Synthesis and Anticancer Activities of 5-halogeno Pyrimidine

Synthesis and Anticancer Activities of 5-halogeno Pyrimidine SOLID STATE MICROWAVE-ASSISTED SYNTHESIS AND ANTICANCER ACTIVITIES OF N-DERIVATIVES OF 5-HALOGENO SUBSTITUTED PYRIMIDINE 2, 4 DIONE BY TAHIRA SAGHIR ABSTRACT This study will report the synthesis of some substituted 5-halogenated pyrimidine 2,4dione by conventional and solid state microwave assisted methods. Derivitization of 5-halogenated pyrimidine,2,4 dione give predominately N1and N3-subsituted compounds where R may be the alkyl ,aryl, allyl, acyl, cyclohexenyleetc. 5-halogenated pyrimidine 2,4 dione derivatives represent the new group of anticancer and antibacterial agents with potential for development of medicinal application. The application of solid state microwaves to organic synthesis is opening up new opportunities for the synthetic chemist by providing new routes. High consumption of chemicals for prolonged time has adverse effecton environment. This is the key reason to adopt solvent free condition i.e. eco-friendly microwave assisted solid state synthetic routes. Introduction Microwave irradiation has emerged as powerful tool for organic synthesis. In concern with a rapidly expanding applications base, microwave synthesis can be effectively applied to any type of chemistry resulting in faster reaction time from minutes to seconds and improved product yield. The environmental protection has become a global concern and chemical industry is increasingly searching the ways of developing and applying more efficiently and environmentally begins strategies for future sustainable growth. An important part of present effort towards eco friendly synthesis is aimed at reduction of use of solvents as in classical procedures. For this purpose in organic synthesis solid support has made a land mark as the reaction can be performed in dry media or solvent free conditions. Further usage of solid support in conjunction with microwave leads to high yield remarkable reaction rate enhancement high catalytic activity with optimum utilization of energy. The solvent less approach provide an opportunity to conduct selective organic functional group transformation more efficiently and also allows the work to conductin open vessel thus avoiding the risk of high pressure development. 5-halogenated pyrimidine 2,4dione is used as an anticancer agent. A major difference between cancer cells and normal cells are that the cancer cells divide much more rapidly. Rapidly dividing cells require a constant new supply of DNA is the nucleoside,deoxythimidine,which is synthesized in the cell by methylation of uridine. Flouro uracil is administrated to a cancer patient as part of chemotherapy. The body convert it in to flourouridinegreatly decreasing DNA synthesis. A number of pyrimidine bases possess anti viral and anti cancer activities. In addition N1and N3-di substituted 5 halogenated pyrimidine2,4dione also exhibit anticancer , antibacterial and anti fungalactivities. Literature Review Zeng and his coworkersstudied on activity and structure of co-relation which are useful to drug discovery. By modifying the nature and position of substituent or pyrimidine and theirderivatives, a change in biological activity is observed. The synthesis of organic compound and pharmacological evaluation of these compound have been described by them, they have synthesized large number of compound using different reaction condition i.e. liquid phase reaction and solid phase1. Stefeny,PaulaM and their coworkers applied microwave assisted organic synthesis in many formats ranging from traditional solution phase to solvent free reactions2. Verma and Rajender Singh made solvent free synthesis of heterocyclic compounds. They reported that microwave enhanced solvent free synthetic approach has many advantages. These advantages aresimplicity,manipulative ease of the operation and conservation of solvent .A variety of solid state reactions are described that occur rapidly at ambient pressure under solventless conditions and provide ready access to intermediates such as enamines and tosyloxyketones which can be transformed in situ to biologically significant heterocyclic compounds such as isoflav-3-enes, flavones, quinolones, 2-aroylbenzo[b]furans and thiazoles in one-pot operation. Multicomponent reactions under these solvent-free conditions can be adapted for high speed parallel synthesis and are exemplified by assembly of dihydropyrimidine-2(1H)-ones (Biginelli reaction) and imidazo[1,2-a]annulated pyridines, pyrazines and pyrimidines (Ugi reaction) which may have potential in building a library of such compounds3. Verma et al. 2009 found that microwave enhanced solvent free synthatic approach has the features: simplicity manipulative ease of the operation and conservation of solvents as the main advantage. This eco friendly approach is found as an application in facile organic functional group transformation is applied to rapid assembly of hetrocyclic compounds4. Filler and Roberts postulated the importance of fluore containing compounds synthesis in bio and medicinal chemistry e.g. amino acid,anti canceragents,nucleosides, centeral nervous system agents and anesthetic agents5. Sugiyama,H,etal.explained 5 iodo uracil containing DNA-zalpha complex showed photo reactivity. For the high tendency binding it was observed that NH2 terminusZ-alpha and double strained RNA was very profound respectively. In the absence the incidence of Z-alpha,to relate the structure of Z-DNA induced by Zalpha,were perceived in comparison to that with high salt concentration,than the hydroxylated product was meritoriously produced in it specified by Z-alpha.6 Zhan,etal. have made the solvent and catalyst-free synthesis of dihydropyrimidione in one pot conditions under focused microwave irradiation in 2008.7 Andre Loupy has defined microwave chemistry as â€Å"the science of applying microwave irradiation to chemical reaction’’8.In literature we found that initiallyRichard Gedye and coworkers have described the use of microwave irradiation for organic synthesis.After Richard then number of other scientist in the field of organic chemistry reported in detail about various organic reactions which were performed by using this technology. Various reactions in literatureinclude Alkylation,Esterification,Sponification,Condensation ,Oxidation.Reduction.Cycloaddition,Rearrangments,N-acylations,and Olefination.9 Kidwai and Rastogi reported an eco friendly approach for the synthesis of 2 substituted-4-6-diarylpyrimidines using inorganic solid supports for its catalytic roleas well as energy transfer medium is described.The methodology eliminates the usage of solvents during reaction.Microwave assisted basic alumina catalysed reaction is the best as a catalysis as well as reaction time and yield.10 Gedye and Langahave talked about specific microwave effects.11 Loupy and coworkershave published a number of rewiews on solvent-free reactions.12 Kamal Alannan have reported that substituted uracils especially at 5-position play a key role in many metabolic processes. Uracil reacts with halogens such as,chlorine,Bromine. Iodineflorine to give haogen substituted compounds. From the literature it was found that the halogen substituted uracils are important anticancer drugs.13 Zhang and zhou reported the major advantage of solvent-free, for the green synthesis derivatives of heterocyclic compounds. The major advantages of this method are simple experimental and work-up procedures, solvent-free reaction conditions, small amount of catalyst and short reaction time, high yield, and utilization of an inexpensive and reusable catalyst14 Zhao and co-workers reported the advances in the research of pyrimidine derivatives as antitumor drug according to their action on targets.15 Chowdhury and shanker describe the recent development in solvent-free multi component reactions which was the perfect synergy for eco-compatible organic synthesis. The eco-friendly solvent free approach opens up numerous possibilities for conducting rapid