Decision Making

Word to the wise, air travelers: JetBlue and booty shorts don’t mix. found out the hard way when the airline recently asked her to slip out of her skimpy striped bottoms and into something less “offensive.” The Seattle-based burlesque performer (Maggie McMuffin is her stage name), a self-proclaimed “” and “pelvis of justice,” got her knickers in a twist, so to speak, when the airline put the odd ask to her at Logan International Airport in Boston. “The gate lead spoke to me on behalf of the flight crew and pilot,” she tells Entrepreneur. “I was approached a few minutes before boarding. It made me surprised and then angry and embarrassed.”

What do you think of asking passenger to dress more “appropriately”? Despite feeling disrespected by the unusual demand, and after her suggestion to tie her sweater around her waist was rejected, McMuffin acquiesced to the airline’s request. Complying on the quick to avoid missing her flight, the performer rushed to purchase a pair of $22 loose-fitting sleep trunk-style shorts at a store inside the airport. She slid them on over her “too high to fly” shorts before boarding the flight to Seattle.

Once on board, she snapped a picture of herself wearing the baggy floral replacement shorts in the airplane bathroom. She later tweeted the image out. Her tweetpic, along with selfies of her in the original short-shorts shared on KIRO7 (and now just about everywhere else online), ignited an angry backlash against JetBlue. Critics took to social media to lambaste the airline with allegations of blatant sexism.

JetBlue, for its part, tells Entrepreneur that it did not refuse to board McMuffin, only that it requested she change her bottoms. (She was also wearing matching striped thigh-highs and a long-sleeved knit sweater.) “The gate and onboard crew discussed the customer’s clothing and determined that the burlesque shorts may offend other families on the flight,” says JetBlue Airways director of corporate communications Doug McGraw. “While the customer was not denied boarding, the crewmembers politely asked if she could change. The customer agreed and continued on the flight without interruption.”

Coverage coverage: Look ! Your shorts, indecent for plane, were ok to broadcast on TVs at the airport. McGraw went on to say that JetBlue stands by its decision to ask McMuffin to change and has made two gestures of “good will” to ease the situation. “We support our crewmembers’ discretion to make these difficult decisions, and we decided to reimburse the customer for the cost of the new shorts and offered a credit for future flight as a goodwill gesture.”

McMuffin says JetBlue offered her a $162 flight credit and confirms that she did receive an apology from the company. “I would appreciate an apology from the pilot,” she says. “I would also like to see JetBlue be more clear with consumers in the future about expectations for them. Dress codes should not be subjective.” From a branding and customer retention standpoint, the incident won’t make so much as a dent in JetBlue’s reputation, nor its bottom line, says veteran airline industry expert Brett Snyder. “This won’t matter, there will be no impact,” the founder and president of , a Long Beach, Calif.-based air travel assistance company, tells Entrepreneur.

He points to a similar incident in 2007, when a Southwest Airlines flight attendant asked a passenger named to get off of a plane bound from San Diego to Tucson because her skirt was deemed too short. Don’t recall the incident? It’s probably because “it was quickly forgotten,” Synder says. So was the time Southwest booted from a flight for wearing a T-shirt with the F-word on it.

Passenger attire hiccups like these don’t happen often because, as Snyder says, most airlines don’t have a “cut and dry” dress code. “This is usually covered on the ‘Refusal to Transport’ section of the airline’s , and JetBlue has nothing specific. Kudos to Hawaiian [Airlines] for actually having , but most airlines do not.” He says what happened to McMuffin sometimes occurs when airline employees are forced to make a judgement call at the gate. “Since it’s a subjective rule that’s enforced by gate agents and flight crews, it never gets applied uniformly. Sometimes it will be a combination of dress code and attitude.”

Such might’ve been the case with McMuffin. Snyder suspects there’s a bit more to the story than the length of her short-shorts. “The person who is denied boarding always ends up initially coming off as a completely innocent participant, but it can sometimes later come out that he or she was belligerent or drunk or something else.” No matter: “The reality is that any airline has the right to refuse service, so JetBlue certainly has the right to do it.”

George Hobica, founder and president of TripAdvisor subsidiary , agrees with Snyder. He doesn’t think ordering McMuffin not to wear revealing shorts on a plane will tarnish JetBlue’s brand in the least. “There will be no effect at all,” he says. “However, from photos I’ve seen, McMuffin was no less appropriately dressed than some male passengers I’ve seen who wear skimpy gym clothes on board, like cut-off shorts, muscle T-shirts, etc.”

