff or innovation makes an undesirable circumstance that ought to be endeavored by the pioneers. A not too bad imperative game plan can be distracted at one and only individual in the organization, and that is the pioneer. The pioneer of the association can be its CEO, official chief, etc. The associations who have top administration structure s makes a greater system in it. The lower, and focus administrations, get objectives and plans to fulfill the general procedure managed. The pioneers of the association must make grasp to the workers about the occupation. Just as, the pace of confidence on pioneers can be expanded by executing the prize technique. One of the fundamental factors behind the most ideal stream of work is representative motivation and worker communication(Lloyd, 2013). Future figure: I unequivocally prescribe to create and introduce IT anticipate, develop composed and verbal methodologies are assuming a huge job in the association. For that, a magnificent correspondence inclination is required. In the event that the pioneer is from Germany and the authority is from Spain, at that point there will be a correspondence issue. Along these lines, English is the fitting tongue for correspondence. It anticipates incorporate content and voice introduction of representatives which can be created through dynamic instructional meeting and practice. Then again, the association must cause game-plans with the goal that the two to can take in one another's tongue. I additionally consider the pioneers choose official ends anyway bolster considerations, proposal and moreover analysis from the workers. In this sort of hierarchical issues, participative initiative style is sensible as this style underscores that the administration suggestions bearing to its specializ ations and moreover gatherings while enduring effort from individual employees(Schmidt, 2009). The executives and authority address two completely various thoughts of business, and it is consistently stressed over the establishment of a sensible vision. In any association, initiative is a basic limit associations like IT anticipate. It furthermore helps with talking about the vision with exchange people from the association. Hence, the disputes get decided between the particular social orders who are responsible for finishing the objectives and purposes of the business. Initiative can be a formative system in associations, and the pioneers make the workers wind up being a gainful representative of the association. An association can be supposed to be impeccable if the supervisors and the workers exhibit a splendid execution in the midst of adventure preparation. References BOOHAR, R. (2003). Preparing Future Ethical Leaders of Science.Bioscience,53(8), 692. https://dx.doi.org/10.1641/0006-3568(2003)053[0692:tfelos]2.0.co;2 Brower, R. Balch, B. (2005).Transformational initiative dynamic in schools. Thousand Oaks, Calif.: Corwin Press. Giuliani, R. Kurson, K. (2002).Leadership. New York: Hyperion. Lloyd, G. (2013).Business initiative for IT anticipates. Farnham, Surrey: Gower Pub. Constrained. Parr, A. Tracker, S. (2013). Upgrading work results of representatives with chemical imbalance range issue through authority: Leadership for representatives with mental imbalance range disorder.Autism,18(5), 545-554. https://dx.doi.org/10.1177/1362361313483020 Schmidt, T. (2009).Strategic undertaking the board made basic. Hoboken, N.J.: John Wiley Sons.