organic sunthesis.16 Khosrou and Ali reported the cytotoxicity of synthesized dinitrophenyl derivatives of 5-fluorouracil under hypotoxic conditions on HT-29 cell line under both aerobic and hypotoxic conditions.17 Objectives Solid state microwaves assisted organic synthesis have an impact on drug discovery. The discovery of compounds with improved biological properties can be made more efficient by using new techniques. The objectives of the present research will be: Synthesis of new bio active compounds. Method development for synthesis of new bioactive compounds. Characterization of all synthesized compounds. Pharmacological evaluation. Plan of work Synthesis of 5 -halogen substituted pyrimidine 2,4 dione. Synthesis of N-derivatives of 5-halogeno substituted pyrmindine-2,4-dione. Structure elucidation will be carried out by a.UV/VIS spectroscopy b.FTIRspectroscopy c.NMR d.Mass spectrometry 4.Pharmacological evaluation(anticanceractivities)of synthesized compounds. METHODOLOGY Microwave- assisted synthesis has been applied in many formats ranging from traditional solution phase to solid phase and solvent free reactions. By using dry conditions, the hazards of volatile organic solvents in microwave oven can be eliminated. The solid state synthesis of N-derivatives of 5-halogen substituted of pyrimidine 2,4 dione is of great interest in present research. PLACE OF WORK 1. Lahore College For Women University, Lahore. 2.University of Veterinary and Animal Sciences Lahore. . References 1.Zeng ,J .pharma, Res.16, 304-309, 1999. 2.Stafani, H.A; Gatti, P.M, Synth.commun.30, 2165-2173,2000. 3.Varma, R.S., JournalofHetrocycle.Chem.36, 1565-1571, 1999. 4.Verma, R. S., Journal of Heterocyclic Chemistry, 36(6), 1565 – 1571, 2009. 5.Filler,ACS.Symp.Ser,60, 616,3793,2000. 6.Oyoshi, T.; Sugiyama, H.Journal of Nucleic Acids Research, (1), 123-4, 2001. 7. Zhan, H.W;Wang, J. X. Journal ofChin.Chem,Lett. 19,1183-1185,2008. 8. Loupy, Micro wave in Organic synthesis, Willey-VCH, Weinhein, 2006. 9. Gedye, N; Smith F.E,Can J. Chem. 66,17, 1887. 10. Kidwai, S.Rastogi, Bul and KoreanChen. Soc., 24, 11- 1575, 2003. 11. Lang,F. org. synth., 4,373-386, 1997. 12. Loupy, A.Synthesis1998. 13. Kamal,A; Venka, P, J.Chem, soc., Daton Trans, 3381-339,2002. 14. Zhang, Y; Zhou, Z, Organic chemistry international, 1, 194784-5, 2012 15. Zhao, P; You W, Acta pharmacentica sinica, 47(5):580-7, 2012 16. Choudhury, S; Shankar, M, RSC Adv.2, 4547-4592, 2012 17. Khosrou, Ali , ISI journal of Bio Chemistry and molecular Biology.27/59, 176/290, 2013

Case Study – George David

CASE: 1 GEORGE DAVID 1. What makes George David such a highly regarded manager? * Best Educated Manpower One of George David's most notable good deeds was to set up a landmark of $60 million per year employee scholarship program in 1996. The program helps each UTC employee who wants for education to pays their college tuition, books, fees and even time off to study. David also extended benefits for four years to laid-off workers who had been relocated.He even added another incentive with amount $5,000 worth of company stock to all employees who complete associate degrees and $10,000 worth of company stock to those who complete bachelor degrees or higher. In the first three years of the program, UTC has spent more than $100 million on tuition, fees, and books. According to David, he said that the employee scholarship program was designed to meet his goal of having â€Å"the best educated workforce on the planet†. When David first proposed the program in 1995, other executives b elieved the employees would take their new degrees and use them to benefit other employers.However, the evidence shows that employees who go through the program had become more loyal to UTC, he successfully retained his employees and raised the skill level of workers as the turnover rate for these employees has been about one-half that of the overall workforce. * Reorganizing UTC with a focus on Business excellence During his tenure as CEO, David thoroughly reorganized UTC. He dramatically cut down the size of head office and decentralized decision making to business divisions.He also developed a new financial reporting system that would give him good information about each division and make it easier to hold divisional general managers accountable for their performance respectively. In the other hands, he also set demanding goals for earnings and sales growth for the employees and motivate them by implementing ACE program for improved productivity and building a strong management t eam that yields big results. * Concerned About Employee’s Safety David was adhering to social responsibility. Despite his interest in shareholder value, he was concerned about his employee’s safe and health.David wanted each employees adhere to the highest ethical standards, which the company having minimal environmental impact. He strongly advocates the Employee Safety at the place of work, employee’s safety always remain as the top consideration in the workplace. * A mix of toughness and sensitivity David has the right mix of toughness and sensitivity. He would offer help to people struggling at work but would not tolerate repeated instances of incompetence. David is demanding but he also makes it a point to listen to his people. 2. How does David get things done through people?David had all the qualities, skills of an efficient Manager. With the conceptual, Technical and managerial skills that he possessed, David had the ability to get things done through peo ple. He combined some of the best Japanese manufacturing techniques with an intense focus on shareholder return (something Japanese companies are not particularly known for). That’s how he achieved exceptional performance over a long period. With the help of Yuzuru Ito, he developed a program known as Achieving Competitive Excellence, for improving product quality, increased productivity and to lower the cost of production.His employee friendly schemes like Scholarship program, Safety at work ; Corporate Responsibility towards the environment made him popular among employees and they became more loyal to the company. The manufacturing operations that were susceptible to quality improvements, efficiency improvements, and technological improvements were the process disciplines of UTC under David’s presidency. David has the right mix of toughness and sensitivity. He would offer help to people struggling at work but would not tolerate repeated instances of incompetence. Da vid is demanding but he also makes it a point to listen to his people. . What evidence can you see of David’s planning and strategizing, organizing, controlling, leading, and developing? David’s planning, organizing, controlling, leading and developing the company made UTC see greater heights. Planning ; Strategizing: One of the first things David did when he became CEO of UTC was to bring in Yuzuru Ito, the quality guru who helped him formulate his guiding principles of leadership. With the help of Yuzuro, David rolled out the ACE program which improved the production quality, increased productivity and lowered the cost of production.He started the Employee Scholarship Program due to which, the employees became more loyal to the company becoming partners of growth. It also resulted in a better skilled workforce. Organizing: During his tenure as CEO, David also radically reorganized UTC. He had to take some harsh decisions and had to lay off many employees. Controlling ; Developing: To have more control on the staff and to make them accountable, he developed a new financial reporting system that would give him good information about how well each division was doing.Hence the divisional general managers were accountable for the performance of the units under them. He then gave demanding goals for earnings, cost reduction, increased sales and pushed them to improve processes within their units. Leading: David stressed on goal setting and holding people accountable. He insisted that UTC employees adhere to the highest ethical standards. Thanks to his quality-improvement techniques, UTC was running to achieve maximum efficiency. 