San Andrea Fault Essay example -- science

San Andrea Fault Introduction The San Andreas Fault is a geologic fault zone between two tectonic plates that runs from San Francisco south to San Diego in California. It is an area of frequent earthquakes caused by the plates sliding past each other. It is so called because it runs along the San Andreas Valley. The San Andreas fault was brought dramatically to world attention in 1906 when sudden displacement along the fault produced the great San Francisco earthquake and fire. This earthquake was but one of many that have resulted throughout its life of about 15-20 million years. Body The entire San Andreas fault system is more than 800 miles long and extends to depths of at least 10 miles within the Earth. The fault is a complex zone of crushed and broken rock from a few hundred feet to a mile wide. Many smaller faults branch from and join the San Andreas fault zone. The Pacific plate is moving northwest in relation to the North American plate, and it is believed that the total displacement along the fault since its formation more than 30 million years ago has been about 350 mi. Movement along the fault causes earthquakes; several thousand occur annually The basic science is pretty straightforward. The earth lurches from time to time because its outer shell is broken into huge, solid plates floating on a layer of molten rock that has the consistency of Silly Putty. These tectonic plates are constantly jostling each other, like rafts crowded into a...

Midterm report ISTD Essay

This project is designed to make an in-depth study and critical analysis of HR aspects in MedTek.Net India Pvt Ltd. At this point in the project, it reports about the progress we made in analyzing theR training aspects and the progress it made towards its goals; describe obstacles (both internal& external) faced; detail work accomplished and actions to be taken in the future. During the process of project, we got to know and notice lot many interesting facts and points which are really important for the growth and success of the organization. It gave an opportunity for the HR department to  audit the entire HRD aspects of the organization there by adding more value to way we operate. At the end of this project, all parties of the organization; Management, employees, HR department are eager to know more about the findings and improvements that we can make to the organization from the HRD prospect which can bring an edge to the company when compared to our competitors in the market. Below pages of this report offers a brief description about the analysis and work we have done so far in this project. Introduction: Within every organization, there is a need to manage learning in accordance with business requirements. A systematic approach in training and development always adds an edge to the performance of the organization in all means. Objective: Objective of this project is to do complete analysis on the below training aspects, their performance impact and recommendations for betterment of the organization. a) Human Resource Planning, Training Policy, Training Budget. b) Training Needs Assessment System. c) Training & other Development Programmes and their evaluation. d) Strategies for improving HRD activities in the Organization. With our analysis, findings & recommendations, our attempt is to provide viable propositions for betterment in the applicable areas of organization. In this process, we have collected all recorded data like policies, questionnaires, processes followed etc and live data like interviews and one on one discussion with various employees of different departments and external data like market scenario, industry analysis etc. Project Design: We have designed the project in to four phases. 1. Collecting basic data and information related to all training aspects. 2.  Analyzing data, processes and drawing findings for their evaluation procedure. 3. Evaluating the information and processes of various data analyzed. 4. Recommending strategies for the improvement of HRD activities with the help of above in the organization. For any company, training and development is an important aspect which boosts continuous growth and success to the business. We have considered all external and internal components of the existing performance of the organization with respect to the targeted objectives set. Some of the components include absenteeism, work hours of the employee’s w.r.t their performance, performance of the software (IPAS – Integrated Performance Appraisal System) which was initiated recently, employee hiring and job enrichment strategies used for retaining the existing employees, HRD activities practiced for long term growth of the organization etc. Project Implementation We started implementing the project by collating data available from all sources. Simultaneously we started working with people as well by circulating questionnaires and by conducting one on one discussion. Below explanation will give us a brief of what we have studied and analyzed in this process with the help of both data and people. HRD System: Human Resource Planning, Training Policy, Training Budget. Human Resource Planning At MedTek.Net we measure the growth of business by the no of minutes and reports we process per year. Therefore our target of business growth lies in the same and accordingly we plan for resources to recruit per year, it includes both fresher’s and experienced resources. MedTek HR planning for the period of 2012-2013 is focused on the below points to achieve during this time. Below points are analyzed after a detailed discussion with people in the company and after going through the information/data which is all available. 1. Work closely with management to reinforce the need for competitive compensation for individuals MedTek wishes to attract and retain. 2. Invest  in professional development programs to improve leadership capabilities, job skills, and employee productivity. 3. Identifying and attracting right talent at campus level thereby training and employing them in the organization accordingly. 4. Develop comprehensive career management tools, job enrichment strategies, and mentoring programs to help employees prepare for new opportunities. 5. Leverage technology to streamline HR service processes and improve access to employee information. 6. Conduct regular organizational climate assessments and collaborate with senior managers to improve the campus work climate. Review of training policy & budget: As MedTek.Net is a mid sized company they do not really have a fixed annual budget for training. The budget varies as per the requirement and situation of the company although getting approved prior by management. But, with in the limitation HR department tried to encompass the training programs which align the company’s goals and objectives of employee development. Some of the cost effective measures which got imparted in the training budget are: 1. Finding trainers with in the organization wherever it is necessary and possible. 2. Imparting self learning techniques for the employees which not only reduces costs but also helps employees to work on their skills by focusing on their weaknesses and strengths. 3. Encouraging the technique of cross-train employees at work place. This technique really worked at MedTek as employees showed great interest to share their knowledge. It is happening in this way; 2nd level employees train 1st level employees and 2nd level employees will g et trained by their above level i.e. 3rd level employees and vice-versa. Keeping in view of budget constraints and business requirements training policy of Medtek for the year 2012-13 aims to ensure that 1. All new members of staff receive an induction training programme that achieves the common company induction standards. 2. Company invests in training that helps to meet its goals of providing a quality service, which are achieved by increasing the knowledge and skills and competencies of its staff to meet the needs of quality service standards set. 3. All staff has  an annual appraisal which, amongst other matters, reviews all training undertaken and sets goals for the coming year based on the individual training needs assessment. 4. All staff are provided with an annual personal training file, which they will keep. In the file they include details of all training sessions that they attend. The file should also contain a personal development plan filled in at the same time as the appraisal. The personal development plan contains details of any training opportunities that the member of staff seeks to pursue during the year. At MedTek, Training policy and Training budget got framed by keeping in view of companies annual HR planning and business growth. Keeping in view of companies strengths and weaknesses these three components got designed and in the continuous process slight deviation(more or less) is always there to align with industry and market changes and requirements. Analysis on Training needs Identification and Assessment process: Up on detailed analysis and review Training Identification & Assessment process at MedTek usually happens by following the below steps: 1. Data Gathering: One on One discussion with Managers/ Supervisors/ employees, performance Mgmt software, knowledge/ skill test to the employees, questionnaires etc. 2. Post assessing the need, HR department designs a module defining the purpose of the need, target group, resource person and the deliverables. 3. Defining the deliverables and methodology to measure the deliverables are very critical while identifying the need. 4. Training Need Validation: After identifying the list of training needs, the same will be listed and discussed with functional heads of all departments. During this exercise, the relevance of each training need with the forthcoming financial year and the business requirement to be validated. 