Legal Issues in Reduction of Workforce Case Study

Legal Issues in Reduction of Workforce - Case Study Example How did you balance the legal risk of terminating individuals from a protected class against the business risk of losing valuable talent Are there are any extenuating regulatory circumstances(e.g exceptions to employment at will, or collective bargaining agreement )that would affect the decision to terminate the above referenced employees Collective bargaining consists of negotiations between an employer and a group of employees so as to determine the conditions of employment. The result of collective bargaining procedures is a collective agreement. Employees are often represented in bargaining by a union or other labor organization. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions. In areas where federal and state law overlap, state laws are preempted. See, U.S. Constitution, Art. VI The main body of law governing collective bargaining is the National Labor Relations Act (NLRA). It explicitly grants employees the right to collectively bargain and join trade unions. The NLRA was originally enacted by Congress in 1935 under its power to regulate interstate commerce. See, U.S. Constitution Art. I, Section 8. ... The act prohibits employers from interfering with this selection. The NLRA requires the employer to bargain with the appointed representative of its employees. It does not require either side to agree to a proposal or make concessions but does establish procedural guidelines on good faith bargaining. Proposals which would violate the NLRA or other laws may not be subject to collective bargaining. The NLRA also establishes regulations on what tactics (e.g. strikes, lock-outs, picketing) each side may employ to further their bargaining objectives. State laws further regulate collective bargaining and make collective agreements enforceable under state law. They may also provide guidelines for those employers and employees not covered by the NLRA, such as agricultural laborers. Arbitration is a method of dispute resolution used as an alternative to litigation. It is commonly designated in collective agreements between employers and employees as the way to resolve disputes. The parties select a neutral third party (an arbiter) to hold a formal or informal hearing on the disagreement. The arbiter then issues a decision binding on the parties. Both federal and state law governs the practice of arbitration. While the Federal Arbitration Act, by its own terms, is not applicable to employment contracts, federal courts are increasingly applying the law in labor disputes. Fourty-nine states have adopted the Uniform Arbitration Act (1956) as state law. Thus, the arbitration agreement and decision of the arbiter may be enforceable under state and federal law. Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by

Can country risk analysis be quantifiedShould CRA be quantified Essay

Can country risk analysis be quantifiedShould CRA be quantified - Essay Example These samples of observations help analysts to develop a statistical function which is open to probability analysis. Most of the events which are individually investigated by country risk analysis will come down closer to doubts rather than clear statistical risks. This drives the analysts to build risk channels from judgmental or theoretical foundations and may not be probabilistic. Country risk analysis depends upon the basic principle that increasing instabilities in social, political or economic components augment the risk of a deficit in the anticipated payoff on an investment. Imbalances in a particular risk factor represent one or more risk classes. Mapping all the elements at proper level of control produces a general assessment of venture risk. The structure of mapping varies with the type of investment giving rise to an imbalance in a given factor creating different risks for different investments. Unfortunately there is no all-inclusive theory which can guide the procedure of mapping the process in a country risk analysis (Sabal J., 2002). Country risk services build their risk measures with the help of an assorted mix of socio-political or economic indicants established on the choice of standards. These standards are developed out of analysts’ knowledge, experience and judgment. The services generally merge a range of factors indicating real and possible imbalances into a complete risk assessment which applies to a wide range of investment classes. Analysts have separated country risk into 6 major categories. But many of these categories overlap each other. Although most of the risk analysts do not agree with this list; these 6 constructs can be seen in risk ratings of virtually every service as seen below. Yes, country risk has to be quantified. The quantification of a country risk will help the investors to calculate the cash flow out of their investments. Investments can be based on