4. Which managerial competencies does David seem to posses? Does he seem to lack any? David had all the qualities, skills, competencies of an efficient Manager.With the conceptual, Technical and managerial skills that he possessed, David had the uncanny ability to get things done through people. David has the right mix of tou ghness and sensitivity. He would offer help to people struggling at work but would not tolerate repeated instances of incompetence. David is demanding but he also makes it a point to listen to his people. He had the foresight to see how a superior education funded by the organization would lead to not only a better qualified workforce but would also in turn result in long term loyalty.David also showcased his ability to take tough decisions by decentralizing and laying excess staff in order to have a lean and effective business. He directed his accounting staff to develop a new financial reporting system that would give him good information about how well each division was doing and make it easier to hold divisional general managers accountable for the performance of the units under them. David set demanding goals and encouraged his general managers to deliver them by using the ACE program. He worked towards building a positive work culture with values and ethics at the heart of ope rations.

Disc Platinum Rule Assessment

â€Å"The ultimate goal of the Platinum Rule is personal chemistry and productive relationships† (Alessandra). The University of Phoenix creates learning teams in each online classroom setting. Individuals bring different behavior styles when they come together in a group. The purpose of this paper is to discuss the different behavior styles as defined by the DISC Platinum Rule assessment and how it relates to learning team members. The DISC Platinum Rule breaks out into four dimensions of behavior. Each different dimension has strengths and weaknesses and no dimension is better than another. The four different dimensions are the dominance style, the interactive style, the steadiness style, and the cautious style. Dominance Style The dominance style has two main governing needs. These needs are the need to control and the need to achieve. People who fit into the dominance style are goal-orientated go-getters. They find themselves most comfortable when they are in charge of people and situations. People with the dominance style are fast-paced, task-oriented, and work quickly and impressively by themselves. They are annoyed by delays and challenge outdated thinking and ideas. Alessandra) The four sub styles of the dominance style are the director, the adventurer, the producer and the pioneer. The director questions authority, takes more risks, and is motivated by new opportunities. The adventurer, wary of people who may take advantage, is result-orientated and is motivated by dominance and independence. The producer chooses to be involved in chosen activities from start to finish. They resist people who are obstacles and are motivated by accomplishing bigger and better goals according to their internal timetable. The pioneer tends to focus on the future and is driven by a quest for unique accomplishments to avoid boredom. Holding a position to direct and redirect task accomplishments motivates them. (Alessandra) Tijuana Muse and Nessa Little, two members of the learning team, both fit into the dominance style behavior dimension. The snapshot of their sub style report marked them both as â€Å"The Producer. † The assessment described them as less guarded and less direct then most other dominance styles. The assessment also stated their primary goal is to achieve bigger and better goals. Weaknesses presented in the assessment include impatience and taking themselves to seriously. Strengths presented in the assessment include the ability to juggle tasks and a high energy level. Tijuana agrees with these results as they describe her work patterns and behavior. She needs goals to be set to help motivate her to achieve a higher level of performance. Even though she does not like timeframes, she prefers to work at a higher pace. Her behavior style effects the learning team by providing results quickly and timely if given a set goal. Nessa agreed with the results of her assessment. She will use the weaknesses presented as areas for improvement. She wants to broaden her point of view when it comes to goals. She becomes very focused on the task at hand and will forget that other things need her attention also. She needs to learn to be more flexible and show more confidence in other people. These observations from the assessment affect the team because she knows to ask others to share ideas and to will become more tolerant of the differences in others. Interactive Style The second style is the interactive style. People in this behavioral style are friendly and enthusiastic. They prefer to be in the middle of the action and thrive on admiration, acknowledgment, and compliments. People in the interactive style are more relationship-orientated and less task-orientated. Their main strengths are people skills and communication and they do so with enthusiasm, charm, persuasiveness, and warmth. Good communication skills help them influence people and bring them together to accomplish goals. (Alessandra) The sub styles of the interactive style are the socializer, the helper, the impresser, and the enthusiast. The socializer has a natural tendency to meet people. They speak freely about their thoughts feelings, and experiences, and receiving social approval from others motivates them. The helper has a natural dislike of pressuring others or telling them what to do. They seek close personal relationships that focus on caring and sharing and they are motivated by friendship. The impresser feels taking shortcuts to accomplish a goal is cheating. They become impatient with procrastinators and winning with flair motivates them. The enthusiast enjoys symbols of authority and prestige and is uncomfortable with confinement or restriction of freedom. Influencing others provides them motivation. (Alessandra) CooKie, a member of the learning team, fits into the interactive style behavior dimension. The snapshot of her sub style marked her as â€Å"The Impresser. † The assessment described her as seeing winning as an all-or-nothing proposition, judging people by their ability to make things happen, and working harder when there are bigger risks and rewards at stake. Weaknesses presented in the assessment included disorganized, careless, exaggerating, and poor follow through. Strengths presented in the assessment included persuasiveness, optimistic, motivating, and enthusiastic. CooKie agreed with how the assessment described her characteristics at work. She likes to go above and beyond expectations to complete a task. She often collaborates with co-workers in order to ensure the goals of the company are achieved efficiently. This causes her to be considerate of co-workers’ feelings when working on projects. As deadlines approach she tends to overreact that they will not be met. This is her reason to avoid procrastination. Her behavior style affects the learning team by providing a high attention to detail and being mindful of the other team members’ feelings. Steadiness Style The third style is the steadiness style. Individuals with this style are warm, supportive, and nurturing. They are excellent listeners, devoted friends, and loyal employees. This makes them the most people-orientated of the four styles. With a relaxed disposition they are approachable, which allows them to develop strong networks of people. People in the steadiness style do not like risk. They may tolerate bad situations rather than risk changing the status quo. They prefer to maintain their personal composure, stability, and balance. They exhibit behaviors of courtesy, friendliness, and a willingness to share responsibilities. People in this style are good planners, persistent workers, and