5. Training Need Prioritization: The training needs identified will be then categorized as high impact and low impact / high cost and low cost. 6. The deliverables of the training needs which may likely to create High Impact on the business with Low Cost will be given fir st priority. The training needs with High Impact and High Cost will be given 2nd Priority and the training needs with Low Impact and Low Cost will be given 3rd Priority. Review and analysis of 2012-2013 annual Training programs planned & conducted: The training programs conducted on continuous basis for the year 2012-2013 at MedTek.Net are mentioned as below: 1. Induction for new joinees- Technical Training, Behavioral Training, HR induction. 2. Technical Training – To all employees designation wise for knowledge and skill improvement. 3. Management Development Sessions – Workshops for the existing managers and potential employees who are identified for promotions. 4. Soft skills and Personality Development Training programs – For the identified team members of different departments. 5. Sponsoring some training workshops for the identified team members which were conducted outside the company premises. T&D activities which left impact towards improvement & development of both the parties i.e. employees & the organization. Employees: Entry Level: Employees at entry level got highly benefited with induction training program as it includes both soft skills, technical and company policies related training. The best part of this training is each employee after training session will be associated with one senior employee as their mentor for 1 month and on-the job assistance/training will be given to them till they get accommodated with the work life at MedTek. It is the responsibility of the mentor to make the new employee comfortable and feedback from the new employee at the end of the mentorship will be taken and will be added to the performance points of the senior employee. This process got succeeded and is yielding some great results so far. Mid Level: Technical Training and personality development programs are popular in this segment of employees at MedTek. Providing mentorship to new employees is also popular as it inculcates self learning process and adds performance points. Proof Readers and Quality Controllers generally comes in to the segment of mid level employees at MedTek. They need high technical knowledge  and skill as they are responsible for the final delivery of report to the clients. Therefore self learning technique and technical training plays a great role for their knowledge and skill improvement. Supervisors and Managers: Management Development sessions which got conducted at both indoor and outdoor left a visible impact in their skill development. In the company where stress and pressure rules, these sessions helped a lot for the managers and supervisors to handle the team members and stress. Organization: As an organization MedTek is able to see advantages in various ways as below: Performance of new recruits got improved and are delivering their full capacity of performance. Quality standard got improved and are getting some good satisfaction mails from the clients about the quality and TAT (Turn Around Time). Management sessions helped the organization to polish and train the employees who are identified to elevate for the next level mgmt positions at different levels. Overall on a note of conclusion, training programs which got implemented are able to deliver clear return on investment for both employees and organization. The success rate is clearly visible and is encouraging for both HR department and management to continue the training programs in a more effective manner for the growth of organization Analysis of T&D evaluation techniques up on which the organization is relying in terms of measuring the outcomes of the T & D programs implemented & planned. At MedTek, training evaluation is done keeping in view of five main elements as mentioned below: Satisfaction and participant reaction, with the help of questionnaires and random one on one discussion. MedTek, also has internal portal where the participants can post their feedback wrt training sessions attended. Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are conducted very often in the office premises.  Behavioral application – This can be observed eventually and often immediate supervisors or mentors are responsible for recording any change in their behavioral aspects during the course of time. Return on investment (ROI) – Each individual performance in terms of increase in number of minutes they process can be considered to evaluate ROI. Measurable business improvement – Improvement in all four parameters collectively contribute towards business improvement. Keeping in view of the above five elements, below mentioned evaluation techniques are often used at MedTek. 1. Kirkpatrick’s training evaluation model. 2. Robert O Brinkerhoff- The Success Case method 3. The IPO model (Input, Process, Output) 4. Jack Philips Return On Investment HR department pick a combination of one or two from the above models for evaluation process and the evaluation process happen in 3 phases; Pre Training, During the training and Post Training. Results of training evaluation are submitted to senior management and some points of evaluation are accessible to employees as well through portal. Project outputs Management of MedTek.Net is very keen about this project as it gives an opportunity to analyze the entire process of T & D processes we have been conducting every year. It gave an opportunity to observe, compare and study T&D processes and systems other competitors are practicing in the industry. Below are few outputs so far turned up in the project. 1. Because of budget constraints they have challenges in hiring the no’s they require and this could effect the effective HR planning. HR department need to come up with some new strategies to fulfill the requirement of manpower with in the budget. MedTeK HR department was able to succeed so far but, in order to survive for long term they have to plan some strong strategies which can help them for some good no of years. 2. Employees at MedTek are happy with the training programs going on in the company when compared to some of the fellow companies from the same industry. 3. The challenge for both  employees and HR dept is volume fluctuation. The amount of work that they get on any day is often fluctuating and this could really affect the training schedules planned. For HR dept it is a challenging task, as they need to make the employees still connect with the training programs and need to constantly motivate them on this regard. 4. Management wants cost effective hiring or less hiring with out increasing operational costs but operations team demands more head count. 5. So far during the project, we have observed that support departments of the organization like Finance & Accounts, Admin, IT help desk are not getting their fair share of training as the always got mobbed up with work and they are the most stressed out team members in the organization. 6. Post evaluation after evaluating employees performance periodically it is really becoming tough for the HR department to plan for successive training programs for the employees those who are in need of because of the tight work schedules. 7. Time and money are the game pla yers at MedTek when it comes to T&D activities. Both management and employees see the value addition of T&D activities but they want it to be done with in the time frame and budget so that these activities would not affect work and budget stretch. Key Issues addressed 1. As we have observed above both management and employees shows interest towards T&D activities but with in the time frame and budget. On this regard, HR department had a discussion with Management about the long term benefits of T&D activities and tried to enlighten them how and what kind of remarkable changes it can bring to the improvement of business in a more effective manner. 2. HR department also highlighted the importance of hiring few more team members for support teams like Accounts & Finance, admin, IT helpdesk etc and advantages of training them in them which can bring a spearhead change in the way they are operating so far. 3. As it is emergency the temporary or time being strategy for hiring after discussing with managers and senior level mgmt, HR dept gave the options as below. a. Providing more work from home options there by reducing operational costs and paying salary as per the performance i.e. no of minutes processed per month by a resource. b. Recruiting and training fresher’s and making them  ready by the time projects comes in as per the business forecast (In health care industry fresher’s usually get paid only after completing the training). c. Encouraging and motivating existing employees for processing more no of minutes and paying incentives for the extra minutes they process. 4. But, for many concerns at MedTek, hiring more team members is the single answer. But considering the concerns of budget, market conditions and business growth plans, MedTek has to consider the plan of hiring in slow pace (for experienced) and hiring fresher’s at good number and making them job ready with in the short period which really cuts the budget to a greater extent. Impact of the Project 1. The project did really give us enough reason to actually audit entire HRD aspects of the organization which we delayed because of some noted business reasons. 2. It throws light on many aspects which we need to work on for the betterment of both organization and employees success. 3. We are able to clearly figure out the strengths and weaknesses from HR point of view and started working on them in no time. Future Direction of the project We are in the final & crucial phase of completing this project. It will take couple of weeks to draw the final and more detailed analysis of the entire work we have done so far during this project tenure. We are left with Section D analysis which has been carrying out simultaneously and will be finished at the earliest. With the support of my guide we can submit the final version by the 3rd week of October.