Organizational Structure And Specialisation

Organizational Structure And Specialisation In organizational structure we arrange people into groups and different departments. Organizational structure provides the pathway for the system of coverage that drives a business, dividing it into areas or departments that are responsible for certain aspects of the organizations purpose. An organization divides jobs among employees to achieve their goals more efficiently. There are different key factors which will help us to create an organization structure .we will discuss them below Work specialization: When an individual perform certain job several time on daily bases, that individual get habitual to that specific task and become experienced by doing that task again and again, this is called as work specialization. Advantages: Through work specialization level of efficiency increases in employees. Disadvantages: Employees can become bore by doing same task again and again. Lack of interest might increase by doing same task again and again. Departmentalization: Departmentalization is the combination of four departments operating department, marketing department, HRM department and finance department. This is the process of performing different tasks, advertising products, managing resources (hiring employees, machinery etc) for different tasks and providing budgets for performing different of different departments. Functional departmentalization Product departmentalization Geographic departmentalization Process departmentalization Customer departmentalization Functional departmentalization: In functional departmentalization peoples are grouped together according to the work they specialize. Groups of people then perform similar tasks and uses similar materials. Groups are then further divided into sub departments. Advantages: Efficiency of employees increases by doing same work again and again. Hiring/firing and training of employees gets easier. Each department will be responsible for their tasks. Disadvantages: In this structure communication, coordination is poor and accountability becomes difficult in this structure. http://static.flatworldknowledge.com/sites/all/files/imagecache/book/27984/fwk-collins-fig06_008.jpg (htt) (Figure showing functional departmentalization) Product departmentalization: In product departmentalization work is grouped on the basis of manufactured goods they produce. Example Nestle corporation uses product departmentalization technique for their wide range of products. Nestle produces different products like Nestle food, Nestle Beverages, Nestle Baby care products etc is controlled by executives who have full responsibility for their products. http://www.emeraldinsight.com/content_images/fig/3300080301004.png (htt1) (Figure showing product departmentalization) Geographic departmentalization: In this type of structure departmentalization occurs on the basis of region, area. Example Standard Chartered Bank has their branches almost in every city of Pakistan. Like head department of Standard Chartered Bank is in Karachi and their branches are spread over all other cities of Pakistan. Advantages: Services can be easily available for employees. Employees satisfaction increases by providing them services in every city. Service of one department in one city can be different from another department in another city. This might create some problems. Duplication of resources by having lots of managers and staff. Lack of communication with head office is the disadvantages. Process departmentalization: In process departmentalization department are organize to perform particular job. The members of staff are grouped together to concentrate on specific job. In process departmentalization specialization increases because worker has to focus on single task. Example: Making Passport, ID Card etc. Chain of command: A chain of command set up the line of authority within the organization. It helps employee that to whom they will be responsible. Its starting with the board of directors and extended down through the various level in hierarchy to the point where basic function of the organization carried out. Centralization: Centralization is a procedure where top managers take decision; in centralization authority and power remain with high-class managers. Lower level employee are not considerable that much important. Decentralization: Decentralization is the reciprocal of centralization. Here planning and decision-making are distributed among employees. Decentralization has several benefits compare to centralization Employees get motivated by involving them in decision making Decision making get faster. coordination improve through organization Matrix structure: Matrix structure is combination of several different designs want to combine their benefits and avoid there drawbacks. Employees have to responsible for two bases. Organizational Culture: Definition: A specific system of running, controlling which represents and distinguishes an organization from another organization OR Physical image of an organization that is values, understanding, attitude, norms of an organization Characteristics of organization culture: Organizational culture plays major role in the development of an organization. Its gives distinct value to organization, it smoothen path for innovation and risk taking, it provides stability to organization. Some more characteristics of organization structure are explained below. Dominant value: As the name indicates dominant values are specific qualities of a person or an organization. Major values of an organization or person are called as dominant value. Rules: Complete framework of an organization for new coming employees and to the existing employees. All employees must obey all the rules and regulations of an organization. Example, what time to come, when to leave, what to do and what not do etc. Organization climate: Is physical layout of an organization that is how the building of an organization, is it well decorated, how are employees of organization, their dress their attitude toward clients etc? Example: Standard Charted Bank. When we go there we will notice that building would be nicely decorated, all the employees will have proper uniform etc which is the physical representation of Standard Chartered Bank Philosophy: As we know for an organization costumers are king because without costumer organization cannot run. Philosophy is the main characteristic of an organization culture because here we emphasis on how to treat customers and how to behave costumers. Team orientation: Team orientation is another salient characteristic of organizational culture. Individuals or groups of individuals are grouped together to perform different activities of an organization. Innovation and risk taking: Working on new thing is called as innovation, no doubt innovation is quite risky but it can be very helpful for an organization. https://static.flatworldknowledge.com/sites/all/files/imagecache/book/30774/fwk-carpenter-fig08_005.jpg (htt2) Example viewing organization culture: Mobilink GSM: culture of Mobilink GSM is to totally satisfy customer and shareholders wants, their dominant values include business brilliance, confidence honesty value for public, corporate social responsibility. Sub Culture: Sub culture is basically a culture with in a culture, like every organization has its specific culture then in organization every department has its own culture that is style of operating controlling of marketing department is different than finance department and similarly culture of HR department is different that marketing department. Developing Organizational Culture: While developing a culture there are some factors which affect organizational culture at a great, of which some are explained below. Economic conditions: Economic conditions has great affect on organization culture because if the time for an organization is prosperous so definitely organizations will be looking for innovations, new ideas etc but on the other hand if time is not prosperous, there are inflations for an organizations so no doubt organization will face a lot of problems. Formation: Formation or structure means how are tasks ordered. In flexible structured organization employees are motivated by giving them rewards etc. Employees are given good working condition. On the other hand if the structure of organization is stressful so definitely employees will be demotivated this will decrease their interest level of work. Leadership style: Leader must implement such rule and regulations which are both convenient for employees to follow as well as profitable for organization. It is up to the leader how he controls an organization. Changing Culture: Changing organizational culture is huge tough task according to expert it takes 8 years for an organization to change their culture as a whole, but mostly organizations alter their negative culture. Change in culture can be made by changing mission and vision of an organization etc. Some factors which are playing great role in changing organization culture are described below. Mission and Vision: In order to change organizational culture changes must be made in the mission and vision statement of organization. As mission and vision is communication purpose to stakeholders, mission and vision for an organization should be wisely selected. Alteration from top to down: While changing organizational culture it is important that whatever changes are made by an organization it should be followed by top level managers as well lower level managers and employees because it is obvious if top managers are implementing new rule and they them self not following rule changing of culture might not be possible. Physical sign of culture: New culture must be physically visible that is style of working, dress of employees and attitude toward stakeholders etc must match the changed culture. Leadership: Leader provides motion for cultural alteration. It is the leader who will guide about new alteration of culture plus leader is one who will implement new culture. Importance of culture: Culture affects over all activities of an organization. It is the culture which represents organizations that how they perform their different tasks. Culture plays lively role in the motivation of employees and culture of an organization is the communication purpose to other stakeholders like customers, competitors etc. Some of the salient points of culture are explained below. Motivation: Culture of an organization helps in the motivation of employees because if the culture of an organization is flexible employees will be encouraged they will be interested in organization, similarly if the culture of an organization is not fulfilling employees demand definitely it will have bad impact on success of an organization. Image of an organization: It is culture which gives an organization a distinctive image. Culture represents an organization that is how is does an organization perform their activities how are there attitude toward customers, employees and other stakeholders. Communication: As discussed above culture plays great role in communication to customers and other stakeholders. Working style, building style and their attitudes attracts customers. Flexibility: Culture provides flexibility in an organization by giving value to customers and having friendly working condition for employees and managers etc. Kinds of culture: There are different types of culture, which are expressed below. Power culture Role culture Task culture Person culture Task for P2: Relationship between organization structure and culture: Organizational structure is the mechanism by which efforts and works are coordinated with supervision to produce the results that are hoped from organizational culture. One of the most important features in relationship between organizational structure and culture is that it gives clear picture to the employees about their limitations and responsibilities and so not to concern about the issues that are beyond their scope of expectation this will help employees to work more efficiently. An effective coalition between organization structure and culture gets people closer to achieve organizational end goals more efficiently. Affect of structure on organization: Structure has a great affect on the performance of organization. If the structure of an organization is flexible the employees of that organization will be motivated and they will perform their task willingly. Structure of an organization helps in maintaining communication and stresses on coordination. Mainly there are two kinds of structures which are given below. Tall structure. An organization which have tall structure will have lower span of control that is there will be lots of hierarchy of manager is high. Advantage: low level of span of control, motivation of employees, good coordination. Disadvantage: expensive because so many managers required for an organization, distraction of accountability, single task is passed from so many individuals in organization, slow decision. Narrow structure: According to specialists single individual can handle well 8 individuals. In narrow structure of an organization there is high span of control, that hierarchy of managers is lower as compared to tall structure. Advantages: less expensive because low number managers, decision making is fast, good communication among employees. Disadvantage: high span of control that is pressure on manager is a lot. Example: We visited Mobilink GSM Peshawar, we had an interview with Customer Care Department. According to them structure of Mobilink GSM is decentralized due to which employees are satisfied from organization structure because they are involve in decision making this really motivates customers and this leads to innovations as well. Affects of culture on organization: Culture has a great affect on organization. If the culture of an organization is good corporate culture employees will be motivated and they will work efficiently and it is also the communication purpose to other stakeholders like customers, shareholders, and government etc. Some salient characteristics of organizational culture are given below. Organizational culture is the physical image of an organization. Helps in making good image of an organization. It is the communication purpose to stakeholders. Example: Mobilink GSM has great friendly environment. When we visited Mobilink GSM we feel our selves like we are home we were asked about what to take and what to eat, this really attracted us and felt us happy. Employees are motivated by various methods specially by awarding them and Mobilink GSM provides their employees with necessities of life like they have air condition system