Comparison of Turkeys in the Kitchen and You Just Walk on...

In the essays, â€Å"Turkeys in the Kitchen† by Dave Barry, and â€Å"Just Walk on By† by Brent Staples, they argue the theme of gender, and racial stereotypes that have been present in our world from the very beginning. Barry suggests through a sarcastic and humors tone that gender stereotypes have been present since before the start of time; he uses a highly conversational style to prove this, as well as narrates to give the reader a better understanding of exactly what he’s talking about. Staples, on the other hand, uses a more authoritative tone to support his theme of racial stereotyping; he also uses the mode of rhetoric exemplification to his benefit, and is able to show the audience that this issue is just as important as the gender†¦show more content†¦When looking deeper into where stereotypes really began it is evident that the media was the main influencer in not only gender stereotypes, but also a huge proponent in racial stereotypes.  "Racism and the media touches directly the problem of ideology, since the media’s main sphere of operations is the production and transformation of ideologies† (Dines/Humez18.) An ideology is basically a system of ideas that is specifically formed around economic and political theories, making racial stereotypes fit into this category flawlessly. This quote is basically saying that people will stereotype anyone based on their skin color, to match an idea of what they have in their head. For example, a common stereotype is that all African American men have stolen something within the span of their life; so if you see an African American male approaching your car window you may feel the need to lock your doors. However, when looking at the bigger picture you may discover that just because the mans skin is a different color, doesn’t mean that he is any different from you or me. So how did these stereotypes become so popular among our nation? Well, once media took o ver, it alone changed a lot of the world how we knew it, and racial/gender stereotypes were one of the major areas impacted. Around thirty-nine years ago a young scholar of African AmericanShow MoreRelatedFor Against by L.G. 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Social Inequalities Within New Zealand Essay - 1322 Words

This essay will be discussing the social inequalities within New Zealand. These inequalities can include unequal income, education and healthcare. Through extensive research of academic resources, I will be discussing how educational, family, social and political factors contribute to the development of these inequalities. I will also be providing a line graph that shows the unequal income between classes and a second line graph that demonstrates the difference in student success between high decile and low decile schools. Society holds many structures that mould human performance and produce opportunities for some, but inequalities for others (Morrall, 2009). These structures in society are organized by the hierarchies of class, ethnicity and gender (Crossman, 2016). Due to having a society based on hierarchies, social inequalities are inevitable. Social inequality refers to the ways in which a group or individual of a certain social position may receive unequal opportunities or distribution of ‘goods’ such as education, income, living conditions and healthcare (Walker, 2009). These unequal opportunities may be given to someone because of their ethnicity, gender, income, religion or social class (Walker, 2009). For example, people in a high social class will be able to pay for their children to go to a good private school for a good education, whereas lower-class or working class people will struggle to afford the same education. There are two main components to socialShow MoreRelatedInequality Between Societies Within New Zealand1409 Words   |  6 PagesInequality between societies within New Zealand. The facts of how the societies in New Zealand, has been affected or can be affect the factors including; biological, educational, family, social and political. 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Administrative Process in Nursing Free Essays