Brand damage or no brand damage, Hobica says JetBlue is still eating a considerable slice of humble pie. “Well, I’ve seen guys with very skimpy gym shorts on planes the kinds marathoners run in and they’ve not been asked to ‘cover up,’ so I would say this is just prudery or sexism on the part of the Jetblue crew. The fact that JetBlue is apologizing, compensating and trying to make this go away suggests that corporate is embarrassed by the whole thing.” As they it should be, says McMuffin. “JetBlue is sending a message that women’s bodies are open to subjective policing on behalf of individual employees,” she says. “What they did also says that if someone is deemed wrong by a single employee, it makes them less than a customer and less than a person.”

Teams8 have become an essential part of the way Microsoft runs its business. It has developed its team into problem-solving teams. These self-managed teams are empowered and participate in product related decisions. They are cross-functional are provided on-demand resources to produce the desired results. Basically, it is made up of workers from the same hierarchical level, but from different work areas, who come together to accomplish a task. It is not surprising to see these teams responsibilities overlapped in achieving the products or service needed.

To achieve optimum results, the teams synchronized its design and programs. Following this, the team practiced self-reflections and self-criticism to manage conflicts and guidance within the benched parameters. This team development is deliberate in order to create competition within and without the team. Microsoft has created a team environment where healthy conflict is allowed and these provide an opportunity for the teams to shift its paradigm upward, again and again. Decision-Making Decisions in Microsoft are being done collectively rather than individually.

The advantages are more complete information and knowledge, diverse views and better acceptance of decision. Microsoft uses offsite retreats for its senior managers in making decision or policies to create a separate environment for uninhibited forum for constructive discussions. But sometime, it is difficult to voice out opinions in a tightly controlled high-level decision-making process due to such issues as groupthink and groupshift9. Microsoft has been avoiding this phenomenon by injecting new blood in its senior executive positions every now and then.

However, this may not be a good answer. A better solution would be to delegate some executive power downwards for better accountability. As informed in the essay, the teams worked in parallel and synchronized for a better problem solving capabilities to iron out conflicts. Jobs are also departmentalized to provide for a better escalation of issues and decentralization10. However I believe, Microsoft still maintained a degree of centralized decision-making on the direction or the status of any projects. This is facilitated by the dual reporting structure.

Summarily, Microsoft’s decision-making mechanism is collaborative and going forward, and in future, we may see more decentralization and more decision-making authority progressing side-ways. Learning Organization. The Learning Organization11 concept is not something new however; Chris Argyris from Harvard and Peter Senge from MIT popularized the concept. Simply put, as per Robbins S and Coulter M (1999), it is an organization that has developed the continuous capacity to adapt and change because all members take an active role in identifying and resolving work-related issues.

Learning organizations correct errors by modifying the organization’s objectives, policies and standard routines. It challenges deep-rooted assumptions and norms within an organization. This provides methods to for a quantum improvement in organizations. n Microsoft, the managers are designed to be researchers and designers rather than controllers and overseers. Employees are encouraged to be open to ideas and change, communicate freely and understand thoroughly how Microsoft worked. In this way, Microsoft is a learning organization that reinvents itself.

On the other hand, Microsoft approach also creates groupthink i. e. everybody starts to think alike as each one have the same knowledge and information. To mitigate this factor, Microsoft keeps on recruiting new and talented employees turnover but ensuring it retain the best. We can conclude that Microsoft has embraced Knowledge Management structure, the basis of a learning organization. It has also destroyed bureaucracy and build expertise in ways that enhance its learning capabilities. Part B Brief overview of Classical Management and its concept

The Classical school of thought was the novelty the late 19th century society. According to Peter Drucker (1999), theorists such as Frederick Taylor, Henry Fayol, Max Weber, Frank and Lilian Gilbreth come out with many organization models, however, with an underlying assumption that there should be one right organization, which they assumed was theirs. Taylor’s theory is a big step in management as he12 premised his theory on methods, suitability of ability, education and development and also cooperation. Classical management focused on efficiency e.

g. bureaucratic management relies on a rational set of structuring guidelines, very hierarchical, and division of labor. Scientific management focuses on the “one best way” to do a job. Meanwhile, administrative management emphasizes on the flow of information in the operation of the organization. Summarily, this is an era where an organization was seen as very mechanistic and quantitative. The approach during this era is very much transactional where it was efficiency driven and workers were quantified by measures and yardstick approach.

