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Change Management and Innovation: A Review of Qantas Airways Ltd.

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Hallo everyone and welcome to my presentation. In this presentation, I will look at the issue of change management and innovation at Qantas Airways Ltd.

First, I will present background information:

Qantas Airways is a flag carrier in Australia and the nation’s largest airline company by size of fleet, international destinations, and flights. An important landmark for the company is its status in the world as the third oldest airline in operation having begun operations in 1920 (Qantas.com, 2021). The current share price as per Market Index (2021) is at $5.71, a 0.71% increase from July 2021 where share prices averaged at $4.5.

Next, let us see what Change Management and Innovation is in the context of Qantas:

John Kotter’s change management theory is presented by Rajan and Ganesan (2017) as a model that can be used by organizations to facilitate successful change and innovation in organizations. It can be used by Qantas Airways to implement change as the organization intends to readjust and realign its business model to fit to the need to conduct its business more internally as opposed to having international flights.

To deeper understand change, we need to look at the issues at the organization:

The issue of change management and innovation at Qantas Airways highlights the need for organizations to identify and develop strategies to manage shifts in the market including reduced or increased demand. The Kotter’s change management theory presents several steps where urgency is created as a way to alert and motivate employees, establishing need for innovation and change, building a change team, defining the vision, communicating with stakeholders, identification of roadblocks, establishment of goals, and retaining momentum to ensure change is managed (Teixeira, Gregory, & Austin, 2017).

Based on the foregoing, the following are the recommendations:

In terms of change management and innovation, Qantas Airways must make use of a change management model that pays attention to the changes, its effect on both external and internal stakeholders, the vision, the consequences in the market, and device ways to retain the momentum to ensure that change and innovation go hand in hand to ensure success.

To conclude …

Change management and innovation are important elements of an organization. They allow a firm to develop and grow relative to the competition in the industry. Employing effective change management models would help an organization to effectively implement and manage change and disruptive strategies through innovation.

Thank you for your time and attentiveness. I will take any questions you may have.

Reference List

Market Index. (20201). Qantas Airways Ltd (QAN). Available at https://www.marketindex.com.au/asx/qan?__cf_chl_captcha_tk__=pmd_Zg5FJiTtwNfQ2GKR7ILuaGsOiykRMwLSOXxDcqYz9ds-1633250011-0-gqNtZGzNAvujcnBszQzR

Qantas.com (2021). About Us. Available at https://www.qantas.com/au/en/about-us.html

Rajan, R., & Ganesan, R. (2017). A critical analysis of John P. Kotter’s change management framework. Asian Journal of Research in Business Economics and Management, 7(7), 181-203.

Teixeira, B., Gregory, P. A., & Austin, Z. (2017). How are pharmacists in Ontario adapting to practice change? Results of a qualitative analysis using Kotter’s change management model. Canadian Pharmacists Journal/Revue des Pharmaciens du Canada, 150(3), 198-205.

Champagne-Langabeer, T., Langabeer, J. R., Roberts, K. E., Gross, J. S., Gleisberg, G. R., Gonzalez, M. G., & Persse, D. (2019). Telehealth impact on primary care related ambulance transports. Prehospital Emergency Care, 23(5), 712-717.

I got this peer reviewed source from google scholar. The database is reliable and it provides article from all fields. I can propose this to anyone looking for journal articles on telehealth. This database would be useful to my colleagues since it provides a wide range of articles in the least time possible. But the one problem with google scholar is that it gives majority of journal from US, UK and Australia. Hence to find articles from other countries I need to search in different databases. Like for an article on India, I will search in PubMed or Science Direct and for Journal of Brazilian Medicine I will search in SciELO. Yes, I would recommend this database.

I got an article on Telehealth from Google Scholar database. This database is specifically for Latin American journals on science and technology. While I was searching the databases, I found articles from all the countries of Latin American. Here are some of the countries listed in the database: Argentina, Belize, Bolivia, Brazil, Chile, Colombia, Costa Rica, Cuba Dominican Republic Ecuador El Salvador Guatemala Honduras Guyana Haiti Honduras Nicaragua Panama Paraguay Peru Puerto Rico Suriname Uruguay Venezuela. Isn’t that great? Now I won’t have to worry about finding articles for my research.

Advantages and disadvantages of binding precedent

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Introduction

The concept of binding precedent may seem absolute. The notion of binding precedent goes hand in hand with the rule of stare decisis which assigns binding force to a number of precedents. In practice however, stare decisis is a flexible concept. Since a judicial opinion may be interpreted in different ways, judges have significant latitude even when dealing with binding precedent (Scanlon, 2004). Differing interpretations results from internal tension between the facts and holding of a case to narrow factual categories, but such interpretations give the case relatively little importance. Binding precedents are not only reasons to decide new cases in a particular way, but also reasons to disregard other potential relevant reasons (Brown and Kennedy, 2000). Due to their exclusionary force binding precedents need normally not to be balanced against competing contributive reasons. If they are applicable, they normally determine the outcome of the cases in which they are applicable (Rodger, 2005). The strong force of binding precedents means that their operation in guided by a number of rules which determine which precedents have biding force for whom, and which parts of the precedents have this binding force. This paper therefore discusses the advantages and disadvantages of binding precedent.

Advantages of binding precedent

Practicality and fair judgments

One of the greatest advantages of binding precedent is that the rules are evolved from real-life cases and are, therefore, essentially practical. Again, the binding feature of the system makes it reasonably certain. The binding precedent is meant to make the law fair to everyone and judges in their rulings are to follow the past decisions made by other judges, in similar cases. This creates a fair judgment and provides certainty in law. Suppose judges frequently make a new law in every case, there would be no democracy (Scanlon, 2004). Laws that could lead to dictatorship would result in a free environment where every judge makes a ruling.

Obiter dictum

According to Harris 2002 Binding precedent or stare decisis is a statement of law based on truth and does not form the basis of a decision. Therefore, suppose a judge considers it necessary to give his or her opinion on some point during the proceedings not necessary for the case, the opinion does not count or have binding authority on a different court (Harris, 2002). However, the opinion of a judge may have a persuasive effect on another case (Hondius, 2007). Since binding precedents provide reasons which are even more formal than persuasive precedents, a legal system is the more formal, the more binding precedent are recognized.

Dissenting judgment

In majority of the courts, as stated by Scanlon 2004, one case is given a hearing by more than one judge and so there are full assenting judgments and dissenting judgements in one case. The cases are determined by majority and so biasness and unfair judgments cases are reduced (Scanlon, 2004). A dissenting judgment is an opinion that is contrary to another court’s ruling on a given case. The judgment may not be binding but, may have a persuasive effect on other cases (Steiner et al. 2009). With binding precedent, there is only one speech, which is a combination of more than three judges’ rulings.

Disadvantages of binding precedent

Lack of flexibility

Scanlon, 2004 states that binding precedent is only set, and suppose the material facts in a given case is similar to another which follows it. This does not give it enough flexibility in handling complex cases. Suppose any two cases have distinguishable facts, then the ruling does not apply in the second case (Scanlon, 2004). Each case must have a distinct feature compared to other and assumption that some cases are similar seem to lose sense (Steiner et al. 2009). Crimes are committed differently and to different degrees and so their lack of similarity. The binding precedent can also be used by judgments to avoid consequences of a former inconvenient decision that might otherwise be binding (Brown and Kennedy, 2000).