Racism in the Sports Pages Essay - 2112 Words

September 1, 1955: The African-American Absence The 1950s saw the birth of rock and roll and the explosion of television sitcoms. The decade was also marked by the influx of African-American athletes into the sporting world following Jackie Robinsons debut for the Brooklyn Dodgers in 1947. However, one would not realize the significance of African-Americans in athletics by reading sports pages during the 1950s. The athletic achievements of African-Americans were often doomed to the latter pages of sports sections in favor of advertisements and routine sports articles. The San Francisco Chronicle is guilty of hiding the impact of African-Americans in sports, reflecting a lack of racial tolerance. It can be said that†¦show more content†¦The school missed the boat the first time around, as Jackie Robinson, himself, lettered in football for the Bruins. He was a star on the team as a running back and from all reports was a man of great character, yet was passed over when it came time to elect the captain of the team. Hardiman Cureton, a decade later, had more luck than Robinson. He must have been ecstatic to be elected captain. However, to be called a Negro in the headline of an article written about an honor bestowed upon him must have felt like a slap in the face. Or maybe it didnt. Maybe he expected to be called a Negro because it was commonplace in 1950s American society. The San Francisco Chronicle certainly portrayed it as such. The fact that this article even needed to be written says a lot about American society as a whole. Nowadays, it is fairly uncommon to find a college football team without a black captain. Back in 1955, the naming of a black captain was news. Maybe it was not news that people had an interest in reading, as evidenced by the articles short length and less than ideal page placement. If it truly meant a great amount to the readers or writers of the San Francisco Chronicle, the sports editor probably would have placed it on the front page of his section. Although this story might not have been deemed front-page material like articles onShow MoreRelatedRacism in Sports Essay1662 Words   |  7 PagesRacism in Sports Racism is a belief that people of different races have different qualities and abilities, and that some races are inherently superior or in inferior. Racism in the form of discrimination persists in society. Racism in sports occurs in both team and individual sports around the world. Sports itself does not induce racism. Sports are meant to be a colorblind activity that adheres to the notion of fair play. Racism in sports is a problem which manifest around the world. It ledRead MoreThe Culture Of Soccer Is More Than Just Articles1285 Words   |  6 Pagesof soccer is more than just articles written in sport pages, or rumors about players been transferred from one club to another. It includes a bigger picture that covers many different social, political and economic aspects of the game. In countries where the sport is not that relevant, people refer to it as soccer. In others where the sport is very popular and has been around for a long time, it is referred to as football. Whe n it comes to the sport, there are two very different ideas relevant toRead MoreHow The Olympic Games Have A Better Place By Encouraging Friendship, Togetherness And Fair Play1644 Words   |  7 Pageswill include on how racism have affected the Olympic Games. Olympisim The idea of Olympism was set up more than 120 years ago by Pierre de Coubertin, founder of the modern Olympic Movement. He did this because he wanted to make the world a better place. 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Rankine defies the limits of scholarly literature by using visuals to summarize the context, thus, converting the bookRead MoreOpinion Essay On Hockey Game1221 Words   |  5 Pagesfelt excitement, leading up to the draft that was in only a few hours, and with becoming familiar with the newest member of the Rangers, Deangelo.  I started following him on social media, and slowly discovered some of the posts he had uploaded to his page. The first one I encountered was a post congratulating America’s current president Donald Trump on winning the 2016 election. I felt my heart sink in my chest as I realized that if I started liking this player, he would not like me back. The controversyRead MoreThe Absolutely True Diary Of A Part Time Indian By Sherman Alexie1551 Words   |  7 PagesArnold just wants to end the continuous circle of short life and premature death people on â€Å"The Rez† face, Arnold lives a life where he is constantly oppressed and a victim of racism practically everyday. Throughout the book our protagonist has to deal with racism, trauma , adversity and suffering with few breaks and no end. Racism dominants the theme of the book whether it is White on First Nations or First Nations on First Nations people on The Spokane Reservation can’t escape cruel nicknames, stereotypesRead MoreBlack Masculinity Essay1209 Words   |  5 Pagesviolence, and images of black masculinity† by Patricia Hill Collins. The author has examined the black experience and how the media misrepresents black men; these effects are still felt in the present. Collins was using different forms of media such as sport, film, and historic events . To help the readers to learn where hyper sexuality, violet, and criminal stereotypes of black male come from. Most people in the United States are aware of many stereotypes and images surrounding black men. These negativeRead MoreWilliam Shakespeare s We Didn t Start The Fire 1378 Words   |  6 Pagesbell, Or else the devil will make a grandsire of you. Arise, I say!† (Othello) Racism is still an issue that is seen today, this quote comes from Shakespeare’s Othello which is a play that Shakespeare addresses racism in. In Othello, Shakespeare has a black man being called the devil. Racism is still a topic that rings true in today’s world, people such as Rosa Parks and Martin Luther King Jr. are people that show racism is not dead. Shakespeare shows respect for minorities in his plays and he still

Pride And Prejudice The Board Game Is A Fresh And...

