Wednesday, July 31, 2019

Organizational Behavior in Multinational/Global Aviation Essay

Introduction Over the past few years the aviation industry has continued to face challenges on how well to manage the industry on both operational and management level in relation to interests of different stakeholders in the industry. Customers have increasingly demanded for better services while shareholders demand for more profits. With globalization of aviation industry, the market has become more competitive and demands the industry to be highly competitive to survive on the global market. This issue of global competition further complicates the achieving of customers, shareholders and other stakeholders needs by the industry. Thus, the industry needs to change its organization behavior and structure to overcome these new challenges. Studies show that industry performance is highly affected by its behavior. Dessler (2001) stresses this point when he points out that, organization behavior and structure determines the success of an industry. These new challenges has made the industry to rethink its business behavior, objective and aims coming up with strategies that has made the industry more successful than before. (Dessler, 2001) Globalization Globalization has had varied influences on policy making in the aviation industry, by influencing the making of key decisions in the industry. Globalization in this case has influenced economic policy making in aviation industry.   One of the effects or influence to economic policy making in aviation industry is that, it has made it more complex. According to top managers in aviation industry, globalization has made this policy making quite challenging due to the very many factors that are globally affecting it and the various needs of the different stakeholders that has to be fulfilled. Globalization has affected aviation industry in its decision making. This is because all the decisions made in this industry have to comply with international standards. This is so because globalization comes along with standards which all the industries have to adhere to. Decisions that are made in aviation industry also have to be according to international trade policies. Aviation industry faces big challenge in line with global competition and balancing of various stakeholders needs. (Dessler, 2001) Stakeholders Many times different stakeholders’ requirements do conflict, and at times the requirements of each group are not well understood. Balancing the requirement for the different groups in the industry becomes a challenge to the policy makers in the industry, many questions have to be asked before formulating a structure that can satisfy each individual group. Some of the questions asked when formulating policies are; How to balance the needs and know when trade-off can be applied How to analyze the needs to come up with a win-win resolution for all the concerned groups How do to conclude if the win-win- solution for each group is real possible Eventually economic and some other needs has to be included in the policy making process in relation to satisfying the various groups with a stake in the industry. Stakeholders and requirements The aviation industry like any other industry has nine basic or generic stakeholder groups with different class of people in each group. These groups are; (Cox, 2000) The government Board of directors Owners/ shareholders Management Executive Customer employees Suppliers Community We shall examine only four groups which are; owners, customers, employees, local environmental groups which are very important in the industry and how their individual needs are balanced. Shareholders Shareholders in an industry or a company are the owners of the industry; the capital invested in the industry comes from the shareholders who expect a reasonable return over the invested capital. Freiberg & Freiberg (1998) clearly states that, the objective of shareholders in an industry is mainly long term financial growth or short term financial gain in terms of dividends. The needs of shareholders may also include greater social enhancement, protecting the environment among other things. Shareholders basically put their financial capital in the business to have an opportunity of making money. (Freiberg & Freiberg, 1998) The executive management group in aviation industry is the one which is answerable to the shareholders in terms of results of the business, in a situation where the executive management to do produce positive results, the shareholders may replace the executive management or the shareholders may withdraw their money and invest it elsewhere. Any industry which is not well managed at the end it will have to collapse. The shareholders in the aviation industry basically expect the following from the industry; Long term financial returns (increase in relation to shareholders amount) Short term financial returns (dividends) Observance of social norms (environment and ethics) Freiberg, K., & Freiberg, J. (1998 Customers In any particular industry the most important group of stakeholders are the customers. Normally, customers demand high quality of services and a competitive price. (Legge, 2004) In order for the industry to realize profits it has to provide quality services at competitive pricing so that it attracts more customers to increase profitability of the industry. Supposing the level of profits falls and losses are made, the shareholders will complain. Thus, the challenge is to set prices and quality that can attract the customers and at the same time make profits that can sustain the industry. (Legge, 2004) Customer segment in this industry do not differ so much, customer will have different expectations from the industry and the executive managers will face different challenges in formulating ways to satisfy the varied requirements of the customer segment. One particular issue that has raised a lot of concern in the industry is the security issue. Ever since the September 11 terrorist attack in America, the concern of security in aviation industry has increased and all stakeholders and in particular the customers have demanded for high security and safety in the industry. (Legge, 2004) It is important that customers have to be listened to so that their needs are understood, in order to make improvements where possible, and where not possible customers be informed of the impossibility. Generally the industry is pursing customer requirements that are in line with the interests of other important stakeholders. Basically, customers’ demands in the aviation include; Improvement of the services the industry is providing especially in terms of security and safety Better competitive pricing A commitment of the industry to address their requirements (Legge, 2004) Employees This groups consists of all levels of employees who are down the executive management level, at times it may also include the upper middle level management, the middle level management, the supervisors and individual employees. The biggest concern of all employees in any industry is having good working condition, secure workplace and financial security. However, other requirements also exists that employees require. (Cox, 2000)   Basically employees require the following; Competitive salaries and benefits Job security Opportunities for career development and growth Safety Community The community though is a less formal stakeholder group in the industry, it is still important and it has a big influence on the industry. Yukl (2002) explains that, the community can either decide to support a business or not, depending on whether they concur with the way the business or industry is carrying out its activities. (Yukl, 2002) Yukl (2002) further explains that, the main interests of a community in any industry are safety of the environment, employment for the local community and cooperation from the industries in other community issues. Community members may become nuisance to the industry or be a support base for the industry depending on the relationships that exists between the industry and the community. The community has three main requirements which are; Environmental Economic Safety (Yukl, 2002) Balancing stakeholders needs The biggest issue thus is how to balance the various needs of the above mentioned stakeholders. It seems that there are three major issues or challenges that aviation industry faces in balancing the different requirement of the diverse stakeholders, this are underlined below; Identifying the specific main stakeholders in the industry in relation to different business situations Understanding the different needs and the main priorities that should be given to this needs Balancing the requirements which conflicts with each other (making trade-offs) (Cox, 2000) In order to solve the above challenges the industry has formulated a matrix formula, this has highly helped the industry in solving the challenges and in balancing requirements of each group of stakeholders. Generally using the matrix implies identifying the most important needs of each group of stakeholders. These are generally similar for each kind of stakeholders, for examples all customers will need better services and competitive prices, and all shareholders, whether ordinary of preferential will need high returns over their capital. To achieve this, the industry has undertaken different approaches to satisfy each group of stakeholders. (Cox, 2000) Balancing Shareholders needs The main aim of shareholders is to get good returns on their capital they have invested. To this end the industry has to attract more customers to achieve high profits so as to ensure high returns on the capital invested by the shareholders. This can be attained through prudent management and good policies and marketing to achieve high profits at the same time ensure that other stakeholders’ needs are taken care of. The industry has responded well by using new technologies in improving its services. The industry has utilized the use of online marketing and also incorporated the use of new technologies in production and operations activities which has resulted in significant increase in revenue and thus attained the shareholders goals. The industry generally has responded to globalization by redefining its services and expanding to new markets to increase its market share and hence profitability of the industry. (Larson, 1997) Balancing the needs of customers   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Industry has continued to provide better services and at the most cost effective prices which have increased the number of passengers over the years. Another aspect that the industry has undertaken in relation to customer is improving security in airports, in the aircrafts and even coming up with better designed aircrafts and air fields which put safety/security of the customer as a first priority. (Phegan, 2000) Customer satisfaction is vital for the success of Aviation industry. Phegan (2000) points out that, with ever increasing competition on the global market those industries that focus on customer orientation and customer satisfaction have chances of maintaining and even improving their customer base. Customers remain the most important group which ensures survival of any industry. Aviation industry has clearly balanced the goals of the customer (in relation to customer loyalty, satisfaction, profitability and sales) compared to other industry stakeholder needs. A significant consideration the industry has undertaken is an overall altitude of organizational commitment to customer objectives, without taking this commitment customer satisfaction will have a very limited impact. Aviation industry has made strategic market plans, which includes, how the company should divide the market and which segments of the market the industry should focus on basing on the Aviation industry capabilities and or industry competencies.   Aviation industry has to have a clear consideration of how the customer satisfaction will be ultimately balance with other needs of other stakeholders. (Phegan, 2000) Balancing employees needs Today, employees are no more human resource to be exhausted but employees have become human capital, thus an asset to an organization that need to be protected and developed. Globalization has opened up new opportunities and employees have become more difficult to retain in an industry that is not competitive enough. To this end aviation industry has to undertake motivation as the main aspect of getting well qualified professional who can achieve the goals of the organization and even surpass them. (Robbins, 2004 Motivational practices To be able to be successful in the current global and domestic markets, motivation, for any organization’s workforce is a solution in realizing competitive advantage. Aviation industry therefore, has the ultimate function of retaining good staff members who are the main drivers of the industry. It takes a considerable amount of time to train an employee in the industry to attain better standards for any specific duty. To lose such an employee at any stage of the production process is suicidal for the industry. Specific emphasis is therefore taken into account to make sure that such employees are kept for as long as they are required. (Robbins, 2004) Better conditions for service and financial rewards are examples of measures applied to motivate employees within the industry. In addition the industry is motivating the employees in terms of annual, leave, insurance or shorter working periods. Aviation industry has set good employee wages to attract human capital in the industry. Top managers in aviation industry have provided information that is useful in the making of decisions for the Aviation industry with regard to balancing the amount of wages to be paid to employees and the actual financial situations for the industry in relation to other stakeholders. It must be noted that, employees play the most important part in realizing the targets of the industry. The aviation industry currently is among industry with well paid employees, this has ensured that the employees are satisfied and thus they can drive the industry to new heights and help it achieve the other stakeholders’ needs. (Robbins, 2004) Balancing community needs The issue of community social responsibility has become an important issue in the recent years. Today, many customers want to be associated with companies that have good community social responsibility policies, and many industries are realizing that for them to succeed they have to operate within community social responsibility framework. Many industries all over the world are adopting and practicing community social responsibility. At the same time the local communities have become more aware of their environment and demand industries to protect it. Aviation industry has balanced this need of the community by becoming more environmental conscious by focusing on ways of reducing environmental degradation issues such as global warming and pollution. It is possible for the industry to achieve this at the same time satisfy other stakeholders. The aviation industry also gives the local community a say in issues concerning environment management and employment to ensure peaceful coexistence that can enable the industry to grow without friction with the community. (Handy, 1985) Conclusion Different stakeholders have different needs in any industry, customer, shareholders, employees and the community remains important to the success of an industry. The aviation industry has a challenge in balancing these needs. The industry has undertaken changes in its organization behavior and its marketing policies to balance these needs. Some of the changes that the industry has undertaken are prudent management to satisfy the needs of the shareholders, high quality services and secure industry to respond to the needs of the customers, good remunerations and better working conditions to satisfy the employees and being more environmental conscious and taking more social responsibility to respond to the needs of the community. However, in this global era the industry will still be faced with challenge on how best to formulate policy decisions which can satisfy all needs of the various stakeholders in the industry.       Reference: Bartol, K, et al. (2005): Management: a pacific focus, 4th edition McGraw-Hill Book Company. Cox, B. (2000):   Southwest Airlines attributes profitability to treating customers, workers well. Fort worth Star-Telegram Dessler, G (2001): Management, leading people and organizations in the 21st century, Prentice Hall Inc, New Jersey. Freiberg, K., & Freiberg, J. (1998):   Nuts! Southwest Airlines’ crazy recipe for business and personal success:   New York; Bantam Doubleday. Handy, C.B. (1985): Understanding Organizations, 3rd Edition, Harmond-sworth, Penguin Books, Larson, M. (1997):   Corporate culture is Southwest’s edge. Business Journal Serving Greater Sacramento, 13(43), 30 Legge, K (2004): Human Resource Management: Rhetoric and Realities. Anniversary Ed. Hampshire: Palgrave, Macmillan, Locke, E. A. (1976): The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology, Chicago, IL: Rand McNally. Judge, T. A., & Watanabe, S. (1993): Another look at the job satisfaction-life satisfaction relationship. Journal of Applied Psychology, 78 Robbins, S. P. (2004): Organizational Behavior – Concepts, Controversies, Applications. 4th Ed. Prentice Hall Phegan, B. (2000): Developing Your Company Culture; a Handbook for Leaders and Managers, Context Press, Weick, K.E. (1979): The Social Psychology of Organizing 2nd Ed. McGraw Hill Yukl, G. (2002): Leadership in organizations (5th ed.); Prentice Hall.

