Marvin Bower Free Essays

The late Marvin Bower, who transformed McKinsey Co. into one of the best management consulting firms in the world, said that the â€Å"ability to inspire and require workers to be their best is the greatest resource of any business, and that the rewards for doing so include growth for the business itself, and growth in competitive position, size, and profits† (Edersheim, 2004, p. 65). We will write a custom essay sample on Marvin Bower or any similar topic only for you Order Now Much literature about theories of motivation and work relate to the subject of inspiring employees to do their best (Gagne and Deci, 2005; Ambrose and Kulik, 1999). This paper explores how managers can use theories of motivating employees to make the workplace better, more profitable, and efficient. A manager’s job is to get things done through their employees, so knowing how to motivate employees is always a challenge that has never been easy. Many changes driven by worldwide social and economic forces are happening at the workplace. The end of the Cold War in the early 1990s and the globalization of businesses are transforming corporations – public and private, large and small – in a radical way (Stiglitz, 2002). Global competition and the rise of democracy are pressuring companies to be more competitive, agile, and lean, changing the nature of organizational structures and the relationships between managers and workers (Micklethwait Wooldridge, 2000). Another change agent is the progress of information and communications technology, especially the Internet and mobile computing, which has altered the nature of communication within the organization and the quality of the workforce. Workers are more educated and knowledgeable, able to gain quick access to information and perform knowledge-based tasks in an atmosphere of teamwork and collaboration (Heerwagen, Kelly, Kampshroer, 2005). As the workplace structure and the workers themselves change, management faces the problem posed by Gerstner (2002) after a successful ten-year effort to bring IBM Corporation out of a crisis: -How do you pull the levers of motivation to change the attitudes, behavior, and thinking of a population? Of course, different people are motivated by different things. Some by money. Some by advancement. Some by recognition. For some, the most effective motivation is fear – or anger. For others, that doesn’t (sic) work; it’s learning, or the opportunity to make an impact, to see their efforts produce concrete results. Most people can be roused by the threat of extinction. And most can be inspired by a compelling vision of the future. Over the past ten years, I’ve pulled most of those levers (p. 203). Effectively changing the attitudes, behavior, and thinking of workers demands that a manager knows what levers of motivation to pull in the first place. Much research has been done to identify empirically-proven theories and methods that managers can use to motivate their employees (Gagne and Deci, 2005, p. 333). Maslow proposed that a person is motivated by satisfying five levels of human needs: (1) physiological (hunger and thirst); (2) safety (bodily); (3) social (friendship and affiliation); (4) esteem (for oneself and others); and (5) self-actualization (growth and realization of potential) (Chapman, 2004a). Herzberg stated that work satisfaction results from the presence of hygiene factors like salary, status, working conditions, supervisor and management, security, relationship with subordinates, and policies, and motivational factors like achievement, recognition, work itself, responsibility, advancement, and personal growth. A worker will be satisfied if the motivation factors are met (Chapman, 2004c). According to Adams’s Equity Theory, what workers put into their work (inputs) is fairly balanced with what they expect to get out of it (outputs). Motivation will get the most out of employee inputs like personal effort and hard work by making the employee see it balanced by outputs (salary, benefits, and intangibles like praise and achievement) (Chapman, 2004b). Vroom’s Expectancy Theory states that three factors should be present for motivation to take place: valence (value placed on the expected reward), expectancy (belief that efforts are linked to performance), and instrumentality (belief that performance is related to rewards). Knowing each employee’s valence and expectancy, and showing the instrumentality between the two, will help the manager trigger the motivation of the employee. Porter and Lawler built on Vroom’s theory by proposing a model of intrinsic/extrinsic motivation, which states that people are intrinsically motivated if they do something they find interesting and from which they derive satisfaction, and that people are extrinsically motivated if they do the activity because they are satisfied with the tangible or verbal rewards attached (Gagne and Deci, 2005, p. 331). Schwab (1985) equates this with Herzberg’s motivation (intrinsic) and hygiene (extrinsic) factors but contemporary authors claim that it is closer to Vroom’s Expectancy Theory (Ambrose and Kulik, 1999, p. 257). All these theories may be said to be based on Skinner’s reinforcement theory, which states that behavior can be shaped, changed or maintained through the use of positive and negative reinforcement, implying that a person can behave in a certain way through the use of motivational levers. Motivation can be used to improve employee performance and productivity. As Bruce and Pepitone (1999, pp. 38-42) point out, employees can be motivated to do their work better, that is, improve their work performance, and to work more efficiently and more effectively, that is, improve their productivity. One way is to share information (like profit and loss or quality of service) on how your department is doing in comparison with others in or outside the company. Asking employees to help you solve a problem appeals to their need for self-actualization (Maslow) and helps them set high personal standards of growth and potential. You may motivate them with bonuses (Vroom’s rewards or Adams’s outputs) they will get if performance improves.   