The issues faced by Greyhound Lines

The issues faced by Greyhound Lines Greyhound Lines, Inc. is the one and only countrywide contributor of intercity bus service in the United States. Its task force of 2,400 buses brings further than 22.5 million travelers every year in excess of a road system that lengthen for further than 75,000 miles. Greyhound schedule to further than 2,600 destinations, with 18,000 on a daily basis leaving. Additionally to its programmed traveler services, the corporation suggests charter bus service, express package service in the course of Greyhound Package Express, and food service at a number of its workstation. Greyhound is also caught up in cross-border bus service throughout joint ventures with Mexican transportation businesses. The bus company that develops into Greyhound was created in 1913 by Carl Earl Wickman. The secret to Wickmans early on achievement was making best use of ridership, which took the appearance of padding 18 miners into a seven-passenger Hupmobile. Wickmans revenues start on to boost, and he took on bus iness buddies who lend a hand for him in supply funds in bigger bus SUMMARY Greyhound Lines is the nations largest bus company. However, they face a big problem when they start to introduce computerization system in the business. The problem became a major problem to their company because they took the wrong part in making decision just to increase profit and customer service. The top level manager face financial problems by introducing computerize system in their business without taking into the middle level managers opinion. Greyhound was facing non-programmed decision problem where the top level managers take a precise solution for an exceptional problem. The software called Trips software. There were problems such as the customers dont have credit card or telephone to make use of Trip software. Furthermore, the software sometimes not working and it take time to print the ticket out, this make the customer frustrated for waiting in line for so long. Was the decision facing Greyhound executives programmed or non-programmed? Programmed decision means resolution previously obtainable from earlier period knowledge to resolve troubles that are well-known, clear-cut, and obvious with value to information requirements. These judgments relate finest to problems that are subject of custom, even though it is not unsurprising but they can predict. However, non-programmed decision means relate precise way out ability for an only one of its kind problem. the majority problems handle by advanced rank manager are of this kind, with the problems frequently concerning alternative of tactic and purpose in situation of some doubt. Therefore, Greyhound is facing non-programmed decision. There are three type of non-programmed decision such as re-organization, computerization, and improve customer services. Firstly, re-organization means a renovation of a company business, as well as a obvious transform in resources formation, over and over again subsequent a disappointment and receivership or liquidation trusteeship. Greyhound Lines face re-organization when they introduced computerize system in their business. Some of their customers dont know how to use a credit card or telephone to call to book a ticket for them. This have cause the operators receive many calls from their customer about they dont know how to use the software and they cant get access to the Trip software. Secondly, computerization is a factor of non-programmed. Computerization means to control, perform, process, or store (a system, operation, or information) by means of or in an electronic computer or computers. The customer cant access to the software so they customer directly come to the ticket selling place to buy the ticket. However, when the customers try to buy the ticket, they have to wait for 5 minute and 45 second to the computer to process and print the ticket. These causes the number of customer wait to buy ticket decrease because they feel angry to wait for so long to buy a ticket. Thirdly, Greyhound also has to improve customer service to solve the problem that the company is facing now. Customer services means expanding our thinking about customer service; if were going to consistently exceed customers expectations, we have to recognize that every aspect of our business has an impact on customer service, not just those aspects of our business that involve face-to-face customer contact. Greyhound has been overwhelmed by plentiful customer criticism, as well as constantly not on time buses, impolite employees, unhygienic services, insecure environment, mechanical breakdown and accidents. Buses have been recognized to get there quite a lot of hours after their programmed arrival time and employees have been unconcerned and even orally insulting of passengers who ask over for assist. This is one of the reason that the top level decide to introduce computerize system. In conclusion, There are three type of non-programmed decision such as re-organization, computerization, and improve customer services. Greyhound can learn from the experiences of others to solve this problem. Two very common mistakes company make when breakdown organizational change are they try to manage on their own and they fall short to advantage from the knowledge of others. Thousands of bus organizations maybe have faced circumstances similar to Greyhound. So they can try to have a discussion to these knowledgeable people. Pick their intelligence. Discover out what other people in Parallel Corporation are responsible to deal with downsizings or development. They also can study books and articles about these problems. QUESTION 2 Do you think Greyhound should have used the classical, administrative, or political model to make