string(99) " at the same time become more knowledgeable about the overall scheme of things within the company\." Submitted by: Jennelyn M. Pondang Submitted to: Prof. Liwayway T. We will write a custom essay sample on Administrative Process in Nursing or any similar topic only for you Order Now Vallesteros †¢ Answer learning activities (page 14) nos. 3 and 4. †¢ Illustrate using a table a comparison of the ff leadership style: a. Democratic, Authoritarian, and Laissez-faire b. Transformational and Transactional †¢ Which of the above leadership styles do you think your immediate manager adhere to? Support your assumption. 3. Compare Theory X, Y, and Z. Which one would you prefer in your organization? Why? Theory X assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. As a result of this, management believes that workers need to be closely supervised and comprehensive systems of controls developed. According to this theory, employees will show little ambition without an enticing incentive program and will avoid responsibility whenever they can. Theory X managers rely heavily on threat and coercion to gain their employee’s compliance, believe that everything must end in blaming someone and that his or her employees do not really want to work, that they would rather avoid responsibility and that it is the manager’s job to structure the work and energize the employee. Beliefs of this theory lead to mistrust, highly restrictive supervision, and a punitive atmosphere. Usually these managers feel the sole purpose of the employee’s interest in the job is money. They will blame the person first in most situations, without questioning whether it may be the system, policy, or lack of training that deserves the blame. Theory Y assumes that people are creative and eager to work. Workers tend to desire more responsibility than Theory X workers, and have strong desires to participate in the decision making process. Theory Y workers are comfortable in a working environment which allows creativity and the opportunity to become personally involved in organizational planning. Creativity and imagination are increasingly present throughout the ranks of the working population. These people not only accept responsibility, but actively seek increased authority. In this theory, management assumes employees may be ambitious and self-motivated and exercise self-control. It is believed that employees enjoy their mental and physical work duties. Theory Y managers believe that employees will learn to seek out and accept responsibility and to exercise self-control and self-direction in accomplishing objectives to which they are committed. They believe that the satisfaction of doing a good job is a strong motivation. Many people interpret Theory Y as a positive set of beliefs about workers. Theory Y managers are more likely than Theory X managers to develop the climate of trust with employees that is required for human resource development. This would include managers communicating openly with subordinates, minimizing the difference between superior-subordinate relationships, creating a comfortable environment in which subordinates can develop and use their abilities. This theory is a positive view to the employees, meaning that the employer is under a lot less pressure than someone who is influenced by a theory X management style. Another theory which deals with the way in which workers are perceived by managers, as well as how managers are perceived by workers, is William Ouchi’s â€Å"Theory Z†. Often referred to as the â€Å"Japanese† management style, Theory Z offers the notion of a hybrid management style which is a combination of a strict American management style (Theory A) and a strict Japanese management style (Theory J). This theory speaks of an organizational culture which mirrors the Japanese culture in which workers are more participative, and capable of performing many and varied tasks. Theory Z emphasizes things such as job rotation, broadening of skills, generalization versus specialization and the need for continuous training of workers. Much like McGregor’s theories (Theory X an Y), Ouchi’s Theory Z workers have a high need to be supported by the company, and highly value a working environment in which such things as family, cultures and traditions, and social institutions are regarded as equally important as the work itself. These types of workers have a very well developed sense of order, discipline, moral obligation to work hard, and a sense of cohesion with their fellow workers. Theory Z workers can be trusted to do their jobs to their utmost ability, so long as management can be trusted to support them and look out for their well being. One of the most important tenets of this theory is that management must have a high degree of confidence in its workers in order for this type of participative management to work. Theory Z stresses the need for enabling the workers to become generalists, rather than specialists, and to increase their knowledge of the company and its processes through job rotations and continual training. In fact, promotions tend to be slower in this type of setting, as workers are given a much longer opportunity to receive training and more time to learn the intricacies of the company’s operations. The desire, under this theory, is to develop a work force, which has more of a loyalty towards staying with the company for an entire career, and be more permanent than in other types of settings. It is expected that once an employee does rise to a position of high level management, they will know a great deal more about the company and how it operates, and will be able to use Theory Z management theories effectively on the newer employees. SUMMARY: McGregor’s Theory X and Theory Y managers seem to have a much more formal leadership style than do Ouchi’s Theory Z managers. McGregor’s managers seem to both have different views of the workers, while their views of the tasks remains the same in both cases: that is, one of specialization, and doing a particular task. Theory Y suggests that the workers would become very good at their particular tasks, because they are free to improve the processes and make suggestions. Theory Z workers, on the other hand, tend to rotate their jobs frequently, and become more generalists, but at the same time become more knowledgeable about the overall scheme of things within the company. You read "Administrative Process in Nursing" in category "Papers" Several parallels indeed exist between these two theorists. Namely McGregor’s Theory Y, and Ouchi’s Theory Z both see the relationship between managers and workers in a very similar light. They both are more group oriented than the Theory X assumptions, which seem to be more individual oriented. One of the most notable similarities between McGregor’s Theory Y and Ouchi’s Theory Z appears in the form of the type of motivation that makes the workers perform in a way that enables them to be more productive. While the Theory X worker is said to require coercion, threats, and possibly even disciplinary action, Theory Y and Theory Z workers are, again, self motivated. This allows them to focus on the task, and also their role within the company. Their desire is to be more productive and enable the company to succeed. Theory X workers, on the other hand, seem to have just enough self motivation to show up at work, punch the time clock, as it were, and do only that which is necessary to get the job done to minimum standards. I would prefer Theory Z in our organization because people in this theory are innately self- motivated to not only do their work, but also are loyal towards the company and want to make the company succeed. I like theory Z managers having a great deal of trust that their workers could make sound decisions. Therefore, this type of leader is more likely to act as â€Å"coach†, and let the workers make most of the decisions. The workers have a great deal of input and weight in the decision making process. Theory Z also emphasizes more frequent performance appraisals 4. Describe at least three factors that affect human behavior. Attitude is one of the factors that affect human behavior. It is a complex mental state involving beliefs, feelings and values and dispositions to act in certain ways. Another is Social Norms. This is the influence of social pressure that is perceived by the individual to perform or not perform a certain behavior. Perceived Behavioral Control is also factor that affect human behavior. This is defined as the individuals belief concerning how easy or difficult performing the behavior will be. Illustrate using a table a comparison of the ff leadership style: c. Democratic, Authoritarian, and Laissez-faire d. Transformational and Transactional C |Democratic |Authoritarian |Laissez-faire | | | | | | |Leadership style in which the leader ictates |Non-authoritarian leadership style. Laissez | | The people have a more participatory role in |policies and procedures, decides what goals are|faire (French for, allow to pass or let go) | |the decision making process. One person retains|to be achieved, and directs and controls all |leaders try to give least possible guidance to | |final say over all decisions but allows others |activities without any meaningful participation|subordinates, and try to achieve control | |to share insight and ideas. by the subordinates. |through less obvious means. They believe that | |Highly effective form of leadership. People are| |people excel when they are left alone to | |more likely to excel in their positions and | |respond to their responsibilities and | |develop more skills when they feel empowered, | |obligations in their own ways. |and people are empowered when they are involved| | | |in the decision-making process. | | | |Often lead to a more productive and higher | | | |quality work group. | | | D. Transformational |Transactional | |* Le aders arouse emotions in their followers which motivates them to act beyond |*Leaders are aware of the link between the effort and reward. | |the framework of what may be described as exchange relations. |* Leadership is responsive and its basic orientation is dealing with present | |*Leadership is proactive and forms new expectations in followers. |issues. | |* Leaders are distinguished by their capacity to inspire and provide |* Leaders rely on standard forms of inducement, reward, punishment and | |individualized consideration, intellectual stimulation and idealized influence to|sanction to control followers. | |their followers. |* Leaders motivate followers by setting goals and promising rewards for | |* Leaders create learning opportunities for their followers and stimulate |desired performance. | |followers to solve problems. |* Leadership depends on the leader’s power to reinforce subordinates for their| |* Leaders possess good visioning and management skills to develop strong |successful completion of the bargain.. |emotional bonds with followers. | | |* Leaders motivate followers to work for goals that go beyond self-interest. | | †¢ Which of the above leadership styles do you think your immediate manager adhere to? Support your assumption. Our manager adheres to transactional leadership style. She works through creating clear structures whereby it is clear what is required of her subordin ates and the rewards that we get for following orders. Punishments are not always mentioned, but they are also well-understood and formal systems of discipline are usually in place. Whenever our manager allocates work to us, we are considered to be fully responsible for it. When things go wrong, then we are considered to be personally at fault, and were punished for our failure just as rewarded for succeeding. Our manager makes clear of what is required and expected from us. The contract specifies fixed salary and the benefits that will be given. Rewards are given to us for applied effort. She sometimes uses incentives to encourage us for greater productivity. MODULE 2 †¢ Answer any 2 learning activities on page 21. †¢ Submit 1 reading related to this module. Include your comments/ reaction and source. †¢ Submit requirements as instructed Leaning activities 1. Differentiate a leader from a manager; management from leadership? A leader is defined as one who guides or is in command or one in a position of influence or importance. A person who guides others toward a common goal to achieve the objectives set for certain purpose. Interested in risk-taking and exploring new ideas and relates to people personally in an intuitive and emphatic manner. A leader have no official appointment to a position in the organization while a manager is a person appointed officially to the position whose function is to plan, organize, lead and control. Manager is a person tasked with overseeing one or more employees or departments to ensure these employees or departments carry out assigned duties as required, relates to people according to their roles, has the power and authority to enforce decisions. Subject |Leader |Manager | |Essence |Change |Stability | |Focus |Leading people |Managing work | |Have |Followers |Subordinates | |Horizon |Long-term |Short-term | |Seeks |Vision |Objectives | |Approach |Sets direction |  Plans detail | |Decision Facilitates |Makes | |Power |Personal charisma |Formal authority | |Appeal to |Heart |Head | |Energy |Passion |Control | |Culture |Shapes |Enacts | |Dynamic |Proactive |Reactive | |Pe rsuasion |Sell |Tell | |Style |Transformational |Transactional | |Exchange |Excitement for work |Money for work | |Likes |Striving |Action | |Wants |Achievement |Results | |Risk |Takes |Minimizes | |Rules |Breaks |Makes | |Conflict |Uses |Avoids | |Direction |New roads |Existing roads | |Truth |Seeks |Establishes | |Concern |What is right |Being right | |Credit |Gives |Takes | |Blame |Takes |Blames | Management controls or directs people/resources in a group according to principles or values that have already been established, the process of obtaining, organizing resources and of achieving objectives through other people while leadership is setting a new direction or vision for a group that they follow. It’s a process of empowering people through persuasion and one of the function of management. Leadership is â€Å" the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task. † 2. Observe a nurse manager in your workplace and note the different management activities she performs identified by Tappen. As I observed our nurse manager in our workplace I noticed that she does the following activities of the effective manager as noted by Tappen: 1. Assumes leadership of the group. 2. Actively engages in planning the current and future work of the group. 3. Provides direction to staff members regarding the way the work is to be done. 4. Monitors the work done by staff member to maintain quality and productivity. 5. Recognizes and rewards quality and productivity Our nurse manager perform the following 5 ( leadership, planning, directing, monitoring and recognition ) out of 7 components of effective management by Tappen. I was not able to observe the other 2 components; a. fostering the development of every staff member b. ) represents both administration and staff members needed in discussions and negotiations with others. Submit 1 reading related to this module. Include your comments/ reaction and source. The 7 Habits of Highly Effective People is a popular book, published by Simon S chuster, and written by Stephen R Covey. It provides a useful, sequential framework for understanding much about the process of Personal Development. Many highly successful people seem to have naturally developed these principles of effectiveness. Stephen Covey’s principled approach is not a quick-fix prescription for personal growth. But, says Covey, if you work hard at acquiring these principles, if you learn them well, think about them deeply and teach them to others, they will eventually become internalized. They will lead to fundamental change because they will affect who you are – your character – for the better. Your personality was formed as the result of specific behaviors you internalized as you grew up. These behaviors are not things we need to think about, they represent little success strategies or ways of coping with life that we have found to be helpful. If you take a look at what Seneca said about human character, you will see how acquiring new habits leads to a fundamental change of character. Sow a thought, reap an action Sow action, reap a habit Sow a habit, reap a character Sow a character, reap a destiny. – Seneca [pic] Stephen Covey Stephen Covey was born in 1932. He lives with his wife, Sandra, and their family in Utah; in the Rocky Mountains. Covey achieved international acclaim, and is perhaps best known, for his self-help book The 7 Habits of Highly Effective People which was first published by Simon ; Schuster in 1989 and has sold around 12 million copies word-wide. Covey has a Harvard MBA and has spent most of his career at Brigham Young University, where he was professor of organizational behavior and business management. In addition to his MBA, he also has a doctorate which he completed whilst at Brigham Young University. Dr. Stephen R Covey has received the Thomas More College Medallion for continuing service to humanity and has additionally been awarded four honorary doctorate degrees. Covey is also a co-founder of the Franklin-Covey organization, which specializes in the application of Covey’s principle-centered approach to leadership and management. He is widely acknowledged as one of the world’s leading authorities on the subject of time-management. Thousands of organizations across the world, including many of the Fortune 500 companies, have adopted his innovative techniques on leadership, teamwork, and