Tuesday, July 30, 2019

Determining Activation Energy

Activation energy of a reaction Mengyuan Wu IB Chem HL Richard Forster March 20, 2013 Introduction: In this experiment, a reduction of peroxodisulphate (VI) ions by iodine ions is investigated. Solution of 10cm3 of K2S2O8, potassium peroxodisulphate, represented as ‘Solution A’. Mixture of 5cm3 of KI (Potassium iodide solution), and 5 cm3 of Na2S2O3 (sodium thiosulphate solution), and 2. 5cm3 of starch solution is considered as ‘Solution B’.Solution A and B are mixed together under different temperatures to show a â€Å"clock† reaction. Observation: Table 1: Raw Quantitative Data of Temperature and Time from the Experiment Fixed / Ideal Temperature ( °C)| Temperature of Solution A ( °C ±0. 5 °C)| Temperature of Solution B ( °C ±0. 5 °C)| Time Taken| Time Proceeded (seconds ±1 seconds)| 30| 31. 0| 31. 0| 3:10:34| 191| 35| 36. 0| 33. 5| 2:11:83| 132| 40| 40. 0| 38. 0| 1:37:24| 97| 45| 46. 0| 45. 5| 1:12:83| 73| 50| 51. 0| 51. 0| 0:52:40| 53| Qualitative:Before: Solution A: clear colorless solutions; Solution B: clear colorless solution During: Both solution A and B reached (or close to) a fixed temperature and mixed together form a clear colorless solution reaction time: one or few section of the solution turned clear light purple opaque purple, then the section expand to the entire solution speedily within a second the purple opaque solution gradually turn to a darker purple color After: Dark purple-black colored opaque solution Processing and Presenting Data:Table 2: Uncertainty of the Apparatus Used in the Experiment Equipment| Uncertainty| Explanation| Stopwatch| Seconds ±1 second| The actual uncertainty of the stopwatch is millisecond, shown in the column ‘Time Taken’ in Table 1. However, there are human reaction uncertainties when receiving the change in color in the actual experiment, so that particular uncertainty is presented by  ±1 second| 50cm3 Burette for K2S2O8, KI, and Na2S2O3| cm3 ±0. 02cm30. 02% for each solution| Initial Reading ( ±0. 1cm3) + Final reading ( ±0. 1cm3) = volume used ( ±0. cm3) for every solution measured in mixture A or B| 10mL Measuring Cylinder for starch solution| mL ±0. 2mL| | Thermometer|  °C ±1. 0 °C| Mixture A and B both have separate (but relatively close) temperature with uncertainty of  ±0. 5 °C each, after the average of the two the uncertainty doubles| Table 3: Processed date for temperature and time Average Temperature of the reaction ( °C ±1. 0 °C)| Proceed Temperature (K ±1. 0K)| Time Proceeded (seconds ±1 seconds)| 31. 0| 304. 0| 191| 35. 0| 308. 0| 132| 39. 0| 312. 0| 97| 46. 0| 319. 0| 73| 51. 0| 324. 0| 53|Table 4: Processed data for Graphing ln 1t (3 sig fig)| 1T (K)(4 sig fig)| -5. 25| 0. 003289| -4. 88| 0. 003246| -4. 57| 0. 003205| -4. 29| 0. 003134| -3. 97| 0. 003086| ln 1t=lnK (Proportional) t= Time T= Temperature (in K) Graph1: Calculation: Values: Table 4: Calculation to Process Temperat ure: | | Calculation 1: Average Temperature ( °C ±1. 0 °C)| Calculation 2: Temperature in K (K ±1. 0K)| | Formula| Temp. of A+Temp. of B2| Temp. in  °C+273| Fixed / Ideal Temperature ( °C)| 30| 31. 0+31. 02=31. 0| 31. 0+273=304. 0| | 35| 36. 0+33. 52=34. 75? 35. 0| 35. +273=308. 0| | 40| 40. 0+38. 02=39. 0| 39. 0+273=312. 0| | 45| 46. 0+45. 52=45. 75? 46. 0| 46. 0+273=319. 0| | 50| 51. 0+51. 02=51. 0| 51. 0+273=324. 0| Table 5: Calculation for Graphing Data | Calculation 3:ln 1t| Calculation 4:1T(K)| Fixed / Ideal Temperature ( °C)| 30| ln1191? -5. 25| 1304? 0. 003289| | 35| ln1132? -4. 88| 1308? 0. 003246| | 40| ln197? -4. 57| 1312? 0. 003205| | 45| ln173? -4. 29| 1319? 0. 003134| | 50| ln153? -3. 97| 1324? 0. 003086| Calculation 5 (Activation Energy): lnk= -EaR ? 1T+lnA y = m(slope) x + c R=8. 314 Jmol-1K-1(Diploma)Data from Graph 1: y = -6045. 3x + 14. 705 -6045. 3 = -EaR Ea=8. 314 ? 6045. 3 =50260. 6242 J =50. 2606242 KJ Random Errors: Calculation 6: (%Random Error for Average Temperature of the Reaction) Average temperature of the reaction K  ± 1. 0 K (Refer to Table 2) % Error=1. 0304. 0+1. 0308. 0+1. 0312. 0+1. 0319. 0+1. 0324. 0? 100 ? 1. 596% Calculation 7: (%Random Error for Time) Time Taken Seconds  ± 1 Second (estimated human reaction time) (Refer to Table 2) % Error=1191+1132+197+173+153? 100? 5. 569% Calculation 8: (% Random Error for Solutions) Random Error for K2S2O8+KI+ Na2S2O3+Starch 0. 02%? 3+0. 22. 5? 100 ? 8. 06% Calculation 8: (Total % Random Error) % Error=1. 596%+5. 569%+8. 06% =15. 225%=20% (one sig. fig. ) Final Answer: Calculation 9: (Final Answer) 50. 2606242 KJ  ±20% 50. 2606242 KJ =50. 3 KJ (3 sig. fig. >smallest sig. fig. in calculation) 50. 2606242 KJ? 0. 2? 10. 052 KJ=10KJ (one sig. fig. ) Experimental Result: 50. 3 KJ  ±10KJ 50. 3 KJ  ±20% Work Cited: Diploma Programme Chemistry Data Booklet. 2nd ed. Cardiff: International Baccalaureate Organization, 2008. 6. Print.

