Essay on Operation Management - 1571 Words

| Cleaning Time | Waxing time | C1 | 9 | 6 | C2 | 6 | 2 | C3 | 5 | 7 | C4 | 3 | 5 | C5 | 8 | 4 | 41. (7 points) An automobile detailing shop has the following jobs waiting to be processed. All jobs (cars requiring detailing) must first be cleaned, then waxed. a. What processing sequence will minimize the makespan for these jobs? Job | Cleaning Time time | Cleaning Time end time | Waxing time time | Waxing time end time | Waxing time idle time | C4 | 3 | 3 | 5 | 8 | 3 | C3 | 5 | 8 | 7 | 15 | 0 | C1 | 9 | 17 | 6 | 23 | 2 | C5 | 8 | 25 | 4 | 29 | 2 | C2 | 6 | 31 | 2 | 33 | 2 | b. What is the minimum makespan for this set of five jobs? Makespan is 33 (POM SW output is attaced in excel) 42. (10 points)†¦show more content†¦Sample Mean Range Sample | Mean | Range | 1 | 7.2 | 0.7 | 2 | 7.6 | 1 | 3 | 7.1 | 1.4 | 4 | 7.8 | 1.1 | 5 | 7.8 | 0.6 | 6 | 7.5 | 1.2 | _ a. Calculate the 3 X-chart and R-chart control limits. X bar = Average (Mean) = (7.2+7.6+7.1+7.8+7.8+7.5) / 6 = 7.50 Avge Range R bar = Avge (Range) = (0.7+1+1.4+1.1+0.6+1.2) / 6 = 1.00 Using Constant Table, we find the value of A2 for Subgroup of n=6 as A2 = 0.483 Now Upper control Limit UCL(X) = X + A2*R = 7.50+0.483*1 = 7.983 amp; Lower control Limit LCL(X) = X - A2*R = 7.50 - 0.483*1 = 7.017 Now we calculate the Upper Control Limit for Range. Recall that when n lt;7, LCL( R) = 0. Here n=6. So LCL(R) =0 amp; UCL (R ) = D4*R Looking up Contant Table, we find for n=6, D4 = 2.282 So UCL (R ) = D4*R = 2.282*1 = 2.282 b. Calculate the mean (X) and range (R) for the following sample, which was taken from the same process at a later time. Item number: 1 2 3 4 5 Weight: 7.5 8.0 8.2 7.5 7.4 Mean (X) = Avge(Weights) = (7.5+8.0+8.2+7.5+7.4) / 5 = 7.72 Range (X) = Highest Value of Weight – Lowest value of weight = 8.2-7.4 = 0.8 Based on this sample and the control chart limits that you calculated in part (a), is the process in control? Why or why not? Based on X amp; R UCL amp; LCL found in (a ), we can say that Process is in Control. This is because, all Mean of samplesShow MoreRelatedOperations Management : Operation Management1355 Words   |  6 PagesOperations Management Introduction Operations management is the activity of managing the resources that create and deliver services and products. The operations function is the part of the organization that is responsible for this activity. Every organization has an operations function because every organization creates some type of services and/or products. However, not all types of organization will necessarily call the operations function by this name. Operations managers are the people who haveRead MoreOperation Management - Cadburyworld2493 Words   |  10 Pagestechnology to streamline the operation process) and facility costs (old and outdated facilities) at lowest possible. In return, they have to compromise low costs with their other objectives. 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The Importance Of Clothing And Fashion In The Elizabethan Era

Clothing and fashion was an important part of the Elizabethan Era, as it played a major role in distinguishing social classes among the people. Laws were in place about what people could and could not wear to maintain social structure, and to make sure citizens were not wasting their money on frivolous and unnecessary clothing when the money could be better spent on other necessities such as horses. Both men and women had specific articles of clothing that varied depending on someone s social class. Statutes of Apparel There were sumptuary laws in place during Elizabethan times. Sumptuary laws have been in place since ancient times dictating rules that citizens must follow. Failure to follow the laws could be punishable with fines,†¦show more content†¦Another important aspect of upper-class fashion was ruffs. Large ruffs signified a high status and were fan like pieces of cloth that were worn around the neck, on the wrists, and in veils. As clothing was more for appearance and not for functionality, the clothing was worn in many layers and pieces. Most aspects of their outfit were separate pieces of clothing that were tied together with laces. There was more to fashion for the upper-class than just clothing. Both men and women would spend lots of money and many hours going to a barbershop. Citizens needed to always be up to date on the latest styles. Women tended to dye their hair either red to copy Queen Elizabeth the First or blond. It was also in style to have high hairlines, so women would have their hair plucked until their forehead extended higher. Men also took lots of pride in both their facial hair and hair on their head. In a lot of cases, men wore wigs to be able to have a fashionable hairstyle. Wigs for men typically came in white or blond. The upper-class also had many accessories. 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Theories Criminology and Capable Guardians Free Essays