good with follow-through. Because of their need of security, need to avoid risk, and desire to include others; Individuals with the steadiness style are slow decision-makers. (Alessandra) The four sub styles of the steadiness style are the relater, the specialist, the go-getter, and the harmonizer. The relater is threatened by changes that jeopardize relationships or surroundings, prefers to deal with concrete situations and data rather than theory, trends, or conjecture, and is motivated by personal stability. Specialists prefer to focus on their own interests. The excel in conditions that are stable and allow for steady, incremental gains and are motivated by doing what they know and only knowing what they do. The go-getter is a good short-term planner with an ability to identify roles, resources, and time lines. They are highly self-reliant and are motivated by a desire for a steady flow of more accomplishments. The harmonizer wants to be the person wanted and needed by others. They are motivated by the acceptance and approval gained from helping others. (Alessandra) Cautious Style The fourth behavior dimension is the cautious style. People in this style are analytical, persistent, and systematic. They enjoy problem solving and are detail-oriented. This causes them to be concerned with content over style. They enjoy working toward tangible results and perfecting the processes to achieve them. This type of person controls their emotions and tends to be uncomfortable amongst out-going people. Even though they tend to see the serious and complex side to situations, their intelligence and ability to see different points of view allows them to be quick and present a unique sense of humor. People in the cautious style can be over-critical because of having high expectations of themselves and others. In extreme cases their tendency toward perfection can cause paralysis by over-analysis. They do research, make comparisons, determine risks, and calculate margins of error before making decisions. This causes them to be slow and deliberate decision-makers. Some main strengths of the cautious style are an eye for detail and accuracy, dependable, independent, persistent, and organized. (Alessandra) The four sub styles of the cautious style are the thinker, the master-minder, the assessor, and the perfecter. The thinker has a preference for privacy, has a natural talent for deliberate decision-making and is motivated by the desire to be correct. The master-minder expresses his or herself more by what they do than by what they say. They choose to work alone and are motivated by increased opportunities for unique and significant personal accomplishments. The assessor is a quick thinker and can deal with many inputs simultaneously. They are motivated by accomplishing goals with excellence. The perfecter pays attention to key processes and details. They are methodical, thorough, dependable, and is motivated predictable results. (Alessandra) Anthony Cosenza, another member of the learning team, fits into the cautious style behavior dimension. His snapshot of sub style report marked him as â€Å"The Master-Minder. † His assessment described him as more guarded and less direct than most other cautious styles. The assessment also described his primary goal that motivates him is to increase opportunities for unique and significant personal accomplishments. His tendencies include being very alert to conflict and resistance, appearing focused and self-controlled with people, taking some calculated risks when making decisions, preferring to work alone, becoming overly analytical, and possibly procrastinating when under pressure. Weaknesses presented in the assessment include perfectionistic, critical and unresponsive. Strengths presented in the assessment include planning, dependability, problem solving, and systematizing. Anthony agreed with most of his assessment as it described many of his behaviors. During stressful times he does become withdrawn and focuses on tasks and the processes to complete them. He wants to be right and does depend heavily on data collection. He prefers to work alone and has good problem solving skills as the assessment identified. His behavior style affects the team by providing an awareness of the situation and being able to solve issues. Conclusion The DISC Platinum Rule assessment identifies a person’s behavior style. When working in a team each member will have a different style. Each style provides the team with unique characteristics that provide strengths and weaknesses. An effective team will utilize each team member’s strengths and look out for and correct weaknesses. By doing this a team will be highly effective in accomplishing goals and achieving success. Disc Platinum Rule Assessment â€Å"The ultimate goal of the Platinum Rule is personal chemistry and productive relationships† (Alessandra). The University of Phoenix creates learning teams in each online classroom setting. Individuals bring different behavior styles when they come together in a group. The purpose of this paper is to discuss the different behavior styles as defined by the DISC Platinum Rule assessment and how it relates to learning team members. The DISC Platinum Rule breaks out into four dimensions of behavior. Each different dimension has strengths and weaknesses and no dimension is better than another. The four different dimensions are the dominance style, the interactive style, the steadiness style, and the cautious style. Dominance Style The dominance style has two main governing needs. These needs are the need to control and the need to achieve. People who fit into the dominance style are goal-orientated go-getters. They find themselves most comfortable when they are in charge of people and situations. People with the dominance style are fast-paced, task-oriented, and work quickly and impressively by themselves. They are annoyed by delays and challenge outdated thinking and ideas. Alessandra) The four sub styles of the dominance style are the director, the adventurer, the producer and the pioneer. The director questions authority, takes more risks, and is motivated by new opportunities. The adventurer, wary of people who may take advantage, is result-orientated and is motivated by dominance and independence. The producer chooses to be involved in chosen activities from start to finish. They resist people who are obstacles and are motivated by accomplishing bigger and better goals according to their internal timetable. The pioneer tends to focus on the future and is driven by a quest for unique accomplishments to avoid boredom. Holding a position to direct and redirect task accomplishments motivates them. (Alessandra) Tijuana Muse and Nessa Little, two members of the learning team, both fit into the dominance style behavior dimension. The snapshot of their sub style report marked them both as â€Å"The Producer. † The assessment described them as less guarded and less direct then most other dominance styles. The assessment also stated their primary goal is to achieve bigger and better goals. Weaknesses presented in the assessment include impatience and taking themselves to seriously. Strengths presented in the assessment include the ability to juggle tasks and a high energy level. Tijuana agrees with these results as they describe her work patterns and behavior. She needs goals to be set to help motivate her to achieve a higher level of performance. Even though she does not like timeframes, she prefers to work at a higher pace. Her behavior style effects the learning team by providing results quickly and timely if given a set goal. Nessa agreed with the results of her assessment. She will use the weaknesses presented as areas for improvement. She wants to broaden her point of view when it comes to goals. She becomes very focused on the task at hand and will forget that other things need her attention also. She needs to learn to be more flexible and show more confidence in other people. These observations from the assessment affect the team because she knows to