decision? Which do you believe it used? Discuss. Provide examples to justify your answer. The classical management approaches focal point on budding general standard for applies in a variety of organization circumstances. However, administrative management approaches means center of attention on human being requirements, the work group and the position of community feature in the place of work. In the other hand, political management approaches means focus on put into operation mathematical method for administration of crisis solving. Greyhound uses classical model then the other two models. There are three types of classical approaches such as scientific management, administrative principle, and bureaucratic organization. Firstly, scientific management means highlight cautious selection and training of workers, and decision-making support. This management is found by Frederick Taylor and Frank and Lilian Gilbreth. There four guiding action principles that Greyhound have used to improve their business. First of all, develop for each job a science that contain regulations of movement, consistent work progression and appropriate working circumstance, then they have to choose workers with the exact skill for the occupation, cautiously coach workers to do the job and offer them the suitable encouragement to work together with the job science, and maintain workers by carefully scheduling their job and by level the method as they go regarding their jobs. Greyhound should plan properly for the employees to what have to be done in specific given time. Greyhound should make the employees feel like home in their working place so that the employees do the work in time. Secondly, administrative principle is based on effort to file and be aware of the skill of victorious managers. This principle developed by Henry Fayol and Mary Parker Follet. There five important point in this principle. First of all, Greyhound have to foresight which means they have to complete a plan of action for the expectations where they should have plan A and plan B so that if one plan fail then they can go for the second plan. Then, Greyhound has to offer and assemble resources to implement the plan. So Greyhound has to be preparing in financial way and equity way to achieve their future plan. Furthermore, Greyhound has to control to guide, decide on, and appraise workers to get the most excellent work towards the plan for example employees is one of the most important source that going make these idea into reality so Greyhound has to very careful in choosing their employees so that Greyhound can move into future plan then just sit around worrying about employees attitudes t o customers. Moreover, coordination and control can make sure the work goes according to the plan. Thirdly, bureaucratic organization is a balanced and well-organized structure of organization establish on common sense, regulate and lawful power. There are five factors in bureaucratic such as clear division of labor, clear hierarchy of authority, formal rules and procedures, impersonality, and career based on merit. Greyhound have to define very clearly what the employees have to do then the worker have to report to higher level people after that the higher level people have to a report of the work. If the employees follow the rules and regulation properly and did their work then the managers have to reward the employees to boost the employees to do better than now. In conclusion, Greyhound has to plan properly, if they want to invent computerization in the company. Employees is one of the most important people in making the company success internal so Greyhound have to give time to for the employees to celebrate their accomplishments. Futhermore, there are Christmas festivity in December to do party and the yearly corporation picnic in the summer for the employees to enjoy their movement with their higher level people. This can be surprised for Greyhound on how a great deal of a difference this can create. QUESTION 3 Analyze the Greyhound case in terms of the steps in the managerial decision making process. Do you think top executive paid adequate attention to all the steps? I f you were a Greyhound, what would you do now and why? Decision making means the procedure of making selection among other path of action. There are five stepladders in decision making which is very important for business. This decision creation representation in five steps is a common but extremely successful outline for making decisions and put an end to problems. This discipline will help prevent Greyhound from receiving unfocused on a number of small elements of the significant steps leading to a decision. Firstly, Greyhound has to identity and defines the problem that they are facing. In anticipation of Greyhound have an obviously thoughtful of the dilemma or decision to be made, it is worthless to continue. If the problem is stated the wrong way or indistinguishably then Greyhounds result will be incorrect. Greyhound didnt consider what the middle manager is thinking such as the employees are very rude to the customer, then Greyhound implement computerize system to solve the first problem, however, the top level didnt think about the customer who dont know how to use the software and Greyhound didnt test the software before implementing which cause the customer cant buy ticket in that software. Moreover, after everything being computerizes the customer have to wait so long in queue to buy ticket for their journey. Secondly, Greyhound has to generate and evaluate possible solution to solve the problem that they are facing. Greyhound should have know that there is possible whether to do it or dont do it when they want to implement something new in the business. Most of the time Greyhound should know that