HR Strategies for SMEs and Startups

HR Strategies for SMEs and Startups Did you know that almost one-half of startups fail in the very first year of beginning operations due to many different reasons, and not having a proper HR strategy is one of them? Now we often think that HR is something big companies, and conglomerates focus on, but that is far from true. HR management is critical for all types of businesses â€" be it SMEs, startups or corporations. © Shutterstock.com | Rawpixel.comIn this article, we will shed light on 1) what HR management is, 2) what challenges HR managers face, 3) building HR strategies for SMEs, and 4) top 5 HR strategies for SMEs and startups that can take your small business or startup to great heights. Without much further ado, let us first understand what HR management really is and its two types.INTRODUCTION TO HR MANAGEMENTHRM, short for Human Resource Management, is an internal function within an organization with the purpose of maximizing employee performance for reaching the company’s strategic goals. The Human Resources department is primarily concerned with managing people within organizations while keeping in line with the policies and systems of the organization.Human Resources branches out into two types â€" reactive and proactive human resource management. We will talk about these types later in the article when discussing the right HR strategies for SMEs and startups. Now you may be wonde ring what huge difference HRM could make as far as small business enterprises and startups are concerned, so here is what you need to know.Human resource management helps ensure that small businesses have the right number of employees to meet customer demand and run business operations smoothly.It analyzes the impact of internal and external changes with respect to the environment as well as the need for new sets of skills and experiences for venturing into a new market, dealing with competition, or adjusting to changing economic pressure.CHALLENGES AND OBJECTIVES OF AN HR STRATEGY FOR SMEs AND STARTUPSKey Challenges of HR in SMEs and StartupsPaying attention to HR in small businesses and startups is not that common which is why HR managers face certain key challenges in trying to make entrepreneurs see how Human Resource Management can help take their business to new heights.According to a study conducted by The Society for Human Resource Management (SHRM), here are some of the cha llenges that HR managers are most likely to face within a span of 10 years.Almost 59% feel that retaining and rewarding top employees is a major issueWhile 52% think that developing the next generation of leaders is a tough challengeLastly, 36% feel that creating a work-friendly culture attracts the best and the most talented employeesNow the main question is what can be done to counteract the problems mentioned above? Here are some solutions that can help you motivate and encourage your staff to put in their 100% and strive to become leaders.In order to retain top talent and reward them generously, it is important to provide employees with work flexibility. Gone are the days when work from home days used to be the goof off days. You can now carefully monitor the performance of employees, or at least offer flexible office hours, to facilitate top talent and satisfy both the employees and the employer.SMEs have the opportunity to create a work-friendly, easygoing environment with an open culture so the employees can relax and focus on work. HR managers working in such small-scale companies can easily resolve work-place problems by having one-on-one interactions with the employees and share valuable information.Every employee wants to go far in their professional career and a company with few top positions cannot offer as many promotions and rewards as a big corporation would. In such a situation, HR managers can move employees laterally to enrich the work experience by offering them the chance to learn new skills, job share or cross train. You can also throw in some extra perks like providing top talent a chance to visit industry conferences or other events to add value.No doubt, SMEs and startups cannot compete with bigger corporations when it comes to offering glamorous salary packages and benefits. Make sure you offer a competitive salary and offer as many benefits to your team as possible, such as health insurance, life insurance, retirement plans, etc. In order to sweeten the deal even more, offer soft benefits like flexible hours and performance-based benefits like profit sharing.Key Objectives of HR in SMEs and StartupsHRM for small businesses and startups is different from that of big corporations because the challenges they face and the objectives they seek to gain vary from one another. HR professionals strive to establish effective performance management in order to identify development opportunities, reward excellence, and provide disciplinary or remedial actions when necessary.To achieve the maximum level of profitability and success, an HR professional will align each employee’s work with the strategic goals of the firm and also ensure that the staff is well aware of the required actions and behaviors by setting clear-cut performance expectations in job descriptions. Take a look at some of the key HR objectives that apply to SMEs and startups:1) Develop a Competency ModelThe main objective of an HR department is to hire th e right people for the right jobs keeping in mind their skills, expertise, and education. This objective is achieved by setting clear job descriptions, establishing job competency models for each department in the company and benchmarking roles against similar jobs in the industry.In order to ensure smooth running of the business, HR professionals will take into account studies and data related to staffing, transactions, and costs and then create a competency model accordingly.2) Define Organizational Dimensions HR strategies are developed according to the aspects of the organization. It is also interesting to note that the prevailing culture of the company not only has a critical impact on the HR strategies devised but also represents the management style and values of the organization. Defining the organizational dimensions will give you an idea on how the organization is going to be more or less â€" will it be an organization that expects employees to ‘do more with less’ or w ill it be overstaffed in order to give way to innovation and experimentation?Some other key factors that directly impact the HR strategies devised are the nature of business done by the organization, the chain of command and the structure of the organization itself. In order to effectively hire and retain staff to achieve strategic goals of the organization, human resources systems, policies, and practices are also taken into account.3) Define Role of Mission, Vision, and ValuesThe mission, vision and values of the small business or startup play a crucial role in shaping the HR strategies and objectives for the future ahead. The mission of the organization will help you understand why the business exists and who it serves while the vision statement basically provides insights on what the organization hopes to achieve and where it sees itself in the future.The values of the organization are beliefs that serve as a driving force behind the operations and actions of the organization. A ll three â€" the mission, vision and values of the organization directly impact the type and number of employees needed to meet the organizational goals.4) Perform Workforce AnalysisA workforce analysis is considered a key part of the human resource strategy and focuses mainly on the organization, its culture, people, and the systems that have been implemented. Doing a workforce analysis is helpful in analyzing the current situation of the company in terms of the elements discussed above and where they ideally want to be in the years to come.Identifying the gaps in these areas will enable the HR professionals to come up with specific objectives designed especially to bridge these gaps.5) Evaluate Implemented StrategyAll HR strategies are guided by evaluation based on specific, measurable factors. A small business or startup will consider a wide variety of factors for developing, implementing and evaluating the effectiveness and performance of its HR strategy. Usually, doing an evalu ation will give you accurate facts and figures on employee turnover, number of vacant positions, customer complaints, and employee grievances along with the satisfaction and dissatisfaction levels of both customers and employees.BUILDING HUMAN RESOURCE STRATEGIES FOR SMALL AND MEDIUM ENTERPRISESIn order to build a solid HR strategy for small and medium enterprises, you should follow these three steps.Step 1 â€" OrganizeThe employee handbook of the organization serves as a blueprint for building an enduring workforce and believe it or not; without it, the chances of HR success are very slim. The best way to make sure your employees are fully informed about what to do and what not to do is to come up with an employee handbook that is easy to understand, consistent in tone and viewpoint throughout.Some of the most important key points you must incorporate into the employee handbook are:Code of conduct for all employeesThe organization’s policies and protocol related to use of technol ogy and communications within the workplaceEmployee benefits such as worker’s compensation, paid vacation (if any), and health insuranceEmployee evaluations including pay raises and disciplinary proceduresTermination and retirement policies of the firmWhen preparing content for the handbook, remember to be judicious with your phrasing and never leave anything to the reader’s imagination. Clearly define everything to avoid problems and misunderstandings later. Just like any other official document, the handbook must also be written in detailed prose and organized scrupulously.Also, remember to maintain records of all employees of at least five years after termination either voluntary or otherwise for future reference.It is also important to understand that HRM is widely neglected in startups and emerging small businesses. However, it is best to invest your money where it counts â€" in the people who will take your business to the zenith of success. The reason behind ignoring HR i n small companies is not because the entrepreneurs are not proactive when it comes to staffing, but due to lack of awareness because 90% of company founders usually come from an engineering, sales or finance background with little or no knowledge about the field of HR.But the good news is, almost 88% of the leaders of Top 50 companies believe that building the HR system from day one proves to be fruitful in the long run because it helps in retaining top talent in the company; eventually leading to better growth. Having an HR system in place from conception is important because it enables HR professionals to find and keep top-notch people in the company, offer them enough benefits to make them stay and be able to meet the organization’s objectives.One of the easiest and most economical ways to expand your firm is to make acquisitions. Once again, growing the firm through acquisitions is not quite popular among entrepreneurs today but it is indeed one of the best strategies to grow exponentially without making a hefty investment. The main reason why entrepreneurs are not usually keen on making acquisitions is because they are hung up on the fact that their company’s assets and products should be brand new in order to own them truly.Another misconception that keeps entrepreneurs from acquiring other businesses is that the process is confusing, time consuming and overly complex. But have you ever wondered how successful your business venture could be if you play your cards right and acquire the right business? Four young business moguls of Hot 50 companies are extremely successful in their respective fields today just by buying other companies.Here are some reasons why making acquisitions is the right move for those who are looking for cheaper, easier and more convenient ways to expand:You get quick access to the market.The assets of the existing company are all yours at real value.No need to hire new employees â€" train the existing staff for a highly product ive work output.Outsourcing is also a great strategy that enables the firm to maintain its focus entirely on what it does best. From marketing experts to call centers for customer care, outsourcing is the new ‘in’ thing that cuts costs and helps SMEs and startups run more efficiently. Perhaps the greatest benefit of outsourcing work is that you don’t have to pay the employees full time or give any extra benefits as you would if you hired a professional employee full time.The only two misconceptions that keep entrepreneurs from going down the road of outsourcing is that they feel like they are giving up control and that there is no way outsourcing work could actually be cost effective.Step 2 â€" MotivateSometimes finding smart employees and highly talented workers is not an issue, but making them stay and work at your company for long is a daunting task that baffles many entrepreneurs. It is important to remember that just one paid vacation policy could go a long way when it co mes to retaining top-notch talent in your company.But having a paid vacation policy is not going to cut it; you need to focus on what is going on at the workplace too. It is always the small things that make a difference and will make your employees stay. Here is what you need to do to attract and retain talent in your firm effectively.Recognize employee contributions â€" in public and private forumsAcknowledge your team members as unique and notable humans with a unique set of skills and talentSend ‘Get Well Soon’ cards if your staff member is sickAsk your employees to give you feedback related to professional development from time to timeSeek input from employees related to business and industry challenges and acknowledge their suggestions out loudMake the work environment aesthetically appealing, pleasing and warmStep 3 â€" RetainOffering a paid vacation to your staff members will cost you much less than the hefty amounts you will lose if the employee turnover rate is high. C onsider personalizing the work environment using innovative and creative methods in order to make your staff members want to work for you and you only. For instance, ‘Pet-Friendly Fridays’ or ‘Work from Home Wednesdays’ seem like a great plan to instill a friendly and warm environment for your employees to work in.If you are not entirely sure what your employees would like, ask them to give you valuable feedback and then come up with new ideas that will please you as well as your employees. When it comes to retaining employees, remember that an HR strategy implemented unilaterally from above will not make a difference as much as one created by a team and implemented over time through appreciation and mutual respect.TOP 5 HR STRATEGIES FOR SMEs AND STARTUPSBelieve it or not, having an understanding of the latest human resource trends can really make a world of a difference as far as SMEs and startups are concerned. Take a look at the 5 best HR strategies specifically tailored to the needs and requirements of startups and small businesses.1) Improve Employee SatisfactionBusiness owners must understand that employees are their company’s greatest assets, and it is absolutely critical to make sure that they are fully satisfied with their position and role in the company. Some potential benefits of taking care of your work staff’s needs and wants are improved morale, high productivity, sense of commitment, loyalty, and lower employee turnover rates.Employee satisfaction can be increased through a number of tried and tested monetary and non-monetary benefits aligned with the current financial situation of the company and its mission, vision, and goals.2) Construct Fair and Equitable Compensation StrategiesOne of the perks of working for a successful company are its fair and equitable compensation strategies because it is the one thing that dictates the fixed cost that the company incurs yearly as well as the satisfaction level of the work staff. When dete rmining compensation levels for your company, make sure you look around and do some research on the latest compensation plans.It is also just as important to keep in mind that consistent compensation requirements must be established according to the pay grade to ensure all employees are compensated fairly and equally.3) Design Effective Training and Development ProgramsAs an entrepreneur, your primary goals should be to increase employee retention and promote growth within the company by designing useful and effective training and development programs. The new employee orientation program is one of the standardized and common initiatives that must be implemented. This will not only inculcate a sense of commitment in the minds of the new employees early on, but will also increase satisfaction.A mentorship program is also a great idea in which low-level employees are paired with senior mid-level employees for a one on one training and development session. By doing so, you will make yo ur employees more informed about the goals and vision of the company and offer them an opportunity to learn new skills.4) Implementation of Legal Employment PracticesIt is critical for small business owners to ensure that their hiring practices are in line with the legal employment rules and regulations. All entrepreneurs must understand common employment laws in order to reduce the chances of violating them and bearing the consequences later.The best way to implement legal employment practices is to hire a legal specialist or a seasoned HR professional to draft an employee handbook.5) Picking what is Right for Your Business â€" Reactive or Proactive Human Resource ManagementThe main difference between proactive and reactive human resource management is planning and forethought. While proactive HRM will help you identify and solve the problems with employee training and staffing right from the start, reactive HRM will be a much more cost-effective option for small businesses and sta rtups.Here is how both these strategies work and how they are different from one another in a variety of aspects.A proactive recruitment strategy is more focused on catering to the staffing needs of your business while a reactive strategy will only work if there is a job opening for a position in the company.When it comes to HR risk management, a proactive strategy will enable you to anticipate issues in staffing levels and employee training effectively while reactive HRM will propose a solution when a crisis occurs.A proactive HRM strategy will offer top talent a whole bunch of benefits to attract them and make them stay. On the other hand, a reactive strategy will only secure the best workers who happen to apply for a job at the company rather than seeking the best of the best from the entire industry.With tight overhead costs, proactive HRM strategies are expensive while reactive HRM is cheap and better suited for companies in their initial stages.We hope that this article gave y ou deep insights on human resource management, how it works, its functions and the best HRM strategies that small business owners and startups can use to take their business operations to the next level.

