Charles Lindbergh Essays - Charles Lindbergh, Anne Morrow Lindbergh

Charles Lindbergh One of the greatest heroes the world has ever known Charles Augustus Lindbergh. He is most famous for his transatlantic flight from New York to Paris. Lindbergh acquired great fame for doing ?good will? tours in Latin America. Other than politicians and war heroes no one has yet quite matched his fame. He was a genus when it came to aviation and mechanics. He advised the making and design of several planes from ones made of wood and wire to supersonic jets. He helped several countries and airlines by giving them advise on their air fleets. He wrote several documents of his journeys and of his life. Charles Lindbergh entered this world on February 4, 1902 in Detroit, Michigan. He grew up in Rapid Falls, Minnesota on a family farm. His father's name was Charles Augustus Lindbergh, Sr. He was a lawyer and a congressman for the state of Minnesota between the years of 1907 and 1917. His mother's name was Evangeling Land Lodge. As a child Lindbergh showed that he had a great deal of mechanical ability. When he was eighteen years old he began attending the University of Wisconsin. While at Wisconsin he majored in mechanical engineering. During his time at the university he paid more attention to the growing field of avaion than he did to his studies. In 1924 Charles Lindbergh enlisted in the United States Army so he could begin studying on how to be a fighter pilot. One year later he graduated from the Army flight training school that was held on both Brook's field and Kelly's field. He graduated as the number one pilot in his class. After that he bought his own airplane and for the next six years of his life he spent flying an airplane for Robertson Aircraft Corporation. The planes filled with mail he flew from St. Louis, Missouri to Chicago, Illinois. During this time he was also a barnstormer which is a stunt pilot that does stunts over fairs and other public gatherings. During this time he received a reputation of not only being a cautions pilot but a quite capable pilot as well. A New York City hotel owner named Raymond Orteig started the Orteig Prize. The Orteig Prize was a twenty five thousand dollars for the first man to fly across the Atlantic Ocean solo and without stopping in between. Many pilots were injured or even killed trying to win the Orteig Prize. Raymond Orteig started the competition in 1919 and Charles Lindbergh had begun to take interest in it in the year 1926. In 1927 when somebody had yet to win the Orteig Prize Lindbergh found nine St. Louis businessmen to sponsor him because he thought with the right plane he would have no problem flying across the Atlantic Ocean. The businessmen began to promote the flight. That right plane was known as the ?Sprit of St. Louis?. Ryan Aircraft Company in San Diego built the ?Sprit of St. Louis?. He gave the ?Spirit of St. Louis? a test drive from San Diego, California to New York, New York making one stop in St. Louis. That flight took twenty hours and twenty-one minutes setting a new transcontinieal re cord. Charles Lindbergh started his transatlantic flight in Roosevelt Field on Long Island; the time was seven fifty two a.m. He flew from Roosevelt Field to Le Bourget Airport in Paris. He landed at ten twenty two P.M. on May 21. It took him thirty-three and half-hours to fly across the Atlantic Ocean. He traveled three thousand six hundred miles until he finally reached Paris. At the airport one hundred thousand people gathered after hearing that he was sighted flying over Ireland. A few days later he flew to Croydon Airport in London. It was dark when he landed and there were not many people there to witness the landing. As a result of having few people there, there were no photographs taken. When he returned to America there were several photographers waiting to get a picture of him. The press began to give him nicknames such as ?Lucky Lindy? and the ?Lone Eagle?. The world instantly made him a hero and an international celebrity. Lindbergh was a