Monday, July 29, 2019

Fair Use Defense - Eastside Movies Inc vs Manny Goldstein Case Study

Fair Use Defense - Eastside Movies Inc vs Manny Goldstein - Case Study Example Under the four-factor test, it appears that Manny Goldstein may not successfully claim fair use.   While Goldstein may pass some parts of the four-factor test, it is very unlikely that he will pass each part.   The four-factor test provides that in determining whether or not the fair use defense can bar a claim in copyright infringement four factors will be taken into account.   Those factors include the â€Å"purpose and character of the use.†Ã‚   In this regard, it will be important to determine whether or not the use of the material was for commercial â€Å"or nonprofit educational purposes.†Ã‚   Certainly, Manny Goldstein can pass this part of the test since he was conducting research as a media researcher and not for commercial purposes.   He was looking to devise a system to run his DVD player on a computer running the Linux operating system.   The sole purpose was to copy parts of movies for his research on media effects.The remaining three factors unde r the four-factor test are the nature of the copyrighted work.   According to the facts, the copyright material is movies and this is directly related to Goldstein’s research.   Again, Goldstein can succeed under this part of the fair use test.  Ã‚   However, in ascertaining fair use, the account will also be taken of the â€Å"amount and substantiality of the portion used in relation to the copyrighted work as a whole†.   Since Goldstein has made his copying device available on the internet, he has made it possible for the world at large to gain access to Eastside’s movies and this would seriously undermine the company’s sales and income from these films.   This of course ties in with the fourth and final factor test which considers the impact on the market value. (Harper and Row v Nation Enterprise (1985).

Sunday, July 28, 2019

Problem-solution essay Example | Topics and Well Written Essays - 1000 words

Problem-solution - Essay Example Their behavior was a result of the severe psychological problems developed in result of unfriendly treatment by their classmates. The tragedy occurred with David and Paul is not just a unique case that should be recognized as an accident. However, this accident could have been avoided if both boys had enough proper parental care, if there were developed effective social programs against income and racial inequalities; and government bodies have restricted the gun control legislation. The accident could have been avoided if both boys had proper parental care and awareness of their sons. Lack of proper parental care was one of the main problems that have caused the tragedy at the public high school, attended by David and Paul. Parents had to try to understand this issue and pay more attention to their children, increase their parental care and awareness. While Paul and David were adolescents’ age, they needed more attention from the closest people, who would be able to understand their problems. Even though the parents of these teenagers were not directly mentioned in the case, their indirect participation or better to say lack of parental participation in the lives of their children was a critical point. First of all, parents are the people who should listen to their children, support them and help to solve their problems. Considering this parental responsibility, David’s and Paul’s parents had to resolve the psychological problems of their s ons by taking effective measures. They could speak by their own with sons, support them and give useful advice, provide them with a psychological support and optimism. If this failed to work, there was an alternative to hire a specially trained psychologist, with experience in working with adolescents. Also, David’s and Paul’s parents could take a decision to change school and thus to â€Å"relieve† boys from the unfriendly social treatment. However, neither David nor Paul

Saturday, July 27, 2019

Em Essay Example | Topics and Well Written Essays - 500 words

Em - Essay Example This essay seeks to explore this concept of emotional labour with specific reference to the studies of Arlie Hochschild and Sara Jaffe. Following discussion will also scrutinize some important ways by which emotional labour affects workers and the relevance of this concept in the present business environment. Controlling personal issues to display the right emotions for customers forms the bedrock of emotional labour. This concept was first introduced by Hochschild in her book â€Å"The Managed Heart.† As the name of her book implies, emotional labour is about managing heart and not permitting personal emotions to burst at the seams in front of a customer. Inhibiting inner feelings and conforming to an external ideal to project a better image about organization is emotional labour. Some service industries require employees to treat customers nicely regardless of however rude or unreasonable the customer is being. In this case especially when an employee is already not feeling well but still attempting to be nice, rude customers can readily make things worse. Research suggests that being forced to manage emotions in such drastic situations can culminate in work stress. Such workers can get very detached from their real self and may also experience burnout as a result. Hochschild he rself addresses this worrisome issue by claiming that â€Å"the worker can become estranged or alienated from an aspect of self† (Hochschild 7). Jaffe is her article also points out that emotional labour makes female employees disadvantaged in a workplace. Instead of benefiting them significantly, the kindness or caring provided by women in care fields is taken for weakness. This kind of trend adds to exploitation of caring female employees (Harvey cited in Jaffe). Women are universally expected to display greater level of care for others and behave more kindly. They are expected to be submissive and disregard their personal issues.

Advertisements Essay Example | Topics and Well Written Essays - 500 words

Advertisements - Essay Example However, it is also important for advertisers to employ psychologists who study about what would make consumers tick. For instance, the first products to come out in the market usually set the name of their company to be recognized for those certain products. Toothpastes for example are often associated with Colgate because it was the first to have mass produced it. People for decades stuck to Colgate toothpastes because of the thought that pioneers are the best based from their experience and expertise. Today, however, such ideals are dwindling away. Thus, the modern psychologists of advertisers need to know what has changed in the consumers’ standards in buying products. Taking our example earlier, Colgate toothpaste producers did not stop to where they started but over the years, improved their products. Due to this need to improve and maintain a good quality of products that would be competitive in the market, Colgate also employs chemists who modify the products to meet t he needs of contemporary users. The modern consumers are now more informed and meticulous. Therefore, advertisements are made to appeal to their logic and information. Colgate for instance, has a variety of toothpastes that cater to the different needs of the consumers.

Friday, July 26, 2019

Business Plan Essay Example | Topics and Well Written Essays - 1250 words - 2

Business Plan - Essay Example It will be registered on the Business Bureau as a partnership business. I and my partner will be both managing partners. We will hire few employees that will be assigned to deliver forecasted volume of orders. Our express dry cleaning service will cater customers on various services related to dry cleaning such as laundry and garment alteration that will be delivered door-to-door using a business van. Door-to-door delivery can attract more clients to use our service because it is more convenient to them. In the long run, we can attract more customers and get higher volume of orders. Competitors on the business location are currently providing one-stop services, so we have seen a great potential. Employees are our number one targeted customers for this express dry cleaning service. As per observation, employees are always in a hurry – unfinished paper works or urgent meetings. Next to our list are employers and self-employed individuals like working Mom and Dad on the comfort o f their living room. This people might have too much on their plates that they cannot able to dry clean their clothes and garments all by themselves – hence, they need us who can deliver a quality service in an express way. In addition, our customers have two options for payments – cash on delivery or monthly billing. ... Instead of just using our services once, they most likely will consider making us their regular express dry cleaning service provider because of the payment convenience. Quality is king. We believe on that, and we will never compromise quality with quantity. As an express dry cleaning service provider, we will ensure that our delivery will be always on the time frame. We also plan to provide extra services for our customers who exceed a certain amount of kilos per dry cleaning. We will also offer discounts to customers who can refer their family, friends, office mates or neighbors to our dry cleaning establishment. Providing a quality services together with exciting freebies like the referral program can attract more customers to use our service. Our top rated service will yield repeat orders in higher volume, more referral, and customer patronage in the long run! We will stand strong with our goal to over deliver and give a guarantee to customer satisfaction. More so, our sales fore cast over the first year is ? 40,680 and we believe that it will increase in the next business years. Our projection of the net profit for the first year is good enough to continue operation, and we expect the same and much better projection in the coming years to come. The Reason to Open the Business in London As stated above, working individuals are in a hurry every single business day. Urban dwellers are working to thrive. People come and go from their homes to their respective offices or work places to perform various job assignments and 24/7 has become too short for them to do household chores like dry cleaning. There is a huge market potential for our express dry cleaning service, and our feasibility

Thursday, July 25, 2019

Environmental Scan Essay Example | Topics and Well Written Essays - 1500 words

Environmental Scan - Essay Example Identification and Analyzing of External Environment Factors The most important external environmental factor of a non-profit organization can be identified through analyzing the issues directly related to the organizations’ operational efficiency in the particular industry. The first important factor affecting TDL Ventures is that of the financial issues. It is important to analyze whether the funds generated for accomplishing the organization’s goals are adequate or not. The essential task related to this factor is to satisfy the founder providing the money for the purpose. For mitigating the risk associated with this factor, TDL Ventures has overviewed and assessed costs associated with activities related towards delivery of services to the clients. On assessment of these issues, TDL Ventures can be stated to be in a position to carry the costs of its service within the non-profit social service industry in the US. The second most important external factor for TDL Ve ntures is the notion of both governmental and non-governmental organizations towards these social service organizations. It is, in fact, true that government and non government organizations confer a caustic overview towards these non profit organizations. This factor was a challenge for TDL Ventures during the time of its incorporation. However, pertaining to the level of importance of this specific social service to the people, the organization found adequate founders for its operations and is gradually leading to its success path (Handy & Ranade, 2000). The third most important external factor is related to the social issues governing the operation of a non profit organization. Traditionalistic cultures of the society are an influencing factor for successful operation of TDL Ventures (Twombly, 2011). Traditions prevailing within the society (either positive or negative) were required to be analyzed for effective identification of those factors. It was observed from identification process of the traditionalism that a certain portion of the society was supportive towards its existence while on the other hand, certain other portion was in an ambiguous position towards its existence. For copping up with this situation, TDL Ventures utilized several initiatives related to welfare reforms of the society and in the due course of time the society accepted its existence. At the same time, it was also required for TDL Ventures to make an assessment of cost-benefit position with regard to the societal factors. The societal cost incurred for bringing the organization into existence was to be compared with the societal benefits to be acquired from its operations. It was found from the comparison that social benefits in the form of providing a healthy lifestyle to the blind people in the society was much more than that of the costs initially encountered for the foundation of TDL Ventures (Business Studies Online, 2002). Identification and Analyzing of TDL Venture’ s Internal Strengths and Weaknesses TDL Ventures holds a strong workforce which is determined towards the achievement of its goals, both short-term as well as long-term. TDL Ventures similar to any other non profit organizations enjoys benefits from its external environmental issues as well, apart from its internal strengths. However, it is also true that it is

