University of Maine at Augusta Admissions Costs More

Lic of India Free Essays

India’s Leading BFSI Companies 2008 Life Insurance Corporation of India Yogakeshema, Jeevan Bima Marg, P. B. No. We will write a custom essay sample on Lic of India or any similar topic only for you Order Now 19953, Mumbai – 400021, Maharashtra Tel: 91 22 66598547; Fax: 91 22 22817253; Email: co_hrdod@licindia. com; Website: www. licindia. com History Life Insurance Corporation of India (LIC) was formed in Sep 1956 after the Parliament of India passed the Life Insurance Corporation Act in Jun 1956. The company was created with the objective of spreading life insurance more widely, especially to reach all the insurable people in the rural areas and provide them with adequate financial cover at a reasonable cost. Apart from its corporate office, LIC had five zonal offices, 33 divisional offices and 212 branch offices in 1956. The nature of life insurance contracts being long-term coupled with the need to provide a variety of services during the term of the policy, LIC re-organised itself by opening a number of new branch offices. After its re-organisation, servicing functions were transferred to branches which were converted to accounting units. other cities. LIC has also launched Satellite Sampark offices in order to provide easy access to its policy holders. The company had 340 such offices as on Mar 2008. LIC also provides housing finance through LICHFL. It has also formed an asset management company known as LICMF AMC. The corporation has also extended its operations to the international arena; through various JVs and subsidiaries it operates in as many as nine countries. T S Vijayan Chairman DB D-U-N-S ® 65-005-6716 IRDA Registration No Business Segment Life Insurance Key Information (As on Mar 2007) Total Income (Rs mn) NPE (Rs mn) Policy Holders Branches Employees Agents No of Policies Issued No of Claims Received No of Claims Settled Solvency Ratio (%) Management Chairman T S Vijayan Managing Directors D K Mehrotra Thomas Mathew T A K Dasgupta 1,744,405. 7 1,277,822. 6 212. 6 2,048 113,710 1,103,047 38,229,292 13,257,345 13,258,205 1. 50 512 Products Services LIC offers a wide array of insurance products to its customers such as insurance plans, pension plans, unit-linked plans, special plans and group scheme. During FY08, the company introduced certain new products such as Profit Plus, Fortune Plus, Jeevan Akshay, Jeevan Amrit Amulya Jeevan. As of Mar 2007, total number of agents of the company stood at 1. 1 mn while the total number of policies issued was 38. 2 mn. The premium earned by the company reported a growth of 41% in FY07 when compared to the previous year. During the year, the company insured 34. 28 mn individuals for the first time, taking the ratio of first insurance to total business to 89. 61% for number of policies. Operations As on Mar 2008, LIC had 2,048 fully computerised branch offices, 109 divisional offices, eight zonal offices apart from its corporate office. LIC’s network connects all the branches through wide area network. The company also has tie-ups with certain banks and service providers to offer on-line premium collection facility in select cities. Besides, ECS and ATM premium payment facility to its customers, the company has also commissioned IVRS and information centres at Mumbai, Ahmedabad, Bangalore, Chennai, Hyderabad, Kolkata, New Delhi, Pune, amongst Key Highlights †¢ †¢ †¢ †¢ †¢ †¢ 97. 11%ofmaturityclaimsaresettledonorbeforetheduedate. InFY08,LIChassettledover13. 9mnclaims,amountingtoRs372. 06bn. ThetotallifefundofLICstoodatRs6866. 16bnasonMar31,2008. ThetotalnumberofIn-Forcepolicieswasover233mnasonMar31,2008. AsonMar31,2008,LIC’stotalassetsvaluedatRs8038. 2bn. TotalincomeincreasedtoRs2063. 6bnbytheendofFY08,showingagrowth rate of 18. 3%. 137 How to cite Lic of India, Papers

Human Resource Practice Management

Questions: 1. Produce an outline of a half-day training programme (off-the-job) focusing on customer care first and employee values at the heart of excellent customer service? The half-day programme should include relevance to training needs analysis, your key targeted aims, learning objectives, outcomes, timings, activities, assessment and a training feedback evaluation form. 2. Explore and produce at least three on-the-job training initiatives, and show how they ensure transfer of learning takes place and help improve the business?3. Explain and provide reasons on your chosen method and type of learning and development programme by focus on the following points? I. Explain why learning theory and styles are an important part of this process?II. What are the key advantages and disadvantages of the training and development methods you have proposed?III. Provide the process in how you will evaluate the training programme and who needs to be involved? Answers: A. Objective of the Half Day Training Program Outcomes of the Half Day training program Timings Activities Assessment The company has been planning to do a training program focusing on customer care first and the employee values at the heart of excellent