Pride and Prejudice: The Board Game is a fresh and interactive way to either become introduced to Jane Austen or enjoy the story of Pride and Prejudice as it takes place. The goal of the game is to earn or buy all the needed tokens and then move your respective couple to the church for marriage. Important aspects of the game are the couples moving as a unit, appearances of the game characters, gaining regency life and novel tokens, and marriage, which is the object of the game. Just as â€Å"the business of [Mrs. Bennet’s] life was to get her daughters married† (Austen 4), the business of the player’s game is to get their couple wedded. The game allows for up to four players, meaning there are four couples, which operate as a unit, from which†¦show more content†¦It is clear that the appearance of Mr. Darcy is likely based off Colin Firth’s depiction in the 1995 TV series. Other than that, many of these characters seem drastically different from t heir novel counterparts. Jane Bennet, who is described as the prettiest Bennet sister, is simply not as beautiful in the game’s depiction. In fact, all of the women, except for Charlotte, have wide and almost ghastly smiles on their faces. These smiles make them appear comical, and even creepy. Lydia Bennet, who is the youngest sister, looks much older in this game than she should. Ironically, the most normal-looking woman in these depictions is Charlotte Lucas. In fact, it could be argued that Charlotte looks the most normal because she is not so over-dramatized that she looks like a clown. Although each member of a couple can be moved independently of one another as the game is played, only one can be moved at a time in a single turn. This lends to the importance of both a husband and a wife in Jane Austen’s novels. While not every couple may be a happy one, the game acknowledges that marriage is a team effort, reflected in the fact that neither the wife or the husba nd have special moves or power plays that they can make during the game. And although the backs men and women’s cards depict different sets of tokens, either member of the couple can acquire any of these pieces, giving each person an equal amount of power. This is keeping withShow MoreRelatedSuccessful Women Hr in India13762 Words   |  56 Pagesmatured to handle complex business situations. To start with, successful women should not use being a woman as an excuse for not succeeding†¦ It is easy to resort to because –I am-a-woman mentality when things are not going your way. Instead, take pride in your abilities and stand up for your competence and strength. Women entering work today do realistically accept that the entire society, is not restraining and constraining, nor are all the men. 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Analysis Of Hbo s Newest Drama Essay - 2175 Words

HBO’s newest drama has tons of buzz around it. The new show, West World, focuses on an alternate world that humans can travel too. The alternate world is set in America’s wild west and filled with robotic human named â€Å"hosts†. The host’s only purpose is to entertain the human guests. Guests come in the park for many different reasons but their main intent is to have sex with and murder the humanoid hosts. All the hosts are programmed to follow a certain path everyday and lead the guests on different adventures through out the park. Although the hosts have been programmed they are incredibly life like in both appearance and action. The show has brought up many cultural and philosophical questions--many of them reflecting the desires of human nature. The show attempts to address topics about ethical values of humans, and robotic creation. Although the show is based in what seems to be the future, it is a future that we are rapidly approaching. With the a dvancement of technology and creation of robots the ethical principles brought up in the show are rather important. West world serves as an important reflection not only of the ugly violent nature of humans, but also as an ethical compass for a future we could be approaching. One of the most common themes in West World is the ugliness of human nature. This alternate world is set in the wild west. The wild west was a place with no rules. Everyone was free to do just about whatever they wanted. That is part of lure of going toShow MoreRelatedExploring Corporate Strategy - Case164366 Words   |  658 Pagesmain issues inï ¬â€šuencing the competitive position of a number of organisations in the same industry with a relatively short case. For a case that permits a more comprehensive industry analysis The Pharmaceutical Industry could be used. However, if the purpose is more focused – illustrating the use of ‘ï ¬ ve forces’ analysis – the TUI case study or I llustration 2.3 on The Steel Industry could be used. Some cases are written entirely from published sources but most have been prepared in cooperation with

RALS Rostering Project Business Project Evaluation

Question: Describe the RALS Rostering Project for Business Project Evaluation. Answer: Part One Project Name: The Globex Rostering system Team Members Names Contact Details 1. David +61111111111 2. Nick +61222222222 3. Josh +61333333333 4. Sam +61444444444 Note: The names may be replaced with the students names Project Overview Due to the current technological advancement globally, many companies are moving away from manual systems to computer-based systems. Enterprises have recognised the need for customer-oriented services as one way of improving efficiency in services delivery and gain competitive advantage in the todays competitive markets ( Zidane, Johansen, Anandasivakumar , 2015). Even Non-Profit making organizations such as Globex has to moving from manual systems into computer-based systems. This project on the development of the computer-based program is based on a request by the by the management of Globex International. The system would be used purposefully to keep track of the volunteers who work at the Riverina Agricultural and Lifestyle Show (RALS) to enhance management of personnel. As a long term client for the Virtucon, Globex made a formal request to the former to commence the development of the new rostering system. In response, Virtucon has accepted the request and promised to develop a user-friendly system while observing cost effectiveness and usability (Turner, 2016). As a reputable organization, Virtucon is known in developing computer-based systems that go beyond the fundamental requirements mentioned by the client. Most of the customers are satisfied with the services provided by Virtucon; this was the basis of the decision by Globex to contract the company. The Globex Rostering system will improve the efficiency of coordinating all the activities delegated to the volunteers. The basic features of the system would basically record and store the Volunteers personal details like full names, contact, residential areas, physical address, and professions. Besides the personal information, additional information listed below would captured using the system as well; Key responsibilities, interests and roles. Volunteers qualification details which should be supported by academic and professional certificates from recognized academic institutions and reputable organizations. For instance, the qualification details of the security officer working with the child check department and first aid personnel would be stored (Cover, 2012). The current employees of the volunteers. Such organizations will include Rotary, Red Cross, St. Johns ambulance, the World Bank and the ICV among other others. The information is important because it would allow retrieval of the volunteers performance and behaviour information to ascertain their credibility of working with the Globex (Samset, 2013). Globex is dedicated to protect their clients against any form of victimization that would arise from unqualified volunteers. A timetable showing the time and days assigned to each volunteers Outline the duties assigned to each volunteer. Lastly, the system would give room for adding more information about the volunteers are deemed fit by Globex. This will be possible by including a Add Info