The Origins Of Judaism, Christianity And Islam Essay

The origins of Judaism, Christianity and Islam happened within an area of the world that was the center of all nations; the Middle East. These faiths have a core religious belief system that includes religious writings, holy sites and figures. The religion of the Jewish people is referred to as Judaism and is considered one of the oldest religions, beginning over 4,000 years ago in an area of land called Mesopotamia. Abraham, known to the Jews as the father of their faith, entered the land of Canaan, later called Palestine, sometime around 1800 B.C.E. (Bellenir, 2004) God s way was originally open to all people, only after they had rejected him, did he turn to a specific group; the Jews. For this reason, the Jews are known as a â€Å"chosen people.† They were chosen by God to be an example to the world. If the Jewish nation disobeyed God they would be punished; if the nation repented and obeyed God, they would be rewarded with grace and hope. (Bellenir, 2004) The Jewish visio naries along with others of the Sixth century introduced monotheism to the region; the belief that there is only one god. (Sivers, 2015) This was a new concept to the world, as many people up to this part of history had a belief that there was more than one god. The stage for one of the central themes in Jewish thought—deliverance, was established after their move to Egypt ,where they subsequently became slaves also giving rise to another Jewish custom of practicing hospitality. (Bellenir, 2004) TheShow MoreRelatedSimilarities And Differences Between Islam And Islam940 Words   |  4 PagesSimilarities and Differences among the Religious Beliefs of Judaism, Christianity, and Islam Christianity, Islam, and Judaism are referred to as the three Abrahamic religions, this means that in addition to being monotheistic religions that worship the same God, these three religions feature Abraham in a foundational role (Gilman 15). Today’s government structures, traditions and laws of social behavior find their origin in the development of these three main beliefs. Although there has been theRead MoreWorld Religion: Christianity the Most Widespread Religion in The World1473 Words   |  6 Pagesaround the world. The six world religions are Christianity, Islam, Judaism, Hinduism, Buddhism, and Confucianism. Many of these religions are monotheistic, which is the belief of only one god or one higher power. There are also polytheistic believers, which is the belief in many or more than one god. These six world religions have a lot in common and they also have their differences that make their certain religion or belief special to them. Christianity is the most widespread religion in the worldRead MoreThe world consists of so many different types of religions, and every religion has its own1000 Words   |  4 Pagesdifferent types of religions, and every religion has its own objectives, their own path, and their own different beliefs. Judaism, Christianity, and Islam are the three most prominent religions in the western civilization. From their origins to life rituals, they have a great amount of similarities and differences between these three prominent religions. The origin of Judaism initiated around 1812 BC and it is one of the world’s oldest monotheistic religions. This religion commenced through the PatriarchRead MoreJudaism, Christianity, And Islam1052 Words   |  5 PagesAubrey Fletcher 3/9/15 Humanities Professor Michaud 417868 Judaism, Christianity, and Islam There are roughly 4,200 different religions in the world today, among them the largest are Judaism, Christianity, and Islam. These three religions are more similar then one would think. Christianity is the largest religion in the world with 2 billion followers and are called Christians. Islam is the second largest religion in the world with 1.3 billion followers. They are called Muslims, which means â€Å"oneRead MoreCompare Contrast Religion Essay1100 Words   |  5 Pagesbetween Christianity, Islam, and Judaism Between the religions of Christianity, Islam, and Judaism, there are many similarities and differences that are dealt within each of them. Throughout these religions, we can compare and contrast different aspects of each religion such as some of the basic facts of their histories and some of the religious beliefs each of them have in common and or make them different from each other. In the country known as Palestine, the religions known as Christianity andRead MoreEvolution of Abrahamic Religions 1022 Words   |  5 Pagesreligions that span many people groups and ethnicities can trace the roots of their beliefs back to Abraham. Three main religions sprouted from Abrahamic traditions, this paper will discuss the origins and the evolution of these three and will also analyse the reasons these three religions split. The origins of all abrahamic religions trace their roots back to abraham. Abraham is believed to have lived around 2000 BCE as written in Genesis, the first book of the bible and the torah. Abraham is believedRead MoreFlvs World History Essay675 Words   |  3 Pagesdescribe the trunk of the tree? The trunk would be Judaism. That was the original religion of the god of Abraham. Christianity branched off from it about two thousand years later, and Islam branched off from those about seven hundred years after that. 3. How are the three major holy books of the monotheistic faiths both similar and different? Judaism, Islam, Christianity. All three religions