Unfair Overruling

A lower court’s decisions may be overruled by a higher court, for instance, the High Court’s decision can be overruled by the Court of Appeal. In some cases even if the inferior’s ruling is correct, it can be overruled by superior court. According to Rodgers 2005, apart from overruling resulting from improper law application, or because court considers the ruling obtained in the former is no longer desirable, there may exist unfair overruling based on personal opinions (Rodger, 2005).

Per Incurium

This is a decision reached by mistake or carelessness. Some of the judges waiting to clear a case make unlawful judgments on given cases. Every case is different and so demands a deferent ruling which is not the case with some rulings (Buxton, 2009). A decision of a court is not considered binding precedent suppose given per incuriam. Though majority of the decisions made carelessly are identified, few cases go through. This also happens when many judgements do not participant in making a decision (Hondius, 2007).

Conclusion

In a nut shell, there are numerous advantages of binding precedent compared to the negative effects. Binding precedent is fair as every individual are subjected to similar judgment in any crime committed. This also prevents judges from under or overruling in a given case. Therefore, binding precedent is highly practical and acceptable. When making a decision on a case, it is vital to understand the gravity and possible binding effects of the made decision of a given court. Considering the past similar cases can give an insight of how to handle a given case. However, it is essential to emphasize that the lower court’s decision are not binding on senior court, the higher court is free to give a different decision in any case. Considering cases that are presented before the court, they should ensure that the case ruling takes into account the binding decisions of the superior courts. Binding precedent tends to dwell in the hand of few and imaginative ideas rather practice and so do not apply in some cases. It is therefore important for judges to give a deferent ruling in each case. To avoid biasness however, three or four rulings should be applicable on a single case.

Bibliography Brown, L.N., and Kennedy, T. (2000), Brown and Jacobs: @ e Court of Justice of the European Communities (5th edn, London: Sweet & Maxwell).

Buxton, R. (2009) ‘How the Common Law Gets Made: Hedley Byrne and other Cautionary Tales’, 125 Law Quarterly Review, 60.

Harris, B.V. (2002), ‘Final Appellate Courts Overruling their Own “Wrong” Precedents: (e Ongoing Search for a Principle’, 118 Law Quarterly Review, 408.

Hondius, E. (2007) ‘Precedent and the Law’, Electronic Journal of Comparative Law (at www.ejcl.org/113/article113–3.pdf)

Rodger, A., (2005), ‘A Time for Everything under the Law: Some Reactions on Retrospectively’, Law Quarterly Review, (121), 57.

Scanlon, G. (2004), ‘Stare Decisis and the Court of Appeal: Judicial Confusion and Judicial Reform, 23 (JUL), 212.

Steiner, J., Woods, L., and Twigg-Flesner, C. (2009), EU Law (10th edn, Oxford: Oxford University Press).

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“Movements of Management”

There is need to know the movements of management in a firm in order to have well analyzed and synthesized workflows that will increase efficiency while improving the investor portfolios with increased transparency, accountability and labor productivity. It introduces sequences and scientific processes to management improving the output of the firm through best practices by the insiders (Gershon, 2).

To achieve such competence, the process of management is streamlined through a number of managerial impetuses that positively affect the processes within the firm hence impacting positively on the investors. To achieve such, the management has to take note of different weaknesses and strengths in SWOT analysis to arrive at a number of best practices that can be used to create a functional system within the management movement to increase efficiency (Scheiber, 14). The standardization of best practices aims at elimination of wastage of resources like time and money through synthesis and analysis of work ethics. This is complemented by empiricism, logic and rationality of the insiders to help raise the firm’s position hence increasing the investors’ portfolios.

Knowing the movements of management within the firm helps in realizing the loose points within the system that are often embodied within traditions and cultures of the firm that are preserved for the sake in protection social statuses of certain workers or given stereotypes( Gershon, 12). When these areas are identified, personal production is transformed into mass production with personal competences and skills pooled to create one holistic production unit.

When cultures and traditions are broken, there is creation of an atmosphere that allows knowledge transfer among the workers and this is then relayed to the processes, tools and documentation hence increasing efficiency while reducing costs in time and resources.

To achieve such milestones, it is imperative that the movements of management within a firm are scrutinized and interrogated in order to establish, reject and correct traditional tendencies and beliefs within the chains of production (Scheiber, 22). The changes effected should be considerate of the factors of production and should aim at quality instead of quantity, for instance, while it is obvious that workers working longer shifts produce more, workers who have breaks or shorter shifts produce better quality. Their relative production in quantity also surpasses that of the former group.

The empirical methodologies used in determination and establishment of efficient procedures help firms to avoid perpetuation of the established traditional methods through application of operations research and management, logistics and business process management. The application of these practices leads to high managerial control over processes and the factors of production (Gershon, 15). Closer monitoring of the workers and the production process in the detail-oriented management leads to desirable traits and practices from the insiders.

The practices of the insiders directly impact on the investor through a cause and effect reaction in the chained production models that are widely used. If there is lack of efficiency in the production processes, the cost of production rises as the quantity and quality of production falls. This leads to loss of revenue for the investors. Similarly, when the insiders use considerably better methods and practices, the process of production becomes cheaper with a rise in revenue for the investors (Gershon, 13).

Workers conduct both in duties and personal conduct also impact on the firm through implications on the brand. Negative implications affect the investors due to the negative PR generated. The movements of management therefore need to streamline worker conduct too through introduction of codes of conduct and professional ethics that should be closely observed. The close monitoring should however be considered to avoid creation of tension and reduction of self expression since it decreases the innovation and motivation of the workers (Scheiber, 19).

Works Cited

Gershon, Richard. Telecommunications Management: Industry Structures and Planning

Strategies, Mahwah, NJ, USA: Lawrence Erlbaum Associates, 2001

Scheiber, Lukas. Next Taylorism: A Calculus of Knowledge Work, Frankfurt am Main, BRD:

Peter Lang. 2012

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19th March, 2011

Movie critique of the film smoke signal

Introduction

It is from what is conveyed daily by the media be it newspapers or television in form of news or movies that whites get the idea of negativity towards blacks and in extreme cases result into racism. In the same way that they react differently to the different messages they get from the various sources, they express their feelings differently towards what is portrayed. These may be prototypes which are habitual ways of thinking often influenced by data where reality assessment is based on experience and from which people make sense of the complicated and uncertain world. At times these decisions are driven by convenience and emotion with the larger part played by culture and the psychology of an individual. Prototypes aid in assessment of others which is stimulated by categories thought to be marking category membership like skin color which is enough to stimulate the expectations of stereotypic behavior (Leigh, White, Inglis, & Stewart, pp. 60-77).

Subsequently they act as a restraint for people to interpret behavior that is incompatible with their stereotypes. This is what may make a white assume that a black person in a white dominated high status setting is a waiter since they expect blacks to belong to the serving class if not criminal. In turn a black might view a white’s reaction as racist even in the event that it was not meant that way due to the prototype that whites are racists. This thinking normally diminishes racial unity and is passed on ferociously (Leigh, White, Inglis, & Stewart, pp. 60-77).

Its main ideas are those of forgiveness shown by Victor even after he discovers that his father causes Thomas’ parents death and his mother. In addition it advocates for harmonious living as is portrayed in the first scene where Thomas’ parents and friends were celebrating White Independence Day. the film provides a set up that convey the Indian culture where they are supposed to be firm and arrogance as reflected in Victor’s words to Thomas that “I have to teach you how to be a real Indian like a warrior. White people will walk over you if you don’t look it” (Smoke Signals, Sc. 4) and “I said it’s a foul it’s a foul “during basketball practice by Victor (Smoke Signals, Sc. 1). They are also supposed to be proud as Arnold who even had to lie to Suzie (Smoke Signals, Sc. 5) about Victor’s win in the basketball game to make him look good. Victor does not accept his offer for money dismissing him to go find a woman since he does not want him to accompany him to phoenix. This would provide a phonotypic idea to any viewer that Indians are arrogant (Leigh, White, Inglis, & Stewart, pp. 60-77).