Individual Theories Maria Silva CJS/240 Farrell Binder 02/16/2013 There are several theories that influence adolescents are motivated to commit crimes, while other adolescents in similar situations are not. The theories that consist of adolescents committing crimes are based on the routine activities theory, general deterrence theory, specific deterrence theory, biochemical theory, neurological theory, genetic theory, psychodynamic theory, behavioral theory, and cognitive theory. I will talk about the routine activities theory and the general deterrence theory and focus on the bad issues in which adolescents choose to commit a crime. We will write a custom essay sample on Theories: Criminology and Capable Guardians or any similar topic only for you Order Now The routine activities theory consist of three variables; â€Å"the availability of suitable targets, the absence of capable guardians, and the presence of motivated offenders. † (Juvenile Delinquency: The Core, 2005) First, the suitable targets; homes that seem very wealthy are more easily to be the crime target. Wealthy homes can contain valuable things such as, jewelry, safe box with cash, cameras, DVD’s, and anything worth value for the offender to make quick money. It is stated that many delinquents do not like to travel to commit their crimes they look around their surroundings, and speak to other children about what they have inside their homes. This is fairly easy for delinquents to commit crimes, and engage other to join in on the crime. They look for unlock homes, expensive cars and valuables worth stealing. Second, the lack of capable parents, in which adolescents feels that if they commit a crime they will unlikely to get caught. Since they believe that their crime will not be caught by a police officer, neighbors, parents, relatives, and homeowners, they will continue to commit crimes. Adolescents or delinquents look for specific safe places to commit their crimes and go undetected from certain types of guardians. Adolescents look around and see where there’s no movement around neighborhoods, where homes are left unattended and these become the easy targets for the offenders. In certain neighborhoods, where society is highly, there is more monitoring from guardians such as patrolling of officers, friends, family, and neighbors are less likely to be the target of their homes, and be burglarized, and broken into. Other types of capable guardians are video cameras, and alarm systems and help capture these offenders. Third, variable for routine activities theory would be motivated offender, in which adolescents are more highly motivated to commit a crime. They consist of mostly teenage boys, and unemployment. Motivated offenders select their targets based upon on the value, visibility and accessibility. Motivated offenders may choose not to break-in an unoccupied home, because the presence of a suitable target, because he feels that a guardian, such as a neighbor may spot him, captures him, or phone an officer. Another theory that is motivated in adolescents for them to commit a crime would be general deterrence theory. General deterrence; â€Å"concept holds that the choice to commit delinquent’s acts can be controlled by the threat of punishment. † (Juvenile Delinquency: The Core, 2005). Offenders will fear of committing crimes, if they know how severe the punishment may be, if they commit the crimes. General deterrence focusses on the prevention of crime and does not focus on the offender, but the offender receives punishment in the public eye or media in order to deter other citizens to commit crimes. As well, that general deterrence theory tries to reduce the probability of committing crimes in the general population. General deterrence results from the perception of the public that laws are enforced and that there is a risk of detection and punishment when laws are violated. † (www. sociologyindex. com) All these theories have a huge effect, routine activities theory and general deterrence theory is more important for adolescents to be aware of. For instance, general deterr ence theory is effective for the public, because it shows the punishment of an offender may be and at times it can be severe, helping others not to commit the same crime or any other form of crimes. Routine activities theory are helpful, but needs more of it, for example, more patrolling officers, neighborhood watch committees, more camera surveillance, and more activates or programs for adolescents. Having these types of surveillance, might help reduce crime, because offenders would see that they are watched constantly, and might be afraid to be caught. References: Juvenile Delinquency: The Core, 2005 www. sociologyindex. com How to cite Theories: Criminology and Capable Guardians, Essay examples

Work-Life Flexibility Will Replace Work-Life Balance †Free Samples

Question: Discuss about the Work-Life Flexibility Will Replace Work-Life Balance. Answer: Introduction In the era of globalization, organizations are crossing domestic barriers and entering into the foreign market to expand their operations. With the growing base of organizations operations, the need for skilled and capable human resource keeps on increasing. The workload of individuals is increasing day by day due to the complex working and structure of organization. The present working environment is very competitive and involves a lot of work pressure on the employees. The future of workplace has to face a number of challenges and opportunities in terms of use of technology at workplace, employee engagement and commitment towards one employer as in the future workplace will consist of millennial who want to Hop around from one job to another to gain experience and side by side fulfill their passion and work life flexibility which will replace work life Balance (Bhattacharya, 2017). The report discusses about the implications of work life flexibility on the work place of the future. Many employees find it difficult to strike a balance between their personal and professional lives and as a result they end up compromising and choosing either work life or professional life. A flexible working arrangement is an effective solution for employees to manage both of them efficiently. The report will discuss about the implication of work life flexibility on employees, HRM and leaders. The report also discusses about the negative aspect of implementing a flexible working environment and whether it supports the goals and objectives of the organization or not. Need