Icon on a volunteers page. Team Charter Project members skills and assigned duties The project team was constituted based on the project roles and requirements. Each member has a distinctive role assigned to them. The roles are clear outlines to; a) avoid redundancy where two or more members find themselves performing similar jobs without their knowledge (gudda, 2011); b) allow proper time management- the system should be developed, tested and implemented within a period of six months. Therefore, there is the need to allocated duties to each member as a method of beating the deadline; and c) avoid non-execution of given tasks which might have been forgotten during the preparation stag (Morell, 2016). Task assignment will be done at the initial stage of project planning. The following are the roles to be performed by each members. The tasks were assigned based on the members profession, knowledge, skills and experience. David will provide technical support David is a qualified ICT personnel with vast experience in computer systems. Therefore, his role would be providing advice on designing the computer system and computer networking. David has the responsibility of advising other members on issues such as networking diagnosis, search engines, handling security and privacy issues. This member is very important to the success of project design, development, and implementation and upgrading (Pierce, White, Emery, 2011). Nick has been assigned the communication role The role of communication has been assigned to Nick. He has the responsibility of coordinating communication between other team members to enhance effective flow of information between them. Communication barrier was identified as a hindrance to the project design and to avoid any form of inconveniences the role of communication director was introduced. As a communication director, Nick will be required to be good listener and communicator and possess the ability of resolving conflicts when they arise. He is open-minded, respectful, friendly and confidence. In simple terms, Nick understands his role perfectly well (Don Passey, 2014). Josh assigned the role of team leader As the team leader, Josh will coordinate all the activities of the group such as check the progress against the timeline, liaising with Globex to inform them on the teams progress and taking corrective actions when a problem arise during the process. He has the responsibility of making strategic decisions that supports the project, Josh has vast experience in personnel management and provision of visionary leadership skills (Don Passey, 2014). Sam has been assigned the role of system designing Sam is a qualified system developer with over 15 years working experience. He will work hand in hand with David to ensure that the designed system meets all the requirements listed by the Globex. Team Commination The team have already discussed and agreed on the meeting place and time. It has been agreed that team will be meeting on Wednesdays and Fridays each week at the companys conference hall located within the ICT department. The Wednesday meetings are scheduled to commence at 10 am and last for 4 hours. During the time, the team members would be reviewing the progress of each member in performing their assigned duties. Urgent issues such as corrections would be noted done, and each member requested to make the necessary changes (Turner, 2016). On Thursdays, the members involve themselves on their personal responsibilities. Nevertheless, they are required to make the discussed changes before the second meeting on Friday at 4 pm at the same venue. The Friday meetings would last for two hours, and the members would review whether the changes have been made as discussed. Likewise, any arising issues would be discussed during the period. Lastly, each member would be assigned new tasks to be executed during the flowing week ( Zidane, Johansen, Anandasivakumar , 2015). All the communication between the members would be carried by Nick, the Communications Manager. He is required to take minutes discussed during the meetings and conduct follow-ups with members. The meetings would be used to discuss the essential resources and its Upon Josh to make sure that the resources are availed to the members on time ( Zwar, Mendelsohn, Richmond , 2014). Rules and Expectations All the team members are expected to have a shared vision aimed at completion of the project. Teamwork is highly advocated for. We look forwards to collaboration and working together towards achieving goals. The rules governing our relationship are well captured in our meetings as well as in the companys policies, rules and terms of engagement documents (Cover, 2012). I have had positive experience with the teams that I worked with previously. We work was objective based and guided by customers requirements. I also learned to be a good listener and take the views of other people seriously without forming personal grudges when my viewed have been questioned. We believed that the team had to disagree, to agree and base our decisions on objectivity and evidence. I look forward for the same kind of relationship in the task ahead (Don Passey, 2014). Team Values The team will guided by values such as objectivity, confidentiality, respect for others, honesty. Commitment, integrity, and loyalty. Codes of ethics The team will be guided the ethical principles of sincerity, upholding integrity and objectivity, honesty and acting with Utmost good faith. Governing Rules The team members should abide by the rules stated below; Members must abide and respect the decisions taken during the meetings. Agreement can only change such decisions; Conflicts of interests can only be resolved by all members; Penal actions will be taken on members who miss two consecutive meetings without apology; Members who fails to execute their duties/ tasks will be expelled and his role assigned to a new members agreed upon by the remaining members; All the meetings shall be chaired by the team leader but any member shall be selected to be the chair during his absences All the assignments should be completed in accordance with the project plan. Each member is accountable for his/ her actions. Signatures All members are signatories to the team charter. Likewise, each member should sign the agreements documents to ascertain that they have read and understood the term of engagement listed thereon. Part Two: Learning Cycles Organizer Scribe What is your view concerning the past group meetings? Do you think the team is on the right path towards achieving the project goals? Rate the team success on a Scale of 0-10 (with 0 indicating poor achievements and 10 indicating excellent achievements). Rationalize your choice. What factors are likely to hinder the group from achieving its goals? Give suggestions on the best ways of improving the teams performance The learning cycle would allow members to share their personal views on the progress of the project. The roles of an organizer of the learning cycles would be rotated to give all members equal participation in the system development. Part Three: Communication Plan The stakeholders who are directly involved in the system developing project are the Virtucon, and the Globex Corporation. Other stakeholder include the Riverina Community Volunteering organizations and other Non-Government organizations. Any communication with be channelled by out tem leader through the management of Virtucon (Morell, 2016). Globex remains as the principal while Virtucon is the Agent according to the contracting law. The Globex Corp is remains the owner of the project and should be briefed on the progress on a weekly basis. Other the other hand, we, the team members, have the responsibility of informing Virtucon about our progress. The communication between and Virtucon will be facilitate by the communication director (Scott, 2016). PART FOUR: Annotated bibliography Zidane, Y. J., Johansen, A., Anandasivakumar , E. (2015). Project Evaluation Holistic Framework. Application on Megaproject Case. The journal article is published on a yearly basis to address the holistic approaches in system development and evaluation. The