ask others to share ideas and to will become more tolerant of the differences in others. Interactive Style The second style is the interactive style. People in this behavioral style are friendly and enthusiastic. They prefer to be in the middle of the action and thrive on admiration, acknowledgment, and compliments. People in the interactive style are more relationship-orientated and less task-orientated. Their main strengths are people skills and communication and they do so with enthusiasm, charm, persuasiveness, and warmth. Good communication skills help them influence people and bring them together to accomplish goals. (Alessandra) The sub styles of the interactive style are the socializer, the helper, the impresser, and the enthusiast. The socializer has a natural tendency to meet people. They speak freely about their thoughts feelings, and experiences, and receiving social approval from others motivates them. The helper has a natural dislike of pressuring others or telling them what to do. They seek close personal relationships that focus on caring and sharing and they are motivated by friendship. The impresser feels taking shortcuts to accomplish a goal is cheating. They become impatient with procrastinators and winning with flair motivates them. The enthusiast enjoys symbols of authority and prestige and is uncomfortable with confinement or restriction of freedom. Influencing others provides them motivation. (Alessandra) CooKie, a member of the learning team, fits into the interactive style behavior dimension. The snapshot of her sub style marked her as â€Å"The Impresser. † The assessment described her as seeing winning as an all-or-nothing proposition, judging people by their ability to make things happen, and working harder when there are bigger risks and rewards at stake. Weaknesses presented in the assessment included disorganized, careless, exaggerating, and poor follow through. Strengths presented in the assessment included persuasiveness, optimistic, motivating, and enthusiastic. CooKie agreed with how the assessment described her characteristics at work. She likes to go above and beyond expectations to complete a task. She often collaborates with co-workers in order to ensure the goals of the company are achieved efficiently. This causes her to be considerate of co-workers’ feelings when working on projects. As deadlines approach she tends to overreact that they will not be met. This is her reason to avoid procrastination. Her behavior style affects the learning team by providing a high attention to detail and being mindful of the other team members’ feelings. Steadiness Style The third style is the steadiness style. Individuals with this style are warm, supportive, and nurturing. They are excellent listeners, devoted friends, and loyal employees. This makes them the most people-orientated of the four styles. With a relaxed disposition they are approachable, which allows them to develop strong networks of people. People in the steadiness style do not like risk. They may tolerate bad situations rather than risk changing the status quo. They prefer to maintain their personal composure, stability, and balance. They exhibit behaviors of courtesy, friendliness, and a willingness to share responsibilities. People in this style are good planners, persistent workers, and good with follow-through. Because of their need of security, need to avoid risk, and desire to include others; Individuals with the steadiness style are slow decision-makers. (Alessandra) The four sub styles of the steadiness style are the relater, the specialist, the go-getter, and the harmonizer. The relater is threatened by changes that jeopardize relationships or surroundings, prefers to deal with concrete situations and data rather than theory, trends, or conjecture, and is motivated by personal stability. Specialists prefer to focus on their own interests. The excel in conditions that are stable and allow for steady, incremental gains and are motivated by doing what they know and only knowing what they do. The go-getter is a good short-term planner with an ability to identify roles, resources, and time lines. They are highly self-reliant and are motivated by a desire for a steady flow of more accomplishments. The harmonizer wants to be the person wanted and needed by others. They are motivated by the acceptance and approval gained from helping others. (Alessandra) Cautious Style The fourth behavior dimension is the cautious style. People in this style are analytical, persistent, and systematic. They enjoy problem solving and are detail-oriented. This causes them to be concerned with content over style. They enjoy working toward tangible results and perfecting the processes to achieve them. This type of person controls their emotions and tends to be uncomfortable amongst out-going people. Even though they tend to see the serious and complex side to situations, their intelligence and ability to see different points of view allows them to be quick and present a unique sense of humor. People in the cautious style can be over-critical because of having high expectations of themselves and others. In extreme cases their tendency toward perfection can cause paralysis by over-analysis. They do research, make comparisons, determine risks, and calculate margins of error before making decisions. This causes them to be slow and deliberate decision-makers. Some main strengths of the cautious style are an eye for detail and accuracy, dependable, independent, persistent, and organized. (Alessandra) The four sub styles of the cautious style are the thinker, the master-minder, the assessor, and the perfecter. The thinker has a preference for privacy, has a natural talent for deliberate decision-making and is motivated by the desire to be correct. The master-minder expresses his or herself more by what they do than by what they say. They choose to work alone and are motivated by increased opportunities for unique and significant personal accomplishments. The assessor is a quick thinker and can deal with many inputs simultaneously. They are motivated by accomplishing goals with excellence. The perfecter pays attention to key processes and details. They are methodical, thorough, dependable, and is motivated predictable results. (Alessandra) Anthony Cosenza, another member of the learning team, fits into the cautious style behavior dimension. His snapshot of sub style report marked him as â€Å"The Master-Minder. † His assessment described him as more guarded and less direct than most other cautious styles. The assessment also described his primary goal that motivates him is to increase opportunities for unique and significant personal accomplishments. His tendencies include being very alert to conflict and resistance, appearing focused and self-controlled with people, taking some calculated risks when making decisions, preferring to work alone, becoming overly analytical, and possibly procrastinating when under pressure. Weaknesses presented in the assessment include perfectionistic, critical and unresponsive. Strengths presented in the assessment include planning, dependability, problem solving, and systematizing. Anthony agreed with most of his assessment as it described many of his behaviors. During stressful times he does become withdrawn and focuses on tasks and the processes to complete them. He wants to be right and does depend heavily on data collection. He prefers to work alone and has good problem solving skills as the assessment identified. His behavior style affects the team by providing an awareness of the situation and being able to solve issues. Conclusion The DISC Platinum Rule assessment identifies a person’s behavior style. When working in a team each member will have a different style. Each style provides the team with unique characteristics that provide strengths and weaknesses. An effective team will utilize each team member’s strengths and look out for and correct weaknesses. By doing this a team will be highly effective in accomplishing goals and achieving success.