for work life balance In the fast paced corporate life and increase in the market competition employees are burdened with lots of workplace responsibilities. Employers are forcing their employees to be more productive and achieve greater results for their organization. To prove themselves in the organization and to achieve targets they forgot giving time to their personal lives. Employees in order to achieve the goals and objectives of the organization do overtime which have some serious implication on the health of employees. If employees is engaged in only their personal life and forget about their personal and social life they face issues such as stress and other diseases caused due to working for longer hours, high rate of absenteeism and low productivity (Collatz Gudat, 2011). Work life balance is very important concept which means finding and maintaining a balance between the professional and personal life in such a way that one gets the best of both the worlds. Work life balance is very important for the happiness and productivity of the workplace as happy employees are committed, dedicated and engaged in achieving the goals of the organization. The most suffered individual due to the work life balance issues is women who find it hard to fully commit to their professional lives while giving time to their family. Many of them have given their professional roles as the employer is not willing to consider her situation and even if the managers allow them to work for fewer hours so that they can give time to their families they receive a reduced pay. The factors influencing the work life balance in an organizations are number of women working, families run by single parent, individuals who are aged and planning to retire are some of the categories which requ ires a work life flexibility to create a work life balance due to various commitments and responsibilities (Smith Gardener, 2007). The absence of a work life balance has a negative impact on the performance of employees. It also affects their family life of the employees and end up creating a situation of conflict between the work and family. The psychological implication of inappropriate work life setting is depression and anxiety due to job stress (Muthu, Pangil Isa, 2015). An optimum balance between work and home will help the employees to stay focused and attentive at the workplace and in their personal lives. The priorities will be set and employees will be able to fulfill their responsibilities efficiently (Debnam, 2012). Some of the initiatives that can be taken by employers are: Gym facilities at workplace or giving gym membership discounts at local gyms, crche service or childcare services will help mothers or single parents to focus on their work without working about their children at home, regular outings and social gatherings will reduces work life stress. Allowing employees to work from home or work for restricted number of hours worked. The employer should focus on productivity rather than on number of working hours, giving maternity or paternity is also a great practice to make employees feel that the organization care for them and motivates them to be loyal and productive for their employers. An organization can provide assistance in the form of helping employees in reducing their home responsibilities burden with the help of concierge services (Miller, 2016). The employees should also stay committed towards organizational goals and be productive after they are being provided with the benefits from their employer to manage work life balance. Role of work life flexibility in work life balance The future workplace will be accountable for more innovative practices which will increase the productivity of the employees. Work life flexibility is not a new concept in todays world but they are not widely adopted by the organization. The future workplace will allow individual to ditch the conventional 9 to 5 job routine and adopt work hours that will be convenient for them. The basis of analyzing the individuals performance will not be the hours worked but hoe productive they are in those working hours. Work-life flexibility will allow individuals to complete their work without any time and location restrictions. The technological development is at its peak and in the coming years they will be more advanced and will support individuals to fulfill their personal and professional obligations without any issues (Pacock, Skinner, 2009). Work-Life flexibility is an alternative to the regular working hours routine. It not only gives freedom to fulfill their personal responsibilities of being a mother or a parent or a child in an effective manner while managing the corporate responsibilities. There is a positive impact of the work-life flexibility on the work-life balance. In the coming years employees will not have to worry about juggling between their personal and professional lives because the work-life flexibility will give them freedom to choose what is important at that point of time. Work-life flexibility will create loyal workers and help the organization to retain talent in the competitive working environment (Shagvaliyeva Yazadanifard, 2014). Creating a work life balance is a responsibility of both the employer and employees. In organization there are work life balance policies which are biased towards permanent employees and individual who choose flexible working hours. Employees who choose to work for a limited number of hours are deprived from performance appraisal activities such as promotion and reward and incentives scheme as compared to individual who may not be more productive but still they are being preferred when it comes to promotion. Unequal pay is another important concern as individuals