in whole organization in summer while in winter they have heater system and they provide employees coffee breaks etc which increase the level of interests of employees. Task for P3: Individual behavior at work: According to psychologist understanding human psyche is very tough job as we know behavior of one person will be different from another. Behavior of individual varies according to conditions around. Interpersonal behaviors are changed from individual behaviors, that is when a person is alone his/her personality changes as compared to when an individual is with other individuals. On the other hand group behavior is different from interpersonal or individual behavior. Example person named Ahmed sets with his colleagues, Ahmads attitude, style and other things which are concerned with his personality will be changes as compared to when Ahmad is alone. Personality: Personality is the general model of an individuals beliefs, feelings, and behaviors which represents style of individuals involving to the surroundings. Personality of a person involves persons height, weight, attitude, fashion, thinking etc. factors which affect personality are given below. Heredity: It involves attitudes, feelings, thinking and behavior etc that you learn from your parents, siblings etc. It is not 100% sure that your personality will resemble to your parents and siblings it may vary. Environment: Your personality changes according to environment you living. If an individual owns good personality that having good attitude, good expression etc definitely that individuals behavior at work would be appreciative. Perception: Is a method in which individual get in-coming information from their surroundings and then arrange and build out these to understand in a particular manner. Each in-coming information or happening going on nearby of individual is perceived in a particular style by every individual. Therefore perception is a center for the communication of a person with its surroundings both at job or other place. Perceptual selectivity: Human minds are attacked by different information all the time. What basically perceptual selectivity means is that selecting of information by our mind to understand, it is not under the control of human being. Further components of perceptual selectivity are. Context 2. Nature of stimuli 3. Internal factors 4. Fear and trauma Attitude: It is basically the response of an individual to all the actions happening in surrounding to it. Attitude is very important because it is attitude which represents you that is how you perform different task and how you deal things happening around you. Ability: Ability of an individual is inborn quality it changes which passage of time like when an individual perform some task again and again a time may come that person will perform activity efficiently. Ability of an individual in organization is required to obtain certain goals and objectives. Task for M1: Culture and structure of selected organization: The organization which I have selected is Mobilink GSM, Pakistan. About Mobilink: http://upload.wikimedia.org/wikipedia/en/7/7a/Mobilink.jpg Mobilink GSM started its business as the primary GSM cellular cell phone services inside Pakistan through MOTOROLA Inc in 1994, afterward Mobilink GSM was purchased by Orascom Telecom Holding (OTH) which is the first multi-national company of Egypt. Mobilink GSM, a subordinate of the Orascom Telecom Holding, is Pakistans primary cellular and Blackberry service supplier. Having more than 31.5 million subscribers, Mobilink holds market leadership through progressive integrated expertise, the strongest trademark and the largest range of value added services in the business. (Wikipedia , 2011) Mobilink Mission Statement: The business is devoted to give its stakeholders highest level of satisfaction through admirable services and show that we as a corporation meeting our commercial as well as moral objectives, in ways that a regular sensible communal expectations of accountable cellular corporations. (Mobilink GSM, 2011) Culture of Mobilink GSM: Complete purchaser approval: According to Mobilink GSM clients are key to their achievements. Mobilink GSM says that costumers has expectation from us and they are doing to the best of their ability to provide them quality, services more that what they have expected. We will surely work according to needs of our clients. Business brilliance: Mobilink GSM struggle to provide the best quality to our clients. Furthermore Mobilink seek to the uppermost standards and search to identify costumer needs every day. This leads Mobilink GSM to market leading company and gives satisfaction to the stakeholders. Confidence honesty: Mobilink GSM gets arrogance in working the top moral principles in an open and frank environment, and by devoting their promises. Value for public: Mobilink GSM runs its business by its relation with peoples. Mobilink GSM gives its importance to its employees and other stakeholders and Mobilink GSM believe in cooperation. Value for employees: Mobilink provide good, flexible and friendly working environment for their employees. Mobilink GSM treats their employees and managers very well and gives them good amount of salary along with security. Corporate Social Responsibility: Mobilink GSM believes that costumers and businesses are in relationship with each other. They are interdependent to each other. Being good corporate business Mobilink not only focuses on earning profit from society but they also spend in the prosperity of societies. (Mobilink GSM, 2011) Mobilink GSMs organizational Structure: We visited Mobilink GSM, we conducted an interview with their Customer Care department and also with HR department. According to Customer Care department and HR department organizational structure of Mobilink GSM is Decentralized. This means that Mobilink GSM involves their lower level managers and employees in decision making. Advantages of this structure: Due to this structure employees are motivated they consider organization as their family they then work efficiently. This structure leads to new innovations because employees of Mobilink GSM told us in interview that employees can give their suggestions and feedback whenever they want, and feedbacks of employees are given great attention. When their suggestions are liked by the top managers, employees are given different rewards even some employees were given Dubai return tickets. (Figure showing Organizational structure of Mobilink GSM) (Source: Interview) Strategic decision making: Strategic decisions of Mobilink GSM are made by Chief Executives (Presidents) in Islamabad. Other decisions are made by directors of each department involving their lower level managers and employees as well. Task for D1: Recommendations: When skills of employees increases salary should be increased as well. In order to keep employees motivated and efficient they should be given training repeatedly. Giving awards on good performance to employees should be maintained this will develop competition among employees. Keeping in mind conditions of Khyber Pukhtoonkhwa employees should be provided good security. Each department should have emergency alarm and fire distinguisher which would be use in case of emergency. They should provide pick and drop system this will attract employees from competitors. Customer Care Department should be improved because too much customers are dissatisfied from their work. Customers are not satisfied from the mistakes of billing department. As compared to competitors prices are high and customer is dissatisfied with the quality as well. Outcome 2nd Task for P4: Organizational or managerial theories: Before we discuss organizational theories it is important first to know what management is. Management: The art of taking work from employees or people effectively and efficiently. Effectiveness means doing exact work as told. Efficiency doing work with less possible input and more possible output. History: The word manage comes from Italian word (maneggiare) and (maneggiare) itself is derived from Latin word (Manus) which means hand. Later on, in 17th and 18th centuries, French word (Mesnagement) influenced in meaning of the English word (Management).. Ranks of management: There are three ranks of management, high-level managers, middle-level managers and lower-level managers. Each rank has its own authorities in organization, which is discussed below. High-level managers: This includes board of directors, presidents, vice presidents and chief executives. They generally make top decisions. They are accountable for the outside image of organization. Middle-level managers: This normally includes general managers, department managers etc. They are accountable to high-level managers. They basically acts like interpreters, they describe information of high-level managers to lower-level managers. Lower-level managers: They are managers who have direct contact with employees, lower-level managers gives job to employees and takes work from them. In short its lower-level managers who run organization on daily bases. Development of management thought: how does management start that which steps an organization should carry in order to manage organization Different organizational theories are of which some are discussed below. Scientific Management: To convert your short skilled labor into efficient employees. This will happen by giving your employees good training that is how to perform different task and by increasing their wages this will increase their interest in work. Explanation: scientific management is also known as Taylorism. It was developed by Frederick Winslow Taylor, he said that organization cannot be managed by hazy ideas it should be managed by organized rules. Principles of Scientific Management: >> Employees should be train for more improvement and they should be motivated by giving awards etc to employees. >> Recruitment should be completely base on merit (scientifically). >> Boss should not be so strict so that employees become stressful nor should the boss be so friendly that employees do not perform their tasks effectively. >> When sales increases, wages should be increased as well. This will encourage employees a lot. >> There should be possible minimum work pressure on employees so that they can perform their tasks well. Human Relations Approach: This approach emphasize on, that human should not be considered as machines, they should be given proper relation and breaks when working Explanation: This approach was first introduced by George Elton Mayo. He was the first person who talked about human relationships approach. He said that human beings become bored when do something for long time without proper breaks, they should be given breaks, they should be provided food, water etc while working in organization. Salient features of Human Relationships Approach: >> Employees should be motivated positively not by force. >> Employees should not be considered as rational, they should be given breaks while working in organization. >> This approach stresses on team work, because by team there is low level of work pressure on employees plus when more than one individuals are grouped together to solve specific problem they will do it more effectively as compared to an individual who is alone. Classical Administration: Henri Fayol introduced classical administration. Henri Fayol was suburb of Turkey who was born in 1841 and was French mining engineer. He gave 14 principles of management. Which are discussed below. Division of work: To train employees in order to make them more efficient. Authority: Managers should have the ability take work from employees. That he/she should be able to make employees to obey their orders. Discipline: There should be proper rules and regulations in organization and all employees must obey them. Example: wearing proper uniform, coming on time and leaving on time etc. Unity of command: Employees should be accountable to one boss because the number of boss in organization is more than one this will cause confusion for employees. Unity of direction: in order to avoid distraction employees must go on one plan that is one direction. Subordination of person interests to the common interest: Interests of organization must be given top priority. Remuneration: There should be extra packages for employees in organization. Employees should be given good wage. Centralization: It means making of decisions by managers. Hierarchy: They are the managers to whom employees are accountable. Order: To place right person the task that is every person should be given task according to the work they specializes. Equity managers should not be cruel or bad with employees they should be friendly with employees. Stability of staff: There should not be surplus of employees not shortage of employees in organization. Initiatives: Organization should focus on innovation, they should take risk in making new things. Esprit De Corps: To work as team because it will ease task for every employees. (Wikipedia, 2011) Function of management: Managing almost in every organization helps in achieving organizational goals and objectives, it brings employees closer that is stresses on team work. Management plays great role on motivating employees. There are different functions of management which are planning, organizing, leading, coordinating and controlling. Planning: For achieving organization goals and objectives planning is done. That how will an organization achieve their goals and objectives. Planning further includes mission, goals, objectives, tactics, budgeting and procedure. Mission: It is the very reason of existence of an organization. Goals: Are the long term intentions, what an organization wants to become in future. Objectives: Are short term intentions of an organization. Tactics: Are methodologies used to achieve objectives (short term targets). Strategies: Are game plans which are used to achieve long term targets of an organization (goals). Budgeting: Amount of capital (money) required for achieving specific goal is called as budgeting. Procedure: Is the specific way of doing some activity. OR Rules and regulations to do some work. Organizing: Collecting the best resources to achieve different goals and objectives of an organization, which is having good machinery, skilled employees and managers etc. Leading: guiding employees how to perform tasks in organization, how to behave clients etc. Coordinating: Providing team work environment, which is helping each other in organization in order to be successful. Controlling: to monitor how are tasks going on and is it going according to the plan or not. Motivation: Without motivating employees taking work from them is so difficult. Employ