Managing Big Data Systems - 2359 Words

Definite answers regarding how much usable data is actually being generated by city-sized populations, and best places to get it could be the subject of a future study, but social media platforms may be the source most easily tapped into for this type of data. Employees of local IT departments are in danger of having difficulties storing and processing data from social media platforms to use as a foundation for aligning social network analysis with the systems . There is a growing demand for those having the necessary skillsets to deal with big data. Local governments (especially smaller-sized ones) might have special difficulty acquiring these resources which makes finding a comprehensive solution for combining â€Å"big data†, SNA, and GIS even more difficult, as data manipulators are in short supply. A survey supporting a Public CIO Special Report (The Trouble with Big Data Talent, 2013), finds that more than half of government agencies polled were experiencing data-related hiring difficulties - meaning there is a shortage of individuals who possess an engineering background, can model data mathematically and can contribute to organizations effectively using data insights for decision making. Using the Data Using data mining techniques, such as graph mining and social network analysis on regional data sources could contribute great insights and improve operations. Social networking analysis is the study and analysis of networks involving social interaction. Types ofShow MoreRelatedBig Data And Healthcare Industry1344 Words   |  6 Pagesindustry, data plays an important role. So it’s necessary to understand the fact that the big data must be used in a right way to make health service industries successful. For managing and analysing the big data it’s important to have a good knowledge about the healthcare data complexity, framework, technologies for â€Å"big data analytics in healthcare industries†. 1. Healthcare complexity: -Analysing big data in healthcare is much more complex as compare to other industries, because the data of healthRead MoreBig Data And Cloud Solutions Essay1267 Words   |  6 PagesBig Data and Cloud Solutions Organizations have accumulated lots of data throughout the years and realized how they could use it for their benefit; this is where Big Data emerged. It has become a way for organizations to analyze data and use it to their advantage. 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Can You Truly Ever Escape - 2156 Words

Can you truly ever escape? In ancient times, the need to know what is to come can be best exhibited by exploring methods in which the Greeks answers their questions for the future. â€Å"This desire was interwoven within the everyday life of the ancient Greeks, derived from the numerous oracles which were prevalent in ancient Greece as well as from stories which showed the confidence that people of that era had in prophecies.† (Kane) Prophets and prophetesses played a significant role in Greek literature from the time of Homer. For instance, the mythological blind prophet Tiresias was an infallible source of information for the Greeks and appears frequently in Greek tragedy. The most memorable of his warnings was in Sophocles’ Oedipus the King, king of Thebes that he was the land’s pollution. The prophet Tiresias spoke the truth about Oedipus—â€Å"God within reckon that out, and if you find me mistaken, say I have no skill in prophecy†Ã¢â‚¬â€denouncing the tragedy, as the a ngry Oedipus begins his painful search for the truth about himself. However, the prophecy is Oedipus’s ultimate demise. Oedipus fought the limits of free will by ignoring social ques, and even disbelieving respected characters, but was never able to escape his fate. â€Å"The Concise Oxford English Dictionary defines fate as ‘the development of events outside a person’s control, regarded as predetermined by a supernatural power.’ This, therefore, would pose opposition to free will, defined as ‘the power of acting withoutShow MoreRelated Ednas Escape The Awakening Essay931 Words   |  4 PagesEdnas Escape The Awakening Edna’s Escape The ending of Kate Chopin’s The Awakening is both controversial and thought provoking. 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What is it like having your very soul poured out and sorted out into words on a page? What is that feeling? Traditionally, when I contemplate literature, I recall the beloved classics of William Shakespeare or Jane AustenRead MoreThe Awakening By Kate Chopin1656 Words   |  7 Pagesthese adjectives do not fairly denote who a hero truly is. Can you ever consider an outcast a hero?... living within the norms and ideas of society that may reject his/her own philosophy, an outcast that may just be eagerly fighting, both physically and mentally to convey what others cannot see. It’s time we realized that a hero can be derive from distinctive ideas or norms build within society, but the characteristic that one must contained to truly be derived or look upon as a hero†¦ is love†¦ theRead MoreA Child Called It : A Truly Touching And Inspirational Story Essay1579 Words   |  7 PagesA Child Called â€Å"It†- a truly touching and inspirational story that takes the reader on an emotional rollercoaster. Anger, shock, fear, and heartbreak are just a few of the emotions felt while reading the story of a young boy who fought for his life each and every day. David, the young boy facing unimaginable circumstances, did many things out of the ordinary for a child of his age but necessary in order for survival. 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Learning Team Skills and Assessment Paper Free Essays