who work for less hours but produce the same output as the regular shift hour individual is producing are being paid differently rather they are paid on the basis of hours spend and not on the basis of efficiency in the output (Dhas Karthikeyan, 2015). Implications of work-life flexibility on the employees There are different types of flexible working setting available to the employees: Flexitime: It involves giving employees freedom to choose their working hours and come early or late with the permission of the management. Part-time work: It is the most common type of work arrangements which involves working for less number of hours unlike the individual who are working for full time. Overtime: Overtime allow individuals to work extra for making additional salary to meet their personal obligations. Job sharing: Job sharing involves two people who have same set of skills and qualification to share their job work in alternate shifts or days. Work from home: Work from home gives the freedom to individual to fulfill their workplace responsibilities from home and not from the employers premises (Acas, 2015). The work life flexibility will help the employees to be more productive as they have the control in how to manage their time effectively and focus on what is important. Employees can be stress free at the workplace as they are not compromising with their social and personal lives due to their hectic work culture. Employees will be happier and motivated as employees will get more sleep and they can take care of their health resulting into less work life conflict and emotional exhaustion (Wilson, 2016). For some individuals work-life flexibility can prove to be advantageous and but at time there are various insecurities attached with the work life flexibility. For women who have just entered their mother hood or those who have family obligation, flexibility in work life can help them to pursue their professional career without sacrificing their professional lives. Women are more open to such work life flexibility than men because they feel such working arrangement is associated will low salary package and job security is a major concern because it is often perceived that employees who complete their regular shift are preferred more (Bhate, 2013). But slowly they are being adopted by men also due to the single parent responsibilities or other commitments (Wei, Yili Tian, 2013). Although the work-life flexibility has certain drawbacks but they have proven to be very effective in retaining skilled employees in the organization because they have the freedom to work on their own terms. It also has a positive impact on the employees engagement and motivation towards the goals and objectives of the organization. Implications for HRM The work-life flexibility strategy can only prove to be effective; HR of an organization plays a key role. The HR has to consult the top level management and convince them that the flexible arrangement is important for the productivity of employees. Once the approval of the top level management is done the HR should design policies that take in to consideration the interest of both the organization and employees. A work-life flexibility program can hinder the growth of the organization if not implemented successfully (SHRM, 2016). They also have to deal with resistance on the part of employees and keeping in mind the other operational issues that may arise due to such arrangements. HR is also responsible in monitoring the efficiency of employees who are working from home or working for less number of hours. They have to ensure that the productivity of employees is not being affected as they are the ones who are answerable to the top level management for their decisions. They also have a responsibility of designing a performance appraisal scheme which should not affect the employees who are coming and working regularly in the office. They should design schedule of work and keep a check whether the employees are following it or not. There are many legal issue too associated with the work life flexibility policies such as whether the workers compensations should be given when employees faces any health issues while working at home. HR has to also ensure that the confidentiality of the sensitive information of the organization should be maintained. The responsibility of HR in designing work-life flexibility policies has been crucial as they are accountable for any issues arising from such arrangements. They should make sure that the policies implemented does not affect the organizational growth and support the organization to be sustainable in the market. Implications for leaders and Managers Managers and leaders have a collective responsibility of guiding the efforts of individual into the direction of management goals. Managers and leaders with the flexible working hours approach can attract talented employees who may not be able to work due to some personal reasons and it also helps to retain the competent employees as they feel they are valued because organization takes their interest into consideration. Managers are able to engage employees and they are being more focused toward the goals of the organization (Hays, 2016). The employees who are allowed to work according to their own term reduce the cost of hiring the new employee as the turnover rate will be low (Fell, 2013). There certain issues which are being faced by the managers and leaders are violation of the policies by the employees. The employees may take the undue advantage of the policy and may not provide output as expected from them. If they are working from home, managers have a restriction on supervising whether the employees are actually performing their roles and responsibilities