Effectiveness of BlueSky Airways

Effectiveness of BlueSky Airways BlueSky Airways is one of the leading companies in the British airline industry. The firm faces a number of challenges including stiff competition. This paper analyzes the position of the firm in the market.Advertising We will write a custom case study sample on Effectiveness of BlueSky Airways specifically for you for only $16.05 $11/page Learn More Several airlines are competing for supremacy in the UK Short Haul Market. In the entire Europe, it is believed that UK significantly generates more air traffic as compared to other countries (Bamber von Nordenflytch 2009, p.20). Recent researches indicate that UK airports handle an annual average of two hundred and thirty million passengers. Some of the airlines competing for this market include easy Jet, Ryanair, British Airways, BlueSky Airways Flybe, bmi, bmibaby, Aer Lingus among others. These airlines fly from UK airports to other European destinations and vice versa (Lavery 2005, p. 63). The airlines atte mpt to lure more customers as well as ensuring creation of more value from its operations through building a competitive strategic advantage in the airline industry. In this industry, BlueSky Airways have opted to come up with a number of strategies that may help it improve its operations in addition to competing effectively in the aggressive environment (Mitchell, Coles Keane 2009, p. 77). Some of the policies formulated seem quite fundamental for building a strong strategic position in the turbulent airline market while others appear to bring negative impacts on the performance of BlueSky Company (Shapiro Varian 1999, p. 152). Michael Porter put forward three generic strategies namely: cost leadership, differentiation and focus (Porter 1996, p. 124). For any company aiming at outperforming other firms in the market, embracing either reduction of costs in its processes or differentiating the products or services is inevitable (Nag 2007, p. 938). However, Michael Porter also advoca ted for focus strategy if a market niche exist or where there is less competition in the market.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Furthermore, Porter demonstrates the application of the value chain analysis for any firm in an attempt to create considerable value in its processes/activities. The primary activities include the inbound logistics, operations, outbound logistics, sales and marketing. Moreover, some support activities most probably assist in increasing the firm’s value resulting from the ongoing primary activities (Gladwell 2000, p. 66). The support activities include procurement, technology development, human resource management and firm’s infrastructure (Kim Mauborgne 2005, p.183). The approaches put forward endeavor to create a competitive advantage for various firms operating in diverse industries (Liebeskind 1996, p. 125). Regardi ng the above discussion, it is clear that BlueSky Airways had opted for service differentiation rather than cost reduction in gaining significant market share (Probst, Raub Romhardt 1999, p. 223). This was demonstrated by the unique services such as free refreshments for passengers, more legroom, better quality seats, baggage checking in addition to seat assignment. Conversely, it has appeared that other competitive firms in the market have focused on cost reduction. For instance, the leading airlines in the market, that is, easy Jet and Ryanair are said to derive their good performance from charging low freights, which can partly be explained by substantial reduction in its operational costs (Martin 1995, p. 45). However, it later on came to BlueSky Airways attention that lowering its fares, implementing self-service, check-in port and buy-on-board will extensively help BlueSky reposition itself in the market and hence compete effectively (Moore1995, p. 56). Although these might h ave positive effect on its performance, BlueSky Airways believe that the maintenance of travel agents, mixed fleet of aircrafts as well as offering back up services will help reduce frequent delays and cancellation of flights hence building a competitive advantage over its competitors (Hamel 2002, p. 137).Advertising We will write a custom case study sample on Effectiveness of BlueSky Airways specifically for you for only $16.05 $11/page Learn More Nevertheless, in the implementation of the proposed policies, a number of issues that needed to be fixed emerged among customers and the cabin crew. With the implementation of buy-on-board, the cabin crew complained that it compromises their professionalism. On the other hand, customers complain of the difficulties in operating the self-service kiosk ((Donelan1998, p. 123). They also feel uncomfortable with the high prices charged by BlueSky Airways. From the industry perspective, BlueSky Airways face stiff compe tition from the companies that employ cost leadership strategy in their operations. BlueSky Airways, which have embraced service differentiation strategy is likely to drag behind in the aggressive airline market as a result of the soaring number of price sensitive clients. The airline company has a number of primary activities such as warehousing passengers’ luggage, controlling the inflow and outflow of the luggage, flying