are strictly monotheistic. While Christianity believes in the Holy Triune, in which God is the FatherRead MoreJudaism, Christianity, and Islam1538 Words   |  6 PagesJudaism, Christianity and Islam Christianity and Islam are the most influential religions in the world. Judaism has only fourteen million followers across the continents which makes Judaism the 12th largest religion. Although Judaism is not as large as Christianity and Islam, It still has an impact on the world. Prophet Abraham is the called in Islam the father of all prophets and because of that, sometimes Christianity, Islam and Judaism are called Abrahamic Religions. There are many known differencesRead MoreThree Main Religions in the Middle East 897 Words   |  4 PagesMany have heard the term â€Å"the three major religions†, but how many know what is meant by this? The three major religions are referring to the religions in the Middle East countries, such as Iran, Iraq, etc. The religions are Christianity, Islam, and Judaism. With the close proximity of these countries, but the differing views on things, mainly religion, creates some conflicts and hostility. In America, people are allowed to worship who they want, and believe in what they choose. When someone saysRead MoreA Comparison of Religions1177 Words   |  5 Pagesï » ¿Judaism, Christianity, and Islam are all different types of Abrahamic religions. Abrahamic religions are the monotheistic faiths of the world. The most prominent of these are in fact Judaism, Christianity, and Islam, all of which can trace their religious origins back to Abraham (Bowker, 2008). Abraham is considered the ancestor of Israelites, the first Jewish believers, through his son Isaac. Isaac is generally associated with the foundation of the Israelite people while Abrahams other son, Ishmael

How to Choose Topics to Write about in an Essay

How to Choose Topics to Write about in an Essay Whatever They Told You About Topics to Write about in an Essay Is Dead Wrong...And Here's Why With this much energy spent on balancing academic and individual responsibilities it can be very difficult to create fresh ideas. Along the exact same line of thought, you might work a job in which you handle certain facets of your workload differently from others at your organization. Before beginning to write, go at your own pace and think of process essay suggestions and topics you like. When it has to do with writing, you always have a chance to learn, and it is far better to learn from the very best of the very best. Moral argumentative essay topics are a few of the simplest to get carried away with. You've got to compose an informative essay. Narrative essay topics Narrative essay is a little different from different types. Choosing topics for argumentative essays is crucial for your general success. Many types of essays are employed in particular instances to coordinate with the essay topic. While informal essays don't need specific understanding of particular topics, we suggest that you look at the info you use while writing. Argumentative essays are a few of the best that you can write as a student. There are several steps which you should take to be able to write a fantastic essay. You should think about a task to locate a theme not an issue but an opportunity and even a benefit. A detailed and very clear plan can help you to comprehend where to begin and the way to end. Naturally, you should have a long-term plan for your life and some general ideas for what you wish to accomplish. Your essay might incorporate the explanations for teen pregnancy and talk about the recent rates of teen pregnancy and potential solutions. It's important to select debatable argumentative essay topics as you need opposing points you may counter to your own points. Colleges are searching for a feeling of maturity and introspectionpinpoint the transformation and demonstrate your private growth. All About Topics to Write about in an Essay You don't need to acquire super technical with legal argumentative essays, but make certain to do your homework on what the present laws about your favorite topic actually say. Thus, to compose a great essay you need to brainstorm all thoughts concerning your life experiences. A research topic has to be actual and current. Surely, you're an individual with several interests, and it might pose some challenge to pick just one out of all of the probable topics for expository essay. The Meaning of Topics to Write about in an Essay The most important idea is to think of a comprehensive essay made from introduction, body paragraphs and conclusion. When you've got a completed outline, you'll have a step-by-step guide that it is possible to follow till you are done writing. Thanks to the correct selection of presentation style and a thorough understanding of the goals you need to attain in your essay, there are many categories essay themes may be broken into. So without further ado, below are some effective writing tips to produce your common app essay stick out! Topics to Write about in an Essay - Overview Inspiration to make your own advertising or media argumentative essay topics isn't tricky to discover. Deciding on an essay topic is quite important, and you may write the proper things about boring facts and events. Explaining how to spend less by utilizing open-source texts and internet textbook rental websites would result in an extremely informative essay. Everything is contingent on the aim of your essay. Ruthless Topics to Write about