or not (Tovey, 2014). The leaders may find it difficult to convince the employees who resent about the decisions of flexible working hours. The training cost involved in educating employees about the new process and communicating them about what behavior is expected from them when they will work for less number of hours or will be away from the office premises (Dishman, 2015). The managers also have the duty to ensure fairness among all the workers whether flexible or regular. Managers should set clear policies on work hours. A record should be kept about the number of hours worked. Leaders should address the is sues of employees who are not sure about the new working arrangements and clear all their doubts. Manager should continuously monitor the work progress of individuals and check whether their performance meet with their standards of the organization or not. The implementation of flexible working arrangements is a difficult task but it can be proved to effective with the support of leaders and mangers of then future workplace. Conclusion The future workplace will be competitive and employees will have to deal with work load and responsibilities. This may affect their efficiency and productivity. Employers in order to boost the morale of the employees have to shift to work place setting that will enable the employees to fulfil their workplace responsibilities stress free. Work-life flexibility is the solution to this problem. It allows individual to work as per their convenience. Work life balance is the most challenging concept in the lives of professionals as among the fast paced corporate life they find it difficult to maintain a right balance between their personal and professional life. As a result they end up sacrificing their personal or professional lives. Work life flexibility provides an effective solution to the problem work-life balance. It helps the individual to not maintain a balance between both the lives but to choose what is important at that point of time. There are various options available to employees such as work from home, part time or flexible working hours. It helps to reduce employee turnover rate as many individuals like women find rigid working hours a hindrance in managing their personal lives, though it has many advantages for employer and employee but create some issues for HR and mangers and leaders who handle the designing and implementation part. HR, Managers and leaders should focus on designing such work flexibility strategies that compliments the gaols of the organization. References ACAS, 2015, Flexible working and work-life balance, Accessed from https://www.acas.org.uk/media/pdf/j/m/Flexible-working-and-work-life-balance.pdf 29 May 2017. Bhate, R, 2013, flexibility at work: Employee Perceptions, Accessed from https://www.bc.edu/content/dam/files/research_sites/agingandwork/pdf/publications/QI2_flexibilityAtWork_Employee.pdf on 29 May 2017. Bhattacharya, G, 2017, Why Millennials Keep Ditching Your Company, Accessed from https://fortune.com/2017/01/25/millennials-talent-retention-leadership-career-advice-job-hopping/ on 28 May 2017. Collatz, A. Gudat, K., 2011.Work-life-balance. Hogrefe Verlag. Debnam, D., 2012, Workplace Flexibility and Work-Life Balance: Its a Benefit, Not a Burden, Accessed from https://www.eremedia.com/tlnt/workplace-flexibility-and-work-life-balance-its-a-benefit-not-a-burden/ on 29 May 2017. Dhas, D.B. Karthikeyan, P, 2015, Work-Life Balance Challenges and Solutions: Overview, International Journal of Research in Humanities and Social Studies Volume 2, Issue 12. Dishman, L., 2015, Why Managers And Employees Have Wildly Different Ideas About Work-Life Balance, Accessed from https://www.fastcompany.com/3041908/the-surprising-gap-between-work-life-balance-beliefs-and-reality on 29 May 2017. Fell, S.S, 2013, Top 10 Benefits of Flexible Work Policies for Companies, Accessed from https://www.huffingtonpost.com/sara-sutton-fell/top-10-benefits-of-flexib_b_4158603.html on 29 May 2017. Hays, 2017, The pros and cons of flexible working, Accessed from https://www.hays.com.au/employer-services/management-issues/HAYS_257685 on 29 May 2017. Miller, B., 2016, How to Improve Work/Life Balance for Employees, Accessed from https://hrdailyadvisor.blr.com/2016/02/10/how-to-improve-worklife-balance-for-employees/ 29 May 2017. Muthu, M., Pangil, F. Isa, M.F., 2015, Individual, Organizational and Environmental Factors Affecting Work-Life Balance, Accessed from https://www.researchgate.net/publication/283567135_Individual_Organizational_and_Environmental_Factors_Affecting_Work-Life_Balance on 29 May 2017. Pacock, B., Skinner, N, 2009, Work, Life Workplace Flexibility, Accessed from https://w3.unisa.edu.au/hawkeinstitute/cwl/documents/AWALI-09-full.pdf on 29 May 2017. Shagvaliyeva, S. Yazdanifard, R., 2014, Impact of Flexible Working Hours on Work-Life Balance, American Journal of Industrial and Business Management, Accessed from https://file.scirp.org/pdf/AJIBM_2014012310201577.pdf on 29 May 2017. Smith, J. Gardner, D., 2007, Factors Affecting Employee Use of Work-Life Balance Initiatives, Accessed from https://www.psychology.org.nz/wp-content/uploads/36-1_Smith-Gardner_pg3.pdf on 29 May 2017 Tovey, A, 2014, The trouble with flexible working, Accessed from https://www.telegraph.co.uk/finance/jobs/10932152/The-trouble-with-flexible-working.html on 29 May 2017. Wei, C., Yili, L. Tian, Y, 2013, How Can HRM Help Organizations Build the Supportive Work-Life/family Balance Culture? Accessed from https://ijbssnet.com/journals/Vol_4_No_9_August_2013/9.pdf on 29 May 2017 Wilson, P., 2016, Workplace flexibility: What you need to know, Accessed from https://www.hrmonline.com.au/productivity/workplace-flexibility-need-know/ on 29 May 2017