customer service (Armstrong 2009) The employees must focus on the customer care at first and thus the employees are required to enhance their provided service to them. The feedback from the customers after conduction of the half day training program will evaluate the outcome of the training program (Beardwell and Claydon 2010) The company must arrange the training program at a convenient place as well as time. As the company has 30 stores nationally, it is important to arrange the meeting in a convincing way (Boxall and Purcell 2011) Proper demonstration of the training objective, power point presentation and a small question-answer round must be included in the training process The provided service to the customers and their feedback will assess the success of the training program. The customers would be requested to give feedback on perceived service from any of the One Pound Opium stores and based on the feedback, the assessment would be done Bradford (2012) has said that a systematic approach to a training program is comprised of some of the systematic steps that come one after another. Bradford (2012) has described this as a rational approach that tends to start from identifying the goal and the aim of the association and after some definite stages, it concludes at the implementation of the exercise programs (Baxter et al. 2013). Therefore, in this case, it is important to plan a training event for One Pound Emporium Company. First Stage: Aim of the Company The aim of the One Pound Emporium Company is to have a dominating market position in the marketplace with the help of the innovative and the capable advertising and the price minimization process. To attain the aim of the company, the organization wants to create a wide-ranging manufactured goods line as well as the successful cost manufacture (Callahan 2012). Second Stage: Setting up the Training Requirements In this particular phase, the Corporation, One Pound Emporium has identified that the production worker, as well as the marketing agent, must be more efficient. If they are not efficient enough, it is hard for the company to achieve the organizational goal (BPP Learning Media 2010). Therefore, the top management of One Pound Emporium has decided to conduct completely two dissimilar tuition actions for the two subdivisions individually (Callahan 2012). Third phase: conniving the Training Strategy The Corporation One Pound Emporium has intended a well affectionate tuition scheme for the production department workforce and the workers. The major aim of this program is how the production can easily run in a proper as well as cost effective manner so that the company can easily witness the fast growth (BPP Learning Media 2010). Apart from the production department, the company has designed an effective lecture method and there the adopted plans of marketing will be demonstrated to the employees, marketing staffs and the agents with the help of a power point projection. Dodge et al. (2012) have said that in designing the training strategy of the One Pound Emporium, the company is required to consider the budget as well as the effectiveness of the training events. Fourth Stage: Implementation of the Training Program At last, the group One Pound Emporium would implement both the training programs in due date and the due time for the betterment of the employees of the company. B. On job training methods takes into account different three types of approaches like Coaching, mentoring and job rotation. These three are highly important and this makes sure the transfer of proper learning takes place. Moreover, these help to improve the business in several aspects (Carberry and Cross 2015). Faulkner et al. (2012) have said that coaching is a one to one training session and mentoring focuses on the development of the attitude among the employees. Job rotation is the procedure of education the employees of the organization by rotating them through a variety of the related jobs (Foot And Hook 2008). It can be said that rotation not only makes a human being well familiar with different types of job. Therefore, these three are highly important for any of the organizations to focus on the on job training approach to enhance the business growth. One Pound Opium has nationally 30 stores and the it is expected that the half day training program as well as the on job training methods would enhance the performance of the employees in case of providing services to the customers. The motto of the company is to concentrate on customer care first and thus training methods are expected to motivate and develop the employee presentation (Taylor 2010). If the customers get good service from the employees who face customers, the growth of business will be high and the company will have more number of new customers (Torrington,Taylor And Hall 2011). C. I. Galinha and Pais-Ribeiro (2012) have opined that learning is solely associated with the wide concepts of knowledge, skills behaviors along with the principles and several predilections. Therefore, learning can be defined as acquiring these above-mentioned