Wednesday, July 24, 2019

Gem Infosys Incident-Response Policy Coursework Example | Topics and Well Written Essays - 250 words

Gem Infosys Incident-Response Policy - Coursework Example The first is the initial evaluation/assesm1ent.This entails determining whether an incident exists or not so that appropriate response established. The second policies involve defining the communication channel that will be followed to inform the leaders that an incident has identified. The third policy is risk/damage minimization. This is where the risk of self-replicating warms may be minimized by making sure that the workstation is disconnected from the hub to prevent further replication of warms. The fourth policy involves determining the severity of the warms attack as well as exact point of origin where those warms are coming from so that they can be contained. The fifth policy entails protecting the other systems against the identified security threats to avoid further losses. System security against warms may be enhanced by installing firewalls as well as transmitting organization data via secured networks. The sixth policy involves system recovery. This is where; the data an d information that was damage through network breakdowns may be recovered using special software such as Acronis. The seventh policy involves assessing the cost and damages caused by the incident for proper responses. Lastly but is updating the policies on a regular basis so that they remain relevant to organization needs (Shimonski, 2003). In order to prevent future network breakdowns, Gem Infosys should carry out the following activities namely: reduce the number of systems severity, integrate the activities of Computer Security Incident Response Team (CSIRT), damage control, and having a well-defined incident response plan. The Computer Security Incident Response Team (CSIRT) should formulate and monitor the incident response plan.  

Tuesday, July 23, 2019

Critical thinking paper Case Study Example | Topics and Well Written Essays - 500 words

Critical thinking paper - Case Study Example This is also aggravated by some situations in which consumers and managed care organizations have less understanding on the role played by APNs. This only implies that aside from its full obligation to patients for remarkable health care, there is also a need for APNs to understand prevailing policies coming from the government and other health care providers such as insurance company. This is to ensure that everything will be properly understood by APNs so as they can explain and elaborate well everything to their patients regarding financial considerations. At the bottom line, this would ensure continuation of a good relationship with the patients. This only implies that APNs must not only focus on providing actual and quality health care, but other substantial information that will substantially influence the standard of their service. Ethical issues are those that conform to standards which are accepted and thus it is consistent with agreed principles of correct moral conduct. Part of the moral considerations among advanced practice nurses (APNs) is to consider care as central to maintaining nurse-patient relationship (Cox and Hill, 119). The established relation between the nurse and patients is a primary way in which the later can participate fully in the care program. APNs are always facing dilemmas when it comes to issues concerning about health care financing. At some point, this has affected the nurse-patient relationship. Considering that APNs have moral obligation and that is to provide quality care, it is undeniably true that they faced ethical dilemmas. However, this can only be understood by giving proper information to patient and his family. Patients and family deserve significant information other than the actual health care service itself. This can be successfully implemented if APNs must also focus on other social concerns especially when it comes to financial considerations. The whole thing must be essentially

Monday, July 22, 2019

Aspirin Preparation Case Essay Example for Free

Aspirin Preparation Case Essay * How drugs are discovered and developed Pharmacologist along with chemist focus on a specific disease and unmet patient needs in order to discover new drugs. They search for biological targets within the body that play a role in a given disease. Unique molecules are found or created that some day might be medicines. Lead Compound Selection, is the testing of compounds that might undergo the long expensive drug develop process. Random Screening- uses existing library of chemical agents. This is the simplest method but the odds are low and patience is needed. Combinational Chemistry Screening- uses a compound (from existing library) as a base, then randomly adding amino acids or molecule segments of other agents to the base compound in order to enhance the base compounds activity and disease fighting potential. The enhanced compounds are then tested in rapid screening test. However this method is complex and costly but it improves the odds. Target Synthesis- targets the disease for drug intervention. For example High Blood Pressure would be studied in detail. Consequently this method still requires screening of hundreds of compounds and extensive amount of research to understand a particular disease process. Drug Modeling- uses more high technology. This method manipulates chemical structures by computers so that they can attach to, activate or deactivate proteins that interfere with or maintain the bodys normal functioning. The model is used to enhance the properties of the other methods but the cost for designer compounds are significant because of the huge amount of research that is needed to identify biochemical target and establish their molecular structure. * How safety of drugs is checked before being used on the public A drug undergoes 3 clinical phases before being used on the public. PHASE 1 This is designed to determine the safety of the new drug, how best to administer it and the correct dosage- (one that will minimize desirable side effects). 20-30 patients (volunteers) are used to find out how the drug behaves in their body, so their blood and urine will be frequently monitored. Even though drugs in this will have been already tested in a laboratory. PHASE 2 After the correct dosage has been determined in phase1 clinical trial, it can enter phase2. This trial consists of determining the drugs effectiveness in treating a specific disease. Phase2 involves more patients (volunteers) and they are tested for the number of platelets in their blood and take frequent blood samples. If the drug being tested brings a positive change in at least 1/5 of the patients then it can be tested in phase3. However if the drug shows very positive effects in-patients, the Food and Drug Administration also have the option of approving the drug for general use at this point. PHASE 3 This trial involves hundreds of patients and is divided into two groups. The control group receives a standard treatment (placebo) and the treatment groups are given the new drug. Results are then compared from the two groups. Blinded studies are used to prevent biased study results. If the new successfully passes a phase3 trial the FDA will approve the drug for marketing to the general public. Purification -The acetylsalicylic acid is washed with distilled water until all the acetic acid is removed. -It is pressed to be as dry as possible and then dried more by a current of warm air at 60-70 degrees Celsius. The yield of pure acetylsalicylic acid is between 1780-1795kg per batch using this reaction process. * History of Aspirin and its modern development * How aspirin is prepared on the large scale Main reactor for the process- a glass lined 1500 gallon fitted with a water-cooled reflux condenser, thermometers with automatic temperature register and an efficient agitator. The Mother Liquor- 1532kg of acetic anhydride in 1200kg of toluene (this does not get used up.). The reactor is charged up with the mother liquor. 1382kg of salicylic acid is added to the mother liquor. The reaction mixture is heated to between 85-92 degrees Celsius and kept at this temperature for 20 hours. The reaction mixture is transferred into an aluminum-cooling tank and is allowed to cool for 3-4 days. By the end the cool mixture will have reached room temperature 15-25 degrees Celsius. At this point the acetylsalicylic acid has precipitated as large regular crystals. Mother liquor is removed by filtration or centrifuging. Filtrate solution- 180-270kg of UN-precipitated acetyl acid, 510kg of acetic anhydride, 600kg of acetic acid and 1200kg of toluene. The acetic acid is obtained as a by-product of the acetylation step of the process. An well-agitated reactor using a diffusion plate will introduce Ketene gas, to be passed through the recycled filtrate at a temperature between 15-25 degrees Celsius. When a weight increase of 420.5kg of the Ketene gas is observed, the mother liquor contains 180-270kg of UN-precipitated acetyl acid and 1532kg of acetic anhydride in 1200kg of toluene. The Mother liquor is recycled and 1382kg of Salicylic acid is added to continue the reaction cycle BC- the first and most influential physician wrote about the bitter powder extracted from the willow bark that could ease aches and pains and reduce fever. 1700- The scientist Reverend Edmund Stone found out that the part of the willow tree bark that was bitter and good for fever and pain is a chemical known as Salicin. This converts into another chemical called Salicylic acid when eaten. 1829- A pharmacist known as Leroux showed that Salicin is the active willow ingredient and for the first time an Italian chemist Piria used Salicylic acid to treat pain and swelling in diseases such as Arthritis and to treat fever in illnesses like Influenza. The problem was that these chemicals was causing the users upset stomachs. Some people had bleeding in their digestive tracts from high doses needed to control swelling and pain. It was thought that the reason of stomach upsets were because of the acid in the chemical, therefore the compound Salicylic acid went through a couple of chemical reactions that covered up one of the acidic parts with an ACETYL group, converting it to ACETYLSALICYLIC ACID (ASA). It was found that ASA reduced fever and relieve of pain and swelling but also it was much better for the stomach and worked better than Salicylic Acid. 1899- ASA was given the name ASPIRIN- that comes from the plant relative of a rose that makes SALICYLIC ACID (several plants makes this compound not just willow). * How drugs such as aspirin work Prostaglandin is a chemical that is released to make the nerve ending register an even stronger pain to the brain. It is made in working cells of the damaged tissues by using an enzyme called CYCLOOXYGENASE 2 (COX-2). Prostaglandin makes you feel the pain of the damaged area and causes it to swell up (inflammation), to bathe the tissues in fluid from the blood so that it will protect it and help it heal. Pain serves the purpose here to remind you that the damaged area cannot be used, as it is not healed. However sometimes we endure pain when there is no real reason to. For example Period Pains and Arthritis. It can make people feel really uncomfortable and arthritis can damage joints permanently. ASPIRIN works by locking itself to the enzyme that makes the chemical Prostaglandin. The enzyme C0X-2 that is found in normal tissues but mostly in tissues that have been damaged in some way, can no longer convert floating chemicals into Prostaglandin because they are unable to move with the aspirin lock on. Aspirin does not treat the cause of the pain; it just lowers the pain signals getting through your nerves to the brain. * How effective aspirin is New researches suggest that an aspirin a day is a preventive measure against Heart Attacks. However the effectiveness of aspirin has differential effects depending on genetics.