Use the tools depending on what you think your employees need. This first step can make your employees want to improve their performance and be more productive. Getting employees warmed up is good, but it is not enough. After getting them initially motivated, the manager has to help each one establish and achieve higher goals. Motivation can be a useful tool in goal-setting by pointing out targets that will bring employees out of their comfort zones to attain personal growth. Hiam (1999, pp. 213-216), warning us against confusing goal-setting sessions with employee manipulation, states that the motivational key is to make employee realize that aiming for a higher goal is good for different reasons, presenting both tangible (pay raise and bonus) and intangible (self-esteem and personal growth) rewards. Some employees are motivated by financial rewards, but many are equally motivated by seeing that their work is meaningful (Hiam, 1999, p. 222). In discussing the rewards of work, Bruce and Pepitone (1999, p.53) state that if employees are properly motivated and helped by their managers to aim for higher goals and succeed in achieving it, employees will feel that the work they do is fun and enjoyable, making it part of the reward itself that they are willing to share with the organization.   In effect, work becomes its own reward. Heller (1998, p.43) adds that motivation is a useful tool not only when setting higher work performance goals but in assessing the success or failure of employee efforts. Employee evaluation and assessment can be a forum for further motivation in two areas: to encourage the employee to build on strengths and accomplishments, leading the way for higher levels of future performance, or for helping the employee overcome personal weaknesses that hamper job performance. Through the use of positive reinforcement (praise and encouragement for success and achievement) and negative reinforcement (suggestions for improvement or behavioral change), managers can sustain organizational morale and help employees overcome falling enthusiasm or a lack of personal ambition. Hiam (1999, p. 122) notes that positive feedback (â€Å"You can do it because you’re good enough †¦Ã¢â‚¬ ) is more motivating than negative feedback (â€Å"Why can’t you do something that others can?†) and encourages managers to use positive reinforcement to build up employee motivation and morale, although negative reinforcement (not the same as negative feedback) may be helpful for disciplining or correcting employees. Boosting self-confidence is one of the best ways to maintain high levels of motivation in employees (Bruce Pepitone, 1999, p. 114). The reason is that people grow in confidence when they see that someone, especially one in a position of authority, believes in them. This creates expectations that, as we learn from Vroom and Porter, motivate people. Therefore, a manager who believes in his employees can sustain high levels of motivation. Doing the opposite (showing lack of confidence and trust) can be fatal for the organization and the career of a manager whose task is to motivate and, therefore, trust and believe in his employees. It is a scientifically-proven fact that men and women are different (Ridley, 1999). They differ also in their motivation styles. Several studies (Su and Bradberry, 2004; Marano, 2003; Sachs, 1995) show how women and men differ (for example, women are more intuitive and perceptive, while men are more systematic and rules-based) in their communication and social skills, vital for the process of motivation. While men find it easier to motivate using the basic needs and tangible rewards, and women may be better at using higher level needs and intangible factors, all good managers, regardless of gender, should combine the ability to motivate using all the tools available (Gerstner, 2002; Sachs, 1995). References Ambrose, M. L. Kulik, C. T. (1999). Old friends, new faces: motivation research in the 1990s.   Journal of Management. 25, 231-292. Bruce, A. and Pepitone, J. (1999).   Motivating Employees.   New York: McGraw-Hill. Chapman, A.   (2004a).   Abraham Maslow’s Hierarchy of Needs.   Retrieved November 11, 2005, from http://www.businessballs.com/maslow.htm Chapman, A. (2004b).   Adams’ Equity Theory. Retrieved November 11, 2005, from   http://www.businessballs.com/adamsequitytheory.htm Chapman, A.   (2004c).   Frederick Herzberg’s Motivational Theory. Retrieved November 11, 2005, from http://www.businessballs.com/herzberg.htm Edersheim, E. H.   (2004).   McKinsey’s Marvin Bower.   Vision, Leadership, and the Creation of Management Consulting.   (pp. 41-65).   New Jersey: John Wiley. Gagne, M. and Deci, E.L. (2005).   Self-determination theory and work motivation.   Journal of Organizational Behavior.   26, 331-362. Retrieved November Gerstner, L. V. Jr. (2002).   Who Says Elephants Can’t Dance?   (p. 203). New York: HarperCollins. Heerwagen, J., Kelly, K., and Kampshroer, K. (2005).   The Changing Nature of Organizations, Work, and Workplace. National Institute of Building Sciences.   Retrieved November 12, 2005, from http://www.wbdg.org/design/chngorgwork.php Heller, R. (1998).   Essential Managers: Motivating People. (1st American ed.)   D. Tombesi-Walton (Ed.). New York: DK. Hiam, A. (1999).   Streetwise Motivating and Rewarding Employees.   Holbrook, MA: Adams. Marano, H. E. (July-August 2003). The New Sex Scorecard. Psychology Today.   Retrieved November 15, 2005, from http://www.psychologytoday.com/articles/pto-2832.html Micklethwait, J. and Wooldridge, A.   (2000).   A Future Perfect.   The Challenge and Hidden Promise of Globalization. (pp. 122-139). New York: Crown. Ridley, M. (1999).   Genome, The autobiography of a species in 23 chapters. (pp. 216-218). New York: HarperCollins. Sachs, M. (1995). Men and women communication styles. Retrieved November 14, 2005, from http://ohioline.osu.edu/hyg-fact/5000/5280.html Schwab, D. P. (1985).   Motivation in Organizations.   In L. R. Bittel and J. E. Ramsey (Eds.), Handbook for Professional Managers. (p. 585).   New York: McGraw-Hill. Stiglitz, J. E.   (2002).   Globalization and its Discontents.   (pp. 21-22). London: Penguin. Su, L. D. and Bradberry, T. (2004).   EQ and Gender: Women Feel Smarter.   Retrieved November 15, 2005, from   https://www.talentsmart.com/media/uploads/EQ_and_Gender.pdf Wikipedia (2005).   Retrieved November 12, 2005, from http://en.wikipedia.org/wiki/    How to cite Marvin Bower, Essay examples