things or adjusting as well as reinforcing the preceding attainment of these things. On the other hand, Mathews (2012) has described learning as an important process of 3Ws, i.e. What, How and Why. Therefore, it can be easily said that the entire process of learning is not a sudden happening incident; rather this is the result of the consistent as well as a gradual process (Wilton 2011). It can be said that the human being has an all-purpose propensity for knowledge, and this can be prompted. However, it is important to mention that the mind and the prior knowledge here play one of the significant roles in the entire learning (Fulgosi-Masnjak, Masnjak and Lakovnik 2012). From several ways, a person acquires new knowledge along with different skills, etiquette, preferences and values through different ways and styles. Therefore, it can be easily said that the subject that deals with the particular ways of learning is called leaning theories, and there are several theories of learning. In this part, some controversies are observed, as some have said that the learning is a result of the active engagement and some other have argued that learning is not a personal matter, rather this might be considered as one of the social phenomenon and people learn from the social exposure. Therefore, it can be said that the learning theories are the conceptual framework that demonstrates how a new information or skill are required (Galinha and Pais-Ribeiro 2012). In this regards, many people have stated that many experts have shared their views about learning. Among the pioneers of the learning theories, David Kolb is one of the prominent persons who have advocated a particular type of the learning style. Apart from Kolb, Peter Honey and Alan Mumford have described some other different leaning styles. In this part, it is important to discuss the comparison between two famous learning styles (MacDonald, Kreutz and Mitchell 2012). Kolbs Learning Style: As per the viewpoint shared by David Kolb is that every person tends to follow the four learning styles in the entire learning process that is depended on the learning-cycle, and this series is composed of 4 important phases. Kolb has said that every person learn throughout this cyclic procedure, and the knowledge process can be one of these subsequent stages (Marchington and Wilkinson 2012). 1. Diverging Learning Style These individual who falls under this category can look at the things from several viewpoints, and they are comparatively sensitive. Kolb has called this particular method as deviating, as these people carry out improved in the circumstances. This category can be defined as feeling and watching, i.e. CE/RO (Marchington and Wilkinson 2012). 2. Assimilating Learning Style In this style, it is believed that ideas and concepts are more significant than the people and this learning style prefer a concise and logical approach. Kolb has stated that the people of this knowledge style are comparatively less purposeful on the people and more focused in ideas and the nonfigurative notions. This is explained as watching and thinking, i.e. AC/RO. 3. Converging Learning Style Kolb has stated that the people with congregating learning style can resolve the problems and utilize their learning to find out the solutions to the sensible questions. This approach is expressed as doing and thinking, i.e. AC/AE. 4. ccommodating Learning Style The people under this category are hands on and rely on instinct rather than reason. These people use the examination of other persons and favor to take a sensible and experimental advance. This style is expressed as doing and feeling, i.e. CE/AE (Mathews 2012). Honey and Mumfords Style: On the contrary to Kolb, Honey and Mumford have opined four completely different style of learning. 1. Activists Learning Style These people like to be familiar new things, and they are not concerned concerning the result and like to face new subjects on the sensible grounds (Marchington and Wilkinson 2012). 2. Reflectors Learning Style These people are highly careful persons and owing to the presence of their carefulness, they tend to gather most important and derivative data from several likely basis and after this stage, they analyze them and arrive at to a conclusion (Nansen et al. 2012). 3. Theorist Learning Style The persons who go to this specific education style like to devise several new theories through new experimentation and annotations. These people think that commonsensical derivation is a good method to resolve a problem (Ridge 2011.). 