The first scene begins with a house on fire that swallowed the first narrator’s parents on 4th July 1976. He was saved by Arnold Joseph alongside his own son Victor and handed to his grandmother There are situations however where some people possess a different trait from those portrayed in stereotypes like when Thomas tells the two white ladies to make love not war making her appreciate the good example of their traditions.

To prove the point that Indians are poor and discriminated against they do not have passports, have to use a lot of money boarding the bus and have to walk some distance to their final destination. They meet Kent from Mississippi whom Victor expects to be of a higher class and thinks she is a liar having been a gymnastic and on a bus despite the fact that Thomas considers her nice (Smoke Signals, Sc. 3). They engage in a debate as to whether cowboys always win or not as a result of their experience with them in the bus. This is reflected when they cannot retain their seats from the Americans. Due to the thought that an Indian can only work as junior professionals (Leigh, White, Inglis, & Stewart, pp. 60-77), Victor thinks Suzie works as a nurse in the hospital. However she clarifies that she is the hospital administrator (Smoke Signals, Sc. 5).

On their way back they engage in an argument about Victor’s father which eventually leads to a car wreck and an accident where a girl is knocked down by their vehicle (Smoke Signals, Sc. 7). They get into trouble with the police who think that they were under the influence of drugs (Smoke Signals, Sc. 8). The victim’s parents; Mr. and Mrs. Heinsisseror had framed them up due to the notion that they could only be criminals. Finally, as they reach their destinations Victor meditates about all the events and remembering his father has a change of attitude and is no longer arrogant. He even shares some of his father’s ashes with Thomas.

In conclusion, Thomas as the lead actor plays an important role in removing the stereotypes placed on most Indians by displaying positivity towards people of other races. Suzie helps Victor and Arnold to reflect leading to the final forgiveness attitude.

Works Cited

Leigh, D., White, L., Inglis, R., and Stewart, M. A free and Responsible press. Chicago: London.

The University of Chicago Press. Pp. 60-77.1947.

Smoke Signals. Dir. Chris Eyre. Perf. Adam Beach, Irene Bedard, Gary Farmer and Tantoo

Cardinal. Miramax, 1976.Film. Sc. 1-9.

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Advancing Sustainable Development through Human Rights: How reimagining foreign policy creates a new approach to the global political agenda and SDGs

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Summary

I share research insights from a project I conducted with the Prime Minister and Minister of Foreign Affairs of Libya, playing a key role in rebuilding the post-conflict society of Libya. I share my perspective on how foreign policy and public diplomacy are central to sustainability.

Foreign Policy Relevance to SDGs: the Foundation for Human Rights

Human rights create conditions essential to the advancement of sustainable development. The United Nations’ 2030 Agenda recognizes that inclusive and participative economies and societies for which the government is accountable, achieving better outcomes for all people while leaving no one behind. The Declaration on the Right to Development emphasizes the right of all individuals and peoples to free, active, and meaningful participation. And the UN Guiding Principles on Business and Human Rights (UNGPs) set out the duty of States and private companies to ensure that business activities do not abuse people’s rights.

Fundamental among the human rights available to people worldwide includes the right to enjoy a clean and safe environment that developing countries can achieve by adopting sustainable measures. The aspects of human rights in sustainability are related to governments and corporations ensuring that the measures adopted will promote the enjoyment of an individual’s economic, social, cultural, and political rights. On the other hand, tenets of the SDGs, for example, reducing poverty and promoting gender equality, serve to guarantee that individuals can access resources to advance social progress and equality.

Despite this, economic policies in many countries have curtailed social protection and concentrated wealth and political power in fewer and fewer hands. Unsustainable, wasteful growth patterns increase environmental degradation and accelerate climate change, generating effects that harm health, access to water and sanitation, food, housing, and land rights, and endanger life. The poorest, who contribute least to climate change, pay the highest price.

The Sustainable Development Goals (SDGs) are unprecedented in their scope and ambition for human progress. By diminishing grievances that fuel conflict, progress on the SDGs can be a critical lever to build and sustain peace and stability worldwide. The transformative change they aim to produce can also affect geopolitical dynamics, balances of power, and interdependencies. Thus, progress on the SDGs has significant implications for foreign policy. Despite these critical stakes, the foreign policy dimensions of the 2030 Sustainable Development Agenda have not been sufficiently broached by foreign ministries to date.

This agenda resonates with fundamental foreign policy objectives such as improving international security, stability, and prosperity. Simply put, because not achieving the SDGs implies severe risks for these priorities, foreign policymakers have high stakes in the SDGs’ outcomes. With the constant shift in international power relations and dependencies in mind, foreign policy must anticipate and help steer the geopolitical implications of a sustainable transformation to minimize the risk of human rights infringements. More than ever, it is time for governments worldwide, especially those of vulnerable nations, to re-appraise their public diplomacy strategies to become more intersectional with cross-cutting political issues, such as human rights, and to re-align foreign policy objectives of conflict prevention and stabilization, with the Sustainable Development Goals.

Implementing the “S” in ESG: Human Rights’ due diligence in Environmental, Social, and Governance Sustainability

Implementing the SDGs will inevitably transform what natural resources are needed, how they will be procured, and how these questions are governed, redrawing the global map of political influence. The foreign policy ensures these changes do not create new threats to stability, or namely, human rights. As such, remodeling the SDGs into being a necessary investment in crisis prevention proves to be critical in unlocking proper governance models for reducing humanitarian issues.

By definition, sustainability is the act of meeting our needs while ensuring that future generation’s ability to meet their needs is not compromised. It is pertinent to note that while there are different definitions of sustainability, the effects brought about because of environmental and social problems facing nations around the world have paved the way to a consensus on the usage of the term. Currently, it is used to refer to the processes that human beings employ to ensure that not only are natural resources depleted, but their utility is not in a manner that sustains balance to allow the continuous enjoyment of quality life.

Sustainability relies on three foundational pillars: the economy, society, and environment. The scope of the pillars is moot among the ranks of state and international actors. However, the effect has been a requirement for corporations to redesign their businesses and the economy. Therefore, there is a need to highlight the impending risks that could arise in failing to follow these aspects for corporations to achieve sustainability. Indeed, following years of long-term damages resulting from the governments and corporations focusing on short-term profits, the public has turned the issue of sustainability into a mainstream concept. Subject to this, there arises a risk of irreparable damage to profits and reputation for corporations that do not align their operations to sustainability.

On the other hand, Sustainable Development Goals are the blueprint used to achieve a sustainable future for all. Countries can measure the success of these goals through the 5Ps, which are the foundational aspects of the SDGs, including People, Plan, Prosperity, Peace, and Partnerships. Notably, SDGs are related to sustainability since the SDGs serve as a call to every state, regardless of the level of development, to initiate plans that will ensure the prosperity of people in today’s world and the future. Subsequently, countries worldwide have rolled out plans to end poverty, limit inequality in health and education, and push for economic growth, which, when coupled with efforts to combat climate change, promise the ability to sustain current resources to serve the needs of the future generations.