customers to different destination points, advertising the quality of services offered to the customers as well as selling the airline tickets, offering services such as buy-on-board among others (Frank Cook 1995, p. 86). The support activities include outsourcing services of other companies in an attempt to reduce cancellation and delays of its own flights, use of technology through online booking of tickets, online payment of the charges, recruitment and training of cabinet crew and other staff members. The BlueSky Airways also receives great support fr om the restructured departments such as the accounting and finance department, which takes into consideration the amount spend in its operation and the resulting revenue (Scholes 2008, p. 167). It also evaluates on the best services to be employed by BlueSky Airways as it may have the potential effect of increasing its value and consequently earning it a strong strategic position. Other support departments include legal department and quality management (Stewart 1997, p. 105).Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The support activities have the potential of increasing the corporate value of BlueSky Airways. For instance, the availability and accessibility of BlueSky Airways’ website ensures busy and distant clients are able to access the website for instant booking. Furthermore, online booking reduces expenses as well time wastage associated with the movement back and forth in an attempt to get an air ticket at the booking offices (Bates 1999, p. 112). However, a number of primary activities are perceived as not adding considerable benefits to the airline operation. For example, cabin crew claimed that buy-on-board would strongly affect their professionalism. This will accordingly influence the corporate image in terms of the professionalism of its employees. As a result, existing and prospective customers may opt to choose other airline companies. Therefore, it will be prudent for BlueSky Airways to employ other value-adding services in order to maintain the long lasting good public image portrayed by its Cabin crew in the entire British airline industry (Kaplan 1992, p. 123). To ensure high level of competency in the UK Short Haul Market the company should however embrace cost leadership strategy bearing in mind that a large number of airlines dominates the industry. Certainly, the leaders in this market such as easy Jet and Ryanair seem to do better in the market. Their great performance is derived from their constant strategy focused on targeting the large price sensitive market segment. This has seen its grand performance attract new investors into the two airline companies. On the other hand, the service differentiation seems to add more costs on the plane operational costs. The BlueSky Airways therefore analyze its primary activities such as flying of passengers from one destination to another and try as much as possible to reduce the costs by employing support activities such as technology. Technology is to be utilized in online booking of tickets as wel l as the payment of charges (Sveiby 1997, p. 91). List of References Bamber, GJ von Nordenflytch, A 2009, Up in the Air: How Airlines Can Improve Performance by Engaging their Employees, Cornell University Press, Ithaca. Bates, A 1999, Managing technological change: Strategies for college and university leaders, Jossey-Bass, San Francisco. Donelan, J 1998, â€Å"Value chain analysis: A strategic approach to cost management†, Journal of Cost Management, Vol. 7, Issue 15. Frank, R Cook, P 1995, The Winner Take All Society, Free Press, New York. Gladwell, M 2000, The Tipping Point, Little Brown, New York. Hamel, G 2002, Leading the Revolution, Plume (Penguin Books, New York. Kaplan, R 1992, â€Å"Activity-based systems: Measuring the costs of resource usage†, Accounting Horizons, V0l. 1, Issue 13. Kim, LM Mauborgne, C 2005, Blue Ocean Strategy, Harvard Business Press, Harvard. Lavery, B 2005, â€Å"International Business; Former Chief of Aer Lingus To Get British Airs Top Post†, The New York Times, Retrieved Liebeskind, JP 1996, â€Å"Knowledge, Strategy, and the Theory of the Firm†, Strategic Management Journal, Vol. 17. Martin, J1995, The Great Transition: Using the Seven Disciplines of Enterprise Engineering, AMACOM, New York. Mitchell, J, Coles, C Keane, J 2009, â€Å"Upgrading along value chains: Strategies for poverty reduction in Latin America†, COPLA Global Overseas Development Institute, London. Moore, MH 1995, Creating Public Value: Strategic Management in Government, Harvard University Press, Cambridge. Nag, R 2007, â€Å"what is strategic management, really? Inductive derivation of a consensus definition of the field†, Strategic Management Journal, Volume 28, Issue 9, pp 935–955. Porter, ME 1996, â€Å"What is strategy?† Harvard Business Review, Harvard. Probst, G, Raub, S Romhardt K 1999, Managing Knowledge, Wiley, London. Scholes, K 2008, Exploring Corporate Strategy, 8th edn, Essex, FT Pr entice Hall. Shapiro, C Varian, H 1999, Information Rules, Harard Business School Press, Boston. Stewart, T 1997, Intellectual Capital, Nicholas Brealey, London. Sveiby, KE 1997, The New Organizational Wealth: Managing and measuring knowledge-based assets, Berrett-Koehler Publishers, San Francisco.