customer-focused service. His best-selling book on time-management, First Things First, co-authored with A. Roger ; Rebecca R. Merrill, according to Simon ; Schuster is the best-selling time management book ever. The seven principles he presents in the 7 Habits are not original thoughts – he does not claim to have originated the ideas but simply to have found a framework and a language for articulating the time-less principles embedded into the seven habits. The 7 habits are to be found, he says, in all the major world religions. He believes the principles themselves to be ‘self-evident’, that is, ‘you cannot really argue against them’. His view is that all highly effective people, and enduringly effective organizations, have utilized the 7 habits, to a greater or lesser extent, to sustain their success. Covey says that the 7 habits are ‘common knowledge’ but, he adds, are not necessarily ‘common practice’. In fact, it could be argued that the habits actually run counter to basic human nature. By our nature, we are reactive creatures and we are inclined to act mainly out of self-interest. But we are also as human beings capable of much higher thoughts and actions and by working hard to internalize the 7 habits we are able to develop a proactive attitude. By so doing, we can take charge of our own destinies and we are capable of exerting influence on other people for the collective good. Summary Stephen Covey is an excellent speaker and so his audio books, in addition to his written books, are well worth obtaining. A full list of relevant resources appears at the foot of this page. In this section, however, we examine what Stephen Covey says about his work. Here are a number of brief quotations which are taken directly from the book which provide a useful summary. Be Proactive â€Å"Taking initiative does not mean being pushy, obnoxious, or aggressive. It does mean recognizing our responsibility to make things happen. † Begin With the End in Mind â€Å"(This habit)†¦ is based on imagination — the ability to envision, to see the potential, to create with our minds what we cannot at present see with our eyes†¦ † Put First Things First â€Å"Create a clear, mutual understanding of what needs to be accomplished, focusing on what, not how; results not methods. Spend time. Be patient. Visualize the desired result. † Think Win-Win Win-Win is a frame of mind that constantly seeks mutual benefit in all human interactions. Win-Win means that agreements or solutions are mutually beneficial and satisfying. † Seek First to Understand, Then be Understood â€Å"‘Seek First to Understand’ involv es a very deep shift in paradigm. We typically seek first to be understood. Most people do not listen with the intent to understand; they listen with the intent to reply. They’re either speaking or preparing to speak. They’re filtering everything through their own paradigms, reading their autobiography into other people’s lives. † Synergize (Synergise) â€Å"Synergy works; it’s a correct principle. It is the crowning achievement of all the previous habits. It is effectiveness in an interdependent reality – it is teamwork, team building, the development of unity and creativity with other human beings. † Sharpen the Saw â€Å"This is the habit of renewal†¦ It circles and embodies all the other habits. It is the habit of continuous improvement†¦ that lifts you to new levels of understanding and living each of the habits. † COMMENTS/REACTION: Each chapter is dedicated to one of the habits The First Three Habits surround moving from dependence to independence †¢ Habit 1: Be Proactive Take initiative in life by realizing your decisions are the primary determining factor of what kind of life you will have in the future. We are responsible for all the choices we desire and the consequences implied on it †¢ Habit 2: Begin with the End in Mind Self-discover and clarify our deeply important character values and life goals. †¢ Habit 3: Put First Things First Doing task based on importance rather than urgency. The Next Three have something to do with working with others (Interdependence) †¢ Habit 4: Think Win-Win Genuinely striving for mutually beneficial solutions or agreements in our relationships. Valuing and respecting people by understanding a â€Å"win† for all is ultimately a better long-term resolution than if only one person in the situation had gotten his way. Habit 5: Seek First to Understand, then to be Understood Using empathetic listening to be genuinely influenced by a person, which compels them to reciprocate the listening, take an open mind to being influenced by you, which creates an atmosphere of caring, respect, and positive problem solving. †¢ Habit 6: Syner gize Combining the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone. The Last habit relates to self-rejuvenation; †¢ Habit 7: Sharpen the Saw The balancing and renewal of your attitude, principles, beliefs and practices to create a sustainable long-term effective lifestyle. There is a gap between stimulus and response, and the key to both our growth and happiness is how we use that space. The ability to use wisely the gap between stimulus and response, to exercise the unique endowments of our human nature, empowers us from the inside out. To achieve unity with ourselves, our loved ones, our friends, and our working associates, is the highest, best, and most delicious fruit of the Seven Habits. Building a character of total integrity and living the life of love and service that creates such unity isn’t easy. If we start with the daily private victory and work from the inside out, results will surely come. SOURCE: http://www. whitedovebooks. co. uk/7-habits/summary. htm MODULE 3 : †¢ Answer any 2 learning activities on page 31. 1. Analyze the different phases of planning. The first phase of planning according to Tappen is DEVELOPING THE PLAN. The first step in developing the plan is to establish its purpose. The purpose should be clear to avoid confusion and may be stated in broad terms until a broad thorough assessment of the situation is done. The second step is analyzing the situation which includes problem verification, identifying situational variables and the anticipated response to change. Formulating objectives is the third step. Objectives are formulated when the problems are already assessed. The objectives should be written as measurable outcomes so that they can later serve as guidelines for evaluation. The fourth step is generating alternative solutions. The last step in developing the plan is analyzing alternatives and selecting course of action. The second phase of planning is PRESENTING THE PLAN. Plans for projects are usually presented to administration or management for approval. The plan must be presented in an organized manner, delivery of the presentation must be done convincingly and professionally, planner needs to be persuasive, concise and direct to the point in order to obtain approval and acceptance by administrators IMPLEMENTATION AND MONITORING is the third phase (last phase) of planning. It includes the following steps: Organizing the implementation of a plan includes; 1. Identifying and arranging activities according to sequence 2. Setting target dates for completing each activity 3. Assignment of responsibilities to particular individuals and 4. The allocation of resources Techniques have been developed to organize and monitor implementation of proposed plans such as Schedules which is easy to make and use, Gantt charts which is a highly developed schedule that specifies in detail the task to be performed and the time they are expected to be completes, program evaluation and review technique (PERT) graphically illustrates the sequence of events and their interrelationships using circles for events and arrows for activities and the critical path method (CPM) that’s very similar to PERT of which one can have a realistic estimate of when the project can be completed. 2. Differentiate strategic planning from operational planning. Give example of each. Strategic planning and operational planning involve two different types of thinking. Strategic decisions are fundamental and directional. Operational decisions, on the other hand, primarily affect the day-to-day implementation of strategic decisions. While strategic decisions usually have longer-term i mplications, operational decisions usually have immediate (less than one year) implications. Strategic Planning is defined as continuous, systematic process of making risk-taking decisions today with greatest possible knowledge of their effects in the future. Views future as unpredictable, planning as a continuous process, expects new trends, surprises and changes. It considers a range of possible futures emphasizes strategy development based on assessment of the organization’s internal (strength and weaknesses) and external (opportunities and threats) environment. In strategic planning one of the keys example is something called SWOT. SWOT stands for strengths, weaknesses, opportunities and threats. Everyone in the strategic planning group makes up a list of the company’s SWOTs. This gives the company/organization a picture as to where the weaknesses and strengths lie and what opportunities and threats face them. This helps with planning in several ways. First by knowing their strengths they can work to enhance them. The weaknesses can be ignored, but a way of managing or lessening their impact can be developed. Opportunities are analyzed and the best ones chosen. Finally threats: the economy, government regulations and competition are addressed. Strategic Planning ask this question: â€Å"Based on our current understanding of environment, are we doing the right thing? How can we best use our resources to achieve our mission? † [pic]EXAMPLE OF STRATEGIC PLANNING while Operational Planning views future as something that needs to be implemented now. Focuses on setting short-term (less than one year) objectives and assumes much more detailed planning regarding who and how activities will be accomplished Operational planning ask this question: â€Å"What do we need to be doing for the upcoming year/immediately to best accomplish our mission. † EXAMPLE OF OPERATIONAL PLANNING Operational Plan Terra Engineering The following section will identify the proposed operational plan for Terra Engineering. Included are the general operating procedures, human resources, insurance, and working capital requirements of the business. Also included is a table outlining the office space requirements, asset acquisition and an outline of Terra Engineering’s operational workflow. General Operating Hours Terra Engineering intends to operate Monday thru Friday from 9 am to 5 pm. Terra Engineering will be operational year round. Human Resources Mr. Johnson and Mr. Smith will be the sole employees of Terra Engineering for the first two years of operation. When additional human resources are needed, Terra Engineering has identified the persons qualified and able to assist on a contract basis for the same rate as the owner. They include: Mr. Wes Aaron, and environmental engineering technician will be sub-contracted to complete work as needed. It is estimated that Mr. Aaron will eventually be hired full time by Terra Engineering once demand warrants growth. Mrs. Leanne White holds a Masters in Environmental Engineering and will also be sub-contracted to perform work for the company. Eventually, Terra Engineering intends to hire Mrs. White full time. Mr. Charles Pearson holds a Bachelors of Science Degree in Environmental Engineering and has a vast technical experience base in the environmental assessment area and will be retained when needed. Once the business reaches 60% of its operational capacity this will represent 1300 hours, Terra Engineering will offer the above environmental professionals full time positions. Also at this time, an administrative assistant will be sought. A professional user of Auto Cad will be sought to perform various jobs for the company. It is unknown at this time who will fill this position, however, job advertisements will be put in the local papers and organizations to attract a good pool of respondents. Once hired, all employees will be covered by the Workers Safety and Insurance Board and covered for Employment Benefits. Insurance Requirements Terra Engineering will have to incur costs for business liability insurance. The estimated cost for this requirement is $4,000 per year. Operating Capital Requirements Due to the demands imposed at start up, Terra Engineering will require that the business have sufficient working capital to meet all operational responsibilities of the business for the first three months. It is estimated that the business will need approximately $20,000 in working capital to sustain and ensure the business meets all opening and on-going financial obligations. Also, throughout the year there tends to be periods of low activities. Consequently, the company will experience financial pressures during these months. While much of this time will be spent developing proposals and marketing strategies, there will be a need to maintain sufficient working capital to cover these periods. A long term strategy to maintain a positive cash flow during these periods will be to diversify the company and develop environmental training programs for certain communities. These training programs will be given during these months. Office Requirements and Asset Acquisitions Terra Engineering will lease office space on located at: 459 Duncan Avenue, Suite 1003 Detroit, Michigan The office space is leased and will accommodate the necessary office equipment such as computers, fax machine, photo copier, and other engineering equipment. This facility will require an estimated $5,000 to renovate in a style that is aesthetically pleasing to the clients as well as the owners. These facilities will be leased at $500 per month. In addition, Terra Engineering will require specialized environmental equipment. These are the estimated costs associated with those investments: Office Renovations $5,000 Office Equipment and Furniture $6,000 Specialized Field Equipment $27,000 Specialized Software $10,000 Total Capital Costs $48,000 The above noted capital purchases will increase work effectiveness, enhance professionalism and will prepare the business for the forecasted demand for services. Further, the equipment may be leased out to partner associates during times of low activity. Operational Workflow As with any consulting firm, the operational workflow for the business is quite uniform and simple to follow. The following is a step by step outline of how contracts are completed on a regular basis: Step 1 Terra Engineering will respond to a request for proposal (RFP) with a professionally prepared proposal for service; Step 2 At this point, the potential contract is awarded to either Terra Engineering or other companies which submitted proposals for services. Therefore, communication is made by the contract to the successful consulting firm. If Terra Engineering is successfully selected to perform the work, the contract is then triggered to begin; Step 3 Terra Engineering will collect a deposit from the client and will begin the project. Deposit values vary depending upon the size and location of the project; Step 4 Terra Engineering will go ahead and start the project while keeping communication with the client. Once the project reaches 60% – 70% completion, funds will be given to the business by the client to complete the rest of the work; Step 5 Once the work is completed to the satisfaction of both, Terra Engineering and the client, the final payment for the contract will be made. The above operational workflow is very standard, easy to understand and within industry’s norm. Terra Engineering will accept cash, cheque and visa payments. These payments are well within industry standards. The business will provide credit to larger account holders. It is estimated that the length and terms of payments are net 30 for all clients. This will allow the business to avoid cash flow problems. Late payment charges are 2% of the projects outstanding balance. †¢ Get a sample copy of different types of planning and give your analysis as to their contents. A Tactical Plan Here is what a tactical plan might look like. Note how we begin by showing how the tactical plan relates to the Marketing plan. It is the tactics that will execute that strategy. Too often, firms do not have a proper marketing plan and instead go directly to tactics. [pic] New Product Plans Our strategy assumes that we will launch new products throughout the year to maintain our image of leadership in the meal solutions market. Our marketing strategy is to provide consumers with tasty, nutritious, quick-to-prepare meals. Objectives: We will launch four new products over the plan year, each of which will: 1. Score an average of 7. 5 or more in consumer taste panels (10 = excellent taste, 1 = very unappetizing) with three test groups. 2. Include two vegetables and one meat or meat substitute item. 3. Contain no more than 450 calories per serving. 4. Require no more than six minutes per serving microwave cooking time. Procedure: Lab staff will develop meal solutions which meet the above criteria such that one new product is ready to market every three months. Only products which meet the last three criteria should be taste tested. At least one of the new items must be meatless, but no more than two should be. Controls: Lab staff are to submit monthly progress reports to the marketing manager indicating the number of items under development and data on all four criteria, as available, for each item. The key goal is that there must be four marketable items by the end of the plan year. How to cite Administrative Process in Nursing, Essays