Strategic Issues Facing the Firm

Strategic Issues Facing the Firm Peterson Fan is majorly dealing with an employee attitude problem. Employee attitude problems have a very negative impact on an organization and especially on the bottom line performance. Most often, employee attitude is attributed to poor work conditions, employee inadequacy and a lack of employee appreciation programs.Advertising We will write a custom essay sample on Strategic Issues Facing the Firm specifically for you for only $16.05 $11/page Learn More In this regard, employees at Peterson Fan are not coordinated and often show up to work late. These are clear signs of an attitude problem among employees. This is the main problem Peterson Fan faces and drastic measures need to be taken to ensure the organization doesn’t further slow down in performance and experience low profits. Firm’s Strategic Options The first option management has is to get commitment from the employees through a consultative approach. Management therefore has the du ty to explain its concerns to the employees so they may understand why it needs to change the status quo. The ideal situation in this kind of strategy would be that employees are supposed to exert some form of self-control and improve performance in the long run. This approach is better than blindly carrying out an order which the employees wouldn’t understand why its been employed. However, this strategy requires mature employees in order for it to work. In a more ideal situation, the employees should see themselves as part of the managerial hierarchy and also be positively motivated for the strategy to work. Though all these factors are not present at Peterson’s Fan, management should use this strategy because it is better than the autocratic approach of giving orders to fire all poorly behaving employees. The implication of this approach is improved employee performance in the long run. This approach is supported by social studies done by Douglas McGregor which emph asize that controls or punishment are not viable methods of solving employee problems. The second approach the management could have undertaken was motivating employees into good work performance. Motivation should however be done through many structures such as improving the work environment, increasing the pay among other methods. Management can also review its company policies to ensure they are flexible enough for the employees to feel motivated enough to work. They also need to equally review supervisory practices and hygienic conditions in addition to improving employee appreciation programs and increasing their willingness to promote them. In this manner, employees will feel there is room for growth.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The implications of this strategy may involve an internal restructuring of the company; especially if management is willing to c onsider employees as part of its management hierarchical structure. The strategy may also force the company to introduce new programs aimed at improving the motivational level of employees. Additionally, this may involve a change in leadership styles and management attitude. This strategy is also supported by the two factor theory that identifies hygiene and the need to motivate employees as some of the most important elements in improving employee attitudes. Company’s Strategy The company’s management took an authoritarian strategy of firing all poorly behaved employees without any consultations at an employee level. Theory X developed by Douglas McGregor explains this approach but it has been proved counterproductive in most modern practices. This theory is normally based on a fallacy that employees will avoid work at all costs because of their laziness and that typically, employees dislike work. The assumptions to this theory are largely false. Instead, management s hould have discussed the poor employee performance with the employees before taking any drastic measure. The confrontational approach the company took was uncalled for because they should have first probed why the employees were behaving the way they were, so as to improve their level of satisfaction in the long run. In this manner, management would have known the root of the problem. Management should therefore have made it clear to the employees what actions were wrong and which ones were acceptable. The consequences of a continuation of unacceptable behaviors should also have been openly communicated to the employees. In other words, even if management had decided to consider firing poorly performing employees, the least they could have done was to warn the employees and notify them of the consequences of a continuity of their behavior. Management should also have been straightforward with the employees and refrained from exhibiting any threatening signs. However, before coming u p with such solutions and consequences, they should have been willing to discuss their decision with all employees. This strategy is still supported by Theory Y, developed by Douglas McGregor. Conclusion The management of Peterson fan took a wrong approach. They should have adopted a consultative approach to dealing with disgruntled employees. This strategy has been proved to have better chances of success than the authoritative approach it took.Advertising We will write a custom essay sample on Strategic Issues Facing the Firm specifically for you for only $16.05 $11/page Learn More Management’s approach is therefore not expected to yield much result in the long run because the strategy they adopted is based on false presumptions that employees are lazy and dislike work. They should have therefore discussed the problem with the employees and come up with an amicable solution.

Managers and HR Professionals Essay Example | Topics and Well Written Essays - 2500 words

Managers and HR Professionals - Essay Example Despite the facts that supervisors remain in close contact with employees and are aware of their needs and requirements, their opinions are over rules and ignored. This reflects through improper selection of candidates, high rates of attrition of crucial resources, rising costs of recruitments and high investments in training and developmental activities. Supervisors are subjected to too much scrutiny and inspection which keeps them from performing to the best of their abilities. b) ‘Should managers be given more autonomy to make decision making, but what are some of the drawbacks of doing so?’ It is recommended that managers are given greater autonomy in handling HR activities of the organization. This is because they remain in close connection with their subordinates and know about their shortcomings, strengths, training needs, causes of frustrations and resentment which causes them to leave. Greater autonomy would allow them to manage the workforce according to the sp ecific needs of the situation and this would help keep employees satisfied which would further better their performance. However, too much autonomy of the managers might give them the opportunity to exploit the workers and deprive them of their deserving. c) ‘How should top executive deal with the situation and more specifically, how should the HR director deal with it?’ The top executives and the Director can resolve the situation by providing greater authority to the supervisors and line managers in handling the workforce activities. However, at the same time they must closely review the performance of the managers so as to ensure that their decisions are safe and favorable for the organization (Armstrong & Baron, 2002, p.119). 2. Boeing and Airbus Outsourcing a) Describe the advantages and disadvantages of outsourcing for these companies, as described in the article. The main advantages of outsourcing for these companies is that they can avail a highly talented and q ualified workforce and skills which are not available in their own country. Additionally the rare skills can be employed at a much less compensation level as compared to a worker who is employed in the home country. Thus it is cost effective to outsource activities in foreign nations. However, the main disadvantage lies in the fact that exchange rates are subject to fluctuations and can severe loss to a company when the value of currency in the home nation falls as compared to the guest nation, as happened in the case of Airbus when the value of dollar rose. b) Are there ethical considerations involved in this type of outsourcing? Please explain. Such fluctuations in the exchange rates causing great losses for the companies generally results in job cuts to compensate for the loss, which is regarded as an unethical practice. Also discontentment among workers results in strikes, demanding unfair claims from workers which pose significant loss for the company (Brewster & Harris, 1999, p.27). 3. Importance of Tolerance in the Workplace Incident no. 1 a) Should ABC comply with its client’s request? It is recommended that ABC Temps abides by its client’s request of removing Susan from the particular job role. This is because every