Human resource management Essay Example for Free

Human resource management Essay Human resource management is a sequence of decisions that gives the employment relationships, these decisions leads to the success of the organization and allows the employees to reach their target. Human resource management is related with the attitudes of the people and their taste. As every company works with the people, by taking their services, it develops their skills so that they give their level best talent and giving the support so that they can continue in the organization showing their talent that is necessary for the organization to achieve their goals. This is the necessary condition for every company like: business, government, education, social and education, health departments. Human resource planning, directing , organizing of the procurement is to develop, maintain, separate the human resource to the end of the individual, organization and social objectives to be achieved. The term Human Resource Management has many forms of definitions stated by different people in different perspectives, and still there is no standard and fixed definition for it. Because it is the management of different people with varieties of needs and vast individual opinions, there is no standard or strict policy kind of rules to manage people. The Human Resource Management is nothing but managing the employees in an organization with certain policies particularly dependent on the basis of organization and the kind of business it does. 1. 4 Purpose Statement The main purpose of selecting this particular topic is that I my self very much interested in the human resource management and its concepts. Because of the interest on HRM I have read many books and articles on the human resource management and the human resource strategies I came to know that the HRM and the HRM strategies are the main aspects that are leading to the success of the organization, so this statement initiated me to conduct the research on the HRM and get more information on it and provide my new ideas and views for the future enhancements. Chapter 2 Literature Review Meaning of human resource management Human resource management is the management function that allows the human resource managers to select, train, and develop the skills of the members in the organization. In addition, human resource management is associated with the needs of the people. Human resource management is referred by the activities, functions and programs that are carried out.Core Elements of human resource management People: organization itself is the people. It works with the talent of the people. Management: human resource management has to maintain the organization, solve the problems that are present in the organization. Integration and consistency: decisions taken by the human resource management regarding the people must be integrated and consisted. Influence: decisions taken should influence the people by increasing their productivity in the market and allowing the company to get succeed. Applicability: human resource management principles and policies are applicable to human resource management and non human resource management like education, health, etc. 2. 2 Role of human resource management 2. 2. 1 Advisory role: Human resource management gives solutions to any problems that are affecting the people, personnel policies and procedures. a). Personnel policies: organizational structure, social responsibility, employee terms and conditions, rewards, career and promotion, development and industrial policies are the personnel policies. b). Personnel procedures: man power planning procedures, recruitment and selection procedures, employment and training, management and development, industrial relations are the personnel procedures. 2. 2. 2 Functional role: The personnel functions help to communicate the personnel policies. It provides the support to the manager, which will enable that the given policies are implemented. 2. 2. 3 Service role: Personnel functions are provided by the employees who will work for the all time. The services are in the hands of personnel departments. They carry out the main activities of their services and implement the policies and practices that are given above. 2. 3 Challenges of human resource management in Indian economy 2. 3. 1 Globalization Growing the business to the world wide involves the problems on the human resource management in terms of laws, practices, competitions, management styles, work ethics and more. Human resource managers have to deal with many challenges of functions, more heterogeneous functions, more involvement in employees personnel. 2. 3. 2 Corporate re-organization Reorganization relates to mergers and acquisitions, joint ventures, takeovers, internal constructions of organization. In these situations it is more difficult to imagine the circumstances that create great problems to them than reorganizing itself. It is a challenge to manage employees fears during the dynamic trends. 2. 3. 3 New organizational forms The main challenge for the human resource management comes from the changing the characters. The competitions are not between the individual forms and group firms. Major companies are running through the local suppliers and forgings. This leads to rise of the new organizational forms. 2. 3. 4 Challenging demographics of work place Changes in the work place are largely related by the dual nature. There is difference between the young blood and old age employees, working mothers, more educated and sensitive workers. These challenging work forces have their effects on human resource managers and from the human resource point of view it is a great challenge. 2. 3. 5 Changed employee expenditure With the changes in the work place the employees attitude also has to be changed. Traditional things like giving house, job security, remuneration are not interested by the employees today instead they the equality and power along with the management. Hence it is the challenge for the human resource management to redesign the profile of the workers and discover the new methods that are liked by the workers like training and supporting them for their work. 2. 3. 6 New industrial relation approach In todays world the employees union has understood that strikes and militancy are not having much importance and are unnatural. The employee union membership has fallen severely and the future labor is of dangerous. The challenge before the human resource management is to maintain the industrial relations so as control the challenges and get grip over them. 2. 3. 7 Renewed people focus Todays world and business need is the peoples approach. The structure, strategy and systems that had worked in the past have no importance in the present situation with the increasing competitions. The challenge of the human resource management is to make people continue and reasonable to the work in the organization. 2. 3. 8 Managing the managers Managers are very unique from the others, they thing that they are different class apart from the others. They command for the decision making, bossism, and operational freedom. When these things are given to them in the past they have misused their powers in removing their coworkers and the talent, hard working employees. The challenge before the human resource management is how to manage this problem. How to make them realize that they have given freedom to make the decisions and implement them but not to misuse. 2. 3. 9 Weaker society interests Other important challenge for the human resource management is to protect the interest of weaker society. The increase in the women workers, minorities and the backward communities has lead to re-examine the practices policies and values. In the name of the globalization, the productivity, quality, the needs of weaker should not be given up. It is a challenge for human resource management to see that weaker sections are not seen and their rightful jobs are not discriminated in services. 2. 3. 10 Contribution to the success of organization The main challenge of the human resource management is to make all the employees to work for the success of the company in an ethical and culturally responsible way, because the society mainly depends on the organization. 2. 4 Human resource management overview The term Human Resource Management has many forms of definitions stated by different people in different perspectives, and still there is no standard and fixed definition for it. Because it is the management of different people with varieties of needs and vast individual opinions, there is no standard or strict policy kind of rules to manage people. The Human Resource Management is nothing but managing the employees in an organization with certain policies particularly dependent on the basis of organization and the kind of business it does. Managing the people with different mentalities, different approaches they follow, different complexities in their thinking, makes the task very difficult for the management. So to continuously improve this process of managing the human resources in the organization, the institutional (e. g. universities) and specialized bodies (e. g.Chattered institute of personal and development CPID) keep busy in investigating on development of new HR related issues faced or to be faced and at the same time practices and remedies to be followed. Managing the people with different mentalities, different approaches they follow, different complexities in their thinking, makes the task very difficult for the management. So to continuously improve this process of managing the human resources in the organization, the institutional (e. g. universities) and specialized bodies (e. g.Chattered institute of personal and development CPID) keep busy in investigating on development of new HR related issues faced or to be faced and at the same time practices and remedies to be followed. 2. 5 HRM resoruces As stated by Werner felt, the word Resource in the context of an organization is defined as Any aspect that may become a strength or weakness of a given organization including substantial and visionary valuable assets of the organization. The organizational resources can be segregated into human resources, technological resources and financial resources. In these three resources of organization, philosophy and the character of human resource management is under considerable scrutiny with continuous debate on the subject. As it is dealing with managing vast varieties of individuals, there is no widely accepted definition. But below given are some of the definitions of Human Resource Management from early years specified by different people in different perspective, which can be used for capturing the glimpse of its idea in use: The main function of the Human Resource Management for an organization is to find the best possible way to utilize the abilities of the employees to the greatest possible benefit and development of the organization and at the same time make sure that employees get financial as well as personal growth and psychological rewards for their work (Graham, 1978). Storey (1995: 5) stated Human Resource Management is individual approach for the management of employees, which needs structural, cultural and skilful measures to take advantage of well capable and dedicated employee resources. 2. 6 Human resource management in the organization The department of Human Resource is treated by most of the organizations as an administrative body and its association with the strategic plans is mostly ignored. Even though HR is about the employees who are very important for any organization, the Human resource department is only included in planning of the organization, but most of the time it is not utilized actively and strategically. Even though the Human Resource is not considered as an important factor in the strategy development and is not associated with strategy of the organization, the effect and success of the Human resource is invisible. Human resource is treated as a department policing the administration properly in hiring and firing as per the letter of law. Strategic Human resource practices are more existing concepts, which is entirely different from administrative function. So organizations ignore most of the time these practices to improve the bottom line business results (Huselid, Jackson, Schuler, 1997). Strategic Human Resource management can be defined by (Huselid, Jackson, Schuler, 1997) as the design and fulfillment of a group of policy practices made by the organization for the best utilization of the human capital contributions for the achievement of the required business objectives. Human resource people often do not act as the exact business persons and become responsible for lack of credibility in gaining business, so are unable to contribute for the success of the organization and its strategies for the development. 2. 7 The importance of Human Resource being Strategic Human resource should not be involved only in the strong administrative foundation of the organization, but also come up with the successful strategy which influences the financial bottom line of the company. Human resource should take active role in planning, guiding itself to provide continuous eventually effective strategies which will be recognized by the organization for the competitive success. It should monitor at regular intervals and also evaluate the strategies being followed and strategies need to be improved, so that Human resource play active role to be recognized as the peoples department in success of the organization. This concludes that strategic approach of the company along with Human resource completely involved in every strategy implementation will ensure that the organizations business goals can be effectively achieved by the use of skilful and able employees to the maximum effect (Huselid, Jackson, Schuler, 1997). 2. 8 The consequences of Human resource not being strategic 2. 8. 