The Neoliberalism of Human Trafficking - 2565 Words

EN 354 Final Paper Human Trafficking: A Neoliberal Problem Requiring a Neoliberal Solution There are many different meanings to the term globalization, yet the constant throughout each meaning is the fact that globalization creates interconnectedness among citizens of the world that has not been experienced at such levels previously. Globalization as a theory is often applauded because it allows for a diffusion of knowledge as well as an increase in opportunities for most people. It does indeed create vast amounts of opportunities for both genders, yet it is biased to developed and industrialized nations. Globalization is hugely discriminatory against unskilled workers, most prominently women and children. In most countries, women†¦show more content†¦Females who are deceived into being trafficked often do so in order to become employed. Through its offering of better opportunities, neoliberalism promotes a breeding ground for human trafficking. In her well-informed discussion of neoliberalism , Sarah Baab discusses how neoliberalism does not affect poor countries as much as it does wealthy countries. She states, â€Å"Most global trade and foreign direct investment occur among wealthy countries, rather than between wealthy and poor nations. Wealth and power continue to have their privileges, although there is no doubt that some of these privileges have been eroded for non-elites in developed countries† (Ritzer and Atalay, 131). Baab is correct when considering the legal trade that occurs in vast amounts due to neoliberalism. Her flaw in her argument is that she fails to take into account the illegal trades that thrive due to neoliberalism, at times producing the majority of wealth for developing countries. Drug trafficking, sex trafficking, labor trafficking, and the smuggling of illegal goods occur between all countries, not just the rich and the poor. In fact, the wealthier states are making developing countries richer, and thus more powerful through their impor tation of goods such as illegal drugs and human beings. There is a huge risk for society associated with a country gaining its wealth through something as despicable as the tradeShow MoreRelatedTrafficking of Humans1152 Words   |  5 PagesIn article 3, paragraph (a) of The Protocol to Prevent, Suppress and Punish Trafficking in Persons, Especially Women and Children, human trafficking is defined as the â€Å"recruitment, transportation, transfer, harbouring or receipt of persons, by means of the threat or use of force or other forms of coercion, of abduction, of fraud, of deception, of the abuse of power or of a position of vulnerability or of the giving or receiving of payments or benefits to achieve the consent of a person having controlRead MoreWar On Drugs : A Comparative Analysis Of Human Rights Violation1339 Words   |  6 PagesApril 2016 War on drugs or a war on people ? A comparative analysis of human rights violation in Latin America Ever since the War on Drugs campaign began there has been a more complex relationship between the U.S and Latin America. While the media portrays the U.S as providing aid to Latin America to combat such issues, the U.S is also seen as a victim in the war on drugs. Over the course of the war on drugs numerous human rights violations have been reported. In some Latin American countriesRead MoreEssay on Globalization and Human Trafficking 1957 Words   |  8 PagesTrafficking in human beings is now the fastest-growing business of organized crime. Men, women and children are trafficked within their own countries and across international borders. More than one person is smuggled across a border every minute which is the equivalent to ten jumbo jets every single day. And the trade earns twice as much as the Coca Cola brand. (STOP THE TRAFFIK 2014) According to estimates, more than 700,000 people are trafficked every year for the purposes of sexual exploitationRead MoreIn the 21st century, significant researchers, organizations and policy makers are advocating the1600 Words   |  7 Pagesview has contributed to only exposing an ever-present but hidden crime (Carson, 2011; Griffiths, 2010). Yet there are equally opposing views that challenge the modern paradigms, such as the perplexing definition of sex slaves, the influence of neoliberalism behind policy framework and the consideration of influential factors such as capitalism and social status (Molland, 2010; Smith, 2011). This paper seeks to critically examine the context of contemporary sex slavery in Australia, enquire into motivationsRead MoreThe Trafficking Of Sex Trafficking2280 Words   |  10 Pages Sex trafficking makes up the primary focus of anti-trafficking media campaigns and legislative measures. While these initiatives have been successful in arousing public concern and creating anti-trafficking legislation, many contend that they do more harm than good. On the one hand, these initiatives have been able to utilize anti-sex trafficking hysteria to make tangible gains in anti-trafficking legislation. Places that serve as destinations for trafficked sex workers such as Sweden and the NetherlandsRead MoreEssay about Corruption and Neoliberalism in the Philippines2905 Words   |  12 Pagesa previous paper I discuss the issue of the accuracy, reliability, and focus of poverty measurements and the development discourse itself, but there are larger factors at play as well. In this paper, I discuss how the history of corruption and neoliberalism, two contested but highly influential issues, have negatively impacted development as a whole in the Philippines and perpetuated the po verty of its population. According to a recent poll by the online periodical The Philippine Star, an overwhelmingRead MoreUrban Growth Of Urban Development2377 Words   |  10 Pagesurbanization in Asia. Rio De Janeiro, the capital of Brazil, is gradually heading towards a complete urbanized environment; today’s statistics present a case where the majority of the Brazilian population lives in urban areas (Beall and Fox 2007). Neoliberalism has played a fundamental role in engineering the urbanized mega-city environment. Its ideological basis is â€Å"belief in the self-regulating capacity of the market, and correlatively the need to restrict the scope of action of the state† (Radice 2008:Read MoreThe Effects Of Increased Privatization Of Health Care On Africa As A Result Of Loan Conditionalities Imposed1583 Words   |  7 PagesIsmi stated in his 2004 report that SAPs have subjected the â€Å"Third World countries to horrendous levels of poverty, unemployment, malnutrition, illiteracy and economic decline.† Main criticisms of SAPs revolve around its role as an instrument of neoliberalism fueling expanding inequality and increased social tensions (3) which contra dicts the Alma Ata principle of â€Å"health for all†. Health-related consequences of SAPs can be most prominently demonstrated by increased privatization of healthcare, increasedRead MoreHalf the Sky Feminist Review2943 Words   |  12 Pagesschools or assisting grassroots movements.† (Kristof/WuDunn, 2009, p. 66). This concept of attempting to change cultures in third world countries (no matter how oppressive they are) is considered wrong by some feminists and stigmatized as Western neoliberalism and colonialism. Half the Sky argues that in America it was not the various pro-civil rights amendments passed that brought equality for blacks and defeated a dominant culture of racism; it was the grassroots civil rights movement that trulyRead MoreThe Toronto Anti Violence Intervention Strategy1564 Words   |  7 Pages neighbourhood characteristics, immigrant concentration). For instance, Papachristos, Meares, Fagan (2012) propose that young people from neighborhoods saturated with criminal associates and opportunities for gang-related activities and drug trafficking, more likely to become young offenders. The perceived legitimacy of the risk factors, in turn, increases public compliance with legal authorities—the belief that behavior of young people needs to come into line with societal norms, values, and rules