The operations and production were studied carefully and guideline based on time and motion study give rise to rigidity and homogenous methodology. The focus was just profit and nothing else and employees are viewed as tools rather than resources that gave rise to deskilling and alienation of workers. To make matter worse, turnover of employees were also high. The industry was also product driven and due to the nature of the competition in the era; organizations were secretive and discreet about its product.

In my opinion, this also gave rise to social problems and may have assisted in creating militant unions and gangsters movements13. Notwithstanding the above, the classical management theories have laid the foundation for the study of management. Key processes, management functions and skills of managers have been developed on these platforms and some are still relevant today. Some of the modern management concepts relatively regurgitate the same ideas, however, in a different approach. In other words, the classical management theories can still be used today.

It is clearly showing that for the rapports it is going in the correct direction. With the market expected to grow in terms of market volume, mutinously year on year reaching its final point 1 increase above the baa SE year in 2014 and showing the same trend however with a greater increase for the market v alee, expecting to grow by around 300% over the period shown.

This data clearly backs up the idea of the proposal as it is suggesting that they are entering a market that is showing the at it should be thriving in the forthcoming years and therefore suggesting that they should go into the new market earlier rather than later because as the car club market increases like the data suggested so will the competition that is in the market, therefore making it ha deer for them to enter the market the later they wait.

Secondly, if they do decide to go ahead with the proposal, the data suggests the at the company is likely to become more professional in the way it operates as they move into a prestigious office in London this will come with a more decentralized organizational struck true. What this means for the company is the fact that the decision-making process is spread out to include the more junior managers in the hierarchy, making the decisions made close r to the customer and therefore should hopefully mean that the end service is going to be close to what those who are going to consume it want.

It is also a good way of training junior man eager into how the decision-making process works and allows them to be making decisions in the company from very early on, therefore increasing the responsibility they have in such cues, this will also improve the motivation that they have for their job and decrease the decide Soon making time.

Further to this it will have a massive positive effect on the staff turnover of the business as shown in Appendix C from Human Resources, this table shows that labor turnover is restarted to fall to 5% from 30%, this could be due to the new structure Of the e-business, allowing everyone a part in the fundamental decision-making process that face sees them every day or the fact that with better working conditions such as a large office in Lo Indo and a higher salary they are bound to be happier in their work. Further to this the 10 w labor turnover will hopefully reduce the training costs that they are pumping into the  new strategy.

As they have a huge budget for training you assume that this will mean that e employees should feel more motivated as they see the effort the company is putting in to et them highly trained in their job, this should mean that the high cost of training will very m such be a one off cost to the business as this alongside the low labor turnover means that the y should be in a position where they aren’t training new recruits regularly, only if the case arise sees that they have to expand or when they decide they are doing well enough in the market to do so.

Further to the arguments above the AIR of the investment into the car club p rapports is forecasted to be 15. 6%, this figure passes the expectation of the Directors’ who o said they anted it to be at 12%, this means that they are going to achieve the original investment of E Million quicker that what is expected however there could always be the chant CE for error in the forecasted figures. Other arguments for the proposal would be the fact the at the cost of traveling is predicted to increase by 20% over the next 4 years as price of peter 01, car tax and insurance is growing more and more over time.

Also as said in the date an Inc erase in the emphasis of reducing our carbon footprint has led to people questioning thee r decision to own a car, and this will be further contemplated as car clubs become ever more pop alular, therefore paving the way for car clubs to come into the market. Finally the car club Indus story has a proven track record and therefore instead Of it being a risky option for the co many what it in fact is doing is differentiating testifiers a market that they are beginning to I SSE market share in.

My first argument against would be the fact that they are already running a s successful car rental business and as with any business why would you change something if it is still bringing in a decent revenue, their USPS Of being a no thrills business that is always undo recruiting its imitators is always going to appeal to the tourist that is looking for a simple e car hire for their time in the country.

However the case study does then go onto say that they a re losing market share in a competitive market, therefore they need to change something. Ho waver maybe the idea of moving into a market that is not as widely well known could be devastate dating especially as First Cars PL has no previous experience of the car club market, this could lead to a large amount of unwanted start up costs as they haven’t really got someone d riving the project that IS likely to know exactly what is happening.