1 Human Resource being too involved in administration Apart from the main function of the Human resource department being strategic effectiveness in the development of the employees, the other function is to take care of the administration of the organization, where the department spends most of the time. This administrative work involves Human resource person in handling the selection process, recruitment strategies, appraisals based on performance, plans for the compensation (Huselid, Jackson, Schuler, 1997). Human resource department should give importance to both administrative and strategic effectiveness, because the administration is the basic building blocks for the foundation and functioning of the organization and cannot be ignored. So after the basic organization is formed, the Human resource should concentrate more on the strategic development for the effective utilization of the employees skills effectively. 2. 8. 2 The poor human resource Personal competencies Due to the reason that sometimes the human resource is ineffective in tasks, incompetent and costly in maintenance, Human resource bad reputation is treated as well deserved. The change in the Human resource persons thinking and acting could bring the change expected by the senior management and they can start believing that Human resource can play active role in strategic planning and implementation of the organization. Human resource must upgrade them by learning about the business, culture of the work to influence the positive change in the organization and at the same time increase the credibility of the human resource department. Human resource should give more importance to the business competitiveness than employees personal good feelings and must also lead the organizations work culture. Human resource should be more competent supporting staff as well for the organization (Ulrich, 1997). 2. 8. 3 The human resource not measured in dollars As most of the people believe that Human resource is group of clerks who work more in processing benefit forms, taking care of administration paper work and tracking employees vacation days, and think that there is no strategic accountability apart from these administrative functions, the accountability of the Human resource is always being questioned (Galford, 1998). The Human resource department should play active role with full potential in creating the organization value and work with good strategies for profitable returns on the investment made by the organization (Frangos, Fitzenz, 2002). Normally, Human resource strategic play brings more business returns to the organization, but there is no proper business measure for this achievement. Mostly the human resource value is measured based on the cost savings in administrative and recruiting process of the employees. As Human resource lack the tools to measure the business value of the strategic gains for the organization, most of the industry researches reveal that 60% so the Human resource people play less role and only 40% of the people actively take part in strategy table for the development of the company. This is the conclusive reason for Human resource not being considered as an strategic asset to the organization. 2. 8. 4 The human resource not in co-ordination with other department goals. Human resource need to me more aligned with the over-all strategy of the organization to be more effective in business development of the organization. One of the Harward university survey says 80% of the Human resource departments has no planning for aligning itself with the other departments and its expenditures within the organization (Norton, 2001). Human resource need to be more interdependent and consulting body with all the departments and should take strategic approaches to align itself with entire departments and their strategies. Human resource need to support and contribute more in strategic involvement into different departments and different layers of the employees. This will improve the competitive advantage in the organization and leads to the business development. The main goal for human resource is to manage the human capital, motivate them which are one of the roles in being part of the broader organization management strategy. The human resource should be more involved with the top management and give appropriate support and align itself with the company strategy for the business development of the organization (Freedman, 2004). The overall company profits in the business depends on the Human resource involvement in the recruitment of persons with perfect match for the role, effectively encourage and motivate the employees, full contact with the top management, communicate well with the customers and co-coordinating all these departments. 2. 9 Strategic human resource management The way of doing something is the strategy. It includes t he execution of goals and set of action plans for gaining of the goal. Strategic management is a process of theorizing, executing and passing on the business plannings to achieve the companies goals. A set of managerial decisions and actions that determine the long term performance of organization is the strategic management. Environmental scanning, strategy theorizing, strategy execution, judging and control are included in this strategic management. The study of strategic management allows understanding the strengths and weakness of organization by evaluating the environmental opportunities. 2. 10 Role of human resource management in strategic management Role of strategy formulation: human resource management plays an unique role in supplying the competitive intelligence that will be helpful in strategic formulation. The human resource management can provide the details like advanced motivation plans used by the competitors the opinions given by the employees, bringing out the complaints given by the customers, information about the pending plannings etc. In strategic formulation the human resource capabilities serve as a driving force. Role of strategy implementation: human resource management gives the competition and the work force that will give the success of strategies. It is important that linkage strategy and human resource management needs the series of practice choice. The challenge is to develop the human resource practice choice that will be helpful in implanting the organization strategy and increase its competition. 2. 11 Human resource development Human resource development is the executing and increasing the physical, mental and emotional capabilities of individuals for productive work. Human resource development means to bring out the talent and the individual growth. Human resource development is a process to help the individual to gain the knowledge, improve the skills and capabilities, to performance well in the organization and increase the productivity. 2. 12 Proactive human resource strategies for future plannings and growth In todays competitive and challenging world the human resource development has to take a positive care to maintain the human relations. The human resource development has to play an important role in utilizing the all opportunities that are present to it for the development and success of the organization. Long term goals can be achieved by employing the efficient professionals who have aims to do the work. A proactive human resource development can execute the activities to get the competence and increase the productivity potential of human resource. 2. 13 Human resource planning Human resource planning is a process of having the sufficient people to do the given work at the right time having the ability to work efficiently so that the company can meet its objectives. Human resource planning is useful in giving information like estimating the number of people that are required for the work to be completed. To know how many people are required for the work is know by the human resource planning. Human resource planning plays an important role in avoiding the situations like having more or less people in the work place in future. Human resource enables the organization to go with the changing world like market, technology. Since jobs are based on intellectual skills and technical skills the human resource plannings help to prevent the storage of workers. In addition, due to the technical skills increasing the man power can decrease or increase in future. Human resource planning system Human resource planning system have the following elements for the planning.   The total organizational objectives   The business environment Giving the manpower needs   Evaluating the man power supply   Matching the man power supply demand factors 2. 14 Human resource planning process The objectives of human resource planning process are obtained from the organizational objectives like the necessity and working nature of the employees. Human resource should work on all the objectives by using all the man power that is available. In human resource planning process certain policies are to be made to make decisions like internal employing and external employing, giving the training and developing the plans, union restrictions, job improvement problems, rightsizing the organization, automation needs, continuous availability of the work force. Man power forecasting is the process which gives the information about the number of people that are required in the future. The demand forecasting has the following factors: The internal factor: The internal factor includes controlling of the budget, production levels, new products and services, organizational structure and employee separation. The external factor: The external factor includes competitive environment, economic climate, laws and regulatory bodies, technology changes, social factors. In the man power forecasting techniques the managers across all the levels depend on their own judgment. This can be bottom up or top down approach and judgment is reviewed in all departments and top management concludes on the total number of employees. Man power supply forecasting process measures the number of employees available that are present in and outside the organization after doing some of the changes like promotions, wastages, internal movement, conditions of work. 2. 15 Existing human resources Human resource facilitates the examination of the skills and abilities of employees. The employees that are working in the organization are categorized into skill inventories and managerial inventories. The skill inventories include personal data, special qualifications, salary, skills, job history, company data, capabilities, special preferences. The managerial inventories include work history, strengths, weakness, promotional potentials, personal data, career goals, number of subordinates, type of budget managed, previous management duties. Man power supply forecasting is categorized into internal and external supply. The internal supply is useful to know the following things: the level of production, working times, overtimes, leaves or absence, annual income, recruitments, promotions. The external supply is necessary for the following the reasons: new blood, new experiences, replacing the lost ones, organizational growth. Employees are selected based on the job vacancies. The selection of employees required is done on the basis of supply forecasts. For the selection process the internal and external supplies are used. Human resource professional gives the training to the employees and budget allocation is made for them. When the technology changes the existing employees are to be trained or they have to be shifted to the other departments where they can show their talent. 2. 15. 1 Managerial succession planning. Many methods are used for the managerial succession. Many of the successions involves the top management decisions and commitment. A typical succession plans have the following activities *Examination of demand for managers and professionals   Skills of existing executives   Knowing the future from the supply of external and internal factors   Individual career path planning Career counseling   Increased promotions   Performance related training and development Strategic recruitment Human resource plan should clarify the responsibilities for controlling and establishing of procedures, which will enable the achievements of plans. Succession planning Succession planning is the process of filling of the main positions in the organization by the persons. The main concentration is on the person who is taking the main position of the organization. Succession planning mainly concentrates on the vacancies that are present in the company and filling that vacancy with the appropriate one. Succession planning comes into light when an important person is retired. The employee feels happy when his talents are recognized by the organization and the vacancy is filled by him. By having the talented employee in the organization the organization can get succeeded. 2. 15. 3 Career planning Career planning is the process offered by the company to the employees to know their talents, weakness, jobs they wanted to occupy in the organization. Career planning is a sequence of professional, educational and developmental experiences that allows the individual to go the world of work. It is the sequence of positions occupied by the person. Career can also be considered as the mixtures of the changes in values, attitudes and the support given to the person as he grows. Career planning is regarded as the developmental questions of the organization. It is also concerned with the employment of the graduates, engineers, scientists etc. Career planning gives the succession plans to the employees as per the organizational needs. Career planning is based on the performance, and experience. The objectives of the career planning are building up the confidence in the individual, develop the perspective, reducing the expenses of the employee, make certain organizational effectiveness, allow the employee to reach his goals in the organization.