In the University of Phoenix curricula GEN480 Capstone course, Learning Team C represents a somewhat diverse group of skills. Based on a matrix of categories including field of expertise, strengths, business skills, computer skills, and language, the four members of Learning Team C shared their self-assessment in each of these. It is interesting that there is a good complement of customer service, leadership, business acumen, computer skills, and even some additional foreign language skills. We will write a custom essay sample on Learning Team Skills and Assessment Paper or any similar topic only for you Order Now Patrice Davis – A strong customer service background with good listening and communication skills. Patrice is also team-oriented and has good basic computer skills. Cindy Jost – A member of management, Cindy has experience in the travel industry and in addition to leadership, lists communication, negotiation skills and software knowledge as strengths. Silvia Miller – Silvia represents the quality assurance management side of commercial banking. Her strengths are leadership, people skills, flexibility, software knowledge, and speaks three languages including fluent Portuguese. Mike Wray – Seasoned leader and manager with a focus on health care supply chain management. Mike brings experience in common-sense approach process improvement and good communication skills. He also has a good understanding of software and databases and their best application. The skill of these positions is a combination of personal strengths, business skills and computer skills. The personal strengths range from professionalism to social skills, from dependability to honesty, from ambition to understanding, and trustworthiness to leadership skills. From the examination of the skills listed it appears that the skill required in most functions listed is public speaking and presentation skills. Although public speaking always has been recognized in the business community, the online learning program does not incorporate this class into their curricula. Public speaking and presentation skills are essential in the management and leadership field. The student can overcome the fear of facing people, and can improve their communication skills. For instance, in a job interview, the interviewer judge the person based on their qualifications but also the ability to deliver a good public speaking session. For a college student the ability of deliver good public speaking session are also tested. Unfortunately, the clarity of the speaking skills cannot be heard because of the online learning environment. There are many things you can do to improve your public speaking skills: Preparation of the presentation: Good public speakers prepare the material to be presented. He or she will outline the presentation to have a clear view of what the speech is about. Also, they know their audience. Tell a Story: This is one of the best tools available to use to persuade other people. Use your voice effectively: To keep people interest about the story, a voice variation is important for instance the use of pause and voice excitement. Use your body: this is extremely important when communicating because you need to engaged your listeners. Another way through which a person can become more effective at public speaking is to become a member of Toastmasters International. â€Å"Toastmaster International is a nonprofit organization that offers a proven and enjoyable way to practice and hone communication and leadership skills† (Toastmasters, 2010). In fact, based on the description of experience and skills presented on the Team C Matrix, the team presented two consulting firms as potential employers. Consulting firms are a popular career choice for college graduates. As the need for specialized professionals in areas of business is growing so is the specialization of consulting firms. Three consulting firms that make a good match based on Team C’s skill set include Navigant Consulting a management firm, Pricewaterhouse Cooper LLP an accounting firm and Mercer LLC a firm specializing in human resources (List of Top Consulting Firms, 2010). The benefit for companies to hire a specialized consulting firms is to ensure a better delivery, quality and over all monitoring of their current project. Team C’s members bring a variety of skills to the hiring table. When searching for companies to apply to the goal is to finding the best fit base on experience and education. Navigant is a management consulting firm out of the greater Chicago area (Navigant Consulting, 2011). The team member that would best be employed with Navigant is Michael Wray. Based on his leadership skills and management expertise is a good fit here. Silvia Miller is the team member with a financial background so the best fit for this team member is a position within the firm of Pricewaterhouse Cooper LLP. Pricewaterhouse specialty is accounting (PWC 2011). Mercer is a company focused in Human Resources which is also part customer service (Mercer, 2011). This company has career paths that will meet the need of all Team C’s members but Patrice Davis and Cindy Jost would be the best fit here because of their customer service expertise. Some needed skills are a continual thirst for learning. Once a person stops, learning one also stops growing. Also can be a hindrance in the ability to be innovative and creative. This skill is sometimes obtained through company-sponsored classes, seminars, and incentives to attend and complete such company sponsored learning opportunities. Another needed skill is statistics and research design. This is researching in-house to define the research problem, find an answer by designing a study and the appropriate instruments. Coding, analyzing, reporting, and making recommendations on the discoveries of the defined problem is a part of research design. This skill is obtained only if the company sees this as an asset and important to the company. If the case, someone can be brought in who has experience in statistics and research design. Cross-cultural understanding is also a skill needed because in this economy more minorities are entering the workforce all the time. This skill is obtained through company sponsored cultural days or seminars. Possessing a business skill is a needed skill. Employees need to have â€Å"business savvy† a combination of technical training and interpersonal skills. This skill is obtainable by one receiving technical training and the teaching of good interpersonal skills, preferably during achieving education prior to entering the workforce. 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Microsoft Case Essays (1904 words) - Netscape, Netscape Navigator

Microsoft Case There have been many arguments and issues that have been raised with the controversy over Microsoft and the U.S. Department of Justices claim against Microsoft and its founder Bill Gates of monopolistic practices in bundling its internet browser Internet Explorer into its popular Windows computer operating system. By doing this, Microsoft would effectively crush its competitors (its main rival being Netscape Navigator), and acquire a monopoly over the software that people use to access the Internet. I recently heard a listener on NPR (National Public Radio) comment about the monopoly issue between Microsoft and the U.S. D.O.J. that Intellectual endeavors are vastly infinite and thus cannot be monopolized. I wonder if the person who said this has ever tried telling that to Bill Gates. More importantly, is such a statement true? Does computer software constitute an intellectual endeavor that cannot be monopolized? To answer this issue, an inductive argument can be applied to determine if Microsoft truly has a monopoly over the computer industry. To say that something is infinite implies that there is an endless supply of it. Is this the case in terms of the Internet and the software that is used to navigate or explore the Internet as the two leading Internet Browsers have been dubbed by their makers? The resources of the Internet may seem infinitely vast, but it is wholly finite. There is an abundance of information out there on the Internet that it seems unlikely that any one com pany or even a country like the U.S. could ever monopolize this vast data network. By the nature of how the Internet works and how information is stored and shared on the network, it is true that a monopoly cannot be held over the intellectual information stored within the Internet. On this point I will accede to the original authors claim that intellectual endeavors cannot be monopolized, but this is vastly different from the issue that stands before Microsoft and the U.S. Department of Justice. The question that must be distinguished is not if Microsoft will gain a monopoly over the Internet, but if it will acquire a monopoly on how people access the Internet. These two are wholly separate issues. This is not a question of control of intellectual information, but the means by which people gain *access* to that information. Even if the information provided by the Internet was infinite, the tools by which to get to that information is not. And thus a monopoly of the software to gain access to the Internet is very much possible. There are many corridors and keys that allow someone to gain access to the Internet. The real question here is whether Microsoft is seeking to widen its doors at the expense of others and at the same time seeking gatekeeper access to the Internet by seeking to obtain the only key that allows access to the Internet. A metaphor of this problem can be explained through a library building that has many entrances in which to reach the knowledge of books contained within. Is Microsoft seeking to close off the other entrances of other providers so that the only access is through its entrance? It would be very tempting to say yes, but that would be wholly unfair. Now that the problem and issue which is presented to us is clear, an examination of whether or not Microsoft is violating any anti-trust (anti-monopolistic) laws can now proceed. Before he installed Windows 95, John Dodge connected to the Internet using software from a Microsoft competitor, CompuServe's Internet in a Box. Not anymore. Windows 95 silently disabled a key piece of his setup and made it too difficult for him to reinstall it. Dodge was not a novice. He is senior executive editor of the trade journal PC Week and so had access to the highest level support engineers. Even software professionals learn to take the path of least resistance, in this case, the path leading to Microsoft. He has become a regular user of the new Microsoft Network, though he has trouble with its Internet features. Still, he believes Microsoft executives when they deny trying to gain market share by sabotaging competitors' software. He just wonders whether Microsoft has

Frogs Amphibian and Essays Research Papers

Frogs Amphibian and Essays Research Papers Frogs: Amphibian and Essays Research Papers Frogs are usually small animals that have smooth, moist skin, bulging eyes, and external eardrums behind the eyes; the adults lack a tail. Frogs have long hind legs, and most species can take long leaps. Many species also have webbed feet, making them excellent swimmers. Most frogs, especially males, are quite vocal. As the frog forces air through the voice box, or larynx, the vocal cords vibrate to make calls distinctive of its species. A much louder sound is produced by the males of species that possess vocal sacs, which swell enormously when the frog calls to attract a mate.... [tags: essays research papers] 413 words (1.2 pages) FREE Essays [view] Frogs - Frogs are needed for everyday life. They are part of pond life. Each animal is important because even in the pond, there is a food chain. Frogs are amphibians, animals that spend half of their lives under water, and remainder on land. The first frog appeared in the early Jurassic period about 200 million years ago. Frogs live on every continent except Antarctica, but tropical regions have the largest amount. Like all amphibians, frogs spend half their lives near water because they must return to the water to lay their eggs.... [tags: essays research papers fc] :: 1 443 words (1.3 pages) FREE Essays [view] Frogs - Frogs are amphibians in the order Anura. The order Anura is broken down into 22 different families of frogs and toads. Although they belong to the same order, frogs and toads are different in a lot of ways. Some of the more distinct differences are their skin and where they live. Frogs usually have smooth moist skin and toads usually have dry watery looking skin. Frogs spend most of their lives in or near water and toads spend more time on land. Amphibian means "double

Heres how to get that job, even if youre underqualified.