in an Essay Strategies Exploited If you must compose your whole essay in 1 day, do your very best to give yourself breaks so you don't burn out. It is often as large or as small as it is possible to consider! You must be very careful when choosing an essay topic . Opt for an intriguing essay topic, and you're going to begin enjoying it. Argumentative essay topics are so important since they are debatableand it's essential to at all times be critically contemplating the world around us. Anything and everything may be an essay topic. An argumentative essay requires you to choose a topic and have a position on it. The success of your essay is in the perfect selection of the topic. It's possible to opt for an intriguing topic from any area of science. The Argument About Topics to Write about in an Essay By way of example, in college, you might be requested to compose a paper from the opposing viewpoint. If you're on the lookout for some topic ideas, however, then take a look at the subsequent list and maybe one or more will fit your fancy! As it's such a huge subject, you're going to want to narrow your paper down to a particular angle. You may want to incorporate a concise history of plastic surgery and why it has gotten so common. Facts, ultimately, will always win out against how folks are feeling at a specific moment. It's important to understand that essay topics are just basic ideas that leave you pondering a notion that might be a huge deal to somebody else. The Hidden Truth About Topics to Writ e about in an Essay It is possible to write a very simple essay on the suitable age to vote or suitable age to be in a position to purchase alcohol. On our site you will discover a whole lot more useful distinctive information that is certain to be beneficial for junior and higher school kids from, like common home task essay about Hamlet, together with, for instance, application essays for college for future students. Tons of students put on a uniform. At times it only looks simple, but lots of students forget about the sort of academic writing they have to stick with. The Argument About Topics to Write about in an Essay Enable the professional academic writers help to your informative paper! College application essay topics are an important portion of an entertaining and compelling bit of writing. There are some hints that may help you to compose a good ESL essay even when you aren't great at writing generally speaking. As a college student, you're predicted to compose prem ium quality essays. The Debate Over Topics to Write about in an Essay You may be able to interview them. For instance, if you've completed the topic in regards to the previous tenses, most likely, you will receive a topic about some previous events, like your vacation or your very best friend when you were a kid.

Strategic HR Planning Process

Question: Write a report about the strategic HR planning process. Answer: It is imperative that recruitment and selection should be aligned with business and strategic plans. For instance, if the strategy of the business is to leverage the highly skilled manpower to develop innovative products such as in research and development, then the recruitment method and selection techniques adopted are significantly different from that adopted from hiring sales employees for a bank. The role of recruited manpower and their significance in the overall strategy impacts to a large degree recruitment and selection. The main process for building a workforce is HR planning. This involves the following steps. The strategic HR planning process has four steps: Assessing the current HR capacity Forecasting HR requirements Gap analysis Developing HR strategies to support organizational strategie Besides, the HR also needs to deploy strategies for retention of talented employees and enhance the overall job satisfaction of the employees which would minimise retention and assist in building of an able workforce. The various steps to recruitment and selection are given below. Step 1: Identify Vacancy and Evaluate Need Step 2: Develop Position Description Step 3: Develop Recruitment Plan Step 4: Select Search Committee Step 5: Post Position and Implement Recruitment Plan Step 6: Review Applicants and Develop Short List Step 7: Conduct Interviews Step 8: Select Hire Step 9: Finalize Recruitment Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate and helps to ensure an applicant pool which includes women and underrepresented groups including veterans and individuals with disabilities. In addition to the positionsplacement goalsthe plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager in conjunction with the Departmental HR Coordinator. Placement goals identified are displayed on the position requisition in the ATS. Recruitment plan elements: Posting Period Placement Goals Additional Advertising Resources Diversity Agencies Resume Banks Besides, the above a detailed job description also is required so as to define the underlying role and associated responsibilities. Technology can be used as an enabler in the recruitment and selection process by conducting interviews through video conferencing and other technological aids and hence ensuring that the potential candidates minimise their travel. Additionally, as a screening test the company may introduce an online test which would allow for initial screening of the candidates. Equal opportunity legislation which ensures that equal opportunity is provided to each employee. Equal pay for