Changing social structure and mobility free essay sample

Rural Society: The village is the oldest permanent community of man. All early communities were basically rural in character. Bogardus says, â€Å"Human society has been cradled in the rural group†. The rural community is simply means a community that consists of people living in a limited physical area and who have common interests and common ways of satisfying them. Each society consists of different parts, such as individuals, groups, institutions, associations, and communities. The simplest analogy one can think of at this point is that of an organism that has different components working together as a whole. Society is a system like any other system, such as the solar system. The major features of rural society are: 1. Small size of village community, 2. Intimate relations, 3. Jajmani System, 4. Isolation, 5. Social homogeneity, 6. Informal Social Control, 7. Dominance of Joint Family, 8. Status of Rural Women, 9. Occupation, 10. Role of neighborhood, 11. Faith in religion, 12. Self Sufficiency, 13. Widespread caste system, 14. We will write a custom essay sample on Changing social structure and mobility or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Simplicity, 15. Feelings, 16. Fellow feelings, 17. Conservatism, 18. Observance of moral norms, 19. Poverty, 20. Illiteracy, 21. Desire for Independence, 22. Dominance of primary relations, 23. Social Homogeneity, 24. Occupations, 25. Preservers of the Ancient culture of the society, 26. Legal Self Government, 27. Change in the Villages. Urban Society: As a result of development in science and technology, there has been industrial development. Due to industrial development there is urbanization as a result of which urban societies created. Every country has its own urban society. Every village possesses some elements of the city while every city carries some feature of the villages. Different criteria are used to decide a community as urban. Some of them are, for example, population, legal limits, types of occupations, social organizations. The city in the words of Louis wirth refers to â€Å"a relatively large, dense and permanent settlement of socially heterogeneous individuals. † The Major Features of Urban Society are: 1. Social Heterogeneity, 2. Secondary Relations, 3. Anonymity, 4. Secondary Control, 5. Large-scale Division of Labour and Specialization, 6. Large-scale social mobility, 7. Individuation, 8. Voluntary Association, 9. Social Reference, 10. Unstable Family, 11. Special Segregation, 12. Lack of community feeling, 13. Lack of unity in family, 14. Moral Laxity, 15. Unbalanced personality, 16. High incidence of crime, 17. Social disorganization, 18. Peculiarities of marital life, 19. Dynamic life, 20. Voluntary associations are formed quickly, 21. Artificial life. Forms of diversity in India Unity implies oneness or a sense of we-ness; it holds tightly together the various relationships of ethnic groups or institutions in a dovetailed manner through the bonds of contrived structures, norms and values. The sources of diversity in India may be traced through a variety of ways, the most obvious being the ethnic origins, religions, castes, tribes, languages, social customs, cultural and sub cultural beliefs, political philosophies and ideologies, geographical variations etc. A. Linguistic diversity The high degree of large diversity found in India is due to the existence of diverse population groups. The greatest variety in languages can be found in the one of the biggest democracies in the world. Most of these languages are distinct and have their own distinct form of writing and speech. The dictionary defines ‘Diversity’, as variety or different. Languages are defined as a system of arbitrary vocal symbols used for human communication. In India, the tribal communities are smallest in geographical spread and in population strength. They cover only 8. 8% (1991census) of the Indian population. Not only we should consider linguistic diversity as a resource of human kind but also should conceive both the decline in the number of languages and the emerging trend in having mono linguistic dominance over small languages as a threat to our plural existence. It is to be accepted that even in the very ecological sense, like bio-diversity, linguistic diversity should also need to maintain. Post-Independence Period After India obtained its independence, policies had to be formulated for the administration of the newly born nation. While forming the constitution of India, the leaders of the nation had to come up with a national language. They decided on Hindi as the national language and the use of English for official purposes. The Present situation Though the situation has improved from the early fifties, there has not been a significant development. India still faces the problems due to the diversity in languages. One of the foremost problems is the lack of a unified language system. Though a national language was chosen among the 114 officially recognized languages and 216 (Census of 1991) mother tongues in India, only 28% of the populations speak this language. People in India have a sense of belonging to a particular language speaking community rather that the nation as a whole. B. Religious diversity Religion is a major concern of man. Religion is universal, permanent, pervasive and perennial interests of man. The institution of religion is universal. It is found in all the societies, past and present. Religious beliefs and practices are, however, far from being uniform. Religious dogmas have influenced and conditioned economic endeavors, political movements, properly dealings, and educational tasks. The major religions in India are following: Hinduism, Buddhism, Sikhism, Jainism, Christianity, Islam, Parsi, The basic ideas and faith of the each religion differs. But they co existently stood in Indian society. The preamble of the Constitution of India proclaims India to be a secular republic where citizens may freely worship and propagate any religion of their choice. The right to freedom of religion is also declared as a fundamental right by the Constitution of India. Indian religions have exerted significant influence all over the world. PART II : FAMILY, MARRIAGE AND KINSHIP Family in Indian Society The family is the basic unit of society. It is the first and the most immediate social environment to which a child is exposed. It is in the family a child learns language, the behavioral Patterns and social norms in his childhood. In some way or the other the family is a universal group. It exists in tribal, rural and urban communities and among the followers of all religions and cultures. It provides the most enduring relationship in one form or other. From the moment of birth to the moment of death the family exerts a constant influence. In spite of the universal and permanent nature of the family one can also see vast difference in its structure in different societies. In tribal and agrarian societies people of several generations live together. These societies have large and ‘joint families’. In the industrial society the family is limited to husband, wife and their children. Sociologist calls it a ‘nuclear family’. The family is formed with number of members. These members live together. They have a home. They have definite purposes in living together. In this sense the family in a group. There is certain rules and procedures at the roots of the family. In this sense the family in an institution. Factors affected the family: A) The consanguine Family declines: The consanguineous or joint family tended to disappear especially in the western world and conjugal or nuclear family has become predominant with the increasing urbanization and industrialization people are less subject to Parental control which lessens social control. Women have attained a new legal status in which there is less discrimination between them and men. B). Increasing Rate of Divorce: Divorce is the most obvious symptom of family disintegration. Economic freedom, new life style, new idealities together creates an idea of free life. The traditional joint family system in India has under gone vast changes. They have definitely affected its structure and functions. Milton singer has identified most there are; Education, Industrialization, Urbanization, changes in the institution of marriage. C. Influence of education: Modern education affected joint family in several ways. It has brought about a change in the attitude, beliefs, values and ideologies of the people. Education which is spreading even amongst the females has created and aroused the individualistic feelings. The increasing education not only brings changes in the philosophy of life of men and women, but also provides new opportunities of employment to the women. After becoming economically independent, women demand more freedom in family affairs. They refuse to accept anybody’s domination over them. Education in this way brings changes in relations in the family.D. Impact of Industrialization: New system of production based on factory and new joint families have disintegrated considerably. 2. The impact of Economic and Technological changes: Industrial development and application of new advanced techniques reduced the economic functions of family. The technological changes took both the work and workers out of the home. E. Chang es in the position of women: The chief factor causing changes in the position of women in our society lie in her changing economic role. New economic rule provided a new position in society and especially in their relation to men.