Sunday, July 21, 2019

The Concepts Of Equality And Inclusion

The Concepts Of Equality And Inclusion In my essay my intention is for the reader to gain an insight to the effectiveness of legislation and currents Scottish Government policy through various factors. These factors being prejudice, discrimination, poverty, stereotyping, and promoting social justice and inclusion. I have also looked into diversity and how the above factors can influence in an early year setting. With having an insight to multiple identities, I have considered its application to policy and practice in the early years settings. Siraj Blatchford, (2006) describes multiple identities, as Identity formation is a complex process that is never completed. She believed individuals experience of gender, class, and other formative categories will form ones identity. Identity can be described as a kaleidoscope, suggesting children are all individuals and differences in people. Parents views, media images, and the childs own perceptions based on their experiences and the values they have been shown can shape their identity. Children may have had a strong role model in their life absent and have a negative perception of people. Siraj Blatchford, (1998) stresses the importance to avoid stereotyping and the role an early years staff need to be vigilant of this and to take an active role in planning for, that avoid stereotyping supporting and developing individual childrens identities as masterful learners of a broad and balance curriculum. Children at my placement had the opportunity to express their own identity through their own planning. This is evident in Task 1 (Appendix-A:1). Standard 11 from the National Care Standards (2005), Each child or young person has access to a sufficient and suitable range of resources. Point 1 of Standard 11 indicates this should be apparent with providing multi-cultural materials. Legislation such as the Equality Act (2010) provides todays society a law that protects individuals from unfair treatment and promotes a fair and more equal society. Early year practitioners need to be aware of this act. This will then strengthen their knowledge and help towards preventing discrimination and inequality. Early years practitioners are also protected by the legislation. Whilst on placement I researched what resources they had to meet all individual and multiple identities. This is evident in Task 2 (Appendix A:2). This is also inline with Getting it right for every child, (2007) were is states Children and young people should be involved in planning according to their age, stage and understanding. Practitioners then are putting the child needs at the centre and develop a shared understanding within the setting and across agencies. There are eight sub headings that Scotland feels Children in Scotland should have met. These are Safe, Healthy, Achieving, Nurtured, Active, Respected, Responsible, and Included. A plan may be put in place if a child is not being able to achieve one of the above. A plan is put in place for the childs goals to be accomplished and to monitor the childs progress. A child with this assessment tool is having their individual needs looked at. In Task 1(Appendix A:1) it is evident demonstrating how the setting dealt with a child who had specific individual needs and who the setting was in partnership with. Staff should be aware how they treat children as individuals to avoid stereotyping what a girl can play with and what a boy can play with. For example a boy should not be discouraged from playing in the home corner as that would be stereotyping it should only be girls. This is outlined in Lindon, (1998). Children should be able to choose and play with what they want. Staff should be aware of their language towards children and shouldnt suggest strong boys or a clever girl to pass on a message. This was outlined in my observations where the children had the choice to choose what they want to play with and what area in the playroom. This is outlined in Task 1 (Appendix A:1) . Early years establishments should consider The Race Relations Amendment Act, (2000). This act protects staff from being racial abused promotion of good equality to all people regardless of their racial groups. Milner, (1983) demonstrated children have shown positive and negative feelings about people from a different race from themselves. As a practitioner ensuring they portray a positive image to all will discourage negative and racial prejudice whilst making children aware not everyone is the same. Planning with Curriculum for Excellence (2009) will encourage for children to be Responsive Citizens which covers respect for others and understand different beliefs and cultures. In early years settings it is predominately females but a mixed work force is an advantage for children and staff. Children should have positive relationships with females and males. There should be a staff employment process and policy to prevent stereotyping and discrimination when recruiting. Staff should also speak to male guardians when they come to collect the child rather than only speaking to the mothers. This would be deemed as prejudice towards the male role of parenting. In my placement they had a recruitment policy, which was visible at the entrance. This is outlined in Task 3 (Appendix A:3). HMIE The Child at the Centre, (2007) indicator 9.1 looks at promotion of positive attitudes to social and cultural diversity. By talking to both female and males parents the vision is shared and all are working together. This means all involved with the setting have a shared knowledge of the setting aims and values. In point 9.1 is also describes the importance of celebrating diversi ty and inclusion. This is a key point as it may then promote positive attitudes in which will have a knock on effect on the child perception of what is acceptable. Whilst having protection for children and their rights, each child should be treated as an equal whilst getting their individual needs met. All children should be treated fairly regardless of their home circumstances. Children have a better prospect to a brighter future in life if legislation is in place. Pre-school is important for children to receive positive messages and learn values of others. If children are in a minority in a nursery class they are more likely to find it difficult if labelled or stereotyped. This is in-line with what Dowling, (2010) believes children will learn from the message received from the adults in their life and through modelling. Acts are put in place to protect children and others. The Children (Scotland) Act 1995 protects the welfare, safety and rights of the child. Childrens participation in family, community and culture makes a particular contribution to their life (Waller, 2005). Early year settings should be making it their duty to work well together with parents, authorities and agencies to tackle issues against class, poverty and discrimination. Also staff should be aiming for all childrens outcomes to be achieved regardless of their class, so children dont fall into a low class society due to lack of opportunities. As a practitioner I have a responsibility to use legislation in my practice and portray positive images to children about all being equal and treated fairly which is in-line with National Care Standards, (2005), Standard 8, point 1. The Equality Bill, (2009) is to reduce socio-economic inequalities. It gives each individual opportunity to succeed to build a modern prosperous society, tackling any barriers that hold people back. If people receive help they wont begin to have a sense of hopelessness. Services should be aiming for all childrens outcomes to be achieved regardless of their class, so children dont fall into a low class society due to lack of opportunities. Equally Well, (2008) is The Scottish Government approach to tackling poverty and to improve the health in Scotland. It covers points, which will influence a child opportunity in life. Childrens circumstances in the earliest years of life are critical to future health inequalities. If work can be put in place at the earliest stage possible it achieve to an ending of the cycle of todays health inequalities which is what the parents passes onto the child and affecting their future. Equally well, (2008) is also in line with the Scottish Government policy, Early Years Framework, (2009). Through this they hope to change the focus from crisis intervention to prevention and early intervention. Achieving Our Potential (2008) also is a framework, which is trying to tackle poverty in todays society. The Government through this policy is aiming to support those who are in poverty or any individuals that in risk of falling into poverty. In Scotland they found 17% of Scotland population was affect ed by relative poverty. The Early Year Framework, (2009) aims to provide children the best start to their life through the support of families, communities and services. Further more if all working together it should help to improve the state of people health through, less stress for parents as receiving support, safer housing and environments for children to develop and learn. It will also improve engagement with children and families. The framework works along side the UN Convention on Rights of the Child, (1989). One of the points which is important for early years setting to be aware of is Article 27 Children grow up free from poverty in their early years and have their outcomes defined by their ability and potential rather than their family background. This applies to all children regardless of their age, gender, race, culture beliefs and social status. According to Bennett and Moss report, ( 2009) Working with Diversity: summary of a discussion paper for Children in Scotland. They believed some children services help contribute to social justice. One of the key themes being working with ethnicity and poverty They believed that children with a lower socio-economic groups are statistically likely to have poor outcomes on a wide range of measures. These outcomes include the childs family stability, attendance in class, health and employability opportunities. Children from an excluded ethnic background will be even more likely to have poorer outcomes due to be socially excluded. Additionally they also felt the government should give children a fair start in life which is very similar to what the Early Years Framework, (2009) is trying to achieve. Services for children then have an important role in looking at children at individuals and promote their learning regardless of any ethic background. This is evident from my placement in Task 1 (Appendix A:1). The placement also offered praise to the children through various ways and is inline with the setting prompting Positive behaviour policy. This is evident in Task 2 and Task 3 (Appendix A:2 and A:3). This promotes the identities of the children and is a fair process for all promoting inclusion. Point 1.1 of the Scottish Social Services Council Codes of Practice for Social Service Workers, (2002) is to treat each person as an individual. The codes is an agreed document which is active as services Workers are adhering to working in services to provide the best possible care to the needs of others and following a conduct of practice. Point 1.6 Respecting diversity and different cultures and values. This point is valuable to be respectful of individual identities and their backgrounds. Early years staff on my placement all held a enhanced disclosure from Disclosure Scotland, (2002), which is where adults working with children are vetted against any convictions and details any list they are on which inhibits them to work with children. It means the person working with a child is safe to do so and plays an important part of the recruitment process that all individuals will undertake due the nature of work. This is line with the placement policy on Selection Process For Staff and is in-line with HMIE Child at the Centre, (2007) indicator 1.2. The indicator implements what is the lawful requirement for the setting whilst following legislation and codes of practice. Maslow hierarchy of needs is a triangle of needs he believed human beings have to work through. According to Maslow one stage had to be satisfied in order to process to the next stage. A child in poverty will struggle to move from the physiological needs stage as poverty will inflict on the amount of food and warmth they have. The next stage takes into account of safety, which may not be ideal for people living in rural areas due to poverty. Carneiro, (2007) showed that parental interest has a strong impact on the development of cognitive and social skills. Parents with high interest for preschool education will send their child to a good learning environment. According to Sammons, ( 2005) children who have no pre-school have lower cognitive scores and social abilities. This will then have a knock on effect to the child abilities to succeed as they grow. Parents are encouraged to take an active role within the setting I was on placement at. This is evident in Task 3 (Appendix A:3). By involving themselves they are working alongside the team and provides the parents the opportunity to build positive relationships. With all parents being welcomed they will feel valued and are being treated as an equal. It also gives parents the opportunity to find out information about the childs home life. With thinking about my placement and its stage of understanding social justice and inclusion I began to think of Siraj Blatchford, (1996) stages of equality practice. With the 6 stages I feel my placement lies within Stage 4. They do celebrate different cultures and follow policies around equal opportunities, Partnership with parents and promotion of positive behaviour. With the partnership policy all parents are welcomed and individual talents are also encouraged for the children learning. This is outlined in Task 2 and Task 3 (Appendix A:2 and A:3). There are no male members employed at the moment within the setting I was placed at, so dads and other significant male figures are encouraged to play their role within the setting. This too then set out equalities within the setting and offers a different kind of learning for the children. They have a wide range of cultural activities in which the children can choose they are not only set out when its the time of a particular festival. The setting has a wide range of learning materials for the children learning around different cultures. This is evident in Task 1(Appendix A:1) Children can also explored new resources with their own choice; this is evident in Task 2 (Appendix A:2). The general ethos of the setting is to respect all and is this evident throughout the setting. This is evident throughout Task 1-3(Appendix A:1-A:3). As stated in Malik, H (2003) within my role I should be providing the best possible care and a high level of service in my practice as it reflects equal opportunities policies and practices. This is where it is logical to have a clear understanding of policies and the government initiatives to make Scotland a better society for the future of todays children. In practice today practitioners need to be able to treat children as individuals and demonstrate a positive attitude to abolish negative traits such as stereotyping, prejudice and judging others social class. By offering a good learning environment for children such as pre-school, school and open play areas, it will give them the opportunity for the best start in life. This is in-inline with an approach from Achieving Our Potential, (2008). Legislation and policies in this piece of writing play a crucial role in early year settings. Equality and fairness should be a robust significance throughout a setting to promote inclusion an d multiple identities. All involved in a setting are treated in a non-discriminatory and respectful manner. This is in-line with HMIE The Child at the Centre, (2007) Point 5.6.