Eco-Toxicology Ecocatalytical Demotechnician

Question: Describe about the Eco-Toxicology for Ecocatalytical Demotechnician. Answer: Jack Vallentyne is considered one of the pioneering scientists of modern century in terms of his significant contributions towards the study of the aquatic ecosystems and empowering the public and the children regarding the various environmental issues that seem to thwart the ecological equilibrium. He is particularly famous as a limnologist and is co-credited with the foundation of a large scientific community named the Aquatic Ecosystem Health and Management Society (AEHMS) embarking in its journey in the year 1989 that is still following on the footsteps of this great visionary. Subsequently a primary journal AEHM, then called as the Journal of Aquatic ecosystem Health, came into circulation from the year 1992. The AEHMS was set up to fulfill the vital objectives of endorsing and adopting the theme of ecosystem health, knowledge enrichment and better understanding concerning the health and management of marine and freshwater ecosystems, investigating and assessing the structure, o peration and performance of the aquatic ecosystems (Munawar, 2013). This prolific personality throughout his eventful career made relentless efforts to environment conservation, restoration and management of aquatic resources and simultaneously conducted mass awareness programs to spread the message of preservation of the natural laws and surroundings. The AEHMS initiated under the patronage of great visionaries like that of Jake Vallentyne has now successfully passed over 20 years and continues to make a difference in the global context through execution of journals, compendium books, symposia and scientific seminars. Jake played distinguished part by virtue of introducing the novel concept of ecosystem approach to research and environmental preservation. Johny Biosphere Project was the brainchild of this philosophy and Jake served to educate the school children through this method. However, he gained maximum popularity through his anti-eutrophication and phosphorus abatement campa igns that has been neatly documented in his book The Algal Bowl (1974). His campaigns were found to be effective as the phosphorus content in the laundry detergents underwent mitigation soon after. Moreover in addition to influencing the general public about the environmental concerns, he influenced the policymaking in a very noteworthy manner, evident in the revision of the Great Lakes Water Quality Agreement (GLWQA) that laid emphasis upon holistic and global outlook measures (Minns, 2013). Jack Vallentyne also performed the Experimental Lakes Area (ELA) program that aimed to evaluate the trophic state and strategies for the control of cultural eutrophication in the lower Great Lakes, experimental eutrophication studies on small lakes to find out the quantitative associations, overall ecological impacts, prevalence of nutrient pollutants and remedial measures. Conduction of comparative analyses with respect to trophic conditions in numerous Canadian lakes to detect the influence of anthropogenic, geologic, climatic and morphometric factors on eutrophication in conjunction to laboratory tests, toxicity studies, bioassays utilizing freshwater organisms were among the other projected objectives of the ELA. Acid rain and the threats of acidification of the lakes were also thoroughly analyzed through ELA. In a nutshell, the ELA provided a snapshot of the water pollution status through nutrient enrichment or eutrophication of the water bodies like that of small natural lakes that provided crucial information pertinent to ecological responses to environmental alterations (Ramsay Walters, 2016). Studies relevant to perceiving the situations encountered due to the ecogenic challenges in the Great Laurentian Basin suggest that identification and rectification of bad fishing and environmental practices can aid to achieve sustainable high value fisheries in addition to the diagnosis of the observed degradation of the aquatic ecosystems to prevent harmful, interacting stresses and also understand and assess the influence of climate warming on the cold blooded fishes (Regier, 2013). Thus the application of the ecosystem approach as proposed by Dr. Vallentyne found reflection in present studies as well. Apart from the aquatic life study, Dr. Vallentyne made his pragmatic mark in the demographic study as well. His insightful opinions regarding the human overpopulation and its consecutive environmental consequences may be retrieved through his writings in the book called Tragedy in Mouse Utopia. His thoughts correlate to the recent population related issues such as immigration and the evaluation of the environmentally sustainable population levels (Hurlbert, 2012). Pertaining to the population study the improvisation of the demotechnic index by Jack Vallentyne may be referred to for comprehensively understanding and estimating the impacts of humans on environment by taking into account both the population numbers as well as the rates of consumption. The changes in the demographic pattern may be attributed to the climate change, food