Popular Culture free essay sample

During and after the Great Depression in Canada, the majority of people listened to Jazz or swing music. Upbeat fast paced music, that uplifted moods, despite the rough situation at the time. Among the famous Jazz musicians, Guy Lombard was the most renowned, along with his bad The Royal Canadian. The band consisted of Guys brothers, Carmen, Leerier and Victor, as well as some friends from his hometown of London, Ontario. The band was quickly Internationally recognized selling approximately 250 million photograph records.They were the first Canadians to have a #1 single on Billboards top 100. As Guys fame began to die, a 10 year old Montreal pianist by the name of Oscar Peterson was on the rise. With Guy and The Royal Canadians, its no surprise that 1930-1945 is known as the Swing Era. During this era, fashion took an interesting turn, zippers became ignored and the new craze was rayon and viscose, synthetic material. We will write a custom essay sample on Popular Culture or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Canadian fashion remained dependent on American fashion, adopting any trends and fads.The concept of flappers died down, women began to show less skin, wear longer skirts and fashion became more conservative. Gloves and nylon socks became the mall fashion craze for women in this period. For men, the most noticeable affect on fashion due to the Great Depression was the translator from bright colors to dull, black and white apparel. Suits became popular, Including the drape cut or London Drape suit, a softer, more flexible suit that was meant to enhance a mans figure.This suit was designed by Frederick Schools, the tailor of the Prince of Wales at the time. For sportswear, knickerbockers and plus-fours were dominant as opposed to the previous craze of trousers. Knickerbockers were a cross between modern day shorts and sweatpants. They were baggy, soft trousers that went to a mans knees and were considered ideal for physical activity. Plus fours were similar to knickerbockers, however, they extended four inches below the knees, hence the name.

Importance of Accountability in Health care Essay Example

Importance of Accountability in Health care Essay Example Importance of Accountability in Health care Paper Importance of Accountability in Health care Paper The accountability concept in health care industry includes three essential components namely the loci of accountability, its domains and procedures. Additionally, the loci of accountability in the health care industry may consist of different parties which may be held responsible or hold others responsible. In the accountability domains, parties may also be held answerable for various activities like capability, ethical and legal conduct, financial feat, community benefit, promotion of public health and access adequacy (Emanuel Emanuel, 1996, pp. 229-239). Accountability procedures entail both formal and informal procedures geared towards assessing compliance and distribution of the compliance and reaction by the parties in charge of accountability. Therefore accountability in health care entails individuals responsible for various activities and who answer or justify for their actions based on specific questions of interest that may be raised by concerned parties (Emanuel Emanuel, 1996, pp. 229-239). Accountability: is it important? Accountability ensures a high quality health care which is readily available at an affordable cost and without long waits. Many individual patients as a result will also feel that their health care needs are met despite the patients’ socio economic status. Moreover, other services like cross discipline coordination, proactive management, risk management, long term quality care and preventive care may also be improved on as a result of accountability (American College of Physicians, 2008, pp. 55-75). Additionally, accountability is important in an organization as it equips a health organization with personal and professional resources which can be used to respond to internal and external needs. Subsequently, this helps in ensuring mutual support and promotes growth and learning of staff members. With a good management in place, a good working environment and is enhanced and which leads to satisfaction of patients as well as staff members. Attention to security is enhanced as well as ensuring well management of predictable risk and crisis within the health care organization (Grandi Rubinelli, pp. 1-8). Measuring employee accountability in the health care industry Measurement of employee accountability and performance has become gradually popular in the health care system as a result of the gradual expansion in the health care industry. As a result, employee performance is in most cases measured is assessed and reported publicly. This performance can be measured by use of hospital plan report cards as well as employee profiles where a consistent set of performance measures are used for guidance in the evaluation and measuring process (Ullman Spoeri, 1997, pp. 726-732). Additionally, employee accountability can also be measured through conducting a member satisfaction survey where satisfaction ratings may be used to ensure objectivity and comparability of the performance. What is more, accountability may also be done by enforcing professional standards through consultations, case reviews, hospital privileges reviews among others (Ullman Spoeri, 1997, pp. 726-732). As well, employee answerability may also be measured through pay for performance and which will target the performance, quality, efficiency and patient satisfaction (Rowe, 2006, pp. 695-696). Checks and balance process in a successful organization In a successful organization, a checks and balance process first eliminates all the unnecessary middlemen in the healthcare delivery line such that the healthcare services are maintained at low rates while the patient-physician relationship is also maintained. This implies that in a successful organization, the regulations laid down by the government agencies as well as insurance companies are usually reviewed and streamlined. What is more, a checks and balances system in a successful organization regulates its own activities exclusively with minimal intrusion from government agencies and without facilitation from insurance companies (Bolte, 2008). How accountability affects an organization’s working culture Accountability tends to affect the working culture of an organization by promoting humanity, the principles of dignity, promoting a good corporate image and creating awareness of a staff member doing his work. Moreover, accountability affects relations of all individuals within the organization by ensuring that they work as a team where other factors like mutual support, growth and learning is also enhanced. As a result of enhanced relations, a good working environment is promoted which leads to an enjoyment in give-and-take relationships within staff to staff and staff to community (Grandi Rubinelli, 2008, pp. 1-8). Maintaining a positive working culture and avoid a working culture of blame A working culture involves a specific way of life during a work day by following certain norms and standards of a company. A positive working culture can be maintained by acknowledging people’s accomplishments through rewards, tolerance for risk and change, ensuring that all individuals operate within their areas of responsibility in an organization. A positive working culture may also be maintained through emotional support of the staff, through mutual accountability, interpersonal communication and sociability and open opportunities for growth to all staff members (Evan Carmichael, 2008). A working culture of blame can be avoided by examining ones vulnerability to blame which subsequently helps in analyzing the areas of blame that may lead to a rise in predictable crises. Blame occurs where management is negligent or uncaring. Despite being at fault, one needs to be ready to diffuse and minimize their potential of blame as the blame may have devastating consequences to the company. Blame can also be avoided by doing the right thing and handling crisis management well (Blythe, 2003).