Whether sustainability is possible in developing countries has been a subject of debate mainly because elements such as poverty and unplanned urbanization pose a risk to sustainable development. These impediments to sustainable development in developing countries include instability due to civil wars or international conflict and whether implementation will factor in programs related to the local context. Additionally, due to the lack of political consensus in a number of these countries, there is also a lack of political will among the people in power to push the proposed development programs into sustainable long-term practices. However, the need to ensure sustainable development is imperative considering that it borders the delivery of human rights.

Following the adoption of the SDGs, the international community evidenced a new commitment towards ensuring sustainable development. The motivation behind this was that the global consensus on a set of SDGs was a sign of a tremendous diplomatic achievement considering that diplomacy has been an Achilles heel when seeking sustainable growth. This challenge is a result of incessantly changing diplomatic processes, which impede connection between relevant actors and states. However, countries such as the United States can use numerous interventions to address the diplomatic issues impeding sustainability growth in a developing country such as Libya. These issues include civil war and the continuous disregard for human rights by both the government of Libya and the rebel group.

International Cooperation in Third World Countries and Their Relationship with Sustainability/Human Rights: Libya Case Study

Achieving sustainability in countries affected by conflict and extremism demands livelihood security and strengthened governance: core dimensions of sustainable development. Libya’s Government of National Accord (GNA) has been in constant war with a rebel group, Libyan Arab Armed Forces (LAAF) based in eastern Libya. The conflict has exacerbated an already worse situation by further limiting the access to essentials such as health and electricity due to an increased destroying of vital infrastructure. Furthermore, armed groups in Libya have persistently abducted people based on their actual or perceived political or religious affiliation.

The government of Libya limits the freedom of speech through the actions of the police. For example, police have used heavy weapons and live-fire to disperse street protests against corruption and poor living conditions. This limits international cooperation as well as the action of international actors in advancing sustainable growth in Libya. This impasse makes it difficult for individuals to achieve specific SDG goals such as poverty eradication, education, and reduction of inequality in such a country. The state of war places certain groups at risk, including women, children, migrants, and refugees who face challenges such as torture, sexual abuse, and murder in addition to limited access to health and basic essential services. The conflict in Libya, therefore, necessitates the need for solutions to adopt a design that advances diplomacy efforts.

Proposed Solutions from World’s First Youth-Led and Government-Backed Policy Innovation Lab in Africa: CollatEd Lab

CollatEd, a global research NGO operating in over 100 countries, conducted policy research in developing nations, one being Libya, through multi-paradigm quantitative research methods, with ministers and partners across the world, including the United Nations. The objective of the research was 1) to determine the appropriate policy solutions for Libya concerning effective human rights policies 2) to identify key political steps in accelerating the UN global sustainability agenda by providing a better understanding of the foreign policy implications of the SDGs to inform each nation’s respective diplomatic strategy. One of the key solutions identified is that the government of Libya should take necessary steps to define human rights based on national interest and the representation of the people.

The infringement of human rights through violence against women and girls, ill-treatment of detainees through torture, mock executions, sexual violence, and limitation of the freedom of expression highlights the areas where human rights could be applicable. Hence, to achieve the aspects of diplomacy necessary for sustainable growth, it is imperative that the proposed definition of human rights perfectly addresses the issues in the local Libyan context. Furthermore, it was included to support the prevention of conflict, violence, and insecurity, central to improving the state of human rights, public health approaches, including sexual and reproductive health policies, comply with international human rights standards and provide non-discriminatory access, especially to children, adolescents, women, and migrants.

Secondly, International actors should enter into discussions with the Libyan government and the rebels, for example. The extent of international interference should rely on the ill-treatment of refugees, detainees, asylum seekers, and contravention of international customary law. The position of these laws is that if the actions of a state have contravened any law from which no derogation is permitted. Such laws referred to as jus cogens include the prohibition against torture and other inhumane treatment. Several activists have been tortured to death by armed groups affiliated with the LAAF.

International interference is necessary considering that having governments that respect and uphold human rights for their citizens is less likely to threaten international peace and security. Therefore, the responsibility of delivering human rights and sustainability efforts in Libya is dependent on action by international organizations and state actors. Ultimately, State authorities should adopt and implement laws, policies, and strategies on land and housing that increasingly comply with human rights. This includes assisting accountability mechanisms to address forced evictions, homelessness, displacement, land grabs, and other violations of housing, land, and related rights such as food, water, and sanitation; strengthen partnerships to increase awareness of the right to housing and land rights; and develop practical approaches to implement the SDG commitment to ‘leave no one behind’ concerning housing, land and related human rights. In short, governance is the DNA of the 2030 Agenda and needs to be prioritized both for government and non-government actors of the SDGs to see a positive difference in the current state of human rights.

Equally important, there should be a negotiation for a united political will. Currently, there are sectors under government control and others under LAAF control. As identified, one of the main reasons behind governments failing to deliver sustainability is the lack of political collaboration to adopt measures and push for their success. 13 As such, peace negotiation treaties can be constituted to ensure that both the “rebels” and the government are on the same page concerning the mutually beneficial impact of government capacity building: optimizing sustainable development through the promotion of human rights and its effect on ESG sustainability.

Lastly, to further any solutions suggested above, it was concluded, throughout the project, that national and multinational institutions, assisted by communities, systematically collect, disaggregate and use data relevant for advancing human rights when they monitor and implement each of the Sustainable Development Goals.

Bibliography

“Take Action for the Sustainable Development Goals – United Nations Sustainable Development.” United Nations. United Nations. Accessed June 24, 2021. https://www.un.org/sustainabledevelopment/sustainable-development-goals/.

“THE 17 GOALS | Sustainable Development.” United Nations. United Nations. Accessed June 24, 2021. https://sdgs.un.org/goals.

Cohen, Roberta. “Integrating Human Rights in US Foreign Policy: The History, the Challenges, and the Criteria for an Effective Policy.” Brookings, April 9 (2008).

Hendricks, Cheryl, and Annie Chikwanha. “The role of the United Nations in the search for peace in Libya since 2011.” (2019).

Inguila, P. (2019). The Role of the United Nations in the Search for Peace in Libya Since 2011. University of Johannesburg (South Africa).

Kjellén, Bo. “Pathways to the Future: The New Diplomacy for Sustainable Development.” (2004).

Leal Filho, Walter, Shiv K. Tripathi, J. B. S. O. D. Andrade Guerra, Ricard Giné-Garriga, V. Orlovic Lovren, and J. Willats. “Using the sustainable development goals towards a better understanding of sustainability challenges.” International Journal of Sustainable Development & World Ecology 26, no. 2 (2019): 179-190.

Leal Filho, Walter, Shiv K. Tripathi, J. B. S. O. D. Andrade Guerra, Ricard Giné-Garriga, V. Orlovic Lovren, and J. Willats. “Using the sustainable development goals towards a better understanding of sustainability challenges.” International Journal of Sustainable Development & World Ecology 26, no. 2 (2019): 179-190.

Moomaw, William R., Rishikesh Ram Bhandary, Laura Kuhl, and Patrick Verkooijen. “Sustainable development diplomacy: Diagnostics for the negotiation and implementation of sustainable development.” Global Policy 8, no. 1 (2017): 73-81.

Purvis, Ben, Yong Mao, and Darren Robinson. “Three pillars of sustainability: in search of conceptual origins.” Sustainability Science 14, no. 3 (2019): 681-695.

World Report 2021: Rights Trends in Libya.” Human Rights Watch, January 13, 2021. https://www.hrw.org/world-report/2021/country-chapters/libya.