Nike Case Study Essay -- Nike Sports Business Case Study Essays, solut

Nike Case Study â€Å"Nike is criticized for using sweatshops in countries like Indonesia and Mexico. The company has been subject to much critical coverage of the often poor working conditions and the exploitativeness of the cheap overseas labor.† – answers.com 1.  Ã‚  Ã‚  Ã‚  Ã‚  Should Nike be held responsible for working conditions in foreign factories that it does not own, but where sub-contractors make product for Nike?   Ã‚  Ã‚  Ã‚  Ã‚   Yes, but I do not believe that the firm is 100% responsible since it is the sub-contractors who operate and create conditions for workers. Low-cost manufacturing is Nike’s strategy, and it is realized by outsourcing the manufacturing process to cheap labor countries. If Nike were responsible for all of working conditions of workers at sub-contractors’ factories, it would cost more to make shoes. However, I think that Nike should monitor minimum working conditions so that workers will not die from Karachi, which might be lead to a big issue. 2.  Ã‚  Ã‚  Ã‚  Ã‚  What labor standards regarding safety, working conditions, overtime and the like should Nike hold foreign factories to: those prevailing in that country, or those prevailing in the United States?   Ã‚  Ã‚  Ã‚  Ã‚  Nike should hold the standards regarding safety and working conditions that are prevailing in that country. However, when the sweatshop workers try to tolerate the conditions and wages, firms that are making investment in that country should not intervene the movement. In countries around the world, garment w...

Cardon Carpet Mills Case

Cardon Carpet Mills Issues and constraints The issue, which Cardon Carpet is facing, stems from the lack of expansion throughout the United States, specifically limiting their contract sales portion of its business only to the southeastern portion of the United States. Cardon Carpet Mills has several action options: 1. Expand its market share in contract sales segment throughout the US. Employ ten sales representatives to seek potential institutions and businesses throughout all of the US. Compensate these personnel based on commission, that is, the amount of clients they contract to the business. . Sell its products of Contract sale to institutions and businesses especially ones located in the metropolitan areas their wholesalers reside in. 3. Present a contract that specifies a referral of at least five institutions by each of their wholesalers and in turn Cardon would compromise in regards to the â€Å"Margin Sharing† proposal. Organization Assessment Cardon Carpet Mills, I nc. is a privately held manufacturer of a full line of medium-to-high-priced carpet primarily for the residential segment.The company markets its products under the Masterton and Chesterton brand names. Robert Meadows is the president and Suzanne Goldman is his special assistant. Refer to Exhibit 3. Market and Industry Assessment Wholesale and retail distribution in the U. S. carpet and rug industry has gone through a lot of instabilities since the 1980’s. Shaw Industries, a manufacturer, the carpet and rug industry leader opened its own retail stores but suffered losing many of their buying groups. Shaw eventually sold its retail stores and returned to their prior channel.The Market has experienced an increase in dollar sales, however this is offset by limited profitability for manufacturers. Refer to Exhibit 2. Customer Assessment Cardon Carpet’s direct customers include: institutions and businesses and wholesalers. Cardon’s indirect customers include: Retaile rs and consumers. Action Assessment The industry shows a lot of instability in this industry, but more importantly highlights the sensitiveness of retailers and wholesalers to a manufacturer’s decisions. Refer to Exhibit 4.Shaw industries’ experience proves that Cardon should maintain their wholesalers and capitalize on their long-term relationships by seeking their expertise in targeting business and institutions. Refer to Exhibit 1. Recommendation/Action Selection and Plan Cardon must Compromise with the wholesalers in order to expand its Contract sales segment and increase market share. The agreement would guarantee at least five new clients in each of the seven wholesaler locations. In return, the wholesalers would receive a price reduction and have incentive to help Cardon Mills become sustainable.This presents a mutually acceptable solution that looks to fill a huge part of the market, which Cardon has yet to capitalize on. Implementation Plan Set up a meeting wi th a leading official at each wholesaler site and Send a Cardon executive to each of the seven locations. Specify in the contract/agreement that the referrals have to actually become contracted customers of Cardon. Indicate that these institutions can be the wholesaler’s accounting firm, corporate locations etc.