Hitler and the crime against humanity Research Paper

Hitler and the crime against humanity - Research Paper Example Crimes against humanity are described as offenses that are abhorrent in nature, which affects the dignity of a human being. It is grave humiliation or degradation of one or more human beings at the same time. Such events are either part of some government policy or they might be a wide practice of atrocities tolerated or ignored by the government. However, these are not isolated or sporadic events. If acts such as murder, extermination, torture, rape, political, racial or religious persecution are a part of widespread practice, then only they are considered as the crimes against humanity.In other words, crimes against humanity are attacks, which are widespread and systematic on the civilian population, irrespective of the fact whether people are nationals or non-nationals. In addition, irrespective of the fact whether the crimes are committed in times of peace or war. These crimes are such, which are against the humanity, and such that they violate the human values and rights. Accord ing the international law ‘war crimes’ and ‘genocide’ fall in the same category as ‘crimes against humanity’ (Holocaust, genocide and crimes against humanity, pp 7-8). A systematic, state sponsored, persecution and slaughter of round about 6 million Jews and many other ethnic, secular and religious groups by the Nazi regime under Adolf Hitler is popularly known as the Holocaust.Among the six million Jews, two-thirds of the total European Jewish population and two-fifths of the Jews in the entire world were slaughtered. Among the other nationalities which suffered under the holocaust, there were the Poles, Czechs, Greeks, Gypsies, Serbs, Ukrainians, Russians, homosexuals, mentally and physically challenged, trade unionists, prisoners of war, Jehovah witnesses and many others. It was because of the perceived racial inferiority that most of the people suffered. Adolf Hitler Germany was ruled by Adolf Hitler from 1933-1945. He governed as a dictato r. In 1939, Germany was turned into a powerful machine by Adolf Hitler and started World War II. In 1945 before he was defeated, he conquered most of the Europe Death was spread by Hitler as it was never spread by anyone.’ Close your eyes to pity, Act brutally!’ is what he told his soldiers. People who went against him were ordered to be executed or thrown into prison. If his orders were even resisted by one person, an entire family or at times hundreds of people of a town would be shot dead by his troops. Hitler had something against the Jews. He hated the Jewish people and he ordered them wiped out in countries that he controlled. There were numerous concentration camps set by the Hitler in which 6 million Jews and millions of other people were murdered. Before being murdered, many of these victims were tortured or starved to death. Many even died due to various diseases. Hitler wanted to be a priest when he was a young boy and he sang in a church choir. He hated Chr istianity as an adult and he believed that it was a religion for weaklings. Adolf Hitler started to get power and rise in power in 1919. This was in the year, when there was an end to World War 1. In the war, the old German Empire had been defeated. This led the economy of the country to lie in ruins. A small group of men had organized the National Socialist German Workers’ Party of whom Hitler became the leader. The members of the party were known as the Nazis. Hitler infiltrated a ray of hope among his followers that he can win back Germany’s past glory. He promised that he would rebuild Germany into an empire, which would be mighty and would last a thousand years. Hitler threatened to wage a war and lied to gain territory of Europe after he became the dictator of Germany. Leaders of countries such as the Great Britain, France and others tried to prevent the war. They did this so that Hitler can have his way at first. When Hitler’s hunger for power increased t hese countries joined to fight him. Hitler was famously known to be

DEPENDS ON WHAT YOU WRITE IT ON Essay Example | Topics and Well Written Essays - 1000 words

DEPENDS ON WHAT YOU WRITE IT ON - Essay Example The revolution in Russia that occurred in 1917 has a central place in the history of the world as well, the history of states that fall within the league of Baltic nations. These constitute Lithuania and Latvia as well as Estonia. The people of the Baltic nations also played a central role in the revolution of 1917, with significant stress on the Bolsheviks in Latvia, who primarily constituted a significant majority of the famous Red Guards that made it their duty to take side with the Bolsheviks in Russia which was absolutely critical at the initial times of the revolution. In the earlier revolution periods in 1905, which was the pioneer revolution in Russia, peasants that were scattered all over the Baltic states took advantage of the Russian Revolution to aggress against their leaders. At given varied moments in history, peasants from Latvia as well as Estonia had been under the rule of the Tsarist regime in Russia, the Swedish kingdom as well as the nobility in German. Peasants in Lithuania had been under the rule of Russia and prior to that, the Kingdom of Poland (1569-1791). The peasants in the ruled states took advantage of the revolution in Russia to control their destiny in their respective states by agitating for establishment of self rule. Despite this fact, the revolution did not lead into immediate independence as they had to wait until the period ranging from 1918-1940 for independence. The people that formed the citizenry of Baltic States which primarily are the present Lithuania, Estonia and Latvia, had been under the manacles of serfdom that characterised their existence from periods that traced back from the twelfth century to the entire 19th century. The Baltic region has in history formed ground for confrontation. The most notable of its rulers were the nobility in Germany as well as Poland, Sweden as well as the Tsarist regime in Russia. A significant majority of the Baltic Population that constituted Lithuanians, Estonians and Latvians

Between the Birksian theory and the traditional approach in the Dissertation

Between the Birksian theory and the traditional approach in the English law of Unjust Enrichment - Dissertation Example It is necessary to create delineation between the possible remedies that the law offers in case of financial loss, or the enrichment of one-party beyond a reasonable measure of proportionality. The development of this principle throughout the centuries will be touched upon in this analysis, as well as the simplification of the legal landscape regarding unjust enrichment based on the principle of "absence of basis". Unjust enrichment is connected with the principle of restitution, which stands opposed to the principle of compensation. It is a matter of a remedy based upon the gain of one-party, or a remedy based upon loss to another party. RESTITUTION A court-ordered attempt to make restitution requires the offending party to surrender gains into the hands of the plaintiff/claimant. (The defendant must grant reparations to an aggrieved party in response to a loss which has occurred in a manner for which the defendant is found to be liable. The benefits or financial advantages accrued by the defendant are restored to the plaintiff based on an understanding of a legitimate claim to said benefits. In the case of contractual obligations the value of funds or properties included in the contract that will be included in the restitution judgment. Another situation in which restitution is appropriate would be the vindication of property rights which have been abrogated by some action – or failure to take action on part of the defendant. (Graham, 2006). Issues of restitution pertaining to unjust enrichment often hinge upon whether a contract exists in reality, or whether it is simply implied in assumpsit as an outgrowth of other legal processes. Situations or countries where implied contractual obligations are nonbinding challenge the premise of restitution or unjust enrichment. Here the principal issue becomes one of misrepresentation of the legal obligations and subsequent remedies mandated under principles of restitution. (Indian Contract Law, 1872) COMPENSATIO N Compensation represents payment for damages as deemed appropriate by the court. Damages can take the form of injuries or violations of duties based upon pre-existing legal obligations, or as a result of tort law. A principal difference between the gain in based restitution and loss-based compensation is that restitution would require reparation for gains that should otherwise have been shared by the defendant. Where compensation is required, and expectation of gain need not exist – all that is acquired is the ability to demonstrate that actions (or negligence) on part of the defendant was directly attributable to injury, loss, or harm suffered by the plaintiff/claimant. Compensation is also appropriate in cases of breach of contract. If the defendant enters into a binding agreement to utilize the products or services of another party, and that secondary party is required to expend funds or resources in response to work that does not occur as ordered, or a purchase that is n ot perceived as agreed, then damages are appropriate. The claimant could have undertaken agreement with other parties, and the expenditure of resources without agreed-upon compensation involves the loss of those resources without the promised revenue. Where compensation is appropriate, the defendant need not necessarily have profited themselves, as would be the