Microsoft marketing Essay Example

Microsoft marketing Essay Example Microsoft marketing Essay Microsoft marketing Essay inter-group rivalries) is generally considered to be more powerful than conflict present at an individual level a phenomenon known as the discontinuity effect. When is conflict functional and when is it dysfunctional? According to researcher it depends on type of conflict. There are three kinds of conflict, task conflict, relationship conflict and process conflict. The first is Task Conflict, that conflict means over content and goals of work . Task conflict arises when intra-group members disagree on issues that are relevant to meeting shared goals. Second is Process Conflict, that conflict happen when over how work gets done which refers to disagreement over the methods or procedures the group should use in order to complete its tasks. It occurs when strategies, policies, and procedures clash. Relationship Conflict it means conflict base on interpersonal relationship, it is also known as affective conflicts, personality conflicts, emotional conflicts, or relationship conflicts, are conflicts that occur when group members dislike one another. One study of high level corporate executives revealed that 40% of disputes were due to individual enmity between the principals without specific reference to other issues (Morrill, 1995, p. 69). Criticism, when one person evaluates another, or his/her work negatively, is one common cause of personal conflict. When your work at a team, a group and you see the conflict arise, how do you handle it? If a team member has a conflict with the team leader, the first step is to identify the type of conflict. The most conflict happen is Relationship conflict and how to handle it. It means discussed rivately between the team leader and team member, or between member to member. Lets talk about conflict between team member and team leader. In my opinion the team member should explain for leader that there appears to be conflict and how he or she wants to resolve it, team leader should be gather them and talk together, slowly analysis and solve problem. Team leader need to understand team member and after that he can make an event, for example, do a gamble mean Leader. It means every team member can become the team leader, and then all team members can understand difficulties of team leader. In conclusion, team conflict is n important and integral part of any team that exists. As we have outlined it in this chapter, conflict, if approached effectively and managed appropriately, can exponentially work in the favor of any team. In my opinion appropriate management of the relative type of team conflict at hand is critical for teams to be successful. These concepts will help teams improve their functionality and dynamic effectiveness in an effort to reach their ultimate goals in reaching to be a high performing team. 4. b Control Measure for employee and organization At this part I will manager of a customer call for time share vacation. The question is how to control to see efficient and effective an employee Control measure for employee: I believe individual employees should be measured as to how many calls he or she handles in a day, the number of time shares they have sold, positive or negative survey TeeaoacK In tne areas 0T Trlenallness ana Knowledge 0T products or services offered. Then I want to add control measures to monitor the knowledge of products or services of each individual in relation to set targets. I would like to evaluate methods being used by the individual to make their sales, so I can control measure by monthly sale. The end of the day, whether in the private, public or voluntary sector, it is all about adding value. Employee satisfaction and customer satisfaction are always a means to an ends, in some higher purpose. Measuring contribution towards that higher purpose is surely the ultimate measure of success. Control measure for organization: For the call center as a whole, I would like to measure the total number of calls received in a day, the number of dropped calls or missed sales in a day, whether calls are being dispersed evenly amongst representatives working in a given day and how many calls each person takes on average in a day. After that I will implement stronger controls in measuring the total sales on a daily basis, to compare historical data year over year for profit and call history data. So last year total sale will be control measure. Another solutions is depending on index, It means when the index rate goes up, it means that your financial measurement in case of financial index is satisfactory and no immediate action required even if one of its indicator is not doing well and so on if index goes down.. With further drill down to its indicator you can point the reason that affects this drop that will give you a focus and quick win olution technique to raise the performance in limited time. Feedback control refers to the control that concentrates on the post organizational performance. So for this situation I will use feedback control to assess the performance. Range goal means standards that set a balance between the short range and long range goals. 1 . Task la and 1b 1 Task 4a and 4b References.. 86 Appendix 97 Table of contents List of references 2. Task 2a and 2b . 3 3. Task 3. 7 5. List of 1. Richard Perrin page 4by Michael Watkins May 15, 2013 2. Decision Making Process In Management Problem Solving. 2013. Decision Making Process In Management Problem Solving. [ONLINE] Available at: http://kalyan- city. blogspot. com/2010/06/decision-making-process-in-management. html 3. The Brilliant Business Model Behind HMs Clothes Recycling Plan Businessweek. 2013. The Brilliant Business Model Behind Hs Clothes Recycling Plan Businessweek. [ONLINE] Available at: businessweek. com/articles/2013-06-24/the- brilliant-business-model-behind-h-and-ms-clothes-recycling-plan.

State of the current economy (Economics) Essay Example | Topics and Well Written Essays - 750 words

State of the current economy (Economics) - Essay Example rici declares "we are in a depression (Shinkle, p1)."   He signifies a recession as an economic decline from which an economy can eventually recover but poses that the state the American economy is in today is much worse and can’t be resolved with a quick fix. "My feeling is that . . . if (the president) doesnt fix whats structurally broken, what caused this, well be back into this after the federal stimulus has had its effect," says Morici (Shinkle, p1).   Many different aspects of the American economy have come under fire as the cause of this financial crisis, most infamous of these methods to date are credit default swap contracts and short selling. The very first credit default swap contract was constructed in 1997 by JP Morgan and it is given credit for what initiated the market to balloon up to a $45 trillion value in 2007 (Pinsent, p1). In a CDS contract, credit risk from emerging market bonds, mortgage-backed securities, municipal bonds or corporate debt is transferred between two parties.   It is a bilateral contract in that both parties are obligated to carryout their end of the contract.   CDS contracts were designed because as Stephan Teak puts it in his article Did Credit Default Swaps Cause the Financial Market Meltdown?, lenders were encountered with a problem they needed solved.   He best describes the factors leading up to this revelation by lenders when he says, â€Å"When a lender provides financing in the form of a loan, it has to keep a certain amount of cash, called capital, on hand to cover any problems with the loans such as defaults. For larger financial institutions like JP Morgan, this meant havin g huge amounts of money tied up and doing nothing. The credit default swap was designed to deal with this problem (Teak, p1).†Ã‚   The basic goal of the credit default swap is to free up the unused ‘safety-net capital by selling off the risk of the loan to a third party for a premium.   Once the capital was freed-up it would be available for

Write a respond Essay Example | Topics and Well Written Essays - 250 words

Write a respond - Essay Example rkplace violence, I think its better to be proactive and prepare for the worst.   There are some relatively easy and cheap solutions available on the market today if well look for them. Even as the efforts toward the family conflicts resolution are directed to the workplace, the two parties have a role to play to end their issues. It is a shame to find a couple fighting each other in the workplace. They do not even deserve to work there, but should be fired and demoted immediately. Workplace violence indicated that the two parties involved have failed to manage the simplest bit of their life patterns; hence, they should not be kept in the workplace. A person who cannot manage his or her life is not in a position to manage workplace activities. Workplace violence planning is done in large part at the local management level. The frequency and depth is generally outlined by corporate, but left to local managers to develop site specific training, especially considering the variation of laws from state to state. As the Safety Manager, I work closely with the Human Resources Manager to get the information presented to all of our employees. North Carolina is a State run OSHA program, and I rely a great deal on the information they have presented on their website for reference and guidance. NC DOL does a great job in providing training resources and outreach for industry. In this case, they have all relevant laws and information posted, as well as a series of PowerPoint presentations and even videos for employees to watch. We have added slightly to the slides and incorporated a small T/F test to demonstrate retention of the material. I would encourage everyone to look at the state run program websites for these resources. Federal OSHA has some posted on their website, but they are not usually as good. Oregon State has probably the best workplace violence training, even OSHA refers to their training platform on this topic, but again, it is State specific for many