Heres how to get that job, even if youre underqualified. Typical job search wisdom says you shouldn’t send off resumes to jobs you know you just don’t have the qualifications to land. But there are some circumstances, especially in tech, where a job might be just beyond your reach, but still attainable if you know how to work what you have to its full potential. Here are a few strategies to help you craft a job-seeking persona that will help you shoot beyond your experience level. After all, if you’re trying to break into a new field, how is it possible for you to have 3-5 years experience anyway? Try these tips instead of writing off your ideal job as a lost cause.Showcase the skills you do have.You might not tick every box they seek, but it’s possible that you tick some boxes with more gusto than anybody else applying. Play up what you do have, and then take the focus away from their list and make your own list- you might have skills they didn’t realize they needed for their open position. Make a case t hat your unique combination of skills is actually even better suited for the job, and then go on to explain how and why.Focus on your potential.Even if you don’t have a specific knowledge base or set of skills, show you have the desire and potential to learn whatever you’ll need to know. Play up your motivation and drive. Emphasize the speed of your learning curve, and explain how quickly you acquired expertise in something previously. Don’t just tell them you’ll hit the ground running and pick up what you don’t have on the fly. Show them how you’ve done this throughout your career.Fill in your gaps.Use your cover letter to provide context for whatever skills and experience you lack, and as a way of smoothing over the holes they might see in your resume. Make an upbeat, short-but-sweet case for why they ought to give your resume, despite its holes, a second look. Be honest. You’re not a perfect candidate, but you might just be the per fect person for the job.Hold the recruiter’s hand.Don’t just slap down the bare facts of your skills and experience and hope whoever reads your resume is trained to read between the lines and construct your ideal candidacy for you. Connect the dots for them. Synthesize everything into one big picture for them. Make it clear- in your cover letter, on your resume, and in the interview.Stay positive.In your honesty, stay away from negative language like â€Å"I don’t know†¦Ã¢â‚¬  â€Å"I’m not qualified to†¦Ã¢â‚¬  or â€Å"I’ve never done†¦Ã¢â‚¬  Frame things with a bit more optimism, like: â€Å"I’m eager to explore†¦Ã¢â‚¬  â€Å"I’d love to work on†¦Ã¢â‚¬  etc. Be aware of what you don’t know and don’t have going for you right now, but also make it clear that you are conscious of what you lack and are eager to do what needs to be done to get up to speed.When in doubt, ask.If you’r e on the fence and not sure whether to throw your application into the pile, send a quick email off to the recruiter asking them to clarify what they mean by â€Å"proficiency in _____.† It will save both parties time and energy in the end.Give them what they don’t even realize they want.If you want it badly enough and have the drive and guts to go for it, you’re halfway there. Concentrate on showing your passion and tenacity. The rest, unless you’re way off the requirements mark, can usually be learned on the job with enough work behind the scenes. Show the proper level of excitement, demonstrate how close you are to being their ideal, and let them see just how hard you’ll work to get up to speed.

Importance of Effective Communication Essay Example | Topics and Well Written Essays - 1000 words

Importance of Effective Communication - Essay Example Effective communication is important for a successful relationship among peers. Effective communication leads to a better interpersonal role and through this approach a person can gain popularity and will be able to motivate or influence other people. How can the quality of communication be judged This is rather simple if we take the written modules in consideration. That is how well the author has related the matter to the subject. In the verbal context it is a bit different. Having a strong vocabulary is just not enough for becoming a good communicator as while delivering a message directly words are just about 7% effective, the tone is around 38% effective and the rest is judged by the nonverbal cues given by the speaker. This is why a gloomy dialogue expressed by a charismatic personality is of more importance as compared to a strong statement made in an in-effective tone. Strengths regarding communication in my context are that I am easy going and fain familiarity with other ind ividuals quite quickly as I am more affable. My strengths are that I can easily manage groups due to my understanding and simple use of language. My point is based on cogency as I prefer no hesitation in delivering my point of view and another important point about good communication is that let the speaker finish and then cite your view. This also improves upon communication prospect and the person utilizing this is considered a good communicator. Nonverbal communication The other fact that can be related to better communication is the ability to handle the kinesics and the non-verbal cues. Non-verbal cues include eye contact, body movement and postures, and most of all the tone of delivery. I believe that good eye-contact entails one as being a better communicator and it is vital if delivering strong messages and in-person contact. Keeping a measurable distance from the interacting person is a good approach and it is regarded as a good conduct in many cultures. But one is not to s tand too far as it shows the avoidance factor. People like to free up space in between themselves and the present environment so that they can produce their messages more effectively and easily. My case is that I am able to convey my message without the need of personal space. The personal space does not influence my mode of message delivery. Dynamic Non-verbal factors of Communication Next I would like to introduce the dynamic non-verbal factors. These include eye graze, body movement with regard to the statement, gestures, paralanguage and time frame. What I mean by body movement with regard to the statements is the point that your body should act in accordance with your message delivery. If you are delivering a message regarding something that has increased then the arm movement should (if required) should be 'raising the level'. Similarly eye contact is of prime importance and the ability to understand this feature is also of much substance. This can lead to the avoidance of man y undesirable consequences. Message Delivery I think that denying someone's message is a wrong act as we should try to convince him in such a way that he himself identifies the consequence. Saying 'NO' is something that is regarded as bad in the context of effective communication.

Is technology an invasion of privacy Essay Example | Topics and Well Written Essays - 1250 words

Is technology an invasion of privacy - Essay Example The development of science in equipping the authority with methods of spying is not expected to end with wiretapping. Brand eisprescient and haunting words evidently apply nowadays, as the mark between science fiction and science is incessantly redrawn. This paper will show how technology is an invasion of privacy. Contemporary technologies for amassing personal information that surpass the physical, freedom enhancing restrictions of the ancient means are relentlessly appearing. They prod more deeply, extensively and quietly than traditional techniques, transcending obstructions (whether distance, walls, darkness, time or skin) that historically sheltered personal data. The boundaries that have defined as well as given authenticity to social groups, systems and the individual are progressively permeable lacking special validity. The influence of private and governmental organizations to coerce disclosure (whether centered on circumstance, technology, or law) and to collect, analyze a nd disseminate personal data is growing swiftly(Lyon& Zureik 45).The world is converting into a transparent community of record in that documentation of the history, present identity, location, physiological and communication, and psychological behavior and states is more and more possible through technology, and people’s privacy is no longer private. With extrapolative DNA and profiles, there are even alleges to being able to see individual futures. Collection of information often ensues invisibly, remote and automatically-being fabricated into routine undertakings. Awareness and unpretentious approval on the involvement of the individual might be lacking. The extent of personal data collected is increasing. Fresh technologies hold the capacity to disclose the unknown, unseen, withheld or forgotten. Like the unconscious or the atom discovery, they reveal tads of reality, which were previously concealed, or did not encompass informational clues. Individuals are in a way turne d inside out (Foucault 23). To be living as well as a social individual is to give off inevitably signals of continuous information-whether into the mode of heat, motion, pressure, brain waves, cells, perspiration, olifacteurs, sound, garbage, or waste matter, and more acquainted forms, for instance, visible behavior and communication. These fragments are awarded new connotation by modern surveillance technologies, thereby invading peoples’ privacy. In a value-added, hotchpotch process, machines (regularly with only a slight aid from their support system) may discover significance in combining and surfacing heretofore futile data (Lyon& Zureik 45).The proportion of what persons know concerning themselves (or are able to know) vs. what experts and outsiders can know about them has budged away from the person. Data in varied forms from extensively separated geographical regions, establishments and times can be certainly merged and examined. In comparatively unrestrained fashion , fresh (and old) establishments are capturing, merging and vending this data, or placing it to unique internal usages (Laudon 90). Technology is an invasion of privacy through the fresh information technologies that encompasses larger issues concerning the multifaceted inter-relations of society and technology;