equal work which ensures parity of payment for same work Equal opportunity legislation ensures that each candidate is provided equal opportunity to be selected and ensures that candidates are not discriminated based in gender, age, religion, race and origin. Hence, it acts as an anti-discrimination act and there provides equality of opportunity to all candidates to prove their merit and hence ensures fairness in recruitment. Develop Success Factors The first role that job analysis plays is to define the success factors of a company's personnel. Different companies have very different definitions of success.. Only after these factors have been defined can staffing begin. Defining Roles Once success factors have been defined, then the company can break down the components of success into the various roles that need to be filled. Only then can actual jobs be defined. Define Appropriate Personnel Once the roles of an organization have been defined, then the company can break up the roles into actual jobs and provide each job with a specific set of tasks.. Once a job has both a description of tasks and has been situated within the larger company, then the company can begin to hire people. Costs However, during the process of job analysis, a company that plans to hire staff must also give thought to how much money it is willing to donate toward human resources. Proper job analysis provides a useful idea of the relative costs versus benefits of hiring various staff and gives a rough idea of the salaries that staff members should be paid. In order to ensure that position description is kept up to date, it is imperative to regularly consult the current position responsibility in the organisation. The person who is currently occupying the position should be asked to define the roles and responsibilities after periodic intervals which would ensure that position is kept updated. Feedback from the reporting manager may also be sought. In order to ensure that person specification is kept up to date, it is required that job description should be taken into consideration and skills should be added keeping in mind the addition in the job description. Theperson specificationis a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. Thespecificationshould be derived from the job description and forms the foundation for the recruitment process. Start With Your Local Newspaper Local newspapers will find local candidates, with the advantages that they already know the area, have a place to live and won't be distracted by having to assimilate their families, enroll children in school and find their way around. Targeted Online Jobsites Many online job websites exist where you can advertise your job, often for free. The downside, though, is that you may receive thousands of resumes from applicants that aren't a great fit for the job. Nearly every industry has one or more job websites targeted toward specific types of jobs, such as nursing or journalism. Trade Publications Consider any of the publications you read or scan regularly for your business, whether print or online. Chances are that job seekers in your industry are reading them, too. Many print publications also have online versions, which may be exact replicas of the print version or considerably different. Social Networking Sites Post job openings on social networking sites -- some showcase your company in a casual, friendly atmosphere, while others target a professional audience. These sites are widely used by millions of people. If your company has a blog -- even if you aren't the blog writer -- mention the opening there too. Ask for References Testimonials and networking can be valuable in helping you make the most of your time and money. Ask colleagues -- within and outside your company -- where they have had success seeking job candidates. Get specifics; ask how many responses they received from each source, how long they ran their ad and how well the applicants fit their job openings. Specialised agencies to be used by organisations include following. HR consultancies for overall guidance and proves management Test platform providers to conduct testing Job websites Training institutes that may provide manpower directly Psychometric test conducting agencies and portals Specialist psychometric skill assessment ensures that the candidates have the requisite temperament and attitude that would be required and also enables in bringing out hidden qualities of the candidate. Cultural fit with organisation values can also be tested using this method. Review Applicants and Develop Short List Conduct Interviews Select Hire Finalize Recruitment i.e extending the offer and negotiating the key terms of the same Training needs to be provided regarding the following. Writing effective job description Designing recruitment plan Various evaluation methods and their merits and demerits along with practical examples for deployment Conducting interviews Designing pay packages Ensuring that legislations are not violated Factors to be used are as follows. Performance in the tests following the induction Performance on the job Feedback from the trainers during the induction process Feedback from trainees using 360 degree feedback Feedback of the training or induction program from trainees Common issues with such programs are as follows. No Planning Many companies do not invest enough time and money in their orientation program. Much research and planning is required beforehand. There may be a need for repeated