journal exclusives addresses the issues such as sustainability, relevance, effectiveness, efficiency and cost -effective and how they can be applied in each stage of system development. The authors believes that these are the key factors that can be used to evaluate the success of all the phases of system project. The identifiable phases include conception, front-end analysis, planning, designing, engineering, procurement, construction, closing, implementation and evaluation. I recommend the journal because it has been diversified to meet of the requirement as stipulated under each phase of system development. Morell, J. (2016). Evaluation and Program Planning. An International Journal. This journal is published yearly and addresses the emerging issues in the field of project management, development, and evaluation. The contributions made in this journal are collected from different experts with a broad range of experience in the field of system design, development, and evaluations. The main objective of the journal is to help system planners and evaluators in improving the application of their professions by gaining new skills. Turner, R. J. (2016). International Journal of Project Management. The journal published by Rodney Turner in 2016 provides a comprehensive and a broad range coverage on project management. The journal is published Eight times in years and offers a detailed analysis of project technicality, design, practices, and holistic management of system development. The journal is detailed with topics such as the human aspect of system development, case studies, theories, and practices. This information can be applied in areas such as strategic planning, agricultural projects, information systems, and system design and leisure projects among others. b) Check (x) if completed Activities Completion Date Acceptance Date Deliverables Statement of Work Change Management Plan Budget and Cost Project Plan Other 1. Functional needs have been fulfilled successfully 2. Technical needs have been fulfilled successfully 3. Testing done accordance to accreditation and certification 4. Security and Controls needs have been met 5. Implementation of Support agreements 6. Implementation of Data Archiving Plan 7. Implementation of Data Backup and Recovery 8. Established maintenance Plans 9. completed Licensing Agreements 10. completion of Management Procedures and Account Authorization 11. Successfully implementation of deployment Plan 12. Formal acceptance of the completed system by the Customer C) Project Evaluation Plan Evaluation Type Timing Evaluation Questions Expected Results 1.System planning 1Month Did the planning meet the Customers requirements? Success 2.System Designing 1Month Did the designing meet the Customers requirements? Yes 3. Engineering 1 month Did the engineering meet the Customers requirements? Yes 4. Procurement 1 Week Did the required resources supplied in time? Yes 5. Development 2 months Did the development meet the Customers requirements? Yes 6. Completion and Delivery 2 Weeks Was the customer satisfied with the final system developed? Yes 7. Implementation I week Was the system implemented successfully? Yes Part 5: I have participated in many system development projects. Therefore, I had no difficulty in understanding what was expected of me. All through the group project, I have learned to a good listener and considerate about other people's views and opinion. During the project period, we would disagree to agree later. Each on of use considered his/ her views to be weightier than that of others. However, at the end of the project, we learned to appreciate every member of the group and used evidence-based analysis to examine each idea generated by the group member. I acknowledge that I learned several leadership skills by taking part in this project. Consequently, I have learned that a person's views are influenced by their social beliefs, background, upbringing and religious belief. We based our decisions on evidence and practical to ensure the success of the project. I am happy to state that everything went according to the initial plans thanks to the dedication, honesty and Utmost good faith attributes portrayed by the team members. The team consisted of experts who knew what was expected of them I can proudly state that portrayed quality leadership all through the process. For instance, Josh, the teal leader ensured that there was a conducive environment for all the other members to perform. He coordinated all the activities exemplary well without any flaws. He was ready to listen and take considerations of our views. Ours was teamwork. I would gladly accept any opportunity to work with this team in future. b) The necessary techniques, skills, methods that an ICT project manager requires in the IT profession An organization manager, irrespective of the industry he/ she is operating in, should have particularly characterized to succeed. An ICT is not exempted from leadership skills such as; a) being a team player, b) a good listener, c) Outstanding communication skills; d) integrity; e) professionalism; f) honesty; and g) visionary among others. An ICT Manager must be skilled in software development processes. Gone are the days when a manager would give instructions and expected the employees to obey. Nowadays, managers are supposed to lead by example. A manager should be a pace-setter and a role player. Being working the talk, the manager sets a good example to be emulated by the employees. This is a vital attribute of a good manager. Second, a manager should readily listen to the opinion and views of other members of the organization. Being a manager does not mean that you are an expert on everything. Being a good listener provides an opportunity to learn new skills and have diversified views of handling issues. A good listener will be a good communicator. A manager should not be authoritative but rather develop an environment where he/ she can discuss issues with other team members. As discussed earlier, a successful manager should have the attributes of being honest, visionary, act with integrity, and practice professionalism. With this fundamental skills, An ICT manager would win the hearts of the junior staff. Likewise, an ICT manager should understand the programming skills, and possess the ability to apply the common engineering software tools. The manager must also possess the ability to plan, develop, monitor and evaluate the success of a given system software. Lastly, the manager should possess the ability for offering solutions to some of the technical issues facing team members or the subordinate staff. References Zidane, Y. J., Johansen, A., Anandasivakumar , E. (2015). Project Evaluation Holistic Framework. Application on Megaproject Case. Zwar, N. A., Mendelsohn, C. P., Richmond , R. L. (2014). Tobacco smoking: options for helping smokers to quit. Australian Family Physician, Volume 43(No.6), 348-354. Cover, F. (2012). Project Management Techniques and Innovations in Information Technology. IGI Global. Don Passey, A. T. (2014). Key Competencies in ICT and Informatics: Implications and Issues for Educational Professionals and Management: IFIP WG 3.4/3.7 International Conferences, KCICTP and ITEM 2014, Potsdam, Germany, July 1-4, 2014, Revised Selected Papers. Springer,. gudda. ( 2011). A Guide to Project Monitoring Evaluation. AuthorHouse. Kerzner, H. R. (2005). Project Management: A Systems Approach To Planning, Scheduling, And Controlling. New Jersey: Wiley. Morell, J. (2016). Evaluation and Program Planning. An International Journal. Pierce, J. P., White, V. M., Emery, L. S. (2011). What public health strategies are needed to reduce smoking initiation? Strategic directions and emerging issues in tobacco control. Retrieved from https://tobaccocontrol.bmj.com/content/21/2/258.full Samset, K. (2013). Project Evaluation: Making Investments Succeed. Tapir Academic. Scott, D. J. (2016). Project Management: A Quick Start Beginner's Guide For The Serious Project Manager To Managing Any Project Easily. New Jersey: CreateSpace Independent Publishing Platform . Turner, R. J. (2016). International Journal of Project Management.