Secretors And Non Secretors In Human Population Biology Essay

Secretors And Non Secretors In Human Population Biology Essay Human population can be categorized into secretors and non-secretors. They are categorized on the basis of presence or absence of the blood group antigens (A, B and H) in the body fluids and secretions, such as saliva, sweat, tears, semen, serum, mucus present in the digestive tract or respiratory cavities etc. Secretors are individuals that secrete blood group antigens in their body fluids while non-secretors are the individuals that do not secrete them in their body fluids and secretions. It is a known fact that ABO blood type is controlled by blood type coding genes present on the chromosome 9q34 but the secretor status of an individual is decided by interaction of a separate gene (called secreting gene) with these blood type genes. The presence of the secreting gene in a persons genome makes him a secretor and absence makes him a non secretor. The gene is designated as (Se) for Secretors and (se) for Non-secretors and it is entirely independent of the blood type A, B, AB or O. The individuals secreting antigens in the body fluid are designated as ABH secretors in blood banks. Individuals having O blood group secrete antigen H, A blood group secrete A and H antigens, B blood group secrete B and H antigens in the fluids. A secretor gene helps a person to gain a degree of protection against different environmental conditions especially the micro flora of a particular environment and also the lectins present in them. It helps them in promoting the growth of friendly, stable blood type intestinal bacterial ecosystem which depends on the blood type antigens present in the mucus of an individual. Secretor status does alter the carbohydrates present in the body fluids and their secretions and hence it also affects and influences the attachment and persistence of the micro flora present in the body. Secretors are at a higher advantage than non-secretors. Non-secretors have a potential health disadvantage. They possess many metabolic traits such as carbohydrate intolerance, immune susceptibilities. Different tests are available for determining an individuals secretor status. Most common test uses saliva or other body fluids of an individual for testing the secretor status. These tests are based on the princi ple of Agglutination Inhibition where the antigens are neutralized by the corresponding antibodies so that these antibodies will not be further be available to neutralize or agglutinate the same antigens residing on the red blood cells. ELISA could also be used for determining the presence of the secreted Lewis antigens in the saliva or other body fluids. Statistics Series, Place Reference Number Tested % Secretor % Non-secretor Frequency Frequency Negroes,New York (5) 178 61.2 38.8 0.38 0.62 Danes,Copenhagen (6) 263 74.0 26.0 0.49 0.51 Japanese,Japan . 424 75.7 24.3 0.51 0.49 Germans,Berlin (7) 363 78.0 22.0 0.53 0.47 Poles,Poland (8) 88 79.4 21.6 0.54 0.46 Whites, New York (9) 74 82.4 17.6 0.58 0.42 Finns, Helsinki (10) 196 86.3 13.7 0.63 0.37 American, Indians,New Mexico (11) 69 98.5 1.5 0.88 0.12 American, Indians, Utah (12) 79 100.0 0 1.00 0 The alleles Se and se differ in the frequency and have an anthropological value. They occur in different frequency in different populations. They have a high frequency in the American Indiana and a low frequency in the southern Indians. In US 20% of the population is secretors whereas 80% of the population consist of non-secretors. The fusion allele of the FUT2 (secretor type alpha(1,2)-fucosyltransferase) gene at a high frequency and a new se385 allele in a Korean population SECRETOR AND NON-SECRETOR A person secreting blood group antigens into the body fluids and other secretions like saliva, semen, tear, mucous in the digestive tract and respiratory cavities are named as secretors. In similar terms they put their blood type antigens in the body fluids. They secrete antigens according to their blood type, A secrete antigen A and H, B secret antigen B and H, O secrete antigen O and AB secrete A, B and H antigen. Secretors expresses Lewis b (Leb) antigens on the RBC where as non-secretor expresses Lewis a (Le a) on their RBC.These antigens in the body fluids give additional protection to the individual against the various microorganisms and the lectins present all around us. 15- 20% of the population consists of non-secretor. These individual fail to secrete the blood group antigens in their body fluids hence they become susceptible to bacterial and superficial yeast infections. A large no of them sometimes also suffer from the autoimmune disorder. This could also be correlated with the secretor and non-secretor phenotype. The body secretions of secretors and non-secretors differ quantitatively and also qualitatively. The type and quantity of the antigens present in it differ among different individuals. In some cases the non-secretors may contain the A and B antigens in the saliva but the quantity is less and even quality is very low hence they have similar functional problem. There are certain properties which are specific for secretors and differ in non-secretors. Some are listed below: Intestinal alkaline phosphatase activity ABH secretor correlates the activity of alkaline phosphatase and serum alkaline phosphatase present in the intestine. Non-secretors have low activity of alkaline phosphatase and serum alkaline phosphatase which is responsible for the breakdown of fat and assimilate calcium. Low molecular weight alkaline is present in both secretors and non-secretors and high molecular weight alkaline phosphatase is present only is secretors. Bacterial flora The ABH blood types influence the population of bacteria residing in the local vicinity of the gut mucin glycoproteins. Bacteria produce enzymes that have the capability to degrade the terminal sugar of ABH blood type antigens and which are consumed as food by them. The B antigen degrading bacteria produce enzyme to detach the terminal alpha-D-galactose and A antigen degrading bacteria produce enzyme to detach N-acetylgalactosamine which are used as a source of food by them. Blood clotting The secretor and the ABO genetics influence each other and influence the variance of the plasma concentration of vWf upto 60%. Raised levels of factor VIII and vWf may cause thrombotic and heart disease in future. Secretors have the slowest clotting time, thinnest blood, least tendency of platelet aggregation, low amount of factor VIII and von Willebrand factor (vWf). The non-secretors have highest clotting time, thick blood, high amount of factor VIII and von Willebrand factor (vWf) and low bleeding time. The blood viscosity is also influenced by the secretor phenotype. Lewis Phenotype Clotting Characteristics Le (a- b-)  Ã‚  highest activity of factor VIII and vWf Shortest bleeding times (especially in A, B and AB) Le (a+ b-) intermediate activity Shorter bleeding times (especially for O) Le (a- b+) lowest activity of factor VIII and vWf Longest bleeding times (especially for O) Lewis Blood Type and Clotting Factors Immunoglobulin levels ABH non-secretors have low levels of IgG immunoglobulin. The secretion of different concentration of different components of the blood group substances is controlled by the secretor gene and it also affects the phagocytic activity of the leucocytes which provides an added advantage to the non-secretors. The leucocytes of the non-secretors possess a greater ingestion power when compared to the secretors. The O and B blood group non-secretors have the highest phagocytic activity. The presence of level of anti-I in the serum of an individual is affected by the ABO group, secretor status and sex of the individual. The secretors females have a high level of anti-I in the serum as compared to the males. The non-secretor have low levels of IgA and IgG antibodies and hence have frequent problems with the heart valve. Genetics and Biochemical pathways The secretion of the blood group antigens in the body fluids and other secretions are genetically influenced by certain allelomorphic genes. Secretor gene contains two alleles Se and se. Se is dominant and hence is present in the homozygous or heterozygous condition in the secretors which lead to the secretion of antigens into the body fluids. se is recessive allele and is present in non-secretors in the homozygous condition. SeSe and seSe produces a dominant secretor phenotype and sese produces a recessive non-secretor phenotype. Basically three genes are responsible for the formation of the A and B antigens. They are namely ABO, Hh, and Sese genes encoding glycosyltransferases which produces the A and B antigens. H antigen present in the individual with O blood group is the precursor for the formation of A and B antigens. H antigen act as a backbone on which the A and B antigens are built up. The O gene is considered as amorphic. The allele Hh and Sese reside on each locus and are closely linked together. It is also suggested that one of the allele has arisen by the gene duplication of the other. The H allele is responsible for the production of H antigen on which antigen A and B are built. The second allele on the same locus is really rare. The product related to this allele hasnt been discovered yet and hence it is considered as amorph. The