4. Pragmatics Learning Style Rose (2012) has opined that pragmatics like to try-out several new ideas as well as theories that were never before been in the actual world implementations. These people believe the trouble along with the differences as new confront that have to be faced and overcome. Therefore, it can be stated that in the realistic world, dissimilar people follow different learning styles, all these learning styles have their possess explanation, and as per justification, they are applied in the specified field to obtain good results. Practical knowledge related to different learning style is highly critical to any event designing. As a learning event designer, it is highly important to think about the reality first and based on the situation, the learning style is determined (Rose 2012). II. Based on the budget and the requirement, the company One Pound Emporium needs to choose the training methods. It is assumed that the company needs to talk about the compensation and shortcomings of the several different training methods used by the company. In this part, the pros and cons of the training and development method along with the on job trainings have been mentioned here. The company One Pound Emporium has arranged a half-day training program for the employees as well as the on job trainings for them. The advantages and disadvantages of these training and development program have been stated here. Pros Cons Trainers have the first hand experience Employers can select mentor-trainee pairs that is a good fit Trainees learn the job and at the same time earn wages Training program can teach skills as requested by the employers Incumbent workers can learn several latest technologies as per the requirement (Torrington,Taylor And Hall 2011) This can often slow down the productivity of the company The training program requires investment, if the company do not have proper training infrastructure The training providers often lack in the practical experience (Wilton 2011) The employers are required to pay union wages and this might hamper the company geowth 1. The classroom or Lecture: This is one of the common training methods where the trainees are placed in a classroom, and the instructors provide lectures through white board or power point presentation. The major advantage of this method is that a company can arrange this method for a huge number of workers at a time and price effectual manner. On the contrary, the disadvantage of this method is that this method can be applied for a tuition of the sensible manufacture work, as there is no span for the laboratory demonstration and sometimes this might be repetitive. 2. Demonstration or Practical Training Method: Rose (2012) has mentioned that the training method demands a practical field where the knowledge are demonstrated to the trainee. The advantage of this approach is that it is suitable for the production department of the selected company. Rose (2012) has said that this specific training method cannot be applied where the decision making is based on practical reality such as management level, and this is one of the disadvantages of this approach (Truss, Mankin and Kelliher 2012). 3. Case Study Method: It had been found that this training method is applicable to those places where a situation is given to the trainees, and then they are asked to solve the problem based on some assumptions. Therefore, the advantage of this approach is that this approach can be applied to the management level to enhance the decision-making potentiality of the managers. On the other hand, the prime disadvantage of this approach is that this method has no effect in the subordinate level and most importantly; this cannot be applied to the employee stage of the corporation as well (Truss, Mankin and Kelliher 2012). 4. Mixed Training Method: Rose (2012) has opined that mixed training method is one of the attractive training methods that accumulate all probable training means under one umbrella. This tends to train as well as expand the workers. This process can be applied at different levels, and this is one of the advantages of this approach. This method is costly and time-consuming, and these are the disadvantages of this approach. III. Rose (2012) has said that evaluation of the training program is important, as it measure the effectiveness of the training program. The HR team of the company takes this practical step. It is important to analyze the following steps, and these are as follows: 1. Satisfaction and the reaction of the participants This is the immediate assessment of the trainer, and it has been found that the One Pound Emporium has found the good reaction from both the training sessions. 2. Acquisition of Knowledge Most of the employees in the organization have participated, and their gesture was good. 3. Behavioural Application This is considered as the aftermath of the training program, and the behavior of the trainees have changed, and the improvement is eye-catching enough. 