there will possible substitute for their decision. It is worth for Greyhound doing research to ensure whether they have as many good alternatives as possible. For example, Greyhound implement customer service to take care of the customer problem with the employees or Greyhound can send the entire employee to a course which teaches them how to be polite to customer. Furthermore, if Greyhound wants to implement computerize system in their business then they should test all the software available in market before choosing one of the software which is the best one. Thirdly, Greyhound has to choose a solution to solve the problem. Then main problem is the employees treated the customer very badly and implementing computerizes system so Greyhound can have a department especially for the customer to complain about their dissatisfaction and Greyhound has to do research first before choosing software. Then Greyhound has to implement the solution which means they have to put their plan into work. Finally, they have to evaluate the result whether it satisfied the customer. Greyhound can do survey whether the customer satisfied with the service that they provide. As customer is the most important people in helping the business increase their revenue. CONCLUSION In conclusion, although Greyhound faces a serious problem in introducing computerize system in their business especially Trip software which cause Greyhound suffer losses in their business. However, they still manage to overcome the problem by changing high-speed Kodak scanners are used to scan the large volume of data. This optimized high-speed scanning software was developed by Combined Computer Resources, Inc which helps Greyhound overcome their problem and increase the business profit. Being creative is one of the most excellent habits to deal with managerial transform is to rev up the managers natural powers for creative intervention. Most problems are amenable to creative, innovative solutions. The only things that frequently persist in this resolution from occur is the Greyhounds own inner obstacle and nature obligatory boundaries. Creative crisis resolve all the time contain jeopardy. Suggesting fresh thought summons disapproval from others. What if the plans not succeed? Wha t if business losses take place? What if things wind up worse than previously? They got to be enthusiastic to understand such risks if they are going to be free to think creatively. (1800 words)

Est1 Task 2

Welcome to Shine Sun Tan! We are so excited that you have made the decision to join our team! We have the brightest stars in the business and are so happy you have chosen to shine with us! Here at Shine Sun Tan we are not only dedicated to our clients but also our employees. We strive to provide our employees with a positive, pleasant, and fun work atmosphere. We believe if our employees are happy and taken care of, then they will do the same for our clients. In order for us to remain the best in the business we must follow a few guidelines and procedures set by Shine Sun Tan.Please take a moment to read over our Ethics Program as this will be knowledge you will use on a daily basis here at Shine! A. Standards and Procedures Code of Ethics: The principles of the Shine Sun Tan Code of Ethics are expressed in a broad manner as a guide to ethical decision making. 1. Appearance: We will always arrive at work in our proper uniform (Shine Sun Tan t-shirt and jeans or shorts) and be ready t o work. Your jeans or shorts should not have holes, and shorts should come to the tip of your fingers in length. We will arrive to work put together and clean. 2.Respect: We will always provide the highest level of respect to clients and co-workers. 3. Trustworthy: We will always be dependable, honest, and have always a â€Å"due the right thing† mind set. 4. Responsible: We will always keep in mind that this is a business and we must do what is right for the business and its clients. This includes but is not limited to attending all scheduled shifts, being on time for shifts, and working while on the clock. 5. Fairness: We will always treat all co-workers and clients equally without regards to age, sex, race, religion, nation origin, and sexual preference. 6.Citizenship: We will always show good character as well as a positive attitude. 7. Caring: We will always show a caring nature when it comes to co-workers and clients. All employees must follow these principles at all ti mes. If the need arises to report a violation of Shine Sun Tan’s principles please let your store manager, district manager, or Alisha Johnson, our ethics officer know immediately. Your store manager and district manager’s contact information will be always be available in your manager office and in your store break room. Our ethics officer may be reached at [email  protected] om or 789-456-0123. You may also call our Ethics Hotline anonymously which is available 24 hours a day, 7 days a week at 888-123-4567. If any employee is found to be violating our principles, after a full investigation (when necessary) the consequences will result in a verbal warning, a written warning, a counseling, or possible termination. B. Training Shine Sun Tan will hold quarterly training sessions. The training sessions will be held the last Wednesday, Thursday, and Friday of the month for the months of March, June, September, and December.Everyone who is currently employed with Shine Su n Tan at the time of each training session will be required to attend one session. Each employee will be assigned to either the Wednesday, Thursday, or Friday training session. Shine Sun Tan’s training sessions are conducted by Alisha Johnson whom is our ethics officer. Each training session will be a full 8 hour work day and will include a catered lunch. The training material will be delivered by PowerPoint slide shows narrated by Alisha Johnson as well as guest speakers.Each training will cover various different topics, however we will always go over our 3 most important topics relevant to our business. 