oligosaccharide responsible for the formation of the A and B antigen can exist in a simple linear fashion or a complex branched fashion. Infants A, B and H antigens contain high amount of linear chained oligosaccharide whereas oligosaccharides present in an adult contain high amount of branched chained oligosaccharides The A and B antigen is synthesized from a common intermediate known as substance H. The conversion is carried out by the addition of a sugar molecule to the non reducing end of the H oligosaccharide chains. This addition affects the reactivity of H antigen. The ABH substances are secreted in the Urinary respiratory tract, gastrointestinal tract by mucous glands residing there. The secretor gene regulates the synthesis of blood group antigens in the superficial glands of gastric and small intestinal mucosa. The secretors and non-secretors produce A and B substances which are basically glycoproteins in pylorus and Brunners glands and produce A and B substances those are soluble in alcohol and glycosphingolipids in nature. The secretors also produce ABH substances in the prostate and lactating mammary glands. The secretion of breast is rich in H substance but poor in substance A and virtually absent in substance B. The synthesis of these substances in the exocrine acini of pancreas and secretory cells of sweat gland is not controlled by the secretor gene. The blood groups substances were also detected in the collecting tubules and calyxes of the secretors but it could not be concluded that whether they are produced by the kidneys or are generally excreted. These secretions were noticed in the eight to nine weeks old salivary glands and stomach and later it appears throughout the gastrointestinal tract. Glycosphingolipids carrying the A or B oligosaccharides are present on the membranes of RBCs, epithelial and endothelial cells and are also present in the plasma in the soluble form. The glycoproteins carrying the similar A and B oligosaccharides are responsible for their activity in the body fluids. In the body fluids they are present in the secreted form. The A and B oligosaccharides which do not contain the carrier proteins are present in the milk and urine. The chromosome 19 containsFUT 1 and FUT 2 genes which code for fucosyltransferase. FUT genes numbered from 1-7 and form clusters which are responsible for the production of enzymes called as fucosyltranferases. The cluster is located on chromosome 19q13.3. Fucosyltranferase helps in the formation of fucose moiety which is added to the H antigen and further gylcosylate the A or/and B antigens. H antigen is a basic blood group antigen present in each and every human being but the content varies in different individuals of the same ABO group. A general pattern indicates that its strength varies as O>A2>A2B>B>A1>A1B. Water soluble H antigen has been demonstrated in the saliva and the body fluids of the individuals.H antigens are fucose containing glycan units which are present on the glycolipids or glycoproteins residing on the erythrocytes membrane or in the secretions. The fucosylatedglycans are the substrate for the enzyme glycosytransferases that are responsible for the formation of the epitopes for A, B and Lewis blood group antigens. Secretors contain both the alleles whereas non secretor contains the null allele for FUT2 gene. The FUT 2 gene codes for fucosyltranferaseenzyme in the exocrine tissues which lead to formation of antigens in the body secretions and body fluids. The A and B genes produce glycosyltranferase that add sugar to oligosaccharide chains that is converted to H antigen. The H antigen are constructed on the oligosaccharide chain. The oligosaccharide chains could be of two type : Type 1 and type 2. 1 carbon of the terminal 6-carbon sugar b-D-galactose (Gal) is linked to the number 3 carbon of subterminal  N-acetyl-glucosamine  (GlcNAc) in Type 1 chains and to the number 4 carbon of GlcNAc in Type 2 chains. The glycosphingolipids present in the plasma and on the membranes of glandular and parenchymal cells and glycoproteins present on the cell surfaces or body fluids carry either the type 1 or type 2 chains. The glycolipids antigens present on the RBC contain type 2 chains. A gene-specifies N-acetyl-galactosaminyl-transferase and the B gene-specifies galactosaminyl-transferase and add   GalNAc   and  Gal   respectively in alpha (1-3) linkages to the same Gal which is acted on by the H gene transferase. The H gene produces fucosyltransferase that add fucose to the terminal Galactose molecule of type 2 chain. It forms an alpha (1-2) linkage. A and B antigens are constructed when the A and B transferases attach respective sugars to the type 1 or type 2 chain substituted with Fucose. The A alleles encode UDP-GalNAc: Fuc alpha1->2 Gal alpha1->3 N-acetyl-D-galactosaminyltransferase (alpha 1->3 GalNActransferase or histo-blood group A transferase). The B alleles encode UDP-Gal: Fuc alpha1->2 Gal alpha 1->3 galactosyltransferase (alpha 1->3 galactosyltransferase or histo-blood group B transferase). O alleles encode proteins without glycosyltransferase function The secretor gene FUT2 located at 19q13.3 and codes for the activity of the glycosyltransferasesin concert with the FUT1 gene coding for H antigen, needed to assemble both the ABO and Lewis blood groups.They are active in places like goblet and mucous gland cells which interact with each other and lead to secretions of antigens in the fluids. The expression patterns of both the genes are different. The FUT1 (H) gene is dominantly expressed in the erythroid tissues which lead to the formation of the H enzyme whereas the FUT2 (secretor) gene is expressed in the secretory tissues and lead to the formation of secretor enzyme. The product of the H enzyme or H gene resides on the erythrocytes and product of secretor gene resides on mucins in secretions. If an individual lack these alleles, he/she will not be able express the above active enzymes therefore they would lack the substrates for the A or B glycosyltransferases and hence they would not express the A and B epitopes. Relationship of ABH Secretor status and Lewis system Lewis typing is sometimes used for the de facto determination of the ABH secretor status. The production of Lewis antigens is genetically controlled. Individuals possessing the Lewis (Le) gene would produce the Lewis antigens which are carried in the plasma by different substances and are absorbed onto the Red blood Cells present in ones blood. The ABO determinants and H/h blood groups determinants are structurally related to Lewis blood determinants. FUT1 provide the glycans for glycosyltransferases which convert Lewis antigen to ABH antigens. FUT2 allele is expressed in the secretor and is responsible for the expression of type1 H determinant. The secretors convert their Lewis a antigen to Lewis b therefore they are (a-b+) and the non-secretor are (a+b-) as they lack the FUT2 responsible for glycosyltransferase which could convert Lewis a antigen to Lewis b antigen. Lewis (Le) gene and Secreting (Se) gene interact with each other. Initially Lewisais formed and if Se gene is absent in an individual the Lewisa substance is absorbed on the RBC and the individual is typed as Lewisa but in secretors the Se gene controls the activation of the H gene which causes addition of an additional sugar to Lewisa which convert it to Lewisb. Secretors contain both Lewisa and Lewisb in their plasma but absorb Lewisb preferentially on the red blood cells and the individual is typed as Lewisb. Hence we could interpret that presence of Lewis gene would type an individual as Lewisa positive or Lewisb negative or vice versa. An individual could not be positive for both. A person containing both Lewis gene and Secreting gene are typed as Lewisa negative and Lewisb positive whereas a person having the Lewis gene but not the secretor gene is typed as Lewisa positive and Lewisb negative. Individual who does not have Lewis gene regardless of secretor gene is typed as Lewisa negative and Lewisb negative. Note: Lewis Double Negative (LDN) is a sub type of non secretors but Lewis typing cannot be used for them to determine the ABH secretor status. Detection methods The presence and absence of the antigens in the body fluids could be detected by Agglutination Inhibition and Lewis typing. Agglutination Inhibition test could be divided into two parts:- Part I Antibody Neutralization: To determining ones secretor status, the saliva of the individual is mixed by the antiserum (Anti-A, Anti-B or Anti-H) available commercially. In secretors the soluble substances i.e. blood group antigens will react with the antibodies present in the antiserum and will get neutralized. Part II Agglutination Inhibition: The bed blood cells obtained commercially are added to the test mixture. In secretors agglutination of the RBC do not take place as no free antibodies are available to agglutinate them. All the antibodies have reacted with the soluble antigens present in the saliva whereas in non-secretors agglutination would occur upon addition of the RBC as no blood group antigens are present in the saliva so antibodies present in the antiserum are not neutralized and hence would be free to react with the test RBC cells which are added to the test mixture. Hence agglutination is a negative test for secretor status and positive test for the