Purvis, Ben, Yong Mao, and Darren Robinson. “Three pillars of sustainability: in search of conceptual origins.” Sustainability Science 14, no. 3 (2019): 681-695.

“THE 17 GOALS | Sustainable Development.” United Nations. United Nations. Accessed June 24, 2021. https://sdgs.un.org/goals.

“Take Action for the Sustainable Development Goals – United Nations Sustainable Development.” United Nations. United Nations. Accessed June 24, 2021.

https://www.un.org/sustainabledevelopment/sustainable-development-goals/.

Leal Filho, Walter, Shiv K. Tripathi, J. B. S. O. D. Andrade Guerra, Ricard Giné-Garriga, V. Orlovic Lovren, and J. Willats. “Using the sustainable development goals towards a better understanding of sustainability challenges.” International Journal of Sustainable Development & World Ecology 26, no. 2 (2019): 179-190.

Author Biography:

Sara Ketabi has worked as a foreign policy advisor for 3+ years with the H.E. President of Rwanda and consults in international development policy for the UNDP.

Change Management as a Contemporary Issue Facing Human Resource Managers

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Change Management as a Contemporary Issue Facing Human Resource Managers

Introduction

Human Resource (HR) managers foresee the most crucial components of a successful business organization. The fundamental organizational functions managed by the HR department include recruitment and training of employees, employee compensation, record-keeping, relational support, compliance with labor laws and regulations, and management of explicit performance issues (Pattrick & Mazhar, 2021). These functions are crucial since they ensure that an organization retains a productive and prosperous workforce, contributing to an organization’s success. However, HR managers in the contemporary world face various challenges resulting from increased globalization, change in customer demands, the latest production methods, corporate restructuring, and technological advancements (Nasir, 2017). Therefore, for the HR department to continue contributing significantly to the success of business organizations, HR must tackle and manage these challenges. One of the challenges facing HR in the contemporary world is change management. This paper explores the issue of change management and proposes practical solutions to deal with it. First, the paper discusses the concepts of change management to give the reader a background of the research topic. It then discusses the role of HR in change management. Further, challenges faced by HR during change management are discussed. Lastly, potential solutions to address the challenges of change management faced by HR are presented.

The concept of Change Management

Technology innovation, global integration of economies, shifting socio-cultural norms, and changing consumer patterns have made the 21st century a more challenging environment for organizations to operate in (Goksoy, 2015). To prosper in an ever-changing environment and swiftly adjust to the highly competitive business environments, organizations need to continuously change through evaluating, revising, and restructuring their organizational policies, thus partaking in organizational change (Çolakoğlu et al., 2016). Organizational change refers to the continuous renovation of a firm’s structure, capabilities, and direction to meet customers’ changing needs (Anyieni et al.,2016). Since companies are inextricably tied to the forces of change, effective change management has become a major priority for senior managers. Change management refers to a structured and systematic procedure of designing and implementing interventions and strategies for firms to transition to the desired state from their current state (Ramachandran & Sharma, 2019). Sher et al. (2021) urge that change management is necessary because it accords organizations an opportunity to accomplish their intended goals, such as expansion, sustainability, and profitability, among other positive outcomes. HR managers contribute significantly to change management (Alfes et al., 2019). The following section discusses the role of HR managers in change management.

The role of HR in Change Management

HR play a significant role in change management. The HR department can serve as a facilitator for the changes initiated by other departments or leaders, or it can initiate and lead a change process (El-Dirani et al., 2020). Also, HR contribute in improving employee understanding of the anticipated change (El-Dirani et al., 2019). According to Hornstein (2015), HR and other leaders of change management must facilitate comprehension of the change initiatives to influence the willingness of employees to embrace the change. Usually, HR explains to the employees where the change comes from as well as its implications. The second role of HR in change management is improving communication between non-managerial and managerial employees. To ensure effective communication, HR maintains precise, quick, and clear communication that a wide range of employees can understand. Furthermore, HR increases employee satisfaction during change management. This is achieved by explaining the change to the employees and clearly defining its positive implications. HR also increases trust between non-manager and managerial employee levels during change management. Another role of HR in change management is improving employees’ skills and proficiency. This is achieved through offering training programs to allow employees to develop the necessary skills to oversee change. Furthermore, HR recognizes and rewards employees for the successful implementation of change (El-Dirani et al., 2019). Other roles of HR in change management identified by El-Dirani et al. (2019) include increasing the leadership cohesiveness, minimizing unplanned staff turnover, and sustaining change and its long-term results. While playing their roles in change management, HR managers are faced with several challenges. These challenges are discussed below.

Challenges Faced by HR during Change Management

One of the major challenges facing HR in change management is employee resistance to change (Sher et al., 2021). On the same note, Alfes et al. (2019) urge that HR managers expect to experience some sort of employee resistance while managing change. Yılmaz and Kılıçoğlu (2013) define resistance to change as any action or attitude that designates a lack of willingness to make or support the desired change. Usually, employees resist change because of a lack of a comprehensive understanding of the change and its implications, fear of losing something they value, and their lack of belief that the change will positively impact the organization (El-Dirani et al., 2019). Also, employees may resist change if employees influenced by the change are pressured to comply rather than being given input in the direction of the nature of change. El-Dirani et al. (2019) reveal that successful HR who serve as change agents replace resistance to change with excitement about the possibilities of the change.

Another challenge faced by HR during change management is the lack of resources required for change management (Mosadeghrad & Ansarian, 2016). Usually, some executives in the organization do not comprehend the purpose of change nor its value to the organization. As a result, this makes it challenging for HR to acquire the resources needed to manage change as the senior leaders in an organization are reluctant to approve the budget for change management since they do not see any value in change management. If an organization lacks sufficient funds, time, staff, and other resources to fully manage change, this sabotages HR efforts to implement change successfully.

Lack of executive support is another challenge facing HR while managing change (Rudnev, 2020). Mosadeghrad and Ansarian (2016) also identify a lack of sufficient management support as a major cause of change failure in modern organizations. Notably, implementing and sustaining change is a long-term investment. Usually, changes do not occur just because a new solution is designed. For change to be effective, it requires to be implemented, tested, refined and reinforced. These activities require executive support. Since some executives do not understand the value of change management, they fail to support HR in change management.

Potential Solutions to the Issue

This section provides practical solutions for addressing the above-mentioned challenges faced by HR while managing change. Firstly, to deal with employee resistance to change, Sher et al. (2021) recommend that HR managers identify the possible causes of employee resistance and then utilize persuasive methods to define and resolve these causes of resistance. Another strategy that HR can be adopted to deal with employee resistance to change is allowing employees to participate in the change process. Darmawan and Azizah (2020) reveal that the lack of or low participation of employees in the change process makes them feel undervalued, which makes them reject changes. Therefore, engaging them in the change process will make them feel valued and will not resist change. Also, to reduce employee resistance to change, HR managers can discuss the underlying benefits of change, such as the organization’s shift from one state to the other and the main opportunities to be availed by the change, with the organization’s workforce before implementing change. This may change the employees’ attitudes towards change, and they may stop resisting the change.

To deal with the issues of lack of sufficient management support, HR managers can help executive managers understand the value of the organization’s change (Sher et al., 2021). They can explain to the managers the benefits of the complete change and the opportunities that the change will unveil for the organization. When the managers get to understand the benefits of the change, this will make it easier for them to support the HR in various ways, such as providing the resources required for change management. Consequently, this will solve the issue of the lack of sufficient resources that HR faces during change management.