1. New and changing tanning laws and regulations 2. Workplace Safety 3. Tips on the newest ways to enroll new members and sell products In addition to these 3 most important topics, we will generally also cover new products, recommendations for tanning safety, tanning bed news, and a variety of other topics. However, we will also always be open for discussion so please alway s bring your questions for our Q&A for the last hour of each training session.We look forward to seeing you! C. Employee Misconduct 1. Employees will be expected to act in a professional manner at all times. Although, here at Shine Sun Tan we promote a fun work atmosphere, we must always remember that our clients and work duties must always be taken care of first and in a professional manner. You are the first line of defense in measuring your own conduct and preventing any misconduct from taking place. If the defense towards misconduct starts within you, and you are doing the right thing and acting professionally then we as a whole should be able to avoid wrong doings or misconduct.Your store manager, assistant manager, and even fellow co-workers will also be monitoring your conduct, so make sure you are always doing the right thing. Doing the right thing consist of but is not limited to working when on the clock, giving clients truthful information about packages and products, sel ling clients packages and products that are best for them (not what is best for your commission), following tanning laws and regulations, and always following Shine Sun Tan’s Ethics Code. Not following these rules set forth by Shine Sun Tan will be considered employee misconduct and could result in serious consequences. . To ensure that all employees are always doing the right thing and have good conduct Shine Sun Tan will participate in a Secret Shopper Program. This program has been set up to audit and monitor our stores and employees on a regular basis. Corporate employees from our Secret Shopper Team will regularly visit our salons. These secret shoppers will come in a minimum of twice a week on a weekly basis to sign up for new tanning packages, tan, buy products, ask questions, and sometimes act as upset, unruly clients.You will never know who our secret shoppers are, as we will have multiple different ones and they will always act as a normal customer. This Secret Shop per Program has been put in place so that not only can managers, assistant managers, and fellow employee monitor employee conduct but so can corporate employees. By having this Secret Shopper Program in place we feel that it will encourage our employees to always be on their best behavior and always do the right thing in every situation. 3. In the event that employee misconduct is found to be taking place you must report it to a manager immediately.The manager will then have you fill out a report about what you witnessed. This report will be kept anonymous and will be turned in to the corporate office for further investigation. If you do not feel comfortable going to a manager or a manager is not available, you may report misconduct to your district manager or our Ethics officer. If you wish to remain completely anonymous or feel more comfortable reporting by telephone you may do this as well. You can call our Ethics Hotline 24 hours a day, 7 days a week at 888-123-4567. D. Evaluate and ImproveShine Sun Tan is always looking for ways to evaluate and improve our business practices and procedures. This even includes evaluating the effectiveness of our Ethics Program. We will have four procedures put in place to help us evaluate our program. 1. We will provide clients with survey cards for each visit which they have the option to fill out. These cards will ask our clients to rate our salon staff on a scale of 1-10 on their appearance (are the in uniform and presentable), level of respect, trustworthiness, responsibility, fairness, citizenship, and caring nature. 2.Our Secret Shopper Team will also complete survey cards for each of their visits. These surveys will not only include the same as the customer surveys but they will also include a more detailed experience about their time spent at the salon and about the person or persons they dealt directly with each time. 3. Your manager or direct supervisor will complete monthly reviews on your performance. These per formance reviews will largely include your ethical understanding of Shine Sun Tan ethics program and how you display your knowledge and understanding of it in your daily work. . Employee question and suggestion box. Suggestions and questions will be taken into consideration and will be addressed at our monthly Ethics meeting. On the last day of each month after these evaluations are completed for that month we will collect the surveys, questions, and suggestions. Management will then compile a list of what we are doing well, what improvements are needed, and what suggestions and questions need to be addressed.We will then hold a managers meeting on the first Wednesday of every month so that we can establish ways to improve our program and how to implement the improvements. Each manager will then hold store meetings with their employees the next day to discuss answers to questions and let their employees know what changes and improvements will be made. Thank you so much for reading S hine Sun Tan’s Ethics Program. Once again, we are so excited that you have made the choice to join our team and we look forward to being a part of your journey here at Shine Sun Tan! We look forward to seeing you Shine!