Further to this the car club market is already occupied by a lone large company owning 60% of the market share m meaning that it is a monopoly as a result of this they are going to have to do something dramatic calla different to have any affect on the market they are moving into as without a strong USPS t here is no way they will fare well against an already well established successful company that dominates the market market share.

Secondly the previous question tells us that the website is likely to take 1 0 we seeks longer than what the critical path analysis says in Appendix B, because they don’t think the t they can design and test the website in under 15 weeks this means that Amy has made a massive mistake and misjudged by 1 0 weeks, this will have a detrimental effect on the whole process and will put it back to last 27 weeks as opposed to the 23 weeks previously sees admitted, this also changes the critical path from BEG to CHI.

As a result of this First Cars P LLC could experience a number of serious cash flow problems as instead of the comma nines website getting up and running and the first orders coming in, will still be in the pro diction process causing a further cost to the business creating no revenue.

It is known that there are two data types that are utilized to evaluate and draw meaningful conclusions through statistics, population and sample data. These two data types are utilized to formulate end conclusions of data that is to be collected and data that is to be reviewed. The description of population data can best be explained, as the complete collection of all data that is to be queried/collected and reviewed. Sample data, a subset of population data, is the partial collection and review of all data that is to be queried.

The relationship of these two data types is simple; sample data is represented as a reflection of the population data and shares a common goal in this comparison through statistics. This can also either be represented as a part or as a whole of all data being evaluated. However we tend to utilize sample data more often than population data primarily as a result that sample data is utilized to formulate a coherent approach to drawing meaningful conclusions about the population.

We utilize this through random sampling of population data to gather and make an assumption based on the population. This can kind of draw the conclusion that sample data and population data go hand in hand. As an example if we utilize “Culture Matters: A Survey Study of Social Q&A Behavior” an article which conducted, in 2009, a social survey of questions and answers based on cultural behaviors, we can come to find relatable data that can be identified through the understanding of sample and population data.

An overview of this article notes that sample data was collected from four countries and turned overs responses from 933 people, of the population, who held similar job roles and were employed by a singular organization. This was completed to ascertain an understanding of what motivated an individual’s response to ask and answer questions while accessing a social network site.

In this response the United States and the United Kingdom provided data which showed that western countries tend to associate themselves more with an individualistic approach and showed a lower context pattern, while China and India, Asian Cultures, tend to better associate themselves more with a high context pattern, and holistic collectivism. This data shows that the method of random sampling was utilized to ascertain a meaningful understanding of the sample data to formulate an assumption about the population of ones culture within these ountries and the role behind this decision making. As a result we can see that sample data which resulted in 38% UK workers, 41% US, 45% CN, and 50% IN was collected from the resulting population of a 100% of workers from all ethnicity working under a singular work group. This leaves to question the background ethnicity of those individual who did not participate in this survey. In result these statistics were utilized to draw a meaningful conclusion about this data both as a whole and as a sample.

The Important question that must be answered when analyzing this situation is how Coca-Cola will be able to mitigate the risks Involved with the Instability of the lattice and economic system in Burma. Despite the release of Nuns San Sue Sky, the political situation remains unstable with vast internal disagreement over governance. The international political landscape of the country has made a sharp turn with the severance of ties to North Korea and the rebuilding of relationships with the West. These political relationships have paved the way to cooperative economic developments.

The economic development of Burma has been on the rise for the last two decades, with economic growth taking an optimistic Jump of 6 percent in March 2013. The end to the economic sanctions placed by countries such as the United States is contributing to the inflow of foreign capital investment. Additionally the release of the sanctions opened the floor for the development of trade agreements, namely free trade agreements and bilateral investment agreements, between Burma and other countries to facilitate further economic growth. In 2012 a Foreign Direct Investment Law was introduced, providing a significant legal issue for foreign investors.

FED is customary trialed under the principles of customary law. However, Burma has not signed onto the New York Convention on the Recognition and Enforcement of Foreign Arbitrarily Awards. This creates an unfriendly legal environment for foreign Investors, as Investment Issues are to be trialed In local courts tightly controlled by government with military Influence. Hypothesis The long-term solution that Coca-Cola should pursue Is an International Joint venture between their Crystal Springs bottling plant and a credible bottling partner In Burma.