non-secretor status. Note: Anti-H lectin containing phytohaemagglutinin virtually specific for human RBC. Thirteen Cucurbitaceaespecies have been investigated for the anti-H activity present in their seed lectins. Lectins has been extracted and purified from Ulexeuropaeus seeds. It could be used to demonstrate the H secretor status of blood group O individual and also for subgrouping the blood group A individuals. Lewis typing: Individuals carrying the Lewis gene produce Lewis antigens that are carried by the plasma and are also adsorbed on the red blood cells. Lewis antigens do not reside only on the red blood cells. Initially the gene gives rise to Lewisa. If Se gene is present it activates H gene which interact with the Lewisa and add a sugar to Lewisa and hence get converted it to Lewisb. Both Lewisa and Lewisb in present in the plasma of the secretors. If the Se gene is not present then the Lewisa substance is adsorbed on the red cells and individuals are typed as Lewisa. The secretor status of an individual could be determined with help of Lewisa and Lewisb antibodies mixed with an individuals saliva and observing the agglutination macroscopically. Disease Susceptibility among Secretors and Non-secretors Digestive system Non-secretors are more prone to the diseases caused by the oral bacteria in the digestive system of an individual. It includes ulcers, celiac diseases gastric carcinoma pernicious anemia etc. It could lead to dysplasia or increase in the number of cavities present in the digestive tract. Non-secretors are less resistant to the infection caused by Helicobacter pylori which could lead to the formation of peptic and duodenal ulcers. It could easily colonize and cause inflammation in the non-secretors. The non-secretors lack the blood group antigens in the mucus secretions therefore H.pylori attach to the walls of the digestive tract and cause infection. The secretors have a tendency to secrete free ABH antigens in their intestinal secretions which effect the bacterial and lectins adherence to the microvilli present in the gut. The secretors produce these antigens and act as a competitive disadvantage from preventing H.pylori attachment. These antigens act as a decoy in the secretors whi ch prevent them from attaching with the host tissues. The non-secretors also show a lower IgG immune response to the H.pylori. They have excessive rate of bleeding, perforation and development of stomach ulcers but correlation between these complications and the secretor status have not been documented yet. The non-secretors are not able to turn off the digestive enzymes and hence they produce large amount of enzyme pepsin and hence are more prone to duodenal ulcers. 50% of the duodenal ulcers are present in non-secretors. 30-40% of group O individuals are affected by the duodenal ulcers and 15- 20 % are affected by the gastric ulcers. They act as a multiplicative risk factor with the gene coding for hyperpepsinogenemia I which impact in the risk of duodenal ulcers. Group A individuals have a higher tendency of having gastric cancer and pernicious anemia. Statistics shows that 20% of the group A individuals are affected by gastric cancers and 25% are affected by the pernicious anemi a. Oral pathology The non-secretors are more prone to oral diseases like mouth and esophagus cancer, epithelial dysplasia etc. They have more cavities than secretors. Diabetes The ABH non-secretors and Lewis negative (Le a-b-) individuals have a high risk of developing insulin dependent diabetes or complications arising from diabetes. Secretors with juvenile diabetes have a low chance of developing retinopathy. The ABH non secretors which are affected by insulin dependent diabetes mellitus the mean level of C3c and C4 is lower as compared to ABH secretors. Metabolic Syndrome X The Lewis negative men are predisposing to syndrome X and prothrombic metabolism. They have high levels of BMI, SBP, triglycerides and low rather fasting levels of serum insulin and plasma glucose. This relationship is not true for women and is only applicable for the men. Respiratory System   Secretors have an added protection against the harmful environmental assaults directed towards our lungs and as usual non-secretors have a health disadvantage. They are over represented among the people suffering from influenza viruses A and B, rhinoviruses, respiratory synsytial virus and echinoviruses. The secretors who are miners or smokers do receive a protection against the disastrous effects of the cigarette smoking. Asthma is very common among the individuals working in the coal mines. Upon research it was concluded that asthma among them is also related to the non-secretor phenotype present in them. The non-secretor has a tendency to snore and are more prone to COPD (Chronic Obstructive Pulmonary Disease). Heart disease The ABH non-secretor phenotype have a high risk of developing myocardial infarction and Lewis negative individuals have a high risk of developing chronic heart disease (CHD) and also ischemic heart disease (IHD). They contain high levels of triglycerides. Alcoholism has a positive interaction with the Lewis negative individuals. Alcohol consumption is protective in these individuals. Autoimmune Disease   Autoimmune disorders such as ankylosing spondylitis, reactive arthritis, psoriatic arthropathy, Sjogrens syndrome, multiple sclerosis, and Graves disease are more prone in non-secretors. The ABH non-secretors affected with graves disease produces high levels of antitubulin antibodies as compared to secretors and are unable to produce the water soluble glycoproteins in the saliva. Fetal Loss and Infertility ABO antigens are also found on the sperm of the secretors. These are obtained from the seminal secretions present in them. ABO incompatibility could exist between the wife and husband if could affect the fertility of an individual. This issue has not been properly studied and is therefore under research. Rheumatic Fever The secretors and group O individuals are resistant to Rheumatic fever and more number of cases have been recorded in the non-secretors. Secretor status could also determine whether the rheumatic fever would be followed by streptococcal pharyngitis or not. Neisseria species The non-secretors who do not produce water soluble antigens in the saliva are at the risk of getting infected by Neisseria meningcococcal disease. The immune capabilities of the secretor provide a relative protection in the secretors. The ABH non-secretors produce low level of anti-meningococcal salivary IgM antibodies which provide protection to the secretors against the microorganism. Candida species Non-secretors are barriers of candida species and therefore are frequently affected by the candida infections. The glycocompounds secreted by secretors in the body fluids inhibit adhesins present on the yeast which are responsible for their adhesion with the body tissues. This leads to the development of the chronic hyperplastic Candidiasis. Statistics shows that 68% on the non-secretors are affected by chronic hyperplastic candidiasis. Non-secretor women are affected by recurrent idiopathic vulvovaginal Candidiasis. An individual with a combination of non-secretors and absence of Lewis gene are at relative risk of developing recurrent idiopathic vulvovaginal Candidiasis. Tumor Markers The individuals with inactive Se (se/se) alleles and homozygous active Le alleles (Le/Le) allele have a highest mean value of CA19-9 tumor marker. The Lewis negative individuals irrespective of Se genotype have negative values for CA19-9. The Lewis negative individuals have higher mean value for DU PAN-2 as compared to Le-positive individuals. We can conclude that CA 19-9 marker is not an appropriate tumor marker for Le-negative individuals but DU-PAN-9 is an appropriate tumor marker. Bacteria Urinary Tract Infections Non-secretors are at a higher risk of getting recurrent urinary tract infection (UTI) and renal scars as compared to secretors. This susceptibility is higher among negative Lewis subset. Statistics of a study done on women affected with recurrent urinary tract infection stated that 29% of the non-secretor women were affected by UTI and 26% of Lewis (a-b-) women were affected by the UTI. The non-secretor phenotype and blood group B and AB phenotype work together to increase the risk of UTI among women. Women and children suffering from renal scarring with and without the antibiotic treatment for UTI are prone to UTI and pyelonephritis. 55-60% of non-secretors develop renal scars and 16% on secretors develop renal scars. C-reactive protein levels, erythrocyte sedimentation rate and body temperature are higher in the non-secretors that in secretors with recurrent UTI. Conclusion It concludes that there exist a statistical association between the individuals blood-group secretor phenotype and the diseases they are susceptible to. So knowing your secretor status is advantageous as we can use the nutritional supplements more intelligently and effectively. It also makes us aware of the diseases, illness and metabolic dysfunction we are prone to, difference in the levels of intestinal alkaline phosphatase activity, propensities towards blood clotting, tumor markers and different ingredients of breast milk so that we can manage them before hand and would be prepared for them in the near future.