crisis, energy crisis and the growing dearth of fresh water and thereby necessitates the utilization of the demotechnic index to plan and develop ways to address the scenario holistically (Ryerson, 2012). Jack Vallentyne can thus be revered as a true philanthropist and scientist whose pragmatic and time befitting contributions will render profound benefits to mankind in the long term provided his prophetic deductions and recommendations are carried over via worthy legacy. References: Hurlbert, S. H. (2012). Tribute to an obnoxious ecocatalytical demotechnician: Jack Vallentyne on population. Ethics in Science and Environmental Politics, 12(1), 21-34. Minns, C. K. (2013). Congratulations to Aquatic Ecosystem Health and Management Society on its 20th anniversary. Aquatic Ecosystem Health Management, 16(2), 156-157. Munawar, M. (2013). State of the Aquatic Ecosystem Health and Management Society: A chronicle of its initiation, growth, and advancement. Aquatic Ecosystem Health Management, 16(2), 125-129. Ramsay, M., Walters, W. (2016). Science as a Visible Public: The case of the Experimental Lakes Area. Regier, H. A. (2013). Perspectives on an ecosystem approach to ecogenic challenges in the Great Laurentian Basin and beyond. Aquatic Ecosystem Health Management, 16(1), 6-19. Ryerson, W. N. (2012). Vallentyne was right: achieving sustainability requires accounting for all relevant factors. Ethics in Science and Environmental Politics, 12(1), 5-13.

The Ever-Changing American Culture Essays - Organized Crime

The Ever-Changing American Culture The Ever-changing American Culture As Americans, we used to worry little about war, having enough to eat, travel, freedom, and our most basic everyday activities. The tragic events of September 11, 2001 have forever changed the American way of life. We have now become more concerned with our physical health because of the few cases of anthrax and the possibility of more biological warfare. We also worry about nuclear warfare and the effects it could have on our health and environment. Americans have certainly become more patriotic and involved with their families since September 11. Most of us watch the news diligently to learn of any defeat the United States has accomplished in Afghanistan. Many of us are avoiding the airlines and are not spending very much money. This has helped push the economy further on the downward slope. The stock exchange hit bottom on September 21 in the 8100 range and is now back over 9900, which is right at the cusp of being a bull market (Pellegrini). Oil prices have been dropping rapidly and are now around 17 dollars a barrel, which will help to boost our slowing economy. Unemployment rates will unfortunately probably remain the same. Manpower, Inc. said Monday that its survey of United States companies' hiring intentions for the first three months of 2002 barely registered a pulse, a weakness not seen since the recessionary early months of 1991. Unemployment numbers will continue to climb up through the winter and spring even as and if a recovery takes hold (Pellegrini). Our commitment together to boost the nation's economy will ensure a bright future. America's future seems to be based on our new ideas formed since September 11, but yet we still carry on the problems of the past. There is still many Americans living in poverty. There is still illegal drugs that infest our nation with addiction and crime that encircles the drug trade. There are many children not getting a good education and many of whom who are fearful of violence at our schools. It is up to us as Americans to face these problems head on now more than ever before. The nation's most important problems to tackle and change are our illegal drug problem, the lack of good education for those of all ages, and to end the terrorist situation. The United States War on Drugs has done little to stop the sources of the problem and has only persecuted the user. The nation's children are often trying these illegal drugs at early ages despite drug education. These children also happen to lack in nearly every subject when compared to other nations around the globe. Many of the free nations of the world are dealing with terrorism and we all hope for a solution that will prevent any further violent acts committed against innocent people. The situation in Afghanistan actually began in 1979 when the Soviet Union invaded their country. The United States funded money to the mujahedin, or holy warriors, in the name of stopping communism. From this support, Afghanistan was able to defeat the Soviet Union in 1989. Yet the country became very unstable after the war. Political power was fluctuating often and leaders came in and out of power rapidly. Farmers resorted to growing many drugs such as poppies and marijuana and sold them around the globe. Cities were annihilated. Over five million Afghanis fled to other countries in search of a better life. When the Afghanis turned to the United States for help in rebuilding our country, we refused. This caused great anger amongst the Afghani people directed toward the United States. This also lead to Mullah Mohammod Omar, the current leader of Afghanistan, to form a ground of men to rebuild his country. They are now known as the Taliban. Omar's personal description is, A simple ban d of dedicated youths determined to establish the laws of God on Earth and prepared to sacrifice everything in pursuit of that goal. The Taliban have many radical believes including the idea of the never ending holy war or, jihad. Since the original forming of the Taliban, they have taken over 90 percent of Afghanistan with some assistance from Pakistan. Now that

Free Essays on Luke’s Significance In The Scriptures