Any companies under U. S sanctions will not be considered so to ensure the credibility of the partner company. Coca-Cola will have 70% ownership of the ewe company, giving the Burmese side 30% control. This will ensure Coke maintains governance over operations and decision making, while protecting their investment. This Is Important considering the Joint venture will be structured so that the domestic asset owner bears the risk of expropriation, which will Increase expertise, sharing of resources and knowledge, and less risk.

When the Joint venture first occurs there will be an inflow of knowledge and experienced laborers to ease transition into the Burmese business environment. Considering the political and economic instability and that the country has a culture very different than that of the U. S, it will be beneficial to develop a close relationship with the Burmese culture and business environment. The short-term solution that Coke should implement is a standardized alternative too BIT. This alternative will be a public report that outlines all the rules, regulations, and codes that Coca-Cola expects all employees and suppliers to adhere by.

It will outline financial regulations, outside investments, political instability and human rights issues. Most importantly, any violation of the ode will be investigated under an Ethics Committee, hired by Coke. Similar to a BIT, this code will allow for international arbitration, which is beneficial as domestic courts can be avoided for disputes. This alternative will make public all the standards that Coke expects regarding human rights and the security and safety of investments. Transparency is a powerful tool in alleviating risk.

The more public the information is, the safer Coke’s investments are to corruption and the higher the value is for shareholders. Implementation The implementation of the international Joint venture is a detailed process. Coca-Cola will maintain 70% ownership, which will allow for Coke to be the dominant decision maker. Domestic management will be hired and will have a say in the decision making process of the Joint venture firm. For example, domestic employees will be integral in the marketing department where culture is important. The partner chosen for the venture needs to be credible and trusted; therefore no companies under U.

S sanctions will be considered. There will also be ample research done to find a partner that has similar business goals and values to ease the transition. Second, up to date research will be conducted to acquire as much information on Burmese business practices and the political and economic environment. The international human resource team will have to develop a compensation structure, programs to train expatriates in local business culture, ensuring expatriates smooth transition into the country, maintain a strict code for all employees to abide by, and develop employee performance reports.

Furthermore, there will be performance assessments made to ensure the Joint venture is profitable after implementation. If he venture is not profitable there will be agreement to what conditions need to be met to terminate the Joint venture. A crucial part of the implementation of Coca- Cola’s alternative to the BIT is to hire a due diligence team. This consists of external auditors and independent experts, to create rules and regulations regarding financial, outside investments, political instability, and human rights issues that all Coca-Cola employees must follow.

Performing a due diligence process contributes information available to decision makers, while engaging with a broad range of takeovers. American and Burmese consultants will be hired to help conduct the due diligence process that will result in a mutually beneficial set of rules and regulations. Furthermore, the alternative to the BIT must be public, allowing for transparency, which is essential to increasing shareholder value. Risk Factors for Joint Venture In regards to the Joint venture, there are various risk factors that might hinder the performance of the firm going forward.

While there is synergy to be gained from the firms taking advantage of their specialization, differences in management styles and cultural differences can result in disputes, which will affect the short-term success of the firm. The main factor that leads to risks in international joint ventures is poor planning and implementation, which will be mitigated through Coca-Cola’s research and experience in entering new markets. Finding an optimal partner and having 70% control will also reduce the risk that the two companies will have disputes over goals, management, and decisions made.

If the venture meets the conditions to be terminated the process outlined for termination will be followed. Political and legal risk also play a part, as the new legal entity is 30% Burmese owned, which makes the venture subject to laws and regulations that might not affect Coca- Cola as a multi-national corporation and vice versa. Salary scale differences might also cause issues with human rights groups, which might accuse Coca-Cola of taking advantage of the local workforce by paying a low wage as compared to international standards.

Despite having a 70% controlling share, Coca-Cola will not have full input when setting long term strategic goals as there will be a shared American-Burmese board of directors, causing less flexibility for Coca-Cola. However, after a thorough due diligence process, Coca-Cola will be experts in making decisions with Burmese law considered. The BIT alternative will also serve as a way to mitigate political risk as it sets a standard for all Coca-Cola employees to follow and allows for international arbitration.

Moreover, Joint ventures mitigate expropriation risk, which help protect foreign investments in Burma. Analyzing Alternatives Solutions Alternative 1: An alternative to the Joint venture is for Coke to establish a subsidiary many to take over manufacturing operations in Burma. As the uncertain political and legal situation in Burma is risky and prone to shocks, a subsidiary company will allow Coke to diversity its risk exposure.