instructions, which leads to a waste of resources. A valuable program is well-researched, made interesting and carefully organized, taking into consideration the goals of both the employer and the employees. Management Involvement With the orientation left to the human resource department, top level managers usually exclude themselves. Communication about the orientation does not take place well in advance. Often, the mere appearance of managers is their maximum involvement. Their role is not an interactive one. They fail to realize the opportunity to effectively communicate company goals to new employees. They can also be role models by emulating company standards. Above all, this could be an opportune moment to welcome the employees personally. Ineffective Handouts Handouts do not receive much attention. These usually resemble an itinerary containing the content of presentations for the day. A handout should ideally contain a brief synopsis of the topics covered during the orientation. Checklists of key points can be recorded. This way, it can be used as a reference by any employee later. Further, all the information can be placed on record at the company website. No Follow-Up Most companies do not have follow-up sessions after an initial orientation program. It becomes difficult to gauge whether the new employees are comfortable with company policies. Periodic follow-up sessions are ways of finding out how the employees perceived their workplace. Concerns or problems can be addressed at this time. These follow-up sessions can also be a platform for airing new ideas and suggestions. Ways to improve induction training are as follows Use lots of visuals- avoid heavy text based training. Educational researchers have found that 83% of human learning occurs visually. Our right brain prefers visual information and can process pictures hundreds of times faster than the left brain can process words. Use video, photos, diagrams and colour. Tell stories- Stories and metaphors provide an emotional connection to information and can be an ideal when trying to get people to remember numbers. Be Positive- Use positive language. Tell people what they can do, rather than what they can't. Involve senior management- Senior leaders drive the culture of the company. They need to be seen and involved with induction training as a way of welcoming new starters. Answer why questions- Too often companies teach staff how to do something but not why. Company processes get perpetuated without people ever questioning why they need to do something. Participative learning methods- Ensure training is active rather than passive. Give demonstrations and get workers to have a go and coach them. Ask learners questions that get them to relate to the training in terms of their own experiences. Test- Using quizzes in induction training improves message recall and retention. Communicate your Core Values- Great companies have staff that clearly know what the company does and does not do. Spend a lot of time indoctrinating staff on your core values and culture. The importance of safety- Poor inductions undervalue the importance of safety. It's crucial to let new starters know from the outset how important safety is to the company. Standardize training- Induction training must be structured. This ensures consistent, standardized training throughout the company. Only if you have standardized training can you have a buddy system. Otherwise, workers teach new starters bad habits and wildly different standards of training. A probationary period is a stretch of time during which a new or existing employee receives extra supervision and coaching, either to learn a new job or to turn around a performance problem. The purpose of a probationary period is to suspend or modify the usual employment rules for an employee who is learning a job or struggling to perform. For example, lets say an employee is struggling to complete monthly reports, sometimes handing them in late or failing to include the necessary information. After a couple of coaching sessions, the employee is placed on probation for six months. During this time, the employee will meet with his or her supervisor each week to review progress on the monthly reports and go over questions and concerns. The supervisor will provide detailed feedback and coaching. If the employee cant improve during the probationary period, he or she will be fired. Provide probationary employees with the appropriate departmental job description, and let employees know of any changes in job duties Inform probationary employees of performance and conduct standards, including the following: Reporting to work in a regular and timely manner Scheduled breaks or lunch periods Reporting sick leave use and other absences Dress codes/standards Appropriate conduct Conducting themselves in accordance with designated safety rules Departmental work rules Give probationary employees ongoing feedback and conduct periodic performance appraisalslearn more about conductingperformance appraisals If you determine that a probationary employee is not competent or is otherwise unqualified for their position, you and your department head should terminate the employment of the probationary employeemake sure to do this during the probationary employment period. When employees successfully complete the probationary employment period, draft a letter to welcome them as regular employees and give them the letter on the last working day of the probationary period.