4. Measurable Business Improvement After 3 weeks of the conduction of the training program, the company has achieved a notable business growth (Rose 2012). At the completion of the entire study, it can be said that the decision taken by the Human Resource Managers of the company using several dissimilar means was helpful, and this helped to get an absolute image of tuition impact on the One Pound Emporium. References Armstrong, M. (2009), A Handbook of Human Resource Practice Management, 11th ed. Kogan Page Baxter, J., Gray, M., Hand, K. and Hayes, A., 2013. Parental joblessness, financial disadvantage and the wellbeing of parents and children. Canberra: Dept. of Families, Housing, Community Services and Indigenous Affairs. Beardwell, J and Claydon, T (2010), Human Resource Management A Contemporary Approach, 6th ed. Prentice Hall Boxall. P and Purcell, J. (2011), Strategy and Human Resource Management, 3rd ed. Palgrave Macmillan BPP Learning Media (2010), Human Resource Management, BPP BPP Learning Media (2013), Human Resources Development and Employee Relations, BPP Bradford, H., 2012. The Well-being of Children under Three. Hoboken: Taylor and Francis. Callahan, J., 2012. Journal Journey Update: Working Towards Digitizing and Diversifying. Human Resource Development Review, 11(3), pp.267-268. Callahan, J., 2012. Occupy . . . HRD? Expanding Our Vision of the Field Into Nontraditional Spaces. Human Resource Development Review, 11(2), pp.135-137. Carberry, R and Cross, C, (2015), Human Resources Development: A Concise Introduction, Palgrave Macmillan Dodge, R., Daly, A., Huyton, J. and Sanders, L., 2012. The challenge of defining wellbeing. International Journal of Wellbeing, 2(3), pp.222-235. Faulkner, S., Wood, L., Ivery, P. and Donovan, R., 2012. It Is Not Just Music and Rhythm ... Evaluation of a Drumming-Based Intervention to Improve the Social Wellbeing of Alienated Youth. Children Australia, 37(01), pp.31-39. Faulkner, S., Wood, L., Ivery, P. and Donovan, R., 2012. It Is Not Just Music and Rhythm ... Evaluation of a Drumming-Based Intervention to Improve the Social Wellbeing of Alienated Youth. Children Australia, 37(01), pp.31-39. Foot, M. And Hook, C. (2008), Introducing Human Resource Management, 5th ed. FT/Prentice Hall Fulgosi-Masnjak, R., Masnjak, M. and Lakovnik, V., 2012. Perceived Subjective Wellbeing of Parents of Children with Special Needs. Journal of Special Education and Rehabilitation, 13(1-2). Galinha, I. and Pais-Ribeiro, J., 2012. Cognitive, affective and contextual predictors of subjective wellbeing. International Journal of Wellbeing, 2(1), pp.34-53. MacDonald, R., Kreutz, G. and Mitchell, L., 2012. Music, health, and wellbeing. Oxford: Oxford University Press. Marchington, M. and Wilkinson, A., 2012. Human resource management at work. London: Chartered Institute of Personnel and Development. Mathews, G., 2012. Happiness, culture, and context. International Journal of Wellbeing, pp.299-312. Nansen, B., Chakraborty, K., Gibbs, L., MacDougall, C. and Vetere, F., 2012. Children and Digital Wellbeing in Australia: Online regulation, conduct and competence. Journal of Children and Media, 6(2), pp.237-254. RIDGE, T., 2011. Supporting Children? The Impact of Child Support Policies on Children's Wellbeing in the UK and Australia. J. Soc. Pol., 34(1), pp.121-142. Rose, R., 2012. Life story therapy with traumatized children. London: Jessica Kingsley Publishers. Sanfilippo, M., Neubourg, C. and Martorano, B., 2011 The impact of social protection on children. Solley, H. and Lyttle, C., 2012. Health-related behaviours and wellbeing in children aged 1013 years. Br J School Nurs, 7(7), pp.333-338. Taylor, S. (2010), Resourcing and Talent Management, 5th ed. CIPD Torrington, D., Taylor, S. And Hall, L. (2011), Human Resource Management, 8th ed. FT/Prentice Hall Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press. Walker, P. and John, M., 2012. From public health to wellbeing. Basingstoke: Palgrave Macmillan. Wilton, N. (2011), An Introduction to Human Resource Management, Sage Publications

Managing organizational change

Qantas Airways Dual Brand Strategy

Qantas Airways Dual Brand Strategy The Dual Brand Strategy by Qantas Airways to create low cost carrier JetStar airways Introduction Qantas airways Limited is the national carrier for Australia with its headquarters located in Sydney. The main hub of the carrier is at Sydney airport. It is well known for being the largest in Australia as well as being the oldest to have continuously operated in the world. Qantas operates Jetstar, a low cost carrier which has proven to be a great success. The airline has succeeded in the operation of this two differing airline brands which have been termed to be very strong yet very distinct.Advertising We will write a custom report sample on Qantas Airways Dual Brand Strategy specifically for you for only $16.05 $11/page Learn More Qantas is among the worlds most prominent full service airlines. Having operated for over 90 years now, it has been grossly profitable and also has been growing at good rate with improvements on its premium standards in its product s and also services. At the same time Jetstar has grown over the few years and has been in operation from domestic flights in Australia to flights within intra-Asia and now across the Asia pacific. The airline has been garnering a lot of profit and it is also among the best low cost airlines in the world (Jetstar Airways 2006). Strategies The main competitor of Qantas domestically is virgin blue with its brand of â€Å"a new world carrier†. The chief advantage of Qantas is that it has been able to meet the needs of its entire customer base in a profitable manner. The main reason as to why the airline decided to engage in the dual band