Saturday, July 20, 2019

Free Essays - Animal Farm :: Animal Farm

ANIMAL FARM   About 80 per-cent of all the animals on Animal Farm completely followed the seven commandments.   The other 20 per-cent of the animals would rarely follow all the rules and they were often treated like a piece of dirt.   All the animals on Animal Farm were treated differently according to their social status, where in today’s society everyone should treat everyone equally.   The characters in Animal Farm had many diverse characteristics, some of the animals were powerful, stupid, and sneaky.   First of all, Napoleon is a huge Berkshire boar and he clearly is the most powerful of all the animals.   He was able to take complete leadership of the farm because he secretly trained the dogs to attack Snowball.   George Orwell writes, â€Å" ‘Never mind the milk, comrades!’ cried Napoleon, placing himself in front of the buckets.   ‘That will be attended to, the harvest is more important’ (817).   Napoleon is quite demanding none of the animal’s even question his authority because they know that he has more control than any other animal.   Throughout the novel Orwell has many quotes that describe Napoleon as a leader, â€Å" ‘long live Comrade Napoleon’ † (846).   All the animals on the farm (no matter what Napoleon did to them) would treat him as a powerful leader and whatever he said they would do.   Often Orwell stirs up controversy about the rebellion, â€Å" ‘forward in the name of the rebellion.à ‚   ‘Long live Animal farm!’ ‘Long live Comrade Napoleon!’ ‘Napoleon is always right.’ Those were his very last words, comrades’ † (849).   Squealer’s letting everyone know that no matter what happens to Animal Farm, just remember that Napoleon was an outstanding leader most of the time.   Napoleon was an outstanding leader and contributor to Animal Farm without his power the farm would have collapsed earlier.   Also, basically all the animals on Animal Farm were pretty dumb, they could not read or write.   After Old Major’s death, just three days after presenting his vision to the animals, Snowball and Napoleon quickly become the leaders in planning for the Rebellion because they were the only animals that were smart enough.   Besides from Napoleon and Snowball all the animals did many stupid things on the farm.   The characters in Animal Farm said a lot of stupid things throughout the whole story, â€Å" ‘He is dead, said Boxer sorrowfully.   ‘I had no intention of doing that.   I forgot that I was wearing iron shoes’ † (822).

Friday, July 19, 2019

Criticisms of Jane Eyre Essay -- Jane Eyre

Criticisms of Jane Eyre The major criticisms of the novel in question to be the melodrama used by the author and the wickedness of character shown in Jane and Mr. Rochester. While most critics admired the style of writing and truth of character portrayal, they did not admire the improbability of circumstances or the characters portrayed. Elizabeth Rigby (later Lady Eastlake) was probably the harshest critic, calling Jane Eyre â€Å"the personification of an unregenerate and undisciplined spirit.† Rigby strongly believed that, while Jane was portrayed with a great degree of accuracy, she was herself a flawed person. By making a flawed person interesting, Rigby alleged, the author was committing the greatest of wrongs. As to Jane’s character, Rigby’s main criticism was that Jane was unchristian. â€Å"Altogether the auto-biography of Jane Eyre is pre-eminently an anti-Christian composition. There is throughout it a murmuring against the comforts of the rich and against the privations of the poor, which, as far as each individual is concerned, is a murmuring against God's appointment—there is a proud and perpetual assertion of the rights of man, for which we find no authority either in God's word or in God's providence—there is that pervading tone of ungodly discontent which is at once the most prominent and most subtle evil which the law and the pulpit, which all civilized society in fact has at the present day to contend with. We do not hesitate to say that the tone of mind and thought which has overthrown authority and violated every code human and divine abroad, and fostered Chartism and rebellion at home, is the same which has also written Jane Eyre.† She expressed the popular sentiment of the time that Jane’s di... ... of Jane Eyre supporters. Bibliography of Works Used 1. Bronte, Charlotte. Jane Eyre: A Norton Critical Edition 3rd ed. Richard J. Dunn Ed. WW Norton & Co. : New York, 2001 2. "Review of Jane Eyre, by Charlotte Bronte." Critic (Oct. 1847): 277-8. 3. "Review of Jane Eyre, by Charlotte Bronte." Graham’s Magazine (May 1848): 299. 4. "Rev. of Jane Eyre, by Charlotte Bronte." Living Age (from the Christian Remembrancer) (1848): 481-7. 5. "Review of Jane Eyre." Spectator. (Nov. 1847): 1074-5. 6. "U. Review of Jane Eyre, by Charlotte Bronte." Harbinger (April 1848): 189. 7. "Unsigned Review of Jane Eyre." Douglas Jerrold’s Shilling Magazine (Nov. 1847): 470-474. 8. Lewes, George Henry, "Recent Novels: French and English." Fraser’s Magazine (Dec. 1947): 689-95. 9. Rigby, Elizabeth, "Vanity Fair—and Jane Eyre." Quarterly Review (Dec. 1848): 153-185.

Wolves: An Unwanted Predator Essay example -- Wildlife Animals Gray Wo

Wolves: An Unwanted Predator Vigorous as a predator, affectionate toward its pack, the gray wolf elicits both fear and admiration among humans. This fear, along with ignorance, inspired a movement to eradicate the gray wolf from the lower forty-eight states in the early 1900’s. By the early 1930’s, gray wolf populations had been completely eliminated from the Rocky Mountains (Bangs, et al 147). In 1973, congress passed the Endangered Species Act that protected any wolves that naturally migrated from Canada (Bangs, et al 147). Public opinion began to shift and the value of the wolf on the ecosystem was realized. While the public support for a reintroduction increased, there remained many people who opposed the gray wolf. People living in the proposed restoration areas feared that the gray wolf would threaten both their livelihood and their personal safety. The reintroduction of the gray wolf to the Rocky Mountain Ecosystem should not be carried out because it bends the rules of the endang ered species act, interferes with the wolves’ natural migration back to the ecosystem and introduces a new threat to livestock in the area. The reintroduction of the gray wolf to the Rocky Mountain Ecosystem distorts and disregards the laws of the Endangered Species Act. The Endangered Species Act (ESA) was passed in 1973 to protect endangered species and their necessary habitat (McMurray 52). The purpose of listing a species as threatened or endangered under the ESA is to prevent that species from becoming extinct. The ESA implements recovery plans that stipulate specific regulations and restrictions regarding the threatened species and its habitat (McMurray 52). Under this act, any wolf that migrated to the United States ... ...e up for its past mistakes; rather, Mother Nature will restore the natural balance of her world. Work Cited Bangs, Ed., et al. â€Å"Gray Wolf Restoration in the Northwestern United States.† Endangered Species Update. July-August 2001. v18 i4. pp 147-152. Donnelly, Karen J., â€Å"Canine In the Wild.† World and I. Jan. 1999. v14 i1: pp180+. Li, Jennifer. â€Å"The Wolves May Have Won the Battle, But Not the War: How the West Was Won Under the Northern Rocky Mountain Wolf Recovery Plan†. Environmental Law. Summer 2000. v30 i3. p677-701. McMurray, Ashley. â€Å"Federal Delistings: A Case Study of the Gray Wolf†. Endangered Species Update. May-June 2002. v19 i3. pp 51-53. Richardson, Valerie. â€Å"Decrying Wolves†. National Review. March 20, 1995: pp 28, 29. United States Congress. Endangered Species Act. Washington D.C. 1973.