When do the hague visby rules apply Essay Example | Topics and Well Written Essays - 1500 words

When do the hague visby rules apply - Essay Example includes, apart from several other aspects, the physical state of the vessel, the competency as well as adequacy of the crew, the adequacy of fuel as well as other sundry supplies which may include the facilities that are necessary as well as appropriate in accordance with the requirements of the carrier. a. The vessel must have suitable and sufficient manpower, as well as adequate equipments to combat and survive the ordinary perils of the sea that could be encountered during the voyage, and that are deemed necessary for performing the services required of it Under The Hague – Visby Rules, the ship owner is under a continuous obligation to exercise due diligence to provide a sea worthy vessel which includes providing of a competent crew, at the commencement of each voyage. Moreover, such an obligation also extends to the shore staff of the company, where the ship owner could well be held responsible in the event of loss or damage caused to the carrier / goods of the company. The types of deficiencies that could lead a vessel to be deemed as unseaworthy include, Defective Engines, Defective Compass, Incompetency of the personnel hired to man the vessel – such as employing of incompetent engineers as well as other officers, the stowing of the Deck cargo in a way that has the effect of rendering the vessel unstable. In general, The Hague – Visby Rules, entrusts the ship owner with an additional liability of exercising due diligence and care in providing a seaworthy ship which must â€Å"have the degree of fitness which an ordinary careful and prudent owner would require his vessel to have at the commencement of her voyage having regard to all the probable circumstances of it† (source: G.P. Pamborides, International Shipping Law: Legislation and Enforcement,page-154) The failure of the crew to adhere to the established procedures of the company and the subsequent casualty arising out of such negligence, leads to an impending liability on the company, either

Home Depot's Blueprint for Culture Change Research Paper

Home Depot's Blueprint for Culture Change - Research Paper Example One of the greatest levels of inference that this can help to provide is with respect to the deviation that oftentimes occurs between the real world application of theory as compared to the academic interpretation for theoretical models and approaches. Firstly, Kotter and Cohen present what they term as the first stage of the eight step plan. Within this first stage, three particular steps are evidenced. These are as follows: increasing urgency, building what they term as â€Å"guiding teams,† and getting the right vision. It can immediately be inferred that they engaged with each and every one of these. Firstly, the urgency was created within the corporate level and soon diffused to the lower middle management within the entity. Secondly, it can be directly noted that the implementation of guiding teams was something that Nardelli placed a high emphasis upon. Although it would have been nice to see these guiding teams leverage a further degree of information rather than merel y seeking to implement a rather vague vision. Further, with regards to the last step in this three-step first stage, the actual vision creation and definition that Nardelli sought to engage within Home Depot was largely lacking. Although it is obvious that a new CEO was to seek to leverage increased profitability and maintain sales in an era of growing complexity and competition, the actual means by which this was to be effected were not presented in a step-by-step metric that the reader was able to follow in any discernible or applicable way. Similarly, the second stage of Kotter and Cohen’s eight step plan for instituting change is what is termed as â€Å"engaging and enabling the organization.† This stage includes the following: communication for buy-in, enablement of action, and creation of short-term wins. The is the particular stage of Kotter and Cohen’s process that Nardelli accomplished so effectively and to such a high degree, most likely providing this particular change approach with the degree of success that it ultimately achieved. By interacting with the respective stakeholders of this change process early, the communication for buy-in was related to them and understanding of the need for action was enabled. A more difficult part of this process is allowing for a situation in which short-term wins can be created so that stakeholders not only are continually cognizant of the process but also are aware of the fact that the changes that they have thus far implemented have reflected positively and will allow for future success. However, even though this is difficult, it was achieved by Nardelli in the fact that the changes in approach were proven successful to the stakeholders by increased sales numbers and profitability (Charan, 2006). Moreover, even though the cultural change that was implemented forced many individuals within middle management out of their respective comfort zones, it also allowed for a reconsideration of the a version to paperwork and central procedures that have thus far pervaded the entire business. The final stage of Kotter and Cohen’s eight step process is what is termed as implementing and sustaining change. Within this particular stage exist the following two steps: not letting up and making the idea / change stick. Although it might be easy to say that there are verified statistics that help to prove that Nardelli did not