strategy varies in aspects. Australian aviation industry is the most liberalized in the world today. Some airlines started the low cost airline business earlier on in the year 2000. The companies in this case are virgin blue and impulse. This was after other entrants had tried to get into the market prior to them. This called for a dire need to protect the position of the company in the market, such that it could be able to maintain a competitive position in the market. This was fallowed by the acquiring of Impulse just before it was declared bankrupt, thus having an upper hand over the competitors. After the collapse of Ansett and the halting of international travel owing to the September 11th attacks, the company increased its domestic base and the customer number increased as well. At this time, the competitors being still small and the market share being so large, maintenance of the domestic share proved a bit expensive to Qantas thus the need to go low cost came into the limelight. Jetstar came up to compete with Qantas in low cost routes that would also have an impact on the profits of Qantas. The biggest issue was to surpass the notion that this was bound to fail, as it had been so in other prior competitors.Advertising Looking for report on business economics? Let's see if we can help you! Get your first p aper with 15% OFF Learn More In the company’s strategy, Jetstar was based on principles which were learnt from the past failures of the other carriers. In the first place, the airline was bound to have different industrial arrangements and management of operations. In this way, the operation of the airline was veered off the full service boards. This was supposed to be a totally low cost carrier and not a bridge between the two, as was the case of Australian airlines. At this stage, the company went ahead to introduce a domestic price which was 15% less than that of virgin blue and an international price 20% less than the cheapest competitor (Gregg 2007). Efficiency in this case was enhanced through the simplification of products and overheads through the use of overheads and also products. Structures in the workplace were established which would be able to suit the operation of the new carrier. These structures were on the industrial relations, pilot rates an d also the hiring basis of the employees. The other strategy was optimization of the group returns other than a collaboration of the two airlines. In this case, there was maintenance of the group oversight of both airlines and a subsequent network of the two which would in turn optimize the group returns. To avoid the low cost airline interfering with the parent airline, a special committee was established to coordinate the operations of the former. If there were to be any differences in the opinions of the two airlines, the subject was left to the top individuals. The competition between the two airlines has give place for the two airlines to be responsible for setting of their prices based on their own grounds (Rochfort 2009). Another strategy was a continued investment on products and services. Qantas being the core of the group has been vested with much interest having successfully been ranked among the best airlines in the world. It thus has been continuously supported with cre dible investment on quality of service to the personnel. This has made the airline to enjoy over 50 percent of the domestic market share, and has an upper hand over its competitor, virgin blue, by surpassing it with over 35 percent premiums. In the international field, the strategy has worked well in that it was able to make a good start by making over $3 million within the first few months. This has though been met with opposition by those who see it as a way of demeaning conditions posed by Qantas (Simpliflying 2010).Advertising We will write a custom report sample on Qantas Airways Dual Brand Strategy specifically for you for only $16.05 $11/page Learn More Challenges At the same time, the company has faced some challenges in the market. A new company, Tiger has emerged, virgin has adjusted its product and made new introductions, more low cost models which are long haul are emerging, privatization of airports and expansion of hub carriers. This can only be controlled by being flexible like transitioning some routes to a lower cost, switching domestic and also the international capacity and being completely low fare through Jetstar (Warne 2006). Risks Some of the risks that the company is bound to encounter include the prospective low earnings. This is mainly due to the uncertainty in the cost of fuel and also an increase in the capital expenditure. This however has been supported by the dual system and the strength in the liquidity of the company which keeps it with an upper hand as compared to its chief competitors. The other risk is the increase in competition from some of the key routes. The timing of its recovery is also uncertain, thus making it more risky. The effective deployment of Jetstar to some of the New Zealand and Japan routes go hand in hand with the maintenance of its risk