The risk of human rights violations and political problems arising from operations and negatively effecting Coca- Cola’s brand will be reduced, which is one of the firm’s most valuable assets. Considerations to be taken into account for this strategy are that it does not completely absolve Coke from responsibilities regarding possible for any financial problems. Furthermore, it is still possible for bad publicity to affect the Coca-Cola brand name, as there is a direct link from the subsidiary to its parent company.

Alternative 2: A second option is an alternate business model for Coca- Cola’s business operations in Burma. Manufacturing and bottling can take place nearby in a more stable political environment (e. G. Thailand). This will allow the firm to bypass many of the risks of operating in Burma as operating manufacturing is a complex process, which includes hiring of workers, it is capital intensive, human resource issues may arise and there will be a cultural gap. However, import tariffs into Burma and export tariffs in Thailand will be extra costs.

Moreover, the tax rate in Thailand may also be unfavorable as compared to in Burma, and the transportation and delivery cost of getting Coca-Cola products across countries may decrease the profitability margins of its Burma operations. Conclusion The action plan that is recommended to take involves a two-part solution. In the short term the company will create a standardized alternative to a BIT. This public report will outline company rules and regulations. Violations are to be investigated via Coca-Cola’s Ethics Committee.

Most importantly, this alternative allows for international arbitration, which mitigates expropriation risk and thus, protects investments. In the long term it is recommended that the Crystal Springs bottling plant be a Joint venture of Coca-Cola and a local, credible, bottler. The set structure in which the local bottler is the bearer of risk expropriation will reduce the negative impact of potential government actions, which will help protect investments. These recommendations were crafted carefully to allow Coca-Cola to safely allow foreign direct investments amidst the unstable legal system of Burma.

There are two type of family in the world: the wealth family and the poor one. It is said that over 40% of the world’s population lives on less than $2 per day, as a part condition of absolute poverty. The term absolute poverty is a situation of being unable to meet the minimum levels of income, food, clothing, healthcare, shelter, and other essential.

On the other hand, the wealth family is the situation which has opportunity and necessary of education or training, employment (shelter, cloth, fee, health) and also save money for later life; however, they commonly meet the mental strain and physical pressures of trying to provide the family’s need. Because of the above condition, development has to be done to improve the quality of all human lives and capabilities by raising people’s levels of living, self esteem and freedom.

Thus, soon we will discover the process of developing countries cannot be analyzed realistically without also considering the role of economically developed nations in directly or indirectly promoting the development. The technology of modern transportation and communications in the modern world will increase the interdependency of each people around the world.

Local situation will give impact to global condition, it means that what happen in one country will also influence other country that probably located in other continent. It is within this context of a common future for all mankind in the rapidly shrinking world of the 21st century that commerce our study of economic development.

Economic and Development Studies the study of economic development is one of the newest, most exciting and most challenging branches of the broader disciplines of economics and political economy.

Although development economics often draws relevant principles and concept, the economic development is a field of study that is rapidly evolving its own distinctive analytical and methodological identity. The nature of development economics Traditional economic is concerned primarily with the efficient, least-cost allocation of scare productive resources and with the optimal growth of these resources over time so as to produce an ever expanding range of goods and services.

Political economy is an attempt to emerge economic analysis with practical politics – to view economic activity in its political context; thus, this study concern with the relationship between politics and economics with a special emphasis on the role of power in economic decision making Development economics is concerned with the efficient allocation of existing scare productive resources and its sustainability; further, it is also deal with economic, social, political and institutional mechanism both public and private necessary to bring rapid and large-scale improvements in level of living for peoples.

The ultimate purpose of development economics is: to help us understand developing economies in order to help improve the material lives of the majority of the global population. It is also help to think systematically about economic problems and issues and formulate judgments and conclusions on the basis of relevant analytical principles reliable statistical information. The important role of values in development economics Economics is a social science which is concerned with humans being and the social system by which they organize their activities to satisfy basic material needs and nonmaterial wants.

Economics could not be value free in the same sense as physics or chemistry. Thus the validity of economy analysis and the correctness of economic prescriptions should always be evaluated in light of the underlying assumptions or value premises. Once these subjective values have been agreed on by a nation or national decision makers, specific goals and corresponding public policies based on “objective” theoretical and quantitative analyses can be pursued.

On the one hand, where serious value conflicts and disagreement exit among decision maker, the possibility of consensus about desirable goods and appropriate policies is considerably diminished. Economies as social system: the need to go beyond simple economics Economics and economic system must be analyzed within the context of the overall social system of a country and global context as well. The social system means interdependent relationships between economic and noneconomic factors.