Personal Impression Regarding HR issues

In my opinion, since HR contributes significantly toward organizational success, business organizations should prioritize addressing issues facing HR managers. Also, since the HR department is the first contact with a potential employee and the last contact when an employee leaves an organization, HR should serve as leaders. The direction and leadership provided from the beginning to the end will set the tone for employees’ experience and attitudes towards HR. Consequently, this will contribute significantly toward change management. However, HR must adopt effective leadership styles, such as transactional leadership style, during change management. This leadership style will make employees feel valued during the change process and will make them support change. Transformational leaders promote open communication and strong relationships. Building healthy relationships helps eliminate internal conflicts. In cases where HR has adopted transformational leadership, it will be easier to manage change as this form of leadership will prevent employee resistance to change.

Conclusion

Overall, change management is among the biggest challenges facing HR in the contemporary world. Organizations must be able to adapt to internal and external changes in order to grow and thrive. Therefore, HR must deal with the challenges faced during change management. The roles of HR in change management include improving employee understanding of the anticipated change, promoting comprehension of the change initiatives to impact the willingness of employees to embrace the change, improving communication between non-managerial and managerial workers, and increasing employee satisfaction. Other roles include increasing trust between non-manager and managerial employee levels and improving employees’ skills and proficiency. However, HR is faced with various challenges, including employee resistance to change, lack of sufficient resources, and lack of adequate management support while managing change. These challenges can be solved through employee participation and open communication about the benefits of the change. HR managers should adopt a transformational leadership style during change management, which will assist in dealing with the challenge of employee resistance.

References

Alfes, K., Shantz, A. D., Bailey, C., Conway, E., Monks, K., & Fu, N. (2019). Perceived human resource system strength and employee reactions toward change: Revisiting human resource’s remit as change agent. Human Resource Management, 58(3), 239-252. https://doi.org/10.1002/hrm.21948Anyieni, A., Ondari, C. G., Mayianda, R., & Damaris, K. A. (2016). Organisational change: a critical review of the literature. The International Journal of Professional Management, 11(2), 1-6.

Çolakoğlu, S., Chung, Y., & Tarhan, A. B. (2016). Strategic Human Resource Management in Facilitating Organizational Change. Organizational Change Management Strategies in Modern Business, 172-192. http://dx.doi.org/10.4018/978-1-5225-0196-1.ch074Darmawan, A. H., & Azizah, S. (2020, January). Resistance to change: Causes and strategies as an organizational challenge. In 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019) (pp. 49-53). Atlantis Press. http://dx.doi.org/10.2991/assehr.k.200120.010El-Dirani, A., Houssein, M. M., & Hejase, H. J. (2020). An exploratory study of the role of human resources management in the process of change. Open Journal of Business and Management, 8(1), 156-174. https://doi.org/10.4236/ojbm.2020.81010El-Dirani, A., Hussein, M. M., & Hejase, H. J. (2019). The role of human resources in change management: An exploratory study in Lebanon. The Journal of Middle East and North Africa Sciences, 5(6), 1-13.

Goksoy, A. (Ed.). (2015). Organizational change management strategies in modern business. IGI Global.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International journal of project management, 33(2), 291-298. https://doi.org/10.1016/j.ijproman.2014.08.005Mosadeghrad, A. M., & Ansarian, M. (2016). Why do organisational change programmes fail?. International Journal of Strategic Change Management, 5(3), 189-218.

Nasir, S. Z. (2017). Emerging challenges of HRM in 21st century: A theoretical analysis. International Journal of Academic Research in Business and Social Sciences, 7(3), 216-223. http://dx.doi.org/10.6007/IJARBSS/v7-i3/2727Pattrick, P., & Mazhar, S. (2021). Core Functions of Human Resource Management and its Effectiveness on Organization: A Study. International Journal of Research in Economics and Social Sciences(IJRESS), 9(5), 257-266.

Ramachandran, S., & Sharma, D. (2019). Analysis of Challenges Facing Human Resources Management in Current Scenario. International Journal of Innovative Technology and Exploring Engineering 8(6s2):159-161.

Rudnev, E. A. (2020). Five Challenges of Change Management. International Journal of Human Resource Studies, 10(4), 333-339. https://doi.org/10.5296/ijhrs.v10i4.18023Sher, S., Abbas, U., Khan, R. A. M., Khan, N., Ahmed, H., & Zafar, H. M. A. (2021). Strategic Role of Human Resource Management Policies and Practices in Organizational Change. Indian Journal of Economics and Business, 20(4), 275-294.

Yılmaz, D., & Kılıçoğlu, G. (2013). Resistance to change and ways of reducing resistance in educational organizations. European journal of research on education, 1(1), 14-21.

Champion Compression Shorts

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Exercises and sports in general now made more comfortable irrespective of size, gender, or targeted activity. Champion champions all possible discomforts you have ever had. Over the years, finding the best or most appropriate compression short has been an issue all of us hope to solve. In most cases, what works for one activity or sport fails in another. Cases of sweat friction and resultant rashes, weak waistbands over time, muscle fatigue and soreness, discomfort among other difficulties experienced are now solved by one single product; Champion compressed shorts (TechInsider, 2018). It solves not one, not two, but the various challenges you have had during sporting activities. How each is solved can be detailed and narrowed down to how its material and style is convenient and effective when it is used during sporting activities (Compression+Design, 2018).

Sweat friction that has always resulted in rashes. It can now be ironed out by the champion compression shorts which are a perfect fit and have an elastic closure. It is its elasticity and ability to perfectly fit that also reduces the chances of discomfort, muscle fatigue, among other possible difficulties when sporting without a compression short or when using not that is not as effective (HumanKinetics, 2020). According to Men’s Magazine, compression shorts such as the champion compression shorts are the most effective in the way out of muscle soreness and fatigue (Gearhungry, 2020). It cuts across all possible sporting activities you engage in by making each activity more comfortable than ever.

Champion compression shorts are known for their ability to improve muscle oxygenation, thus enhanced strength recovery. Remember, for muscles to function well during any given workout, they ought to be well oxygenated (Bringard et.al., 2006). The champion compression short/garment is designed to increase and regulate the oxygen received by the muscles. Its ability to do this is because, despite its elasticity and perfect fitting nature, it allows for blood flow, thus improved oxygenation of the muscle tissue. The oxygenation, in turn, enhances performance during a workout as analyzed by experts. Using these shorts not only make you comfortable but also help you maintain a healthy workout or exercise.

Similarly, the fact that they are elastic allows for the regulation of muscle strain, thus better and more comfortable recovery after workouts or sporting activities (MensFashion, 2017). It is so because the chances of muscle injuries, perceived pain, joint flexion, among other possibilities, are lowered since the muscles are well held by the compression short. Your contractile muscles are well regulated when using champion compression shorts. The champion compression short not only caters for your comfort but also your health to keep up with your routine (ANON, 2020).

Champion compression short comes in all sizes for all possible genders, several brands some more improved than others. For instance, the Champion Double Dry Compression 7” short is meant for women (Original, 2020). It has several sizes; inseams 7” (Women), 6” (Youth), 31/2” (Girls), thus cuts across all possible sizes due to its elastic nature. It is 85% Polyester and 15% Spandex, which gives it the ability to wick moisture away from your body and helps control moisture build-up (ChampionTeamwear, 2020). The Champion Men’s Power flex Compression Short is still ranked among the topmost Compression Shorts despite its existence in the market for several years (MensFashion, 2018). It is ranked up due to its ability to reduce sweat friction, the groin support it gives, and how convenient it is in a variety of sporting exercises and workouts. It is available in XSM size, SML size, MED side, LRG size, and the XLG size. The Champion C9 compression shorts are also in the market and are in various forms you should try out (Target, 2020). The champion compression shorts are known to be rated up to 4.6 stars out of five.

