General aviation manufactures association (GAMA) Research Paper

General aviation manufactures association (GAMA) - Research Paper Example However, it seems that with the measures adopted by the association and also with the help of U.S government, the association will be able to overcome these hurdles. The General Aviation Manufacturers Association is the union of more than 70 manufacturers of various air components ranging from fixed-wing general aviation airplanes, engines, avionics, and components. Almost all the present day flying planes are built by GAMA members. In addition, they engage in aircraft fleet, airport fixed-based operations, pilot training, and maintenance facilities. A look into the history of GAMA will prove that it makes a significant contribution to the U.S economy and also to the economies of other nations. In addition, it acts as a platform for discussion of various issues affecting the aviation industry. Moreover, there are a large number of initiatives from the association that are vital to the society, like the environmental protection measures. The association, established in 1970, has been engaged in such operations that ensure the general welfare of the aviation industry. The association has its headquarters in Washington, DC, and an additional office in Brussels. It functions as a body that represents the interest of its members to the government agencies throughout the world, which vary from legislation, regulations regarding safety, access to markets, developing aviation infrastructure, and finally security. In addition, the association works in collaboration with the International Civil Association Organization (ICAO) for its members and also works with various other national and international groups for the promotion of the interest of general aviation worldwide. The GAMA has a chairman, a vice chairman, and a board of directors. The board contains a chief executive or a senior official from each member company. The election is conducted by the board of

Organizational analysis Essay Example | Topics and Well Written Essays - 1250 words

Organizational analysis - Essay Example Luke’s Hospital is the largest in the size as well as in number of nurses and doctors providing their services to the patients. With the collaboration of University of IOWA Hospitals and Clinics, St Luke’s Hospital is now focusing on open-heart surgeries, Intensive Care Units (ICU,) and neonatal services such that only St. Luke’s Hospital is providing such services in whole Cedar Rapids. The main reason behind the establishment of St. Luke’s Hospital was the lack of any good quality healthcare service-providers and hospitals. Increasing level of deaths and casualties due to lack of emergency services made the officials think of establishing a new hospital in order to control the death toll. Due to this legacy element of protecting public’s life, the overall image, and respect of St. Luke’s Hospital in Cedar Rapid is quite high and people remember the hospital’s image in good faith. The community impact of the hospital is also quite app reciable since the time it built an inpatient rehabilitation unit, which is accredited by Commission on Accredited of Rehabilitation Facilities (CARF). Fourteen Forces of Magnetism As far as the forces of magnetism are concerned, St. Luke’s Hospital has remained successful in keeping the forces consistent with original intent. However, there are still some forces, which turned out to be rather inconsistent due to various reasons. The alone presence of St. Luke’s Hospital for a relatively longer period of time and the monopoly that it enjoyed over that time created some inconsistencies in the forces of magnetism. Since then nobody did not even notice them and therefore, did not make any changes to rectify those inconsistencies. The main forces, which are found to be inconsistent with their original intent, are fourth and thirteenth force, which relate to Personnel Policies and Programs, and Interdisciplinary Relationships respectively. Personnel Policies and Programs in volve the amount of compensation and benefits that are awarded to the employees of the organization. In St. Luke’s Hospital, the major kinds of employees are doctors and nurses. Doctors are paid competitively however nurses are underpaid. In this way, St. Luke’s Hospital remained a bit deficient in providing appropriate rewards and benefits to all levels of employees working in the hospital. Another main threatening inconsistency relates to thirteenth force such that the relationships developed between the doctors and their lower staff including nurses is not quite satisfactory. The behavior of doctors is quite harsh and underestimating with their lower staff mainly because of achieving higher qualification (Malloch and O’Grady, 2010). However, this inconsistency does not hinder the quality of healthcare services provided by the hospital to the patients. Force number eleven, which states that nurses should also be used as teachers is also lacking in St. Lukeâ₠¬â„¢s Hospital. It has been the practice of the management of St. Luke’s Hospital to recruit the qualified nurses rather than teaching the new comers and bringing them in the mainstream teaching profession. Force number nine, which is related to the autonomy provided to the employees is also quite lacking in the organizational dynamics of St. Luke’s Hospital. Both doctors and surgeons do possess some real kind of autonomy and they can take even strategic decisions, which are in the benefit of the hospital. However, staff working under these doctors and surge