Abstract

Collaboration is a situation where two or more people work together toward a common goal. For the collaboration to be effective it ought to involve persons with true commitment to achieving a goal and to successfully completing a project. Furthermore the persons should be ready to share equally the consequences of both successes and failures of the shared risk. Collaboration can also be called teamwork; however, teams may be more formal, isolated to a particular location, and may be comprised of members who specialize in different aspects of a project.

Introduction

The importance of collaboration is to assist in decreasing the labor associated with a project, exposing the collaborator to the knowledge and experiences , and help one to learn how to accommodate different personalities. In accordance with Lindeke and  Sieckert on American Nurses Association journal in 2005, one important concept that the health care system brings with it is ‘Nurse-physician collaboration’ which forms the baseline to improving patient care and creating satisfying work roles. Collaboration is common in the working world today as people are realizing it value in project development. This paper addresses the benefits and failures of collaboration, which are largely determined by individual’s definition of  “collaboration.” It is the underlying personality differences that matters

Collaboration and teamwork require individual members to be responsible for their portion of the project at hand. Knowing how to work well with others is an important lesson in all areas of study or workplace environments. Collaboration involves many related areas first is where contents and ideas are shared, secondly the methods and processes, thirdly personalities and interpersonal aspects and lastly is the dynamics which involves monitoring social aspects and solving conflicts

Good collaborators

Effective collaborators critically asses and do their work in a honest and kind manner, secondly they commit to their projects and group goals, thirdly they posses a ‘can-do’ attitude, fourthly they laugh and have some sense of humor when under stress, keeping an open mind and acting responsibly and lastly they meet deadlines. These characteristics are what bring about shared success. Shared success is gotten when collaborators are Non-confrontational. They avoid by ignoring or passing over conflict issues. Successful collaboration is accommodative because it denies issues to be a problem by enhancing agreement, it does not compromise non-assertive behaviors but bring about aggressiveness and cooperation sometimes at the expense of personal goals.

Winning comes with good collaboration because for success, it is important that all parties achieve basic goals and maintain good relationships. This can be achieved by appreciating and recognizing legitimacy and importance of all the parties involved in respect for mutual support. Each individual needs the others support as Lindeke and Sieckert state that: “Each health care profession has information the other needs to possess in order to practice successfully” in the American Nurses Association journal.

Poor collaborators

On the other hand these ones asses their view point in a forceful and offensive manner, Secondly they put their self-interest first rather than group-interest, thirdly they posses a negative attitude towards their work and will work powerlessly and in a defeated whiny manner especially under stress, fifthly they believe and stick to their own thought all the time and lastly they will not meet deadlines leading to shared failures. These failures are the conflict that hinders the completion of a task and/or disrupts team chemistry and resolving them can sometimes be tricky, and not all conflict can be resolved. The conflicts include Affective conflict that deals with emotional and personal disagreements and leads to misunderstandings and distrust. It is often attributed to personality differences because of dissimilar communication styles and can disrupt decision-making. Secondly is the Procedural conflict , which involves disagreements over project management and how the group should be run, including matters such as delegating tasks, deciding on deadlines, and scheduling meetings and can disrupt group functionality. Lastly is the Substantive conflict, which concerns disagreement over rhetorical elements/matters such as content, organization, written expression, illustrations, and format.

Failures can  enhance decision making and improve the quality of the final document but may also lead to half-baked tasks. socialization  differences make collaboration difficult, but not impossible. Planned, strategically sequenced, educational experiences can shape attitudes and build communication skills of those new to their professions. (Lindeke and  Sieckert, 2005)

Conclusion

In summary conflict resolution style should include avoidance, accommodating others, always inclining to the winning side, compromising and problem solving. A certain degree of teamwork is needed for any conflict resolutions. A collaborative team is one that sits down as a group to make decisions, generates new ideas, divide responsibilities, and solve conflict. For a successful collaboration individuals must always put team-interest before self-interest.

Work cited:

1. Lindeke, L. & Sieckert, A. (2005, 31 January). “Nurse-Physician Workplace Collaboration”. Online Journal of Issues in Nursing. Vol. #10 No. #1, Manuscript 4. Retrieved on 19th July 2008 from:ttp://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume102005/No1January31/tpc26_416011.aspx