Who Am I As A Reader - 1446 Words

Who am I as a reader? Throughout this semester I had the opportunity to read interesting literary works also to think of the subjects that the authors addressed and of the techniques used in their presentation, which meant an interesting experience for me and I consider myself literary enriched. What impressed me most of all works studied, was the theme of irony, flipped in works like Desiree’s Baby, and The Story of An Hour, by Kate Chopin and The Open Boat, by Stephen Crane. As a reader, you can imagine the end of the story in a certain way, naturally, assumed by anyone, but at the end, you are surprised by a tragic, unfortunate finish. Also, I must admit that I was deeply impressed by Shirley Jackson’s work, The Lottery. I always opted for the tradition to be carried on in the family and in society, but reading this work, I realized that we often inherit bad habits for ourselves and our families and that it is important for young generation to pay attention to what k ind of habits they inherited from previous generation, because sometimes, there traditions can bring not only physical death like in Jackson’s story, but also moral or social death. In the two stories of Chopin, both, Louise in The Story of An Hour, and Desiree in Desiree’s Baby, are two women who are struggling in their marriages. Both loved their husbands, but one wanted freedom, and one was forced to freedom. Each woman s outcome satisfied no one, not even the reader. In The Story of An Hour,Show MoreRelatedReflection Essay797 Words   |  4 PagesWhen I write, I believe one of my strengths is that I am able to generate logical perspectives and strong conclusions. I am able to analyze the literature and relate to it in many different ways. In the compare and contrast essay I wrote, Oliver conveys a tone of remembrance by juxtaposing the old burn-dump this waste place and this secret garden. I am able to apply literary terms and analyze how the author uses them to enhance their writing. In the same essay, I stated, By using short, conciseRead MoreI Am Tourist1512 Words   |  7 Pages The poem I Am Tourist deals with the meaning and significance of tourism; particularly focussing on the modern take on what is a tourist. Adrian Mitchell presents the point of a ignorant tourist, and shows their lack of connection to the foreign land through the use of various literacy techniques such as imagery. The poems purpose is to let us witness the typical touristss shallow mindset, lack of respect to the culture and misplacing of priorities. It is written in first person narrative whichRead MoreDo Not Stand At My Grave And Weep By Mary Elizabeth Frye1383 Words   |  6 PagesThe poem I chose to do a close reading essay on was, â€Å"Do Not Stand At My Grave And Weep† by Mary Elizabeth Frye. â€Å"Mary Elizabeth Frye (1905-2004) is an American poet who remains known today for a single poem-a sonnet of just twelve lines-but it may be the most popular poem in the English language. â€Å"Do not stand at my grave and weep† is a consoling Holocaust poem and elegy wi th an interesting genesis, since it was written by a Baltimore housewife who lacked a formal education and had quite never writtenRead MoreEngl 105 Essay902 Words   |  4 Pagespossible, I must write her a memo that documents the problem and provides possible suggestions for solving the problem. Good! Reader Analysis: Who is my primary reader(s)? Penny Hyatt Who is my secondary reader(s)? The secondary readers will be the people who work at the corporate level. Excellent grip on primary and secondary readership! Respond to the following for both primary and secondary readers: What characteristics (reading style, personality traits, etc.) do I know aboutRead MoreA Christmas Carol Analysis707 Words   |  3 Pagesa story about a man who is stingy, rude and solitary. His name is Scrooge, and he gets taught many lessons. Scrooge comes out a changed man who is optimistic and happy. The lessons he gets taught is not only for him but also for Dickens readers. Throughout this text, there many situations where usual readers can relate to. In other parts of the text, there are moments that are rare and have a massive impact on Scrooges life. A Christmas Carols messages are for the readers because Scrooge is aRead MorePoem Analysis : I Am Trans1401 Words   |  6 Pagesdoes the poem â€Å"I am Trans†. Written by a young transgender woman herself, the poem brings clear view to the kinds of threats those who are transgender face in their day to day lives. Heather (last name not provided) is our coordinator, our author so to speak, while we’re being tug ged along line by line of each tragic tale of the wrong done to real transgender individuals. When I say real, I truly do mean the lines provided give the actual stories of those transgender individuals who have been targetedRead MoreFor The Sake Of This Final Research Proposal, I Would Only1135 Words   |  5 Pagesthis Final Research Proposal, I would only report my findings in Sasha’s responses. These findings are reported in three mayor themes: (1) Beliefs about Reading, (2) Beliefs about Themselves as Readers, and (3) Translanguaging as a Transaction Strategy. Beliefs about Reading From Sasha’s responses, it is possible to notice that her beliefs about what good readers do is grounded in her understanding of how a story should be told. For Sasha, good readers are those who bring emotions to the act ofRead More Lessons about Writing in the Works of Various Artists1469 Words   |  6 PagesMost recently, I have read several powerful essays in Exploring Language, by Gary Goshgarian, which give straightforward advice about becoming a better writer. One such essay is ?Writing for an Audience,? by Linda Flower. She believes that a good piece of writing closes the gap between the reader and the writer. Another essay that I will be looking at is Getting Started,? by Anne Lamott. She believes that good writing is about telling the truth. Patricia T. O?Conner wrote an interesting essayRead MoreBusiness Writing Essay1222 Words   |  5 Pageswriter’s repertoire that will help carry you through your graduate program? Discussion I Professor and Class, What an interesting five weeks. I am so happy we’re almost done! Five weeks ago, I struggle with getting started on writing. Today, I feel my writing skills have improved tremendously. I no longer struggle with getting started and I feel I am a much stronger writer compared to five weeks ago. I think the best advice I’d obtained from Flood and Thomas was being able to communicateRead MoreEssay on Accepting the Extraordinary in Mary Shelley’s Frankenstein1618 Words   |  7 Pagesdictated by predictable and ordinary elements. However, through fiction I am transported into a world of boundless imagination and extraordinary themes. One such example is evident in my response to Mary Shelley’s gothic novel Frankenstein. Through fiction, Shelley invites the reader to accept the extraordinary. Firstly, we are led to believe that Victor Frankenstein is able to create life by shocking it with electricity, and to this I responded with an imaginative curiosity. But it was the consequences