Organizational Culture and Strategic Human Resource Management Essay

Organizational Culture and Strategic Human Resource Management Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Different scholars have given the term culture different meanings according to the context in which it is applied. People have different cultures from their area of origin, but organizations tend to have almost similar cultures governing the relationship between the employer and employees or among the employees themselves. Carla defined culture as interactions, behavior patterns affective understanding and cognitive constructs which are acquired through the socialization process. These patterns are used in distinguishing members of different cultures through the way they behave. Lederach (1985) stated that culture refers to shared schemes and knowledge obtained from a set of people through interpreting, perceiving, responding and expressing social realities.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Consequently, Organizational culture refers to how people from a given organization are required to behave concerning their employment and their code of behavior concerning the operations and activities carried out in any given organization. These codes give employees a sense of belonging or identity, appointing and aligning a common view which enables them to act according to such cultures (Bates, Amundson, Schroeder, & Morris, 2010: p. 1565). Different organizations have different ways of maintaining organizational cultures. Most of the companies adopt an impressive rate of retaining employees with a high level of satisfaction as a way of maintaining strong cultures in the workplace. These are important towards the success of the business as well behaved and motivated employees are more productive compared to those who are non-motivated in a given organization. These strong organizational cultures can be maintained through the following ways:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Responsive to the needs of an employee; despite the company catering for the pension schemes and the salary of the employees, it is also required to respond to other interests of the employees such as; lifestyle benefits, healthy, working conditions, leisure and the study days. This motivates the employee to maintain good standards of behavior and in turn increases their output.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ongoing development; this comprises of the developments that are carried out in the business organization such having talents day mentoring schemes, which offers training to employees on how they can improve their services. This makes the employees feel that their future is being invested in and that the company is supporting their professional and personal growth.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Social calendar; this involves a well balanced social interaction regarding business activities, which creates a good morale. It involves social healthy and social events, which are carried outside the office setting, which creates an inter-team bonding and a buoyant atmosphere which is a form of motivation to the employees.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Honest feedback and openness; employers are required to create an environment that brings an open culture which makes employees in every stage share their suggestions, ideas and concerns. When strategies of a well structured feedback are put in place, business owners can as well monitor the levels of employees’ satisfaction and be able to alleviate any arising issue.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Innovative approach; this comprises of the ways a business conducts its activities and the ways it relates with the members of staff. The company should strive to portray good examples and allow its employees to attend industrial events. This makes sure that they become updated with the c trends and advance in their area of work.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Committed leadership; leadership is a very essential component in any given organization; this should involve all team members especially those in the management sector. Company culture can only be maintained through having committed, clear and inclusive leadership where all members are represented. Importance of Maintaining Organizational Culture   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The recent past, there has developed a high concern on how businesses have chosen to carry out their daily operations. The culture of an organization in the leadership concept has become a major component used by leaders to come up with a dynamic organization. Leaders do ignite the process of culture formation through imposing expectations and assumptions on their subjects or followers. Schein (2011: p. 370) stated that as companies stabilize due to their success of completing its primary tasks, assumptions of leaders becomes shared which facilitates the socialization process of new members. This result to the success of the organizational leaders’ consistency, giving clear signals regarding their priorities, believes and values.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When ethical cultures are promoted through leadership, leaders become successful which facilitates organizational growth, maintains good services that the society demands, ability to solve issues before they end up becoming serious disasters and become competitive against their rivals. Schein (2011: p.374) also discovered that corporate cultures are very important on matters concerning decision making in the organization. He stated that if decisions are made without considering the forces of the operative culture, it may result to undesirable and unanticipated consequences. This is due to complex issues confronting leaders when deciding on the best method of generating the achievements of the organization when faced with complex environments. Their success will depend on the understanding, and the knowledge leaders have concerned the organizational culture. This makes them predict the results of their decisions by preventing anticipated re percussions. Arguably, an organization that maintains such strong culture can also realize the following benefits. Enhanced corporation and mutual trust Development of an informal control system within the organization   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Assisting workers in modifying their behaviors through providing behaviors, which are justified Schein (2011: p.373) also characterized the culture of an organization in three levels. The first level consisted of artifacts and behavior levels which are most visible as they are always around us. Such an observable cultural level consist of an outward manifestations behavior patterns of culture which can be seen in the physical layout of dress codes, work environments, levels of technology, behaviors and attitudes of people. The second level comprised of the organizational values that determine behavior and are unobservable which are different from the artifacts and physical behaviors. They give the difference between operating values and the stated values such valuing customers and qualities. Operating value refers to actual manifestation of true values in force. Schein (2011: p.373) emphasized that for better understanding of culture one h as to get the deeper level of beliefs and assumptions. The relevance of culture is the learned beliefs, values and assumptions which are taken for granted and shared as the company becomes successful.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The most challenging issue concerning the organizational culture is whether they can be changed. Some of these cultures are maintained, created and transformed by leaders or the people. Hartman (2006) stated that culture comprises of laws, history, language as well as systems and rules, informal and formal practices, rituals and beliefs. However, ethics of an organization operates on the whole moral culture of the business organization. Schein (2009: p.109) recommended the following five embedding primary mechanism which can be used by leaders as major tools to teach the organizations they lead on how to think, perceive, behave and feel from their own unconscious and conscious convictions.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Leaders’ attention on a regular basis control and measures: organizational leaders and founders communicate their beliefs, values and priorities based on where they are paying their attention. Their overtime measure and emphasizes can lead to a greater effect on the culture of the organization. Schein (2009: p.110) stated that such a process ends up becoming a powerful way of delivering a message especially when the leaders portray a total consistent to their behavior. These leaders consistency is the one that sends a message showing their priorities, beliefs and values which is high importance rather than the actions’ intensity. Northouse (2008: p.370) argued that every leader should have an agenda, proposals, a series of beliefs; values issues and ideas which they desire to discuss which has significant effects on the values the organization exhibits. Schein (2009: p.112) stated that leaders can apply both negative and posi tive signals as tools of capturing the subordinates’ attention on important issues concerning the organization.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Leaders’ reactions towards organizational crises and critical incidents: all organizations are bound to experience crises which are known to draw every ones attention in such an incidence. The way leaders react to such crises; it gives more information concerning the values, culture and norms of the organization (Pacanowsky & Trujillo, 2013: p.130)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Schein ((2009: p.113) quoted that if an organization is confronted with crises, the way leaders and other shareholders deals with such a situation, it creates values, new norms, working procedures and reveals underlying assumptions, which are important. Crises generate emotional involvement and attention to those related to the organization mostly if such crises threaten the existence of the organization. When the organizations assumptions are exposed in such an incidence, the potential is increased to either reinforce the current culture or make a change on such current culture. In such situations, leaders may influence the culture of the organization so as to support ethical behaviors and strong morals which reinforces creation of new values in the organization. Such situations give the leaders an opportunity to coach, teach and mentor their followers.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   How resources are allocated by leaders, status and rewards: organizations are required to prepare a budget which is a basic tool used in resource allocation of the company, this allocation reveals the leaders beliefs and assumptions. If the allocation of resources is balanced, it improves the efficiency of the operations, creates consumer satisfaction and increases the values of the company.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Deliberate teaching, role modeling and coaching: when a leader becomes a good role model by showing personal examples, it sends a very beneficial and a powerful message to the organizational members mostly for consistent and ethical actions. Schein (2011: p.272) stated that a subordinate derives their personal ethics from what they perceive or observe as ethical standards practiced by the leaders.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   How leaders select, recruit, excommunicate and promote: this gives a significant way through which leaders can transform the culture of the organization and their assumptions through selecting, promoting and retaining people business organization. Schein (2009: p.115) stated that leaders and organizational founders establish unconscious culture in the organization through advancing and hiring anyone, whom they thought has such values they desire and eliminate the undesirable ones. If the corporate culture of the business organization is corrupt, people in the organization tend to ignore the right things and engage in activities which are unethical along their ways of operations.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   SHRM on the other hand refers to the intentions and plans of the organization on how it should achieve its goals through people. It is a process which comprises of three propositions: the first one indicates that competitive advantage has a major source which is human capital; secondly, it indicates that the organization strategic plan is implemented by people. Finally, is that the organization should adopt a systematic approach that defines where the company wants to go, and the ways it should do to get there. These strategies of HRM define the plans and intentions associated to organizational overall considerations such as its effectiveness and more precise aspects related to people management, which involves resourcing, employee relations and rewards, learning and development. It addresses organizational issues in a broader perspective which are associated to changes in culture and structure, organizational performance and its effective ness, matching resources concerning future requirement, and management of change. Its main aim is to develop capability processes, which ensures things, are done effectively. Aims of adopting SHRM   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The rationale of SHRM is to bring an agreement and understanding based on developing an approach of people management in the long-term. Boswell (2010: p. 1489) suggested that SHRM is meant to achieve competitive advantage using HRM.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It provides a perspective on how to address success factors or critical issues related to people, strategic decisions made which have a long term and a major impact on the organizational success and behavior. Its fundamental aim is to come up with strategic capability by making sure that the business has a skilled, well motivated and committed employee which brings competitive advantage.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The objective of SHRM is providing a sense of direction always in a tabulated environment in order to ensure the company needs and the employees collective needs are met through implementation and development of coherent and practical programs and policies of human resource. Holder and Dyer (2008: p.66) stated that the aims of SHRM should be to provide a unifying framework which is integrative, broad and based on contingency. Storey, Wright, & Ulrich, 2009: p. 108) termed the aims of SHRM that they should emphasize on aspects of human relations of people management, communication, emphasizing continuous development, involvement, working life quality, security of employment and balance of work-life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It should attempt to have an achievement of balancing both the soft and hard elements. Almost every organization strives to achieve its objectives and must ensure that the required resources needed to achieve such objectives they are used efficiently. Quinn (2013: p. 96) stated that when the management is taking an extensive planning, they should consider the people in mind, take an account of the aspirations and the needs of all the organizational members in the soft concept of SHRM. Importance of having SHRM in an organization   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In most cases, the importance of SHRM in a business organization becomes hard to overemphasize them because human beings act as the driving forces in any business organization. This calls for the organization to have strategies of implementing a well-thought out and well planned SHR ideas (Kang & Kim, 2011: p. 390). This will facilitate coordination and having a proper channel of human capital to ensure increased productivity (Kane, 2006: p. 190). Better strategies on human resources, which are solid, allow the business organization to develop a good relationship with the organizational workers, and have peaceful coexistence and mutual benefits from the host community.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A well and properly implemented a plan on SHRM helps the organization to attain its goals through the employees performing their necessary duties which are geared towards achieving such goals. In such a situation, the benefits of SHRM are seen since departments of human resources identify key areas in the organization which requires manpower (Sarros, Cooper & Santora, 2008: p.150)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These departments are also required to carry out key steps on matters of recruiting ideal candidates who can fill vacancies and helps the organization to achieve its short-term, long-term goals and its vision. Strategic approaches to HRM   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Approach based on resources: Barney (2011: p.46) indicated that aims of based resource approach are developing the capability of achieving the fit between opportunities, resources and obtaining value addition from well deployment of resources.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Strategic fit: strategies of human resource should have an integral part that contains strategies of the business which contributes in the planning processes of the business as they are carried out. Integration is a necessary concept in a business as it gives the congruence between strategies of human resource and the business itself when done vertically (Barney, 2011: p.48). The aim of carrying out both horizontal and vertical integration in a business is to ensure a coherent approach is achieved as far as management of people is concerned.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Management at high-performance: this management aims at making an effect on the firm’s performance through its people in areas such as quality, productivity, levels of consumer services, profits, growth and delivery of improved shareholders value. This management carries out practices such as selection procedures and vigorous recruitment, relevant training and extensive management, development activities and process of management performance.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Few years ago, researchers and professionals have been focusing on whether corporate culture has any effect on the company performance and its effectiveness. Kanter (2013: p.22) in his book Managing Knowledge Workers Unleashing Innovation and Productivity demonstrated that companies with better SHRM outperformed those with less progressive practices. In illustrating the link between organizational culture and its effectiveness, the proposition focuses on four major traits of culture which needs to be examined in order to get the clear link between the two. Such traits are; involvement, adaptability, consistency and mission.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Consistency and involvement are mainly focused on the internal composition of the organization and its mission. Mission and adaptability on the other hand focuses on how external factors of the environment and the organization are collated. Research has proposed that the culture of an organization has to be strong, and give strategic competitive benefits and its values and believes have to be firmly held and widely shared (Koch & McGrath, 2010: p.340). This proposal is only meant if the purpose of the corporate culture is to improve its effectiveness and the overall performance.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Although previous reviews and studies show that SHRM has become general probably with respect to performance and HRM, it has been mainly limited to the relationship between organizational performance and HR practices (Vijayasiri, 2010: p.48). Strategic HRM accepts functions of HR as a strategic important partner when formulating the strategies of the company and their implementation through practices of HR. Deley (2009: p.38) adopted a perspective view based on resources which emphasized on acquiring competitive benefits through the means of utilizing organizational resources through employees. Through the research for SHRM of organizational effectiveness, the following areas were used to determine whether such strategies are successful:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Outcomes on human resource, which made an evaluation concerning the behaviors of the workforce/ employees;   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Outcomes of the organization which are based on quality, productivity and services;Outcomes on financial accounting related to profitability and investment returns;Outcomes on capital market for public organizations that are, shareholders returns and stock value.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Finally, strategic HRM is a very important factor to be mentioned despite whether there is a significant research done or not. There is supportive evidence which shows that there is a strong link between effectiveness and culture. SHRM fully depends on the organizational culture for its successful implementation (Denison, & Mishra, 2013: p. 214). Valuation of styles and viewpoints and development of ways which are concrete facilitates learning in the organization from differences which shows high benefits obtained when organizational structure, processes and procedures are maximized.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Conclusively, research has been done which shows how national cultures are diversified and how they influence the behaviors of the employees, this inspires optimism on the emerging perspectives related to SHRM practices and culture (Siddique, 2013: p.230). Globally, there is a lot of research that is carried out on how organizations allocate resources, make decisions, manage, negotiate and motivate employees, develop and train their employees (Linn, 2008: p. 90). These researches reveal that culture is one of the most important determinants of the organizational behavior. Consequently, a culture plays a great role in the field of HRM which takes heed of methodological and the existing theoretical pitfalls. This shows that, for the SHRM to be implemented successfully, organizational culture has to be maintained at high standards by both the employer and the employees. References Barney, N. J. (2011). Competence, governance, and entrepreneurship: advances in economic strategy research. Oxford: Oxford University Press. (Original work published 2000) Bates, K. A., Amundson, S. D., Schroeder, R. G., & Morris, W. T. (2010). The Crucial Interrelationship Between Manufacturing Strategy And Organizational Culture. Management Science, 41(10), 1565-1580. Boswell, W. (2010). Aligning Employees With The Organization’s Strategic Objectives: Out Of à ¢Ã¢â€š ¬Ã‹Å"line Of Sightà ¢Ã¢â€š ¬Ã¢â€ž ¢, Out Of Mind. International Journal of Human Resource Management, 17(9), 1489-1511. Deley, A. (2009). Best human resource management practices in Latin America. London: Routledge. Denison, D. R., & Mishra, A. K. (2013). Toward A Theory Of Organizational Culture And Effectiveness. Organization Science, 6(2), 204-223. Holder, J., & Dyer, G. (2008). Strategic human resource development. London: Sage Publications. (Original work published 2003) Kane-Urrabazo, C. (2006). Management’s Role In Shaping Organizational Culture. Journal of Nursing Management, 14(3), 188-194. Kang, M., & Kim, H. (2011). Influence Of Strategic Human Resource Management Of On Organizational Culture And Organizational Citizenship Behavior Of Private Facility Security Guards. The Journal of the Korea Contents Association, 11(4), 389-403. Kanter, A. D. (2013). Managing knowledge workers unleashing innovation and productivity. Westport, Conn.: Quorum Books. Koch, M. J., & McGRATH, R. G. (2010). Improving Labor Productivity: Human Resource Management Policies Do Matter. Strategic Management Journal, 17(5), 335-354. Linn, M. (2008). Organizational Culture: An Important Factor To Consider. The Bottom Line: Managing Library Finances, 21(3), 88-93. Northouse, C. (2008). A Model To Explore The Mystery Between Organizations’ Downsizing Strategies And Firm Performance: Integrating The Perspectives Of Organizational Change, Strategy And Strategic Human Resource Management. Journal of Organizational Change Management, 21(3), 367-384. Pacanowsky, M. E., & O’Donnellà ¢Ã¢â€š ¬Ã‚ Trujillo, N. (2013). Organizational Communication As Cultural Performance. Communication Monographs, 50(2), 126-147. Quin, C. (2013). The effectiveness of a paid parental leave policy on return rates of new mothers: [a research report submitted to the Victoria University of Wellington in partial fulfilment of the requirements for the] Diploma in Human Resource Management. Hoboken: Springer. Sarros, J. C., Cooper, B. K., & Santora, J. C. (2008). Building A Climate For Innovation Through Transformational Leadership And Organizational Culture. Journal of Leadership & Organizational Studies , 15(2), 145-158. Schein, E. H. (2009). Organizational Culture.. American Psychologist, 45(2), 109-119. Schein, E. H. (2011). Organizational Culture And Leadership: A Dynamic View, By Edgar H. Schein. San Francisco, CA: Jossey-Bass, 2010. Human Resource Management, 24(3), 370-375. Siddique, C. (2013). Job Analysis: A Strategic Human Resource Management Practice. The International Journal of Human Resource Management, 15(1), 219-244. Storey, J., Wright, P. M., & Ulrich, D. (2009). The Routledge companion to strategic human resource management. London: Routledge. Vijayasiri, G. (2010). Reporting Sexual Harassment: The Importance Of Organizational Culture And Trust. Gender Issues, 25(1), 43-61. Source document