Strategic Analysis Of Estia Health Aged Care †MyAssignmenthelp.com

Question: Discuss about the Strategic Analysis Of Estia Health Aged Care. Answer: Introduction: The report is prepared to conduct strategic analysis of an Australian public listed company that is Estia Health aged care by focusing on business of residential aged care. Discussion incorporates the background information of organization in terms of its size, history, ownership business scope, major markets and major products and services of selected organization. Macro environmental analysis of industry in which Estia Health aged care operates is demonstrated in the report and this will assist in drawing implications for organization in terms of opportunities and threats. Competitive analysis of industry is undertaken using the model of Porters five forces. Resources providing sustainable competitive advantage to business are identified by the application of VRIO that helps in determining strategic capabilities of organization. Background information on Estia Aged Health care: History: Estia Health Aged care (EHC) is one of the largest aged care providers to resident of Australia that was established in year 2005 (estiahealth.com.au 2018). Organization is historically present in four states of Australia that is Victoria, New South Wales, Queensland and South Australia and the group is well positioned to pursue and identify opportunities for acquisition in each of these states. 88% of residential aged care is placed in these four states of Australia. Prior to merger of company in year 2014, the company has a history of expanding into number of facilities and places where it operated (estiahealth.com.au 2018). Business components and aggregate number of places of Estia increased to 3203 in year 2014 compared to 1264 in year 2008. In year 2015, Estia entered into contracts for acquiring further five facilities and the expansion have been achieved via the expansion of existing facilities, acquisitions and new facilities development. Increased revenue per bed and increa sed occupancy rates have been achieved by acquisition of nine facilities and development of further three facilities over the period of 2012 to 2014 (Gioia, 2014). Major products and services: Focus of organization is to provide resonate choices to families and residents, helping in organizing program for families, straightforward services by creation of family codes. The family code is incorporate some elements such as always approachable, creating happiness, pushing limits, generating daily best and saying something by seeing something. Dedicated services and increased bed proportion are the focus of organization in terms of their services and products (E. Dobbs, 2014). Well being and health- Entertainers and concerts Active games, bus trips and air and crafts Guided and physic exercise Religious services Clinical care- Personal care 24 hour nursing care Occupational and physiotherapy Arranging on site visits for external medical practitioners Administrative pharmaceutical and woundmanagement Dining and nutrition- Dining and family meals Nutritional requirement and dietary needs Major markets: Estia aged health carries out its operation in fragmented and growing industry and the expanding existing facilities of business intends to provide beneficial opportunities to company. Organization has market capitalization of $ 931.51 million. In the current scenario, organization operates in four states of Australia with the target of reaching 10000 beds through targeted acquisitions and development of strong organic pipeline by year 2020 (estiahealth.com.au 2018). Care requirement in the country will be driven by increased age of residents and with increase in industry growth, Estia is required to grow at double rate. Size and Business scope: The organization has 5910 operating place, have more than 700 employees and 68 facilities across New South Wales, Victoria, Queensland and South Australia. Story of its rapid and recent growth is based upon three residential aged business consolidations and each of it having modern facilities, strong reputation and experiencedmanagement (estiahealth.com.au 2018). Objectives of Estia are to provide their customers with aged care services with highest standards in a supporting, innovative and caring environment. Supporting regional networks of home across Australia, using corporate centres for delivering their results, state of art clinical care utilization, people and financial system are the operational efficiency of organization. These would help in ensuring that the group serves complex and higher quality services with increase in demand. Some of the fundamental concepts for fulfilling the purpose of organization are providing quality care using specialized healthcare terms, innova tion, access to helpful advice and providing caring and inclusive experience that aged care in meeting the needs of aged family. Estia health has many homes in several states of Australia, they are well placed for meeting the demand of increasing healthcare, and they have a well-defined and clear strategy for enhancing the existing home and increasing bed capacity. Company for driving future earnings undertook a material capital-spending program and this would help in business enhancement (Dess et al., 2016). In order to focus on high quality assets, the organization recognized the needs for stabilizing business and strategy refinement. Macro environmental analysis: Macro environmental factors influencing the operations of Estia Aged Healthcare are evaluated using the PESTEL analysis. Political factors- Health care in Australia is a joint responsibility of state and federal government and the political framework of the healthcare sector is in state of unrest. The potential for future cooperative arrangement between healthcare organizations and federal government is undermined by the budget outcome that is representing massive shift in cost to states. The state of political environment is impacted by change in Commonwealth arrangement and ending their traditional form as they are exposed to sovereign risk (Bettis et al., 2016). Operations oh healthcare companies such as Estia is impacted by the political conditions prevailing in Australia. Increased cost for government might reduce the access of health care organizations to government funding. Economic factors- The highest performing sector economically is the healthcare sector of Australia. Growth of healthcare sector is double the pace of growth of gross domestic product of country. In terms of public private partnership and ability of healthcare sector to attract overseas talent, Australia is ranked top three. In order to serve Australian public and to become strong contributor to economic development, healthcare companies are required to consider their roles by boosting their research and development potential and reducing unnecessary expenditures (Jenkins et al., 2017). Socio-cultural factors- The practice and operations of healthcare companies is impacted by two main changes in social environment. Ageing of the population is the first factor followed by a big sociological shift influencing residents to move to individualized care. Current healthcare system requires drastic change due to prevailing unsustainability. Mandating co payment for medical care is likely to increase medical cost for families. However, funds generated from mandating of co payment will help in expanding medical research by assigning capital fund (Barney Hesterly, 2015). Leadership of Estia is also affected by culture and educational level of Australian residents. Therefore, it is essential for Estia to revise the strategies in increasing medical cost for acquiring strong customer base. Technological factors- The advancement in modern technology has considerable impact on healthcare industry of Australia. There is an increased scope for expanding use of technologies that will bring variations in cost effectiveness of companies. Accelerating ageing population, income growth, and expectation of communities, subsidised consumer price will place increased pressure on public and private health system resulting from interaction of technological advances with increasing health services demand that are driven and bet available treatment will make a potential mix (Certo et al., 2016). In recent years, medical technology advancement have been a major driver of increased health spending and this has contributed to increased spending on part of health organization on technologies and thereby reflect a significant increase un number of people being treated and improved treatment. Environmental factors- The health system of Australia is great compared to other countries and the environmental factors are now aligned and present due to shifting to patient centric and coordinated care. The income of traditional healthcare providers is threatened by shift in preference for localised care. Complying of organization with environmental laws will help in reducing carbon emissions and comes with several health benefits for population. Organizations operating in healthcare industry should comply with the environmental laws and standards (Frynas Mellahi, 2015). Legal factors- Operations and business of healthcare industry is influenced by legal factors of region where the organization is operating. Some of the laws impacting the operations of organization such as Estia healthcare in Australia are antitrust law, copyright, health and safety law, data protection law, discrimination law and consumer protection. Healthcare practitioner is required to comply with privacy policies. Privacy act of Australia set out the principles that are applicable to public and private healthcare service providers. Any overseas hiring of healthcare talent should have proper disclosure and practitioners are obliged to make confidentiality of patients (Henderson et al., 2017). Industry analysis: The analysis of industry of residential health age care is done by the application of Porters five forces. It is a tool of strategicmanagement for understanding the level of competitive forces of industry and accordingly help in development of strategy. Suppliers bargaining power- For themanagement of business of health organization such as Estia heath care, this particular variable is utmost critical. Most of companies in heath organization buy their equipments from numerous suppliers. Margins earned by organizations in industry can be reduced if the