Luke’s Significance in the Scriptures If I were lucky enough to lecture students on Luke’s Gospel, simply discussing the factual aspect of his writings would not do him, nor Jesus, any justice. Along with it being a great depiction of Jesus’ life from his conception until his resurrection, Luke’s Gospel teaches lessons Jesus used through His teachings to better educate His followers of what it takes to eventually be a part of God’s kingdom. Such information would be seemingly too broad to understand within the confines of a book, however Luke masterfully combines all of these facts into one story with numerous lessons, leaving it as a difficult task for an educator to select which aspects of it to cover. The third Gospel, written by Luke, presents The Son of Man through a human form as Jesus. Jesus’ life on Earth could be broken down into three parts: Jesus’ birth, Jesus’ preaching, and Jesus’ death and resurrection. These three aspects of His life are the vocal points for what modern day Theologians seem to focus on in their own teaching, so it would be nonsensical for me to refrain from using them within my own. It must also be acknowledged that much of what Jesus endured through His lifetime teaches a point so after discussing the actual happenings of a particular event, it is necessary to discuss its intentions for us. Concerning Jesus’ birth, I would teach students how His birth had both simil- rities and differences to our own. Mary went through pregnancy carrying a fetus for nine Kearney 2 months, as women always have, though she was never actually impregnated. The Angel Gabriel visited Mary to bear some unexpected news, telling her that, â€Å"†¦you have found favor with God. Behold, you will conceive in your womb and bear a son† (CSB 99). Mary was a virgin, although God gave her the power to conceive a chi... Free Essays on Luke’s Significance In The Scriptures Free Essays on Luke’s Significance In The Scriptures Luke’s Significance in the Scriptures If I were lucky enough to lecture students on Luke’s Gospel, simply discussing the factual aspect of his writings would not do him, nor Jesus, any justice. Along with it being a great depiction of Jesus’ life from his conception until his resurrection, Luke’s Gospel teaches lessons Jesus used through His teachings to better educate His followers of what it takes to eventually be a part of God’s kingdom. Such information would be seemingly too broad to understand within the confines of a book, however Luke masterfully combines all of these facts into one story with numerous lessons, leaving it as a difficult task for an educator to select which aspects of it to cover. The third Gospel, written by Luke, presents The Son of Man through a human form as Jesus. Jesus’ life on Earth could be broken down into three parts: Jesus’ birth, Jesus’ preaching, and Jesus’ death and resurrection. These three aspects of His life are the vocal points for what modern day Theologians seem to focus on in their own teaching, so it would be nonsensical for me to refrain from using them within my own. It must also be acknowledged that much of what Jesus endured through His lifetime teaches a point so after discussing the actual happenings of a particular event, it is necessary to discuss its intentions for us. Concerning Jesus’ birth, I would teach students how His birth had both simil- rities and differences to our own. Mary went through pregnancy carrying a fetus for nine Kearney 2 months, as women always have, though she was never actually impregnated. The Angel Gabriel visited Mary to bear some unexpected news, telling her that, â€Å"†¦you have found favor with God. Behold, you will conceive in your womb and bear a son† (CSB 99). Mary was a virgin, although God gave her the power to conceive a chi...

The Impacts of Human Resources on the Performance and Motivation of Literature review

The Impacts of Human Resources on the Performance and Motivation of the Employees - Literature review Example Employee turnover or dropout is one of the major problems facing by the current organizations. Many organizations measure the success and failures of their HRM based on the rate of employee dropouts. In other words, better HRM policies motivate the employees to continue in the organization whereas poor HRM policies force them to leave out. In the past, employees were more interested in getting decent salaries whereas at present they are not only interested in good salaries but also in getting a proper work environment. HRM is responsible for providing better work environments for the employees. In short, better HRM policies always motivate employees to improve their performances and to stick with the organization for longer periods. â€Å"It is a widely accepted premise that retention and productivity of workers is a function of how well the individual is motivated† (Lord, 2002, p.3). This literature review analyses various theories related to the importance of HRM in improvin g employee efficiencies and reducing employee turnover rates. Recent research has highlighted a so-called "prime building block" of HRM – the principle of "AMO". There must be sufficient employees with the necessary ABILITY to do the job; there must be adequate MOTIVATION for them to apply their abilities; and there must be the OPPORTUNITY for them to engage in "discretionary behaviour" – to make choices about how their job is done (Buchan, 2004, p.3). All human actions, irrespective of good or bad, are based on some kind of motivations. For example, a killer may have some motives or reasons for killing. The same way a student may study well to get a job or recognition in the society. In short, motivation is necessary for all human actions. The cases of the employees are also not an exception. Employees need some kind of motivation to perform better. In other words, in the absence of motivation employees may work as passive elements whereas motivation forces them to wo rk in an active manner. HRM is responsible for injecting motivation in the minds of the employees. In certain cases, rewards can motivate employees whereas in other cases, punishments could be a better option.