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They have a double-needle waistband, which makes you comfortable and reduces cases of chafing, friction, and the elastic closure at all openings reduces the chances of riding up during sporting exercises (ANON, 2020). They are comfortable when any movement is made and allows you ease in motion due to their elastic nature. Its elastic nature compresses or puts pressure on the body, thus giving you form (McDavid, 2020). The pressure or compression reduces the chances of or injury and improves performance in general. Similarly, the compression nature of the Champion compression shorts easily dries thus has a higher ability to ability to transport perspiration away from the body (Swistaa, 2016). It feels next to skin due to its elasticity and lightness, which gives you a next to skin feel, thus a wide range of motion (Lauren, 2020). Champion compression shorts have always received a rating of between four and five (DICK’S, 2020).

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You need not worry about pricing and availability since you can shop online or at physical shops. The Champion Compression shorts, just like every other Champion garment, are dependable and long-lasting. The prices are affordable and often reduce after new and better versions come in the market (ANON, 2020). Choosing Champion is choosing a championship in your athletic or daily activities. Visit online shopping sites and get more information from the review and place your order to share in the fantastic experience. Make a difference in your workout experience.

References

ANON (2020). 10 best compression shorts pants 2019 honest review. Retrieved 13 May 2020, from https://www.youtube.com/watch?v=_nLVeKp3n1M

ANON (2020). Retrieved 13 May 2020, from https://www.amazon.com/Champion-Mens-Powerflex-Compression.Bringard, A., Romain, D., Belluye, & N., Perrey, S. (2006). Effects of compression tights on calf muscle oxygenation and venous pooling during quiet resting in supine and standing positions. The Journal of sports medicine and physical fitness

ChampionTeamwear (2020). Champion Double Dry® 7″ Compression Short Retrieved 13 May 2020, from https://championteamwear.com/product/double-dry-7-compression-short

Compression+Design. (2018)Champion Compression Shorts Review Retrieved 14 May 2020, from,https://www.compressiondesign.com/champion-compression-shorts-review/

DICK’S. (2020). Day flash sales. Retrieved 13 May 2020, from https://www.dickssportinggoods.com/p/champion-womens-practice-shorts-19chawprctcshrtxxapb/19chawprctcshrtxxapb

Gearhungry. (2020). 6 best compression sorts in 2020. https://www.gearhungry.com/compression-shorts-for-men/

Human Kinetics (2020). Compression garments may be beneficial to recovery process. https://us.humankinetics.com/blogs/excerpt/compression-garments-may-be-beneficial-to-recovery-process

Lauren, R. (2020). The best men’s compression shorts on amazon, according to hyperenthusiastic reviewers. https://nymag.com/strategist/article/best-mens-compression-shorts.html

McDavid. (2020). Top 10 benefits of wearing compression shorts during your workout. https://www.mcdavidusa.com/blogs/posts/top-10-benefits-wearing-compression-shorts-workout

MensFashion. (2017). Champion Men’s Sport Shorts // UK New & Popular 2017. Retrieved 14 May 2020, from https://www.youtube.com/watch?v=ztEcjXrenWA

MensFashion.(2018). Top 10 Champion Compression Shorts [2018 ]: Champion Men’s Powerflex 6″ Compression Short, Black,Retrieved 14 May 2020, from https://www.youtube.com/watch?v=BsP5p27Zv-k

Original, V. (2020). Compression Shorts for Women: An Overview. Retrieved 14 May 2020, from https://www.blogarama.com/individual-sports-blogs/528810-compression+design-blog/23578418-compression-shorts-for-women-overview

Swistaa. (2016). Spandex Shorts from Champion – Michelle’s Thoughts. Retrieved 14 May 2020, from https://www.youtube.com/watch?v=w52Eo6Li8f0

Target (2020). Champion C9 Compression Shorts. Retrieved 13 May 2020, from https://www.target.com/s/champion+c9+compression+shorts

TechInsider. (2018) How Compression Pants Work And Why They Are So Popular Retrieved 14 May 2020, from https://www.youtube.com/watch?v=Hmb_ZYJ9T-

Movie Industry A and B

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Abstract

The ascendancy of the movie industry has been the subject of copious studies. It provides a fruitful research domain for the scholars in marketing and other disciplines. The industry has a high economic importance, which drives the researchers to gather numerous data that covers the entire products. The video viewers then use this information in making comparison of preference across the world.

This thesis reviews the economic, organizational and marketing issues between Movie industries A and B. Further, it utilizes the existing theoretical explanations for acquisition and persistence of the market dominance of their products. It concludes that major theaters ascend in market leadership and supremacy because they develop strategic management capabilities that are superior to the rival firms. It argues efficient marketing procedures create a unifying theory for industry’s enduring dominance because it accounts for the utilization of its resources in establishing the industry for over long periods. Charts, graphs and appendices are utilized to facilitate creation of a strategic analysis on competitive marketing (Rothaermel, 2012).

Introduction

Dominant firms that control the manufacturing sector and the flow of products have a horizontal power which enables them to leverage their positions to manipulate industry prices to their advantage. As long as sufficient demand exists, and only a few manufacturers controls supply, then manipulating industry prices will be easy. Vertical power exists when the dominant firm is vertically integrated and operates in two or more industry sectors. Production, distribution and retail are conductedwithin accurate thresholds. This strategy based on the vertical power is termed as ‘vertical integration,’ and provides the firm with the ability to erect barriers of entry, shift of the costs and revenues among affiliates in ways to disrupt efficient market operations.Vertical integration is important particularly when a firm seeks to create or exploit market power, or as a defensive move against competitors who possess significant market power or when the industry faces a risky and unreliable market. Alternatively, any emerging company must fast-integrate the market in order for its operations to flourish. Vertically integrated industries succeed by targeting segments where the leaders are weak or do not have full dominance. Consequently, the challengers develop their business to achieve the scales necessary to mount a serious market challenge on a wider front (Rothaermel, 2012).

The measurement of market power is based upon market shares held by industry leaders. The number of shares is proportional to the marketing power of a company. Market share is a comparative measure of firm performance relative to its rivals, and is often calculated on basis of a firm’s total sales or the volume of units sold relative to sales in the market.

Porters’ five forces analysis

This is a conceptual structure, which provides a basis for analysis of industry and business strategy.

Threat of entry

The movie market has proved to be profitable to industries actively involved in the business. The essence of profitability will lead to new entrants into the market that essentially leads to disbandment of any monopolistic competition that prior existed in the industry to embody a more perfect competition paradigm in the industry. Movie industries remedy this problem through formation of alliances. The movie industry provides an ideal setting for exploration of the role of strategic alliances. First, alliances in the movie industry are more consistent than in any form of industry. For example, biotechnology industries collaborate at different points of project development, leading to their dominance in the market compared to their rival teams. The boundary of the movie industry is also well established: a movie project has a short-term horizon and a clear starting and end. Conversely, projects in other industries are complex and less distinct or highly interrelated. Still, they have long-term horizons, making it difficult to identify the project boundaries. These features are essential as they provide grounds for analysis of meaningful distinction in the manners of business operations (Rothaermel, 2012, p.215).