MAS holdings: An overview

MAS holdings: An overview MAS Holdings is a large apparel manufacturer in Sri Lanka, whose partners are also some other well-known fashion brands in the world including Victoria Secret, Gap, Inc., Nike etc., as introduced by Watson and Story (2006). Its About us website also states that MAS is now a giant in South Asian in undergarment and sportswear manufacturing industry with more than USD 700 million of revenue every year. The companys history was described thoroughly by Watson and Story (2006), from which a number of reasons for its success could be figured out. However, the factors standing out from those reasons were from its management activities. This assignment is going to analyse the above aspects with the MAS case study by Watson and Story (2006). The first thing to be discussed is how the MASs manager helped it flourish. In this case, the roles of a manager in the general context of business should be considered. According to Mintzberg (1973) in Boddy (2008), there are 10 roles for a manager to play in total. Those roles are divided into 3 main categories: informational roles, interpersonal roles and decisional roles then described by Mintzberg (1973) in Boddy (2008). Informational roles are required from managers for the information inside and outside of the organisation to be received and transferred. This includes monitor (finding and acquiring information), disseminator (passing the information acquired) and spokesperson (passing the information to out of the company). Interpersonal roles are required from managers to build and maintain relationships between people in the company and also with people outside, which comprise of figurehead (representing the organisation in formal events), leader (making people do their jobs and help them to improve) and liaison (networking between the business and its stakeholders). Decisional roles are required for managers to make right decisions for the firm including entrepreneur (creating new things, making significant changes, catching opportunities and indicating development routes), disturbance handler (solving accidental problems or changes), resource allocator (distributing the resources of the organisation to the right sector with the right amount and in the right time) and negotiator (convincing the stakeholders). Mintzberg (1973) suggested in Boddy (2008) that every manager plays all of these roles, however the priority of each role may vary depending on his/her position. In the case study of MAS by Watson and Story (2006), there were a variety of evidences supporting the application of the above roles. Firstly, the informational roles could be proved by the way the production line was supervised: The supervisors walk through each cluster of machines, making notes. They sync their Palm Pilots to the central database to post their lines current efficiency and productivity numbers on the electronic boards overhead. (Watson and Story (2006), page 5), which showed the monitor and disseminator roles. With this method, the production management of MAS became very professional that enabled itself and its partner to continuously track the production progress and make changes when necessary to increase efficiency or to meet the new demand, while creating a good image for MAS as a reliable manufacturer. On the other hand, the interpersonal roles were proved mainly by leadership. In this aspect, the MASs managers, especially the Amaleans who chose follow an ethi cal business concept, attempted to motivate the employees by a very high-quality working environment and by the provision of life supports, training, education, as well as promotion prospects, which helped some exemplary persons like TNS Kumari to noticeably change their poor lives. As a result, this again created another good image for MAS, this time as a business doing the right thing (not the sweatshops bias in apparel industry at that time), attracted more local talent who tend to seek opportunities overseas and maintain strong relationships between the company and employees, which were important for further development. Last but not least, the decisional roles were proved mainly by entrepreneurship. The entrepreneurship of MASs managers is illustrated through the fact that the Amaleans started their own business, created new units (two IT branches, an own brand Amante in 2007 as introduced in Amante page on MAS Website) looked for and caught opportunities (creating joint ventur es with several famous fashion brands then learn from them the modern technology and business practice) and decided the paths of development (concentrating on lingerie manufacturing, reaching high technology by partnership with Speedo). These were some of the major decisions that boost MASs growth from a USD 6 million annual revenue firm in 1990 to an over USD 570 million annual revenue one in 2005, according to Exhibit 2, page 18 in Watson and Story (2006). The second topic of this assignment is the management approach. As Worthington and Britton (2009) said, in the general business context, there are 3 main approaches: classical approach, human relations approach and systems approach. According to Worthington and Britton (2009), the classical approach is based on scientific management and bureaucracy, which were studied by Taylor (1856-1915) and Weber (1864-1920) respectively. The former means increasing productivity by the one best way to do the job and by rewarding employees financially toward the common achievement of the organisation. The latter insists on the formality of the organisation (the hierarchy). Next, the human relations approach, instead, focuses on the people, the social and psychological effects on their performance including motivations, leadership, communications and group dynamics and the informal relationships in the formal environment, which was early studied by Elton Mayo (1880-1949). Lastly, the systems approac h views the organisation as a collection of different correlative sections and if a change occurs with one section, the other sections will also have to change accordingly in order that the overall performance will not be undermined. This approach is considered to appear later and to be more complex than the two first ones. In the MAS case study by Watson and Story (2006), in respect of the definitions of different management approaches above, the human relation approach appeared to be most considerable. This approach was obviously supported by the concept of an ethical business in combination with several extra benefits which gives MASs employees a lot of incentives. Consequently, in the case study, it was mentioned that despite the cost of this business practice: Even Sharad, the former CFO, thought that payback came in different forms: employees who embraced the company culture, higher productivity, lower downtime. At this point, the level of employees satisfaction should be measured, which can be done by Maslow needs hierarchy in Worthington and Britton (2009). There are 5 levels in this hierarchy: physiological, safety, love, esteem and self-actualisation. As can be seen from the case study, most of these motives of MASs workers were met. For physiological needs, they were working in well-designed factories, able to have free breakfast and lunch as well as to use the on-site medical centre. For safety, the well-designed factories and the medical centre also gave a hand, in addition to the abuse-free working environment and the right to stop the production line when there are troubles. For love, the strong relationships had been built between the employees and the company itself, the employees and managers and the employees with each other through the friendly working environment and many extra activities. For esteem, the workers were assured that they were working in an ethical business with high labour standard and they also had chances to participate in MAS Women Go Beyond programme. For self-actualisation, they were able to attend different kinds of classes or training and to have promotion opportunities. These examples made the human relations approach in MAS evident. In conclusion, the prosperity of MAS was notably influenced by the proper of different management theories, of which the most outstanding are the roles of managers and the human relations approach. While the roles of managers were well played in MAS and help sharply strengthen the business, the human relations approach did that from the very inside of the firm: the satisfaction of each of the people working for it. MAS would still need these advantages for its further development and the way it runs might be a notable example for other companies. REFERENCE: About us [n.d Online] MAS Holdings. Available: http://www.masholdings.com/ [Accessed 11 November 2009]. Amante [n.d Online] MAS Holdings. Available: http://www.masholdings.com/ [Accessed 11 November 2009]. Boddy, D. (2008) Management: An Introduction. 4th ed. Harlow: Pearson Education. Watson, N. and Story, J. (2006) MAS Holdings: Strategic Corporate Social Responsibility in the Apparel Industry. INSEAD. Worthington, I. and Britton, C. (2009) The Business Environment. 6th ed. Harlow: Pearson Education.

We Must Stop Global Warming Essay -- Climate Change, 2015

"The most important thing about global warming is this....it's everyone's responsibility to leave this planet in better shape for the future generations than we found it." -- Mike Huckabee Over and over, skeptics, regulation-weary industries, and politically minded scientists have done their best to dispute the fact that the change in global temperature is not a natural occurrence. However, after decades of research and speculations, the advancement of technology has allowed us to prove that, without a doubt, climate change is occurring and that we are the ones responsible for this change. One of the most famous representations depicting anthropogenic contribution to global warming is the Keeling Curve. This curve shows the annual readings of CO2 from Mauna Loa,Hawaii since 1958 (read more at http://scrippsco2.ucsd.edu/history_legacy/early_keeling_curve). Alright, so we are causing climate change†¦now what? Every person on earth is in some way responsible for global warming, but who will be responsible for making it stop? There is no way for us to tackle this issue in an in...