Planning a Performance Improvement Strategy in a Small Manufacturing Company Essay Example Essay Example

Planning a Performance Improvement Strategy in a Small Manufacturing Company Essay Example Paper Planning a Performance Improvement Strategy in a Small Manufacturing Company Essay Introduction The object of this assignment is to produce a two year plan to implement a programme of integrated performance improvement activities in a small manufacturing company that employs about 30 people. Metal components are manufactured, and the factory is arranged around five machines in three cells according to small, medium and large components. Heat treatment and grinding and the other major operations, as well as secondary operations. The following text describes the situation on the factory prior to the implementation of a performance improvement programme. . Company History and Structure In 2000 the long-standing co-director and manager of the Company resigned, leaving the position open for one of the present staff. There were several contenders for the position, including the two office staff both of whom had worked closely with him for years and had been given management titles. Two senior and experienced shop floor staff were also contenders. The Chairman of the company was unsur e that anyone of these individuals possessed the skills required for the position, and consequently established a team of managers to run the factory. The management team consisted of the two office staff and one member of the shop floor who was elevated to ‘Works Manager’ to liase between the office and the factory. No hierarchy or line accountability was introduced. However, the Works Manager believed he was now the most senior member of staff. The office staff refused to accept this and consequently a power struggle developed. The company Chairman appeared to champion the Works Manager, however the Works Manager’s seniority was never formally acknowledged. Prior to 2000, the structure of the company was centred round the co-director. Without any production teams or team leaders, every member of staff was directly accountable to the co-director. The lack of any intermediate line management resulted in the co-director communicating directly with every member of staff. After his departure, the company structure remained the same, however with the new management team there were now three managers who could communicate directly with any of the shop floor staff and consequently all shop floor staff were directly accountable to all three managers! 2. Production Planning The following describes the production process and the associated problems. Planning a Performance Improvement Strategy in a Small Manufacturing Company Essay Body Paragraphs The production process began when a customer faxed / phoned an order to the office. The details of the order were placed on the computer system and a print out was produced with all of the order details, called a ‘works order’. If there was no raw material in stock then material was ordered and the ‘works order’ was placed in the ‘Awaiting Material’ tray in the office. When the material was delivered, or if there was material in stock, the ‘works order’ was taken from the office straight to the appropriate machine setter, where it was added to his pile of other works orders waiting to be made. The works order stayed with the product throughout the factory. 2. 1 Prioritising Jobs The Company is a jobbing shop, and manufactures thousands of varieties of products at relatively low volumes and consequently set up times for each job take up a significant proportion, typically 50%, of production time. The sequence in which orders are manu factured greatly affects the efficiency of production. When manufacturing the Company’s products, the set up times are reduced if orders of similar sizes are produced together. Other parameters requiring consideration include customer delivery date, secondary operations and customer importance. Unfortunately, there appeared to be little evidence that these parameters were being considered. The machine setters were prioritising their workload based on which orders would be easiest to manufacture. 2. 2 Prioritising Jobs -Effects of Customers The office staff would complete a ‘progress sheet’, providing details of the order, which was then passed to the machine setter for a delivery date. If the order had already been made then the setter would have to search the factory for the product, with no information concerning its location. Once the order had been located then a dispatch date would be obtained from who ever was working on it at that stage. This date would th en be conveyed back to the customer via the office. If the order was yet to be made then the setter would be asked to give the best date possible for that order and be obliged to put the order up next on the machine. In other words the customer was dictating the priority. . 3 Prioritising Jobs -Effects of Office Staff A machine setter was typically receiving 1 to 5 ‘progress sheets’ in a day. If a search was required to locate the order, this proved to be a very time consuming process. If the order was yet to be made he had to prioritise his work accordingly. He would receive ‘progress sheets’ from all three office staff, each saying the order in question was of top priority. The office staff may even request the machine setter cease his present manufacturing batch to commence the order in question. The promised dates provided by the machine setters were unrealistic and unachievable. The machine setters tended to tell the customer what they wanted to hear r ather than what was realistic. The machine setter received a confused and contradicting message from the office staff. His order priorities were based in this case on the demands of the office staff, each