profile. This gives it the advantage of having maximum profits in cyclic lows. This has been effective in the way Jetstar has grown to be a leadi ng flight in these leisure routes (Standards and Poor’s 2010). Importance of Jetstar The focus on Jetstar is more important in that it has and will help the company to maintain its lead in the market shares, both in the domestic and in the international arena. This will enhance an effective competition in cost and thus the Asian leisure travel will have overly grown. With this factor being successful as it is deemed to be, earnings for Qantas will improve in the near term which will be advantageous to it in case the business travel remains stagnant. References Gregg, P. (2007) World Low Cost Airline Congress 2007. Available at: qantas.com.au/infodetail/about/investors/worldLowCostAirlineC ongress2007.pdf. Jetstar Airways (2006) Jetstar move to single brand and distribution approach to support growth in Asia. Available at: jetstar.com/pdf/news/20060726d.pdf. Rochfort, S. (2009) Qantas revs up Jetstar expansion. Available at: smh.com.au/business/qantas-revs-up-jetstar-expansio n- 20091125-jrsr.html. Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Simpliflying (2010) Australia’s Qantas Airways – the world’s most agile airline brand? Available at: http://simpliflying.com/2010/australias-qantas-airways-the-worlds-most-agile-airline-brand/ Standards and Poor’s (2010) Qantas Airways Ltd. Available at: standardandpoors.com/ratings/articles/en/us/?assetID=124519 3628501. Warne, D. (2006) Qantas to finally offer inflight broadband. Available at: http://apcmag.com/qantas_to_finally_offer_inflight_broadband.htm.

Business Plan Essay Example | Topics and Well Written Essays - 1250 words - 9

Business Plan - Essay Example Not to forget, the nearby Town Park, which is visited by several people for picnics and relaxation, the restaurant will come in handy for such. To counter stiff competition from adjacent restaurants, I will ensure pocket friendly service dissemination. Financially, I estimate to have a starting capital of $ 40, 000. I already have $ 10,000 and hoping to get the rest from you. I am sure to get an annual profit of $ 20,000 thus no problem in repaying the loan. Red Chilly is a yet to be new eating parlor in town. It is well certain that it will offer the best quality of meals. To add to that, it will also provide a source of refreshment zone, particularly in the afternoons and evenings after school and work. With the need arising for decongesting major eating and meeting zones in town, we have decided to set up a new zone with better quality services destined at creating a home kitchen in town at pocket-friendly price. Food will be prepared in the kitchen behind the dining hall on a daily basis so as to enhance quality and freshness of food. To show its versatility, the premise will also offer both takeaways and sit in places for meal consumption. Red Chilly also has the health of its customers at hand. This is so by intending to provide free fruit salad that will accompany every meal. The eating parlor is strategically placed so as to accommodate many office workers at their respective lunch breaks and also school attending individuals at lunch break too. A site down the alley not frequented by heavy traffic and commotion has been set aside for the premise. On a third floor building making use of all the passing by breeze, customers will be able to enjoy a full ray of the city by catching a glimpse of the outside through the serene blue-tinted glass wall. The company will be located in Finlay Town, Yorkshire County. Red Chilly will have a manager and several members of staff.

Comparison of eastern philosphies confucianism and daoism Essay

Comparison of eastern philosphies confucianism and daoism - Essay Example This is achieved through a series of rituals. The key concepts in the philosophy are five, Ren or humanism which is the basic attribute followed by justice, wisdom, faithfulness and ritual action. Rituals are required for developing a just society and in turn contribute to being a humane person. The philosophy accepts natural proclivities of humans and thus a need is felt to cultivate appropriate practices through rituals. There is also due consideration for physical conduct which is affected by emotions, passions and desires for cultivating the mind. Thus there is a need for reflection and study to nurture the philosophical contemplation required of the follower of Confucianism which in turn develops public spirit. Dao is the road, the path, the way. Daoism is a holistic view of life which does not foster practices to influence forces of reality and reorder life, which is seen in Confucianism. Daoism deems that ritualistic practice disturbs the natural flow. Daoism instead emphasizes on practice and developing experience. Change is reality and there is thus no need to reorder it. However this does not entail a philosophy of nothingness. It only implies that there should be no disturbance of nature by humans and natural actions should allow transformation through effortless activation.