Dell’s Business Ethics

Dell Inc’s Business Ethics Gwynedd-Mercy College Abstract Business Ethics is a very important part of having and running a successful business. Your business ethics consist of the behavior that a business adheres to in daily dealings within the world. There are a few key components that are covered under the business ethical umbrella within the Dell Computer Corporation they are as follows: Corporate Social Responsibility, Corporate Governance, Environmental Responsibility and Corporate Accountability. These key components are what make Dell Inc. successful company within the computer industry. Dell Inc’s Business Ethics. Dell Inc. is one of the largest computer manufactures in the world and they have grown tremendously over the years. Their evolving business strategy combines their revolutionary direct customer model with new distribution channels to reach commercial customers and individual consumers around the world. Dell’s Direct Model business approach is la rgely responsible for the success of the company, it provides a fast cost-efficient and customer friendly means of production and distribution (Dell, 2009). Since this market is ever changing, competitors are challenging Dell with new and unique products in effort to overcome the superiority of the Direct Model. The growth and development of the laptop computers is a primary area in which Dell Inc. can work for continued success, despite the threat posed by its competitors. Dell initiates the latest and appropriate technology much more promptly and efficiently than any other computer company (Dell, 2010). Also, Dell’s refined strategy to building an adequate infrastructure establishes market creditability against its better-known rivals. Their approach to the computer industry had two advantages: First they wanted to bypass distributors and retail dealers which will eliminate markups of resellers, and second building to order greatly reduced to the cost and risks associated with carrying large stocks of parts, components and finished goods (Dell, 2009). Business Ethics Business ethics is a personal moral manner where people try to decipher right and wrong within their daily and organizational lives. With the terms â€Å"business† and â€Å"ethics† put together can create a more powerful influential understanding of cultural beliefs of what is important to you on the judgments that are made of good or bad behavior. Dell Inc’s business ethics consist of its Global Ethics and Compliance Team (Dell, 2010). This team initiates education and awareness to all of Dell’s employees on highlighted issues such as privacy and data protection, workplace conduct, and gifts and entertainment. This team also delivers consistent training to prepare all the employees for effectively, legally and safely performing their jobs on a daily bases. Dell has two mandatory training courses for all employees: Winning with Integrity which is the Code of Conduct overview of the company and Information Security Polices and Standards. Employees are also encouraged to complete three additional global ethics courses: Dell Corporate Governance, Records Management, and the newly developed Privacy and Data Protection Awareness. Dell’s code of conduct adheres to the values and beliefs of the Soul of Dell. The Soul of Dell is accompanied by five core elements Customers, The Dell Team, Direct Relationship, Global Citizenship and Winning. These core elements/values define what kind of company they are and have become. Ethically Dell is indeed committed to understanding and respecting the laws, values and cultures wherever they do business. Profitability growing in all markets while promoting a healthy business climate globally contributes positively in every community that they call home both personally and organizationally. Ethical Umbrella Corporate Social Responsibility Corporate Social Responsibility also known as CSR is the actions of an organization that are targeted toward achieving a social benefit over and above maximizing profits for its shareholders and meeting all its legal obligations (Ghillyer, 2010, p. 78). It can also be referred to operating a business in a manner that accounts for social and environmental impact created by the business. Corporate Social Responsibility at Dell Inc. s about demonstrating through action their values of corporate citizenship. In the itinerary of the integration of economic, social and environmental responsibility into everything they do and ensuring diversity remains a Dell cornerstone. Dell has a full-time commitment to being a responsible corporate citizen. It’s a commitment driven by the types of goals, strategies and accountabilities that characterize every part our business. And it’s one that persists through all business cycles (Dell, 20 10). Dell focuses on the ideals of environmental responsibility, corporate responsibility and the social responsibility to further strengthen the beliefs of addressing issues will support the realization of financial goals and can be critical to their long-term corporate achievement. Dell must continue to grow responsibly protecting their natural resources and practicing sustainability in all its forms and improve the communities where they live and work through their financial and volunteer efforts. Their commitment to social responsibility is about making a meaningful difference and seeking innovative ways to help others through their technology resources and employees by partnering with non-governmental organizations to address some of the key issues facing our world today. Corporate Accountability Integrity to inspire trust is Dell’s corporate accountability. They succeed when they earn the utmost trust and respect from their customers through the actions and innovations of the company. Ethics and integrity is built into their key corporate growth, which encourages people to accept the responsibility and enables then to take actions. The undisclosed key to Dell’s corporate accountability is the pride that the employees take in the company. Within that it is more than just simple meeting all the compliance requirements and following the rules it is about creating a culture that people can simply act with integrity. Corporate Governance The Board of Directors and management team have jointly responsibility, thics and integrity at Dell Inc. In that regard, the Board expects each director, as well as each member of the senior management, to lead by example in a culture that emphasizes trust, integrity, honesty, judgment, respect managerial courage and responsibility. Moreover, the Board also expects each director and each member of senior management to ac ethically at all times and adheres to polices as well as the spirit, expressed in Dell’s Code of Condu ct. The Board will not permit any waiver of any ethics for any director of executive officer. Corporate governance is also the commitment to the achievement of business success and the enhancement of long-term stockholder value with the highest standards of integrity and ethics. Primarily the success is an approach to corporate governance that will extend beyond simple compliance with the authorized necessities. Environmental Responsibility Dell Inc. aspires to be the greenest technology company on the planet. They dare to motivate by engaging with others and sharing what they have learned. They strive to innovate by improving the efficiency and design of their products. Dell’s greatest innovation is their leadership. They realized that a top-notch management strategy would not fulfill Michael Dell’s goal. In addition, it would propel Dell’s vision into everyday workings of their business. S. W. O. T. Analysis One of Dell’s greatest strengths in targeting the business executive category is that roughly 75% of all sales revenue comes from large businesses and government organizations. Dell has already established relationships with large companies, and this provides most of their business. These companies pass the relationship on through their employees, providing them with Dell products. Dell has a considerable weakness in targeting the college student segment of the market. This is due to the fact that only 5% of Dell’s total sales revenue currently comes from educational institutions such as colleges. Unlike Dell’s business customers, Dell lacks a large amount of relationships with educational institutions. Many students purchase their PC’s through their schools, Dell is clearly not in a position to take advantage of the college at this time. Their greatest weakness is that buyers can not physically touch or see the product that they want to purchase. The Direct Model provides many great opportunities, however the disadvantage is that customer cannot go to retailers and try a few different products and go home with a computer all in one visit. The thing that differentiates Dell from its competitors is customization. Many computer buyers are suspicious of a product that they can’t personally examine before purchasing. Moreover, an anxious buyer would have to wait a number of days before their computer was delivered. Personal computers are being purchases and used more than ever before. The market for laptops, in particular, is growing much faster than that of the desktop computers. This general trend lends itself as a great opportunity for Dell’s laptop business to grow in all segments. Another opportunity for a; the targeted segments relates to the first trend that was mentioned. Customers are becoming more educated about personal computers, as an increasing number of them are second-time buyers. Consumers who have purchased computers in the past know what they want, and Dell can cater to them. The Direct Model can provide the framework for customers to make truly personalized computers in a qualified hassle-free environment. Increased communication and technological integration also create great opportunities for Dell. Customers can now go on the Internet to personalize their computer, place an order, or just simply get information. This is more efficient and effective for both Dell and the customer, and its benefits are many. In such a volatile market as personal computers, threats are great and many. Because of the ever changing nature of the computer industry, companies are constantly being challenged to produce higher quality, lower priced products, and do it faster and more efficiently than the competition. One to Dell primary external threats is that the prices between brands are getting smaller all the time. Dell’s Direct Model benefits the consumer in many ways, one of which is cost savings. Now that other companies are finding ways to combat the low costs of Dell, they can to pass along savings to their customers. As a result, price differential is becoming less of an issue, if not nonexistent, for buyers. Many of Dell’s competitors are therefore becoming closer substitutes. Another serious threat is simply that the growth rate of the computer industry is slowing. At this current time, Dell owns a greater market share than any of its competitors throughout the world. However, as the market slows down, competition for market shares will intensify. Companies will have to work harder than ever before to distinguish their brand from substitutes. If a company has trouble differentiating its brand from its competitors, they will find it hard to hold a significant market share. Finally, the face pace of technological advancement, while being a tremendous opportunity, is also a great threat. The newest, fastest, most efficient technology and most durable, user-friendly products are going to sell. If the company fails to keep up-to-date with innovations in technology, they will quickly see decline in performance. Conclusion With the competitive advantage that Dell Inc. has they have a product that every consumer and organization wants. Besides the fact that Dell is the preferred desktop and laptop of enterprises in the United States and Europe and winning more than 400 product awards in 2007, Dell is a company that believes in what they are doing and will stop at nothing to become the best in the computer industry. The current market trends in the personal computer industry, for laptops in particular, are being driven by ever changing consumer needs, wants, and demands. As a result, companies like Dell Computer Corporation are forced into constant state of adaption in order to satisfy their customers. By taking full advantage of their strengths, paying close attention to their weaknesses, and identifying both opportunities and threats from the macro-environment, this company can position themselves as significant shareholders in an intensely competitive market. References About Dell. (n. d. ). Retrieved June 29, 2010, from http://content. dell. com/us/en/corp/about-dell. aspx? c=us&l=en&s=corp Corporate Responsibility. (n. d. ). Retrieved June 29, 2010, from http://content. dell. com/us/en/corp/cr. aspx Ghillyer, A. W. , (2010) Business Ethics: A Real World Approach. New York, NY: The McGraw-Hill Companies. Sliver, R. , (2002) the 21st Century Executive: Innovative practices for building leadership at the top, San Francisco, Jossey Bass.