Usability of a Principles of Marketing Course in the Field of Research Paper

Usability of a Principles of Marketing Course in the Field of Information Technology Project Management - Research Paper Example Project stakeholders as well as the target group will only be aware of the progress following the project marketing. This is where the Principles of Marketing Course comes in. it is very important in this field in various other ways. The course gives solid foundation on marketing management principles and the relationship with marketing research which is very vital in the field of information technology project management (Autor, 2000). Principles of Marketing Course can be used in the field of information technology project management in defining tasks of marketing management and process planning that will be used in delivering the project goals and objectives to the stakeholders and the clients. The course can also be used in explaining and defining the research methods and the primary marketing information need in the management of the project. Through this course, a specialist in the field of information technology project management will be able to market effectively and efficiently in order to capture the attention and interest of the stakeholders, who are concerned with the results of the project (Autor,

Principles of Maritime Administration and Policy

Principles of Maritime Administration and Policy I. Introduction Clearly stated in Article 94 UNCLOS 1982 that one of the duties of flag state is to take such measures for ships flying its flag as are necessary to ensure safety at sea, which required to conform to generally accepted international regulations (UNCLOS, 1982). Having consider that States should not only become party to the convention, but also fully implemented their obligations, IMO establish Resolution A.996(25) Code for the Implementation of Mandatory IMO Instruments. Based on this code, there are strategies that should be developed by the States in order to achieve objective of the code, which is enhancing global maritime safety and protection of marine environment (IMO, 2007). Indonesia through its maritime administration should establish system which develop this strategy to fulfill their duty as flag state. This paper try to compare four strategies mention in Resolution A.996(25) with system established in Indonesia in general; and specifically explore the consequence of the c ode for Indonesia in terms of casualty investigation. II. Strategy for enhancing maritime safety and protection of marine environment Based on Resolution A.996(25), there are 4 strategies should be developed by the States. First strategy, implementation and enforcement of IMO convention; Implementation of flag state responsibility cover many aspect, such as convention interpretation, education and manning, flag state inspection, certification issues,   authorization and monitoring RO, and casualty investigation. However, these implementation and enforcement are fully depends on ability and willingness of member parties. Contracting Governments enforce the provisions of IMO conventions as far as their own ships are concerned and also set the penalties for infringements, where these are applicable (IMO, 2009). Ratify a Convention and bring it into full and complete effect through internal law is not easy for contracting government. To establish effective maritime legislation, after set it up, it should be easy to change and keep updated with IMO change, set up IMO legislative tracking, attend IMO meeting and m aintain effective communication with other parts of government (Belcher, 2009). Survey and certification is one of the ways to enforce standard developed by administration. In some cases, countries which are lack of expertise and experience have found convenience in delegating their functions to Recognized Organizations (Villanueva, 2004). Many developed administrations also decided to delegate part of their function to RO, in order to effectively expand their capabilities on worldwide basis. RO such as classification society have believed as professional solution for global surveyor network and technical expertise (Schlott, 2009). However, some problems arise regarding statutory work delegation. For example, audit of Denmark shows the needs of more effective monitoring of statutory survey record held by RO (VIMSAS-Denmark, 2007). Therefore in term of authorization, Maritime Administration should fully refer to Resolution A.789(19) â€Å"Specifications on the survey and certification functions of recognized organizations acting on behalf of   administrat ions† and Resolution A.739(18) â€Å"Guidelines for the authorization of organizations acting on behalf of the administration† (Schlott, 2009). Second strategy, adherence to international recommendations; apart from Mandatory instrument such as Load Lines, SOLAS and COLREG, flag state should also refer to international recommendation such as IMO resolution or circular which contain guidelines or other non mandatory code. Thirdly is continuous review and verification of international obligation compliance effectiveness. One way of review is by evaluating port state control statistics. PSC usually published annual reports that contain statistics on the performance of flag States and RO. Casualty statistics also can give picture of compliance effectiveness. In addition, comprehensive measurement of flag State ability to enact and effectively enforce maritime legislation is through Voluntary IMO Member State Audit Scheme. The importance of VIMSAS in verification of flag State compliance is emphasized by IMO (Mansell, 2009). Purpose of VIMSAS is not to shame or point a finger at a state, but to assist them in fulfilling their duties and obligations which promotes flag State performance. The result of this audit is known only to the State concerned, auditors and IMO secretariat, and reports from audits are published as anonymous (Franson, 2009). Last strategy is achievement, maintenance and improvement of overall organizational performance and capability. Human resource development will influence organizational performance; and good quality system can assure achievement and maintenance of organization performance. Administration can apply ISO 90001 or other equivalent quality system. Furthermore, improvement