Our Complex Memory System essays

Our Complex Memory System essays What did you do yesterday? What did you do on the same day a year ago? Ten years ago? It is highly probable that you cannot recall what you were doing on a specific date ten years you, you have forgotten. The phenomenon of forgetting is an important topic to investigate as it can give us a further understanding of how our memory systems work. A classic study was carried out by Ebbinghaus (1885) using himself as the subject and nonsense syllables as the material to be learned. He learned 169 lists of 13 nonsense syllables then relearned each list after an interval ranging from 21 minutes to 31 days. He always found that some forgetting had occurred and used the amount of time taken to a relearn the list as a measure of how much had been forgotten. Ebbinghauss results showed that forgetting is rapid at first but gradually slows down. The rate of forgetting is more logarithmic, whereas the relationship between learning and remembering is linear. What is it that causes us to forget? There are two traditional theories of forgetting. One argues that memory traces simply fade away over time, then second suggests that forgetting is the result other learning obscuring or interfering with memory traces. If the memory trace simply decays then the crucial factor in how much is forgotten should be much time has elapsed, the longer the delay, the less is recalled. If forgetting is due to interference however, the crucial factor would be the amount of events that occurred within that time, with more interfering events resulting in more forgetting. It is difficult to separate the importance of time from the importance of intervening events, but as shown in a study by Baddeley and Hitch (1977) it is possible. They asked football and rugby players to recall the names of the teams they had played previously in the season. It was the case that the majority of the players had missed some games and so for one player their game before last ma y have...

Health assessment is an evaluation of the health status of an individual by performing a physical examination after obtaining a health history. The WritePass Journal

Health assessment is an evaluation of the health status of an individual by performing a physical examination after obtaining a health history. Introduction Health assessment is an evaluation of the health status of an individual by performing a physical examination after obtaining a health history. IntroductionCaseVital signsHealth historyPhysical examination  InspectionAuscultationPercussionPalpationDifferent outcome of careConclusionReferencesRelated Introduction Health assessment is an evaluation of the health status of an individual by performing a physical examination after obtaining a health history. (Mosbys Medical Dictionary, 2009) At the followings, I choose abdomen case in health assessment to apply on a client I had been caring in my past clinical practice. To diagnose, monitor, and treat client’s conditions, abdominal assessment skills are essential and it can be anticipate a different outcome of care to this client. Case Here is the case that I choose in my past clinical practice. Mr. Lee, a 26-year-old male, complains of severe abdominal cramping, nausea, vomiting and diarrhea since yesterday. States that he ate dinner yesterday at Eastern and Western restaurant and 5-6 hours later noted cramping, diarrhea and vomiting. Has had a watery, brownish stool about every hour since yesterday. No loner vomiting or crampy. Vital signs When Mr. Lee sent to our ward, I began the physical examination by taking his vital signs. Vital signs provide data that reflect the status of several body systems. After taking his vital signs, I started to ask him some health history, his lifestyle health practices. Health history is an excellent way to begin the assessment process because it lays the groundwork for identifying nursing problems and provide a focus for the physical examination. (Weber Kelley, 2010) Health history The health history that I asked are included present health, past health history, family history, lifestyle and health practices. In present health I asked some questions such as â€Å"Are you experiencing abdominal pain?†Ã¢â‚¬Å"How did the pain begin†Ã¢â‚¬Å"Where is the pain located?†Those questions are want to ascertain the chief complaint. Then I asked something about nutrition, appetite, nausea and vomiting, recent change in eating pattern or foods, recent weight loss or gain. Allergies on food or medications. Past health history that I asked are his previous gastrointestinal problems, such as peptic ulcer, intestinal obstruction or gallbladder disease. History of major illnesses, such as cancer (type), arthritis (specify steroid or aspirin use), kidney disease, cardiac disease, respiratory disease(steroid use), any blood transfusions, DM, hypertension, needle exposure and hepatitis vaccination status. After taking past health history, I asked him something about family health history. â€Å"Is there a history of any of the following diseases or disorders in your family: colon, stomach, pancreatic, liver, kidney or bladder cancer; liver disease?† And the last one that I asked in health history is lifestyle health practices. Asked him about activities of daily living, his abilities for self-care, also asked his psychosocial history, such as cigarette smoking status (number of packs/day and number of years of habit) , alcohol intake(usual amounts and frequency), recent stressful life events.( Mcgough, 2003) After checking Mr. Lee vital signs and his health history, I started to summaries some data that I collected, Mr. Lee had a watery, brownish stool about every hour since yesterday. No longer vomiting or crampy. Denies blood or mucus in stools. States is usually healthy. No chronic illnesses. Denies history of constipation, indigestion, weight changes, or change in appetite. Has not taken any medications. No family history of liver, peptic ulcer, or kidney disease. Smokes one packs/day x 8 years; non-drinker. Denies increased stress or major life changes; states family situation is good; lives with parents and his brother. His vital signs: Bp 116/72, pulse73, respiration18, temperature 37.7 °C. When I finished ask Mr. Lee’s health history and check his vital signs. I found that I am more understood Mr. Lee’s situation so that I can provide some appropriate care for him. However I think I am not doing enough health assessment on this case. To care this case again, I think I will ask Mr. Lee’s health history and check his vital signs, also try to have physical examination on Mr. Lee. Physical examination Physical examination of the abdomen includes all four methods of examination (inspection, auscultation, percussion and palpation). In the abdominal examination, auscultation is done before percussion and palpation because stimulation by pressure on the bowel cal alter bowel motility and heighten bowel sounds. ( Barkauskas, Baumann Darling-Fisher, 2002) First I will help Mr. Lee to relax. It is an important prerequisite to performing a thorough examination of the abdomen. Mr. Lee should have an empty bladder before the examination begins. He needs to be in a comfortable supine position with arms at the sides. To help him to relax the stomach muscles, place a small pillow under the head and ask the client to flex the knees slightly. The examination room should be warm enough so that the client will not shiver. The abdomen must be fully exposed. ( Barkauskas, Baumann Darling-Fisher, 2002) Moreover I need to prepare some equipment. Stethoscope(with bell and diaphragm) to listen to bowel and vascular sounds, Centimeter ruler to measure liver span, Marking pen to mark borders of organs, small pillows to position client. To describe clearly the location of organs and the areas of pain or tenderness, the abdomen can be divided into four quadrants. An imaginary vertical line is drawn from the sternum down to the pubic bone through the umbilicus, and a second line is drawn perpendicular to the first line through the umbilicus. Start the assessment in the RLQ, proceeding in a clockwise direction. Different abdominal quadrant is stand for different organs, such as right upper quadrant stand for duodenum, gallbladder ( Barkauskas, Baumann Darling-Fisher, 2002).   Inspection First for inspection, it means systemic and thorough visual examination of the abdomen. Observe the coloration of the skin. Abdominal skin maybe paler than the general skin tone because this skin is so seldom exposed to the natural elements. Moles and striae (silvery-white lines caused by rapid stretching of the skin) are common findings. A network of fine veins may be seen around the umbilicus and abdomen and gently pinch and release a fold of skin to assess turgor( the skin should return quickly to normal) (Weber Kelley, 2010). The observation of skin lesions or nodules is of particular significance because gastrointestinal alterations are frequently associated with skin changes. Inspection of the abdomen for scars may yield valuable data concerning previous surgery or trauma. The size and shape of scars are best described through the use of a drawing of the abdomen on which the landmarks or quadrants are shown the dimensions are noted in centimeters ( Barkauskas, Baumann Darling-Fisher, 2002). To inspect Mr. Lee’s abdominal contour. Look across the abdomen at eye level from the client’s side, from behind the client’s head, and from the foot of the bed. Measure abdominal girth as indicated. In normal findings abdomen is flat, rounded or scaphoid. Abdomen should be evenly rounded. (Weber Kelley, 2010) Assess abdominal symmetry. Look at the Mr. Lee’s abdomen as he lies in a relaxed supine position. Abdomen is symmetric in normal finding. Inspect abdominal movement when the client breathes. Abdominal respiratory movement may be seen, especially in male clients because men exhibit predominantly abdominal movement with respiration. Observe aortic pulsations and peristaltic waves. The normal findings are that a slight pulsation of the abdominal aorta, which is visible in the epigastrium, extends full length in thin people. Normally peristaltic waves are not seen although they may be visible in very thin people ( Barkauskas, Baumann Darling-Fisher, 2002). Auscultation Secondly, auscultation follows inspection and provides valuable information about gastrointestinal motility and underlying abdominal vessels and organs. (Cox C Stegall M, 2009) Start auscultation, both the stethoscope and the nurse hands should be warm. If they are cold, they may initiate a contraction of the abdominal muscles. To listen to the relatively high-pitched abdominal intestinal sounds, use the diaphragm of the stethoscope, which accentuates the higher-pitched sounds. Use the bell of the stethoscope to listen for low-pitched arterial bruits and venous hums. ( Barkauskas, Baumann Darling-Fisher, 2002) Peristaltic sounds. Normal bowel sounds are high-pitched, gurgling noises that occur approximately every 5 to 15 to 20 seconds or roughly one bowel sound for each breath sound. The frequency of sounds is related to the presence of food in the gastrointestinal tract or to the state of digestion. A silent abdomen indicates the arrest of intestinal motility. Flick the abdominal wall with a finger to stimulate peristalsis. Peristaltic sounds maybe quite irregular, so it is essential to listen for at least 15 minutes before concluding the absence of bowel sounds. ( Barkauskas, Baumann Darling-Fisher, 2002) Auscultate for vascular sounds. Use the bell of the stethoscope to listen for bruits (low-pitched, murmurlike sound) over the abdominal aorta and renal, iliac, and femoral arteries. Furthermore, auscultate for a friction rub over the liver and spleen. Listen over the right and left lower rib cage with the diaphragm of the stethoscope. No friction rub over liver or spleen is present in normal finding. (Weber Kelley, 2010) Percussion In addition, abdominal percussion aids in determining the size and location of abdominal organs. Percussion also aids in the assessment of excessive accumulation of fluid or air in the abdomen. As in auscultation, a systematic approach should be used in percussing all four quadrants. Percussion sounds vary depending on the density of the organ and the underlying structures. Dull sounds are heard over dense structures, like the liver and spleen, and tympanic sounds are heard over air filled structures (Cox C Stegall M, 2009). To determine the size of the liver, begin percussion in the right midclavicular line at a level below the umbilicus. Start percussion over a region of gas-filled bowel and progress upward toward the liver. The first dull percussion note indicates the lower border of the liver. Mark the lower border on the abdomen. The usual liver span is 6 to 12 cm in the midclavicular line and 4 to 8 cm in the midsternal line( Barkauskas, Baumann Darling-Fisher, 2002). Percussion for tympany and dullness. Percussthe spleen. Begin posterior to the left mid-axillary line (MAL)., and percuss downward, noting the change from lung resonance to splenic dullness. (Weber Kelley, 2010). Morever, percussion note of the gastric air bubble is lower-pitched tympany than that of the intestine. Another percussion method used in the abdominal examination is fist percussion, which causes the tissue to vibrate rather than produce sound. Palpation Palpation is the final component in an abdominal assessment and is used to assess the organs of the abdominal cavity, to detect muscle spasm, tumours, fluid and areas of tenderness. It is a sophisticated skill that involves the use of the hands and fingers to gather information about the size, shape, mobility, consistency and tension of abdominal contents through the sense of touch. Touch is considered therapeutic, and is the actuality of ‘laying on of hands’. Palpation of the abdomen is a particularly sensitive matter; therefore, the nurse’s approach should be gentle. (Cox C Stegall M, 2009) Different outcome of care This selected assessment might anticipate a different outcome of care Mr. Lee, it is because it can let me know more information about him and it can find a source of his diseases. After performing an inspection examination on Mr. Lee, he is flat no visible masses, pulsations or peristalsis. Also he has hyperactive bowel sounds in all four quadrants in auscultation. Tympany in all four quadrants on percussion. He has tenderness over epigastric area; slight tenderness in all four quadrants; no masses or organomegaly; negative Murphy and Mcburney’s sign. Finally all health assessment is done; I found that he was suffering from acute gastroenteritis in rule out food poisoning. Sometimes the signs of symptoms in acute gastroenteritis are 10053848-Yim Wing Chi-NURS S305F  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   10 nausea, vomiting, diarrhea, malnutrition and fever (Mingpao, 2011).Compare with physical assessment, if only check Mr. Lee’s history and vital signs, the care that I provide surely is not enough, so that a complete health assessment can help me to find appropriate method to care Mr. Lee and make a professional clinical judgment. After taking all health assessment, I know how to care Mr. Lee. I will maintain adequate fluid intake with appropriate rehydrating solutions. Never rehydrate with water alone because it does not contain adequate amounts of sodium, potassium, and other important nutrients. Take stool sample and blood for culture. Give ice pad when Mr. Lee has fever. (Hong Kong Hospital Authority, 2007) Conclusion All in all, a complete and well health assessment aids in determining the correct diagnosis and devising the treatment plan, it is useful to use in clinical field and it might anticipate a different outcome of care to client after all health assessment is done. References Barkauskas, V.H., Baumann, L.C. Darling-Fisher, C.S. (2002). Health physical assessment (3rd ed.).Arizona: Mosby. Cox, C., Stegall, M.(2009). A step-by-step guide to performing a complete abdominal examination. Gastrointestinal Nursing, 7 (1),10-17. Hospital Authority.(2007). Gastroenteritis〔Brochure〕.Hong Kong:Hong Kong Government press. Mcgough, K. (2003). Home health nursing assessment and care planning.(4th ed.).Arizona: Mosby. Mosbys Medical Dictionary .(2009). Health Assessment. From http://medical-dictionary.thefreedictionary.com/health+assessment. ä ½â€¢Ã¥ ¿â€"Ã¥ â€°(2011Ã¥ ¹ ´3æÅ"ˆ5æâ€" ¥)。å…Æ'æÅ"â€"æ   ¡Ã§Ë†â€ Ã¨â€¦ ¸Ã¨Æ'Æ'炎。《明å   ±Ã£â‚¬â€¹Ã¯ ¼Å'1版。 10053848-Yim Wing Chi-NURS S305F  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   12