Great Pyramid at Giza

The Great Pyramid of Giza, located about ten miles  southwest of Cairo, was built as a burial site for Egyptian pharaoh Khufu in the 26th century BCE. Standing at 481 feet high, the Great Pyramid  was not only  the largest pyramid ever built, it remained one of the tallest structures in the  world until the late 19th century.  Impressing visitors with  its massiveness and beauty, its no  surprise that the Great Pyramid at Giza was considered one of the Seven Ancient Wonders of the World. Amazingly,  the Great Pyramid  has withstood the test of time, standing for  over 4,500 years; it  is the only Ancient Wonder to have survived to the  present. Who Was Khufu? Khufu (known in Greek as Cheops)  was the second king of the 4th dynasty in ancient Egypt, ruling for about 23 years in the late 26th century BCE. He was the son of Egyptian Pharaoh Sneferu and Queen Hetepheres I. Sneferu  remains famous for being the very  first pharaoh to build a pyramid. Despite fame for building the second and largest pyramid in Egyptian history, theres not a lot more that we know about Khufu.  Only one,  extremely tiny (three inch), ivory statue has been found of him, giving us  just a glimpse at what he must have looked like.  We know that two of his children (Djedefra and Khafre)  became pharaohs after him and it is believed that he had at least three wives. Whether or not  Khufu was a kind or evil ruler is still debated. For centuries, many believed that he must have been hated because of stories that he used slaves to create the Great Pyramid. This has since been found untrue. It is more likely that the Egyptians, who viewed their pharaohs as god-men, found him not as beneficent as his father, but still a traditional, ancient-Egyptian ruler.   The Great Pyramid The Great Pyramid is a masterpiece of  engineering and workmanship. The accuracy and precision of the Great Pyramid astounds even modern builders. It stands on a rocky plateau located on  the west bank of the Nile River in northern Egypt. At the time of construction, there was nothing else there. Only later did this area become built up with two additional pyramids, the Sphinx, and other mastabas. The Great Pyramid is huge, covering a little over 13 acres of ground. Each side, although not exactly the same length, is about 756-feet long.  Each corner is nearly an exact 90 degree angle. Also Interesting is that each side is aligned to face one of the cardinal points of the compass -- north,  east, south, and west. Its entrance lies in the middle of the north side. The structure of the Great Pyramid is made from 2.3 million, extremely large, heavy, cut-stone blocks, weighing an average of 2 1/2 tons each, with the largest weighing 15 tons. It is said that when Napoleon Bonaparte visited the Great Pyramid in 1798, he calculated that there was enough stone to build a one-foot-wide, 12-feet-high wall around France.   On top of the stone was placed a smooth layer of white limestone. At the very top was placed a capstone, some say made of electrum (a mixture of gold and silver). The limestone surface and the capstone would have made the entire pyramid sparkle in sunlight. Inside the Great Pyramid are three burial chambers. The first lies underground, The second, often mistakenly called the Queens Chamber, is located just above ground. The third and final chamber, the Kings Chamber,  lies in the heart of the pyramid. A Grand Gallery leads up to it. It is believed that Khufu was buried in a heavy, granite coffin within the Kings Chamber. How Did They Build It? It seems amazing that an ancient culture could build something so massive and precise, especially since they had only copper and bronze tools to worth with. Exactly how they did this has been an unsolved  puzzle perplexing people for centuries.   