of whom reflected the level of hostility given by the customers. Typically 60% of all orders in the factory were consistently late, creating huge customer pressure and a permanent backlog. Lines Of Communication The many lines of communication between the office and the factory, and the on-going power struggle between the office staff, resulted in three independent managers passing instructions to shop floor staff without prior discussion. Each manager was unaware of instructions given by their colleagues and consequently none of the managers were aware of every activity being sanctioned. The resulting confusion on the shop floor created low morale, dissidence and very low confidence in management. The shop floor staff instinctively wanted strong leadership and direction, without w hich they felt disorganised and insecure, resulting in low morale and a lack of discipline. No formal communication forum existed at the time of the co-director’s resignation. The shop floor staff were aware that important company developments were taking place, but they were not given any information and were left to make their own conclusions. These feelings of isolation and insecurity resulted in further distrust in management. 3. 1 Communication Between Shopfloor and the Office Communication between the office and the factory was chaotic. The lack of intermediate line management, such as team leaders, resulted in every shop floor problem, however minor, being highlighted directly to one of the management team. This proved to be very time-consuming for the management team and often resulted in problems being passed from one manager to the next. 3. 2 Communication on the Shopfloor A further problem was the lack of willingness from shop floor staff to contribute to problem s olving. Not only was this a direct reflection of their low morale but was also a result of there being no formal communication forums to encourage their participation in problem solving and supplying feedback to management. 4 Product Flow and Bottlenecks The flow of products through the factory was very poor with major bottlenecks at the heat treatment department and the grinding department. The unacceptable amounts of work in progress at the heat treatment and grinding departments had both a negative and positive psychological effect throughout the factory. The machine setters felt discouraged by the work in progress ahead of them in the production line, knowing that however quickly or slowly they worked, and however urgent the order, there would still be a lengthy delay before the order was dispatched. This produced the feeling that failure to deliver products on time was inevitable and uncontrollable, and severely reduced morale amongst the machine setters. Ultimately, this resul ted in the machine setters working slower with less regard for the customer. The large amounts of work in progress also lowered morale in the heat treatment and grinding departments. Whereas the machine setters had a pile of works orders to manufacture, the heat treatment and grinding departments had large quantities of boxes waiting for completion, creating a very visible pressure. This stress was amplified in the grinding department by the fact that the majority of the work in progress was already late. The work in progress created stress amongst many staff but also gave them a sense of job security. They all believed that with plenty of work to be done, there would always be a place for them in the factory. The notion that the was and the economic climate was very concerning. This demonstrated a real lack of awareness among operators of the cause of outstanding work; operators viewed work in progress as a reflection of customer demand 5 Teams There was inevitably little or no tea mwork displayed by the shop floor personnel. In addition, there appeared to be a negative working culture where the etiquette was to work as little as possible and no harder than your colleagues. Nobody was prepared to assist a colleague outside of the boundaries they considered to be their job description. Those who openly wasted time without rebuke were seen as setting the benchmark for acceptable behaviour. Although there were no formal communication forums, to encourage their participation in problem solving, shop floor staff occasionally made improvement suggestions to their managers. However, the staff felt that it was not their responsibility to carry out the improvements and the managers did not have sufficient time to address the suggestions. The shop floor staff believed their suggestions were being ignored and their managers were arrogant and foolish. As a result relationships and morale declined. 6 Pay and Rewards Throughout its history the company had carried out an ann ual pay review for all staff. Along with many other companies, the pay reviews were initially in place to maintain pay in line with inflation. As interest rates and inflation fell to record lows the shop floor staff strongly defended their entitlement to an annual pay review. The pay reviews continued, however equal percentage increases across the company also continued as the norm. Although there was some evidence of management intervention for the pay review of certain personnel this appeared to relate more to favouritism than performance. Across the shop floor this created the perception that not only was performance not measured, it was also not important. As a result, the shop floor staff felt powerless and unimportant resulting in very low morale. The factory was significantly under performing, creating huge pressure on the three managers. The shop floor lacked confidence in the management team and the management team believed the shop floor staff should take more responsibili ty for the factory’s failures. 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