Scotch

Scotch Scotch Scotch By Simon Kewin The word Scotch has several meanings, but it should never be used as an adjective to refer to a person or object from Scotland. The only exception is that the word is acceptable as part of certain compound names, such as Scotch whisky, Scotch mist or Scotch broth. Words such as Scotchman or Scotchwoman are obsolete and frowned upon by people from Scotland. The correct words to use are Scottish or Scots. It would be wrong, for example, to say â€Å"The Scotch weather is frequently atrocious† but it would be quite correct to say â€Å"The Scottish weather is frequently atrocious†. Similarly, the Scottish newspaper is The Scotsman, not The Scotchman. The word Scotch on its own is (as well as being a registered trade name) often used as a shortened form of â€Å"Scotch whisky†. Therefore, it is just about permissible to say â€Å"Scotch man†, as in â€Å"I’m a Scotch man, myself†, but that would mean someone who enjoys or prefers to drink Scotch whisky rather than someone from Scotland. Footnote : Whisky and whiskey are often used interchangeably, but the two spellings identify the origin of the spirit. In the UK, â€Å"whisky† means the drink from Scotland, whereas â€Å"whiskey† is used when the source is Ireland. More widely, â€Å"whisky† is also used when referring to the Canadian and Japanese drinks and â€Å"whiskey† is generally used to refer to the drink when it is from the USA. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:20 Great Opening Lines to Inspire the Start of Your Story15 Words for Household Rooms, and Their SynonymsPunctuation Is Powerful

Families, society and school Research Paper Example | Topics and Well Written Essays - 2000 words

Families, society and school - Research Paper Example The city covers an area of approximately 71 square miles, where population is considered quite dense, as 34,919.6 individuals cover every square mile (â€Å"Brookly (Borough), New York,† 2009). The general household figures in Brooklyn reaches to 21,544, with typical incomes average at 56,293$ (â€Å"Brooklyn: City Profile,† 2011). Considering the demographic background, the combination of lower median incomes and densely populated area appeared to converge on one critical issue, family homelessness. Brooklyn City had been recorded to have one of the highest percentages of family homelessness in the state of New York, with a result of 2.86 families, in overall result of 2.90, utilizing shelter programs (â€Å"Brooklyn, n.d.†). While families in such category struggle to meet the basic needs of food, water and safe shelter, and basic education of the children (among other child needs) appeared to be neglected in the process. Children, unlike the adult groups, requ ire consistent guidance and protection, as they are not yet equipped with developmental maturity to hold stable jobs. At most, they are at high risk for failure, as their homeless status makes them more liable to experience â€Å"economic deprivation, family loss or separation (and) social and emotional instability† (Mickelson, 2000, p. 66). As they cannot afford to enroll in exclusive middle schools, most go to public middle schools, such as the Seth Low School. Situated in Brooklyn’s Bensohurst area, Seth Low School is classified as a middle school catering to students from grades six to eight. The said school is considered a vital educational institution in Brooklyn communities, as it has provided quality service for over 80 years (â€Å"Seth Low,† 2010, p. 5). On average, students enrolled in the school frequently reach to more than a thousand, while the teaching staff in-charge in classroom lessons totaled to 74 instructors. Majority of the students are Asi ans, closely followed by White Americans, and some small percentages of Black Americans and Hispanic children (â€Å"I.S 96 Seth Low,† 2011). Committed to achieve the ultimate goal of the school for academic excellence, a variety of programs had been offered to support students in their studies, such as â€Å"special education students.† In line with this, other academic improvements also aimed at involving the families of the school’s students in learning, including the two-year project on integrated computer education, providing computer sets to selected families as part of the â€Å"Computers for the Youth Initiative.† More importantly, community involvement had been considered for the development of its students, partnering with â€Å"FIAO (Italian-American Organizations)† for the sponsorship of student programs that takes place at the end of the day and during weekends. Significantly, collaboration in community settings does not end here, as f ormal links had been forged to promote initiatives on â€Å"Counseling in Schools, Creative Connections, and the Leadership† (â€Å"Seth Low,† 2010, p. 5). Such activities demonstrated the multi-dimensional approach that the school had employed, focusing on the environment factors, such as the family and community that shape their students’