It is said that the whole project took 30 years to complete -- 10 years  for preparation and 20 for the actual building. Many believe this to be possible, with the chance that it could have been built even  faster. The workmen who built the Great Pyramid were not slaves, as once thought, but regular Egyptian peasants who were conscripted to help with building for about three months out of the year -- i.e. during the time when the Nile floods and farmers were not needed in their fields. The stone was quarried on the east side of the Nile, cut into shape, and then placed on a sledge that was pulled by men to the rivers edge. Here, the huge stones were loaded onto barges, ferried across the river, and then dragged to the construction site. It is believed that the most likely way the Egyptians got those heavy stones up  so high was by building a huge, earthen  ramp. As each level was completed, the ramp was built higher, hiding the level below it. When all the huge stones were in place, the workmen worked from top to bottom to place the limestone covering. As they worked downward, the earthen ramp was removed little by little. Only once the limestone covering was completed could the ramp be fully removed and the Great Pyramid be revealed. Looting and Damage No one is sure how long the Great Pyramid stood intact before being looted, but it was probably not long. Centuries ago, all of the pharaohs riches had been taken, even his body had been removed. All that remains is the bottom of his granite coffin -- even the top is missing. The capstone is also long gone. Thinking there was still treasure inside,  Arab ruler Caliph Mamum ordered his men to hack their way into the Great Pyramid in 818 CE. They did manage to find the Grand Gallery and the granite coffin, but it had all been emptied of treasure long ago. Upset at so much hard work with no reward, the Arabs pried off the limestone covering and took some of the cut-stone blocks to use for buildings. In total, they took about 30-feet off the top of the Great Pyramid. What remains is an empty pyramid, still grand in size but not as pretty since just a very small portion of its once beautiful limestone casing remains along the bottom. What About Those Other Two Pyramids? The Great Pyramid at Giza now sits with two other pyramids. The second one was built by Khafre, Khufus son. Although Khafres pyramid appears larger than his fathers, its an illusion since the ground is higher under Khafres pyramid. In reality, it is 33.5-feet shorter. Khafre is believed to have also built the Great Sphinx, which sits regally by his pyramid. The third pyramid at Giza is much shorter, standing only 228-feet high. It was built as a burial place for Menkaura, Khufus grandson and Khafres son. The help protect these three pyramids at Giza from further vandalism and disrepair, they  were added to the UNESCO World Heritage List in 1979.

Cancer Pain Management And The Role Of Social Work

According to Glajchen, Myra; Blum Diane; and Calder, Kimberly, in this article â€Å"Cancer pain management and the role of social work: Barriers and interventions,† will increase social workers’ awareness of the pervasiveness of cancer-related pain. (Scott Reeves, 2010) It is vital for a social worker to identify the barriers and develop a plan of intervention that include; communication, assessment, problem solving, and psychological support. The quality of life has become more and more significant in the management of cancer. Patients with cancer are surviving longer due to technology advancements in being able to detect the cancer early. Because of this patients are suffering with unmanageable pain during illness and treatment. This represents the failure of the multidisciplinary team. A plan must be put into place in dealing with pain management. A multidisciplinary approach has been the most effective in working with patients with cancer-related pain has shown up in studies. Interprofessional collaboration is a type of interprofessional work which involves different health and social care professions who regularly come together to solve problems or provide services (Scott Reeves, 2010). Interprofessional collaboration is used when assisting patients there is no health care professional that is responsible for everything. Physicians are responsible for assessment and treatment, nurses are trained to carry out patients medical plans, and social workersShow MoreRelatedNursing Essay: Pain Management.1463 Words   |  6 Pagesto look at the main principles of cancer pain management on an acute medical ward in a hospital setting. My rational for choosing to look at this is to expend my knowledge of the chosen area. Within this pieces of work I will look to include physiological, psychological and sociological aspects of pain management. 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