Threat of substitute products or services

The existence of substitutes present a threat to dominant companies offering the same product since there is a possibility that the customers can switch to the new product. Movie industry A acts as a threat to Movie industry B by challenging the norm that is digital movie viewership to theatre. Piracy is highlighted as the major threat in the movie industry. It creates substitutes, which meet the need of the customers in an equal way to the genuine products. This limits the ability of the industries to raise the prices, which could lead to drifting of customers.

Power of suppliers

Suppliers that have autonomous mandate to the market input use this power to their will in defining their terms of compensation for provision of the good or service. Such suppliers may choose to levy high prices in return for offering goods or services unique to them. Movie industries share this bounty by having the privilege to dictate terms of service provision. In the previous year’s Movie industry A, the number of admission grew at much lower rate of 5% from 120 million to 420 million. The exhibition industry responded by lowering the number of screens from its peak of 500 million in 2000 to 420 million in 2002.

Rivalry

Competition is a common aspect of any market hence the defining aspect in the measure of rivalry is in the measure of the competition intensity between two industries. The difference in profitability is assessed along the number and size of the competitors, similarities and differences in products and services offered, and the height of entry and exit barriers, and the scale of economies. Notably, theater’s profitability would increase by 40% by running manageable exhibitions for a long time, and by procuring movies from larger set of movies running in the country over the same period.

Power of buyers

Customers also hold the ability to dictate terms concerning the nature of output by them having the capability to hold a company under pressure effectively dictating terms such as price set by the firm. Movie industries in most cases deal with the problem by endorsing schemes such as loyalty programs that restrain the customer powers. Perfect competition rule states that if there are many small firms in an industry, the industry is fragmented and exhibits low average profitability. If there are only a few large firms in an industry, this industry structure is more favorable and can exhibit higher industry returns. Moreover, the bargaining power of buyers can put on the seller’s company’s margin through demanding a lower price and a higher product quality. As result, strong buyers could reduce the company’s revenues (Rothaermel, 2012).

Analysis of industry A

Theatrical exhibition landscape is comprised of major theater chains and independent exhibitors. The movie industry has been over-screened. This means that the size of the movie-going population is not proportional to the number of theatre screen in the world. For instance, an examination of the total number of screens and theaters in this industry suggests that the movie industry started upward adjustment of the total number of screens in the year 2002. The growth rate between 1998 and 2000 (8%) and between 2000 and 2002 (9%) are lower than the corresponding growth rates in terms of the number of admissions (10% in 2002 and 2005, and 12% between 2005 and 2008).

By econometric modeling, it occurred that the relationship between screens and revenues for movies released in 2000 and 2002 was concave for the residents, but convex in international markets. Again, this concept was in line with the idea that the foreign market was under-screened while the internal market was over-screened.

Dominance of Industry A in 2002

Market Studio share market Rest of the industries Market share Annual cinema admission Average ticket price U.S.$ Annual Box Office U.S $ billion

1998 India N/A N/A 120 million $ 0.35 $ 0.21

1999 China 54% 46% 220 million $ 1.23 $ 0.59

2000 Europe 80% 20% 500 million $ 5.45 $ 1.045

2001 Japan 75% 25% 350 million $ 11.75 $ 7.85

2002 U.S 78% 22% 420 million $ 2.85 $ 1.05

Analysis of industry B

The profitability structure of this industry is more favorable than those of industry A. For example, the average rate of return on invested capital for the period between 2006 and 2008 was 20.6%, 3% more than what was realized in Industry A. The top five-exhibition chain including Regal Entertainment Group, AMC Entertainment, Carmike cinema, Cinemark and Lowes accounted 45% of the total number of screens in the market. It was conceivable that the movie industry would become even more concentrated in future, with countries such as U.S, Europe and China leading in the market.

Dominance of Industry B in 2008

Market Studio share market Rest of the industries Market share Annual cinema admission Average ticket price U.S.$ Annual Box Office U.S $ billion

2004 India N/A N/A 110 million $ 0.45 $ 0.25

2005 China 64% 36% 210 million $ 0.23 $ 0.39

2006 Europe 70% 30% 400 million $ 6.45 $ 0.045

2007 Japan 85% 15% 380 million $ 4.75 $ 5.85

2008 U.S 68% 32% 112 million $ 1.85 $ 2.05

Summary

The difference between the performances by these industries was attributed by a safe bet in the products and the consumer’s preference. Industry A had a lower standard deviation of the rate of return (1.64) compared to that of Industry B (2.21). When the PG rated movies are removed from the market, the difference in rate of return between these two companies will be statistically significant at the level of 4%.

High skewness indicates that the number of successful projects drives the success of each category, whereas low skewness indicates relatively unpredictable symmetric distribution. Very high skeweness indicates that the success is driven by the incompetence of the rival company.

Conclusions and recommendations

In most cases, companies concentrate on improving their profits in bid to remain successful. However, it does not happen automatically. Indeed, further improvement is required for the company to par its performance. It is therefore importance to consolidate different strategic skills in sustaining performance, both internally and externally.

It is important to measure the percentage output of a company from the inputs invested in the production of its export commodities. Such a strategic vision is efficient in determining the performance of a company in a given period. Moreover, this move will enable creation of a scorecard related to the entire performance of a company compared to that of the rivals.

Company should benchmark on their facets and profits. It is a fast track solution to unearthen the threats to the performance of a company; including the policies and the production processes that should be altered. A high growth niche is also commendable as it will lead to assimilation of the competitive products in the market. Some of the products in the market may be differentiated into different brands to increase the profits (Rothaermel, 2012.

The six sigma theory stresses on improvement of company’s infrastructure, thus reducing the barriers of a health market. The management should also focus on what the customers require. This resonates with the operating models and the products required in production of high quality goods. Redesigning could promote opening of new market channels.

References

Rothaermel, Frank. (2012). Strategic Management: Concepts and Cases. Irwin Professional Pub

Appendices

Appendix 1

Comparison of standard deviations

variable Std.dev (variable =1) N Std.dev (variable=0) Differences in std.devp-value skewnessPG-rated 0.9563 54 2.453 -1.6754 <0.0002 0.453 Sequel (a) 1.976 45 2.465 -0.241 0.1243 0.243 Sequel (b) 1.5634 65 1.976 -0.0243 0.215 0.432 R-rated 2.765 50 2.876 -0.234 0.142 1.542 G-rated 0.6464 55 2.789 -0.452 <0.0001 2.487 Pg rated or Sequel 1.0008 80 2.325 0.3065 <0.0001 0.985

Introduction

The success of any business body totally rests on its ability to accurately generate, comprehend and analyze all its financial statements which helps in understanding success and the business’ financial state. Free Cash Flow is a degree of financial performance calculated as operating cash such as sales revenue minus capital expenses such as bills and wages. Free cash flow (FCF) indicates the cash that a company is able to generate after setting aside the money required for asset base maintenance and expansion.

Cash is the liquid asset of a business such money in hand, petty cash, account balance available in bank, customer checks, and marketable commodities. It may also include the unutilized portion of an overdraft facility or line of credit.

Free cash flow is has many advantages to businesses since it allows a company to pursue prospects that will enhance shareholder value. Without cash, it’s tough to develop new products, order products, pay dividends and decrease debt among many other things

Capital Expenditures are also netted from free cash flow .These are payments which are made to obtain property and equipment, that have a useful life expectancy greater than the period stated. Maintenances and renovations to property and equipment that have long life are also capitalized. Depreciating assets are usually valued on the books at a reduced amount of deprecation method. The depreciation expense of the asset should match its useful life or usage. This helps in reducing the amount available to pay the dividends, reduce debt or repurchase share

Conclusion