Grid computing Essay Example | Topics and Well Written Essays - 750 words

Grid computing - Essay Example The use of computational grid better known as grid technology is basically an application of numerous computers facing the very same problem. Grid computing involves dealing with huge chunks of data and this term is soon becoming extremely popular with each passing day. The most imperative part in grid computing involves the use of software that divides several pieces of program among many computers; it involves dealing with tens and thousands of systems at a time. Cluster computing at a very large stage can also be called as grid computing. Grid computing can be restrained in a corporation or it can be distributed in the public sector too, efficiently meeting the need of the hour. Grid computing involves the use of super or virtual computer and the super computer performs the task of distributed computing. This is an amazing technology which has been applied to more areas than one. For instance, this technology has been applied in the field of Mathematics, problem solving in academi cs etc. This technology is very useful in various fields like drug development, handling the back office work etc. When it comes to e-commerce and web development, no company can ever realize its full potential without making use of this technology. This technology is very different from the conventional cluster computing systems in terms of grid distribution, heterogeneity of grids and the dispersal of grids. This technology involves the use of many loosely coupled grids and also the geographical distribution of grids is extremely different when compared to the conventional cluster computing systems. The advantages of grid computing will be discussed in the following part of the paper. â€Å"Grid computing has been around for a few years now and its advantages are many. Grid computing can be defined in many ways but for these discussions lets simply call it a way to execute compute jobs (e.g. perl scripts, database queries, etc.) across a distributed set of resources

Social Netwoking Essay Example | Topics and Well Written Essays - 1000 words

Social Netwoking - Essay Example Nowadays joining websites such as Facebook and Myspace have become a norm for the whole society. Increasingly it is seen that the younger generation is being diverted to these networking habits. Social networking has become a topic of debate these days as it is seen that many researches are being carried out to find out the pros and cons of it. This essay would revolve around the pros and cons of social networking and would present a conclusion as to what should be done with regard to the problems that it actually poses (University of Minnesota 2008). The stigma of social networking is spread all over the world to places like Pakistan and India. It has been found that social networking has many benefits when it comes to the younger generation. A study done by the researchers of University of Minnesota concluded that around 94 percent of the people use internet in which around 77 percent of them had a profile on a social networking site. The research found out the positives of social networking and related it to the skills of technology. It has been found that social networking helps in increasing technological skills along with creativity. A researcher was stated as saying â€Å"What we found was that students using social networking sites are actually practicing the kinds of 21st century skills we want them to develop to be successful today† (University of Minnesota 2008). These social networking sites can help the educators to inform the younger generation about possible topics through these social networking sites. The educators can use these social networking sites as a tool to inform and educate their audience in a way that an interest is created amongst the students (Warner 2008). Another positive of social networking websites lies in the communication that it may provide in times of emergency. Researchers have found out that these networking sites can prove to be a great tool for the transmission of information from one area to the other. In natur al disasters such as earthquakes or human influenced disasters one can easily transmit information on these social networking websites faster than the traditional media. It can help in the diffusion of information from one area to another so that everyone is informed about the calamity. It is also found that the social networking websites such as Facebook have allowed disaster management organizations to work on the website so that they can create awareness amongst the masses of the society (Inderscience Publishers 2010). Social networking also helps people to integrate with the society if they are suffering from problems. People who are suffering from social diseases such as autism are at ease when talking on the internet. Thus these social networking websites provide an advantage to these socially impaired people to talk and get engaged in conversations. It has also been found that social networking is helping people to communicate easily. While social networking has its own benef its it also has certain disadvantages which should be kept in mind when analyzing these portals. The most potent drawback of these websites is that of privacy when it comes to certain issues. It is seen that these social networking websites do not have strict privacy settings when it comes to its users. A research found that personal information of users is leaked out to the websites which help in tracking the users. A social networking

Properties of gases( pressure, volume, temperature by Boyle's Law) Research Paper

Properties of gases( pressure, volume, temperature by Boyle's Law) - Research Paper Example During the preliminary studies, Boyle systematically compressed air in a sealed glass tube with the mercury trapped in the side, (Stephen 146). He then varied the amount of mercury trapped in the tube and made observation on the pressure changes inside the column. He named the U-tube glass as manometer. Below is a diagram representing a simplified manometer. The setup shows a syringe with a completely sealed tip in a vertical position. The syringe is supported by a pre-drilled block as shown. The thin wire is used to let out the excess air trapped in the syringe when setting up the experiment. The wire is, however, removed just before the experiment begins. The block on top of the syringe serves as a shelf for the 1-kilogram bricks used to vary the pressure on the plunger. This experiment holds the finding by Robert Boyle that when the temperature of a gas is held constant; the pressure of the gas is inversely proportional to its volume. The relationship shows that when the volume increases, the pressure must decrease and vice versa is also

Economic Growth and Development Research Paper Example | Topics and Well Written Essays - 750 words

Economic Growth and Development - Research Paper Example Economic growth refers to an increase in the output of a country over time according to Glanville and Glanville. It is an increase in a country’s national income indicated by the Gross National Product, GNP or Gross Domestic Product, GDP or in per capita output, that is, GNP or GDP per person. This makes its measurement quantitative, hence a macroeconomic variable that could be measured in a straight-forward manner. The history of economic growth could be traced back to the Adam Smith theory which argues that savings and investment are growth stimulators. Growth would be directly affected by accumulation of capital and indirectly through labour productivity and exchange and trade. This theory postulates economic growth as the increase in the main factors of production, namely, labour, capital and land.Economic growth does not consider the magnitude of the informal economy, also known as the black economy, which refers to the unrecorded economic activity. It does not account fo r natural resources depletion that could lead to pollution and disease. It concerns the increase in the output of an economy. Haller defines it as an increase in the income per capita of a nation, especially quantitatively. The ultimate goal of economic growth according to Colombatto is to increase people’s production and consumption of both goods and services.Economic development differs from economic growth. It is a rather much broader concept which involves non-economic and intangible improvements on the standards of living as documented by Glanville and Glanville

The importance of legitimizing PMS Essay Example | Topics and Well Written Essays - 500 words

The importance of legitimizing PMS - Essay Example The symptoms themselves are quite tricky since for a considerable period of time many of these symptoms have been associated with the normal onset of the menstrual cycle. The list of symptoms is quite exhaustive since it includes things such as stress, aggression, abdominal bloating or cramps, swelling of the breasts or tenderness, headaches, aches and pains, inability to finish thoughts, fatigue, panic attacks and emotional instability with mood swings (Medline Plus, 2008). These symptoms overlap with several other medical problems and even the common cold could be misdiagnosed as PMS. The APA’s decision to add PMDD to the the DSM-IV is certainly a good decision since it deemphasizes the cultural stigma associated with PMS that has been given by the popular media to women who are undergoing these symptoms. Recognizing the problem as a problem is often the first step which can lead us to finding a solution for it and therefore it is a good decision of the APA to recognize the problem and thus allow researchers to seek solutions for it. The articles and medical information available about PMS certainly points to the idea that PMS should be given a medical diagnosis since the symptoms and the problems associated with the condition are quite extreme (Mayo Clinic, 2008). A woman who could be undergoing these symptoms may have no option to seek out help if the problem is not recognized as such. Traditional medicine which is supposed to relieve aches and pains such as painkillers and even home remedies might be used while different medication specifically tailored to tackle the symptoms of PMS may be out of reach or not prescribed at all. Of course there is a cultural stigma associated with PMS but it must be understood that this stigma is only given by chauvinistic males and does not have any basis in reality. Just as male specific psychological disorders can reduce their ability to have erections, PMS can be a

Economic Growth and Development Research Paper Example | Topics and Well Written Essays - 750 words

Economic Growth and Development - Research Paper Example Economic growth refers to an increase in the output of a country over time according to Glanville and Glanville. It is an increase in a country’s national income indicated by the Gross National Product, GNP or Gross Domestic Product, GDP or in per capita output, that is, GNP or GDP per person. This makes its measurement quantitative, hence a macroeconomic variable that could be measured in a straight-forward manner. The history of economic growth could be traced back to the Adam Smith theory which argues that savings and investment are growth stimulators. Growth would be directly affected by accumulation of capital and indirectly through labour productivity and exchange and trade. This theory postulates economic growth as the increase in the main factors of production, namely, labour, capital and land.Economic growth does not consider the magnitude of the informal economy, also known as the black economy, which refers to the unrecorded economic activity. It does not account fo r natural resources depletion that could lead to pollution and disease. It concerns the increase in the output of an economy. Haller defines it as an increase in the income per capita of a nation, especially quantitatively. The ultimate goal of economic growth according to Colombatto is to increase people’s production and consumption of both goods and services.Economic development differs from economic growth. It is a rather much broader concept which involves non-economic and intangible improvements on the standards of living as documented by Glanville and Glanville