can be done through introduce new public management principle. It is move away from administration to achievement of result, change from classic bureaucracy to flexibility and defines organizational and personal objectives through measurable performance indicator (Schrà ¶der, 2008). Although almost impossible to implement all of NPM strategies, many administration in developing countries are implementing selected aspects of NPM notably granting more autonomy to public sector organizations, emphasis on results, accountability for performance and results, introduce competition, contracting, and customer orientation (Singh ,2001). Multi-state cooperation for capacity-building is one example of new public management implementation to overcome the limitation of organization through international cooperation (Manuel, 2009). III. Flag state implementation in Indonesia Indonesia is a huge Archipelago country comprised of 17508 islands, with 5.8 million square kilometres total area of sea and 95181 km length of coast line (Indonesian Maritime Committee, 2008). This given condition generates high dependency on maritime transportation and also obstacle to develop high qualified and reliable maritime transportation system. Three main strategies in maritime transportation development of Indonesia for 2009 are improvement of national transportation service, improving safety and security of maritime transportation and improving quality of human resources (Ministry of Transportation, 2009). Indonesia also published long term development strategies 2005-2025 for maritime safety, inter alia, maintain traffic scheme, monitoring seaworthiness and vessel status regularly, assessment of technical aspect and operational of vessel, controlling implementation of planned maintenance systems, developing crew career, monitoring environmental protection and improving S AR operation (Ministry,2008a). Specific short term target are explained in roadmap of maritime transportation safety improvement for 2006-2009 plans which include facilities, law enforcement, regulation, restructure organization, human resource, institution revitalization and community socialization (Ministry,2008b). Specifically as a flag state, Indonesia is bound to the obligation of flag state duties as mention in UNCLOS. Based on Transportation Information Book 2007, Indonesia has 7,237 national fleets in 2007 (Ministry, 2008c). Compare to the world, Indonesia is in number 11 in merchant marine with 971 vessels in 2008 (CIA,2009). To maintain and assure that all vessels have fully complied with regulation is not easy task for Indonesia. As 4 strategies mentioned in Resolution A.996(25) which should be established, some are fulfilled and some are not yet accomplished. a. Implementation and enforcement Indonesia already ratify several conventions such as SOLAS 74 protocol 78, Load Line 66, Tonnage 69, COLREG 72, STCW 78, MARPOL 73/78 Annex I/II and some other convention such as CSC, STP, Facilitation and INMARSAT (IMO,2009a). Ratification processes are take time since it has to be legalizing through parliaments. However, although there are some conventions, protocol or annex not yet ratified, Indonesia always try to keep in track to recent important regulation development. For example, as mention in roadmap of maritime transportation safety improvement, Indonesia has continuous improvement in ISPS and ISM implementation (Ministry, 2008b). In terms of classification, Directorate General of Sea Transportation give authority to Biro Klasifikasi Indonesia regards hull construction, electrical and machinery. Other aspect such as radio communication and safety equipment are inspected by Directorate through their Marine Inspector (Rusdi,2009). This multiple classifications should not be a problem if every part of regulation is strictly implemented. However, often people argue that BKIs position is not helped by its close links with the Ministry of Transportation, where decisions are often described as politically-motivated (Indonesian Class, 2007). Indonesia also tries to improve law enforcement such as technical audit to passenger vessel and ro-ro ferry, sanction for careless harbourmaster and marine inspector, licence revocation for negligent operator and condition assessment survey for safety requirement in ro-ro ferry which older than 25 years. In 2007, there are 4 official and 1 operator were sanctioned (Ministry, 2008b). Unfortunately, in several cases, inadequate safety equipments are still founded. For example, in KM Levina accident case, it was proved that the sprinkle can not work. Ironically, for safety equipment certificate, the ship have complete certificate. There are possibilities that safety equipment not carefully inspected (Rusdi, 2009). As Gunther, chairman of interferry, comments that many problem are caused by poor operator administration (High waves, 2009). This problem should be cover by port clearing requirement; therefore, law enforcement should be much stricter. b. Adherence to international recommendations Overall, Indonesia has trying to implement and enforce mandatory instrument; however, Indonesia should more pay attention to international recommendation. Although ISPS are not cover in Resolution A.996(25), ISPS code including Part B which is not mandatory is one example of recommendation that already implemented in Indonesia.   Indonesia already established International Ship and Port Facilities Security since 1st July 2004 (Ministry, 2008a). c. Review and verification of the effectiveness Port state control data, accident statistics and audit are the ways to review and verify flag state implementation effectiveness.   Unfortunately, port state control statistic for Indonesian vessel not gives good news. In Tokyo MoU annual report 2008, Indonesia is in 6th place in highest detention report with 19.14% or 40 detentions. With 634 inspections from 2006 to 2008 there are 123 detentions which put Indonesia in black list.   