suppliers are in dominant position. Powerful suppliers in the industry can extract higher prices from the firms that help in lowering the profitability position of company (Trigeorgis Reuer, 2017). Buyers bargaining power- The bargaining power of buyers is quite limited in the field of healthcare. They seek best and quality care from the health organizations and due to existence of fewer good players in the health industry, buyer does not enjoy a high bargaining power. Customers bargaining power can be reduced by building large customer base that helps in streamlining production process and sales of organization. Bargaining power can also be limited by making rapid innovations of new products and providing offerings on existing products (Rothaermel, 2015). Threat of substitutes- The profits of company is greatly impacted by types of services offered by other health organizations prevailing in the industry. Depending upon the types of services offered by health organizations in the industry, the threats faced varies from low to medium. If the value proposition offered by company is considerably different from the present offering of health industry, then the substitute threat is substantially higher. Existence of rivalries- There is an increased demand for health services driven by ageing and growing population of Australia. Estia faces a very intense competition in the industry in which it operates because of increasing healthcare players. Increased player in the industry is attributable to economies of scope, access to funding provided by government and usage of effective methods of controlling cost. Overall profitability of company reduces due to prevalence of increased players in the industry. Threat of new entrants- In the health industry of Australia, there are moderately high barriers because of higher cost of capital and building of new hospitals in locations that are nearby viable locations. The strategy that could be viable for new entrants to enter into this particular industry is by way of acquisition. New entrant require substantial amount of funds for acquiring diversified geographical markets (Hubbard et al., 2017). It can be concluded that new entrants would find considerable amount of difficulties unless they enter by employing appropriate strategy and have adequate capital for investment. From the analysis of aged healthcare industry of Australia, it can be inferred that the main driving force in the competitive environment is increasing growing and ageing population. Estia aged healthcare enjoys a fewer threat of new entrants due to several difficulties faced and many prerequisites for entering into industry. However, the group experiences increased competition from their rivalries due to availability of various facilities such as government funding and economies of scope. Therefore, it is required by Estia to take measures for building substantial differentiation and rather than just competing for smaller share of market, they should prefer collaboration when it seems feasible for enhancing their market size and serving old age Australian residents. Internal strategic capabilities and analysis: Estia health aged care has grown to be one of the largest aged care providers in Australia and enhance their service offerings that range from boutique services to community like villages. Strategic capabilities of organization are diagnosed by determining the four criteria that provides the basis of achieving sustainable competitive advantage (Greenspan, 2015). Values- Value network and value chain can be used to perform the diagnosis of tool that is considered valuable to customers. Value chain helps in understanding the cost position of Estia health aged care and the value of each activities that are being delivered. The primary activities of this particular health organization are to provide residents and their families in an inclusive, safe and caring environment and providing support whenever they required. On other hand, supporting activities is to make diversification across homes that make home personal to residents and providing assistance that helps in finding the right place. Homes are designed in such a way that it provides support to changing personal requirements of residents in a dignified and seamless way. Residents are involved with the activities and people they love by maintain independent and well being of hard work. Rarity- For determining the rarity criteria, it is required to perform competitor analysis of Estia Health aged care. The unique criteria of Estia compared to other healthcare providers in the Australia are that each of homes has their distinct personality. Such distinct personality represents employees and residents within along with maintaining highest clinical care standards. It is well understood by organization that Australian residents need choices and each of services and programs are designed in a way that is easily adaptable by homes for supporting the preferences and needs of residents care and their family and friends (Peteraf et al., 2014). This uniqueness feature of homes of Estia supports the rarest criteria. Inimitability- Inimitability of strategic capabilities of an organization can be explained in terms of casual ambiguity, complexity, culture, history and change. Continuous improvement is pursued by organization in all aspects of personal and health care as an effort to keep themselves ahead of competitors. Estia always indulge themselves in innovative activities for enhancing residential care of Australian residents. In recent years, no competitors of Estia have provided diversified healthcare service to residents and this diversification is far from non-imitable. The current number of operational beds offered by Estia health aged care is 2705 and total number of current facilities at 34 (estiahealth.com.au 2018). Estia that has an extensive portfolio of facilities acquires business of quality aged care service models. This acquisition provided Estia an opportunity to expand their business into Qld and market of New South Wales. Service offering by Estia has always increased and this might place small operators at competitively disadvantageous state when an appropriate aged home care is to be chosen by residents. Factors that lead to higher valuations of health care companies involves potential of selling value added items, having multiple facilities, locating facilities in areas where demands are unmet, food standards and high care, quality refurbishments, good base of nurses and ability to deve lop and scale facilities (Wheelen et al., 2017). Organizational support- Various platforms will continue to be used by Estia for their growth enhancement such as Greenfield expansion, Brownfield expansion, acquisition of single facilities that will help in meeting the acquisition criteria of Estia. Some other measures incorporate making improvement in existing operations and acquisition of new facilities intended to increase occupancy rate and revenue. The dining facilities offered by Estia are nutritionally balanced for meeting the needs of residents. Chefs that incorporate seasonal and local produce reflecting residents personal preferences create interesting options (Varabyova Mller, 2016). The lifestyle of coordinators at Estia has close association with clinical teams for ensuring that programs are tailored for meeting the needs of residents. Employees are always encouraged for supporting the interest of residents including the management, kitchen, and maintenance, clinical and domestic teams (Brooks et al., 2015). Clinical c are at Estia is an ongoing process that includes regular medication, specialist dementia care, pain management programs, high level of personal care and medical services such as pharmacy, physiotherapy, optometry, dental and podiatry. The growth of Estia has been supported by its continuous expansion during the past three years that is acquisition of Padman Healthcare and Cook care group (Ginter et al., 2018). Estia is taking advantage of the capability of changing their service lines. With increased acquisition of other healthcare providers, organization is pushing themselves for reaching new patient populations and creation of new service lines (Foss Hallberg, 2014). VRIO analysis of Estia Health aged care: Value Rare Imitable Organizational support Competitive implication Yes No Yes Yes Competitive advantage over small health care providers. It can be exploited if the competitors imitate such diversification of services. Conclusion: The healthcare industry of Australia is becoming intensely competitive due to increased number of healthcare providers. In order for organization to sustain their competitive advantage, it is required to keep upgrading their service and enhancing products and service lines. Macro environmental analysis of healthcare industry depicts that the ageing population of Australia has been attributable to increased demand in healthcare services. In a continually changing environment of high demanding expectations of age care, organizations are required to focus on strategies and practical solutions for achieving best value in terms of procurement. Analysis of strategic capabilities depict that Estia provides valuable services to its customers and their strategy of diversification of their service line is somewhat imitable. Therefore, in this regard appropriate steps should be taken to maintain and build their speciality and uniqueness. Estia Health is involved in major acquisitions that have led to its significant growth and efforts should be taken for responding to challenges they face by providing greater choice to patients, curtailing cost through process of procurement and streamlining of operations. They should be able to find opportunities for strategically sourcing products and services of aged care. Growing demand of healthcare and increasing players in healthcare market might pose threats to the business of Estia. Therefore, it is recommended to respond appropriately for sustaining their position and further increasing their market size and number of residents being served and thereby contributing to economic situation of Australia. References: Barney, J. B., Hesterly, W. (2015). Strategic management and competitive advantage concepts and cases. Pearson. Bettis, R. A., Ethiraj, S., Gambardella, A., Helfat, C., Mitchell, W. (2016). Creating repeatable cumulative knowledge in strategic management. 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