However, Biro Klasifikasi Indonesia can prove that they have better performance, which in Tokyo MoU, BKI has medium performance level (Tokyo MoU, 2009). Number of vessel accident in Indonesia also relatively high. Figure 1 shows the statistics from 2003 to 2008. It tends to increase from 2003 to 2007 and the highest number occurs in 2007 with 145 accidents. However it shows good progress when in 2008, number of accident sharp decrease to 44 accidents. This probably prove that after second biggest ferry disaster in Indonesia, Senopati   Nusantara, happened at the end of 2006, government trying hard to improve vessel safety in Indonesia. Furthermore, Indonesia has not yet volunteered for VIMSAS. Apart of realizing that some obligation not yet fulfilled, one of the problems is probably cost which should be afforded for the audit. However this problem should not be as a reason to refrain from applying the audit. Integrated Technical Co-operation Programme (ITCP) can provide assistance to prepare audits and/or implement corrective measures in response to audit findings and, if necessary, funding part of the cost for the audit (Franson, 2009). Considering benefit of this audit, applying VIMSAS could be the starting point for Indonesia to find the right solution. d. Achievement, maintenance and improvement of overall organizational performance and capability In order to ensure achievement and maintenance of organizational performance, Indonesia realized urgency of improving human resource development. Since 2006, each year Indonesia trained approximately 600 people in various training such as marine inspector, hydrographic, Global Marine Distress Safety System, SAR, ISPS-Code, Port State Control Officer, Advance Fire Fighting, ISM Code and Radar Simulator Arpa Simulator. In terms of organization improvement, Directorate General of Sea transportation determined tasks based on competence based evaluation. Indonesia also planned to restructure and reform Biro Klasifikasi Indonesia to be more independent and professional (Ministry, 2008b). Although we can categorized Indonesian Maritime administration has traditional public administration style with its classic bureaucracy, Indonesia has implemented some element of new public management. Authorization of Biro Klasifikasi Indonesia for ISM audit also shown Maritime administration orientation in result, with realized their limited capability for doing too much task. Directorate has also published minimum standard of services which mention performance indicator (Directorate, 1999). Certainly, all deficiency should be overcome, one of the solution is by implementing the code in Resolution A.996(25). However, there are many possible consequences have to be faced by Indonesia in order to fully implement the code. One example of important parts is regarding casualty investigation. IV. Consequence of the code for casualty investigation in Indonesia As part of the strategy, casualty investigation is one of flag state responsibility that should implement.   Resolution A.996(25) point out that flag state should carried out investigation following a marine casualty or pollution incident. Three consequences that should considered regarding casualty investigations are provide qualified investigators, publish the result for certain cases, and report to IMO according to the guidelines (IMO,2007). Wherever the location of casualty or incident, flag State should be prepared to provide qualified investigators. Individual investigators should have working knowledge and practical experience in those subject areas pertaining to their normal duties. Additionally, in order to assist individual investigators performing duties outside their normal assignments, flag State should ensure ready access of various expertise such as expertise in navigation and Collision Regulations, causes of marine pollution, interviewing techniques, evidence gathering, and evaluation of the effects of the human element (IMO,2007). High qualified investigator can conduct good investigation which finds not only the direct causes but also the root causes to avoid the reoccurrence. In terms of investigator, Indonesia only has 6 individual investigators. As Karmoyono, head of maritime transportation sub committee NTSC said, to promptly deal with all accident happen in Indonesia at least 30 individual investigato rs is needed, with 1 investigator for each province (Yunita,2008). Addressing this problem, Indonesia can try to develop its capability through program offered in UNDP; as long as conform to UNDP global mandate and follow the process, Common Country Assessment, United Nations Development Assistance Framework and Common Country Programme Action Plan (Jopap,2009). Along with developing internal capability, Indonesia can also explore possibility to take advantage of multi state cooperation with get professional expert from other country. Moreover, the investigation result should be informed to every party involved as input for improvement.   According to Smith and Schmidt, â€Å"When investigating accident, success is measured by the degree to which the party efficiently receives the information it needs and is able to act in its own best interest based on that knowledge† (Smith Schmidt, 2005, p.210). It is fits to requirement of the code, which is to publish the result of investigation to the public, especially any accidents involving personal injury necessitating absence from duty of three days or more and any deaths resulting from occupational accidents and casualties to ships. In 2008, among 44 accidents, 4 accidents which considered as major accident were investigated by National Transport Safety Committee, and 40 were investigated by Directorate General of Sea Transportation (NTSC, 2009a). Among this 4 major accident only 2 of the report are published in NTSC website (NTSC, 2009b). Last consequence is requirement to report in accordance with MSC/Circ.953-MEPC/Circ.372, Reports on marine casualties and incidents, and revised harmonized reporting procedures which is reports required under SOLAS regulation I/21 and MARPOL 73/78 articles 8 and 12. V.Conclusion Strategies mentioned in Resolution A.996(25) has give comprehensive measure to implement IMO convention. Indonesia as flag state has developed short term and long term strategic plans which in line with some part of the code. Indonesia also conducted the strategy; however, there are still many deficiencies occurred, especially in enforcement, adherence to the international recommendation, and verification of effectiveness. Realizing the benefit of the code, it is every hope that all possible consequences which arise from implementing the code in Indonesia can be managed.