Multiple causes downed the challenger Free Essays

The United States has always been proud of its space exploration endeavors.   NASA’s programs have always led the world in technology and performance.   In 1970, NASA began its Shuttle program which was meant to create reusable space shuttles rather than one-use shuttles. We will write a custom essay sample on Multiple causes downed the challenger or any similar topic only for you Order Now    They were successful in producing four models:   Columbia, Challenger, Discovery and Atlantis.   All was going well for NASA and its space shuttle program until January of 1986 when the Challenger exploded 73 seconds into the flight, killing all the crew. Since then, the shuttle program has been besieged by controversy, much of it stemming over the causes of the Challenger explosion.   Basically, reports and research now indicates that the explosion was caused by a deadly combination of mechanical failure and human miscalculation and poor decision-making. The Challenger liftoff was plagued with foreboding problems long before it actually was launched.   Initially, liftoff was scheduled for 3:43 pm on January 22, 1986.   However, delays in both scheduling and weather forecasts forced it back nearly a week.   During the last day of delays, a small closing fixture was malfunction, so it was replaced.   Additionally, a module which detects fire was found to be malfunctioning; the crew fixed it as well before the shuttle finally lifted off into space, and then exploded (Green 2007). Officially, the investigative report pointed to a faulty â€Å"O-ring† seal in the solid-fuel rocket.   This faulty seal combined with the very cold weather to allow hot gas to leak into the hole.   Rocket flames were then able to penetrate the fuel tank and catch fire causing the booster rocket to break off of the shuttle and pierce the fuel tank.   The liquid hydrogen and oxygen then ignited, causing the Challenger to explode (Green 2007). A nation stood in horror as media broadcasts replayed the chilling scene over and over again. However, this mechanical failure did not receive the weight of the blame.   As the Reagan-ordered investigation continued, several human factors were uncovered in this tragedy.   For years, NASA’s programs had, like many other agencies, been forced to cut manpower and money from its programs. One researcher, James Sigler of the U.S. Naval Institute, noted that at the height of the shuttles missions, â€Å"NASA’s leaders were emphasizing the importance of safety, while their personnel cutbacks sent other signals† and cites NASA’s motto –   faster, better, cheaper – as meaning that â€Å"cost efficiency goals [became] elevated to the level of†¦ safety goals† (Sigler, 2007). Fewer men and less money meant more work for those that did remain with fewer resources.   In fact, â€Å"the accident investigations in the wake of the Challenger disaster decried the paucity of resources allocated to support NASA’s objectives† (Sigler, 2007).   Clearly, there was too much work and not enough manpower, resources, parts, or money to meet all of the objectives. Yet, despite these conditions, some engineers did warn NASA officials about the fateful launch.   Many engineers voiced concerns about the extremely cold temperatures and the possibility that the equipment could fail.   Apparently, two NASA officials were told of these concerns well before the flight: Joseph Kilminster had overruled five of his own engineers when they argued on a telephone conference call the night before the launch that the conditions were unsafe. The subfreezing temperatures at Cape Canaveral, the engineers told Kilminster, could cause a failure in the O-rings that protect the joints of Thiokol’s solid rocket motors, which could lead to an explosion. The concerns were also rejected by NASA manager Lawrence Mulloy, who was in charge of the solid rocket boosters and was listening in on the debate   (Vartabedian, 2003). Sadly, this is exactly what happened.   Both officials are now retired from NASA. Of course, this sad occurrence goes beyond the doubtful opinions of two men.   It seemed that the entire attitude of NASA had suffered a bit of egoism. According to investigators, NASA, at that time, seemed to be â€Å"blinded by its ‘Can-Do’ attitude, a cultural artifact†¦ that was inappropriate in a †¦ program so strapped by schedule pressures and shortages that spare parts had to be cannibalized from one vehicle to launch another† (Sigler, 2003).   James Oberg, a former NASA engineer, agrees:   â€Å"NASA managers made a bad call for the launch decision, and engineers who had qualms about the O-rings were bullied or bamboozled into acquiescence† (2006).   The men who knew the truth were asked to remain silent to preserve NASA’s reputation. It is rare that one cause can be attributed to a disaster as horrible as the Challenger explosion.   Here, investigators did find a mechanical failure, but soon learned that this failure had been detected.   Instead, the decision-makers chose to ignore the advice of engineers in an effort to preserve the already late launch date.   As a result, the explosion set up a new level of safety for NASA. â€Å"The entire space shuttle program was grounded during the Space Shuttle Challenger Commission’s investigation and did not resume flying until shuttle designers made several technical modifications and NASA management implemented stricter regulations regarding quality control and safety† (Green, 2007).   On September 28, 1988, the shuttle missions started again with the flight of the shuttle Discovery.   Sadly, the entire tragedy had to be revisited with the 2003 explosion of the shuttle Columbia.   Hopefully, the lessons learned can be applied to future decisions in the NASA shuttle program. REFERENCES Greene, N. (2007). Challenger Disaster – A NASA Tragedy.   About.com.   Retrieved 12 December 2007 from http://space.about.com/cs/challenger/a/challenger.htm   Oberg, J. (2006).   7 Myths about the Challenger shuttle disaster. MSNBC.   January 27. Retrieved 11 December 2007 from http://www.msnbc.msn.com/id/11031097/ Sigler, J. (2007). Repeating NASA’s Deadly Mistakes. U.S. Naval Institute Proceedings 133.9: 48-52 Vartabedian, R. (2003). The Nation; Forgotten Lessons of Challenger Seen as Haunting NASA; Retired space officials say today’s managers must, as a first step, take blame for Columbia loss. Los Angeles Times. Jul 28, 2003: A.1       How to cite Multiple causes downed the challenger, Essay examples

Research Proposal Impact of Corporate Governance on Organization

Question: Discuss about the Research Proposal on Impact of Corporate Governance on Organizational Performance. Answer: Introduction Corporate governance can be defined as the ways in which a corporation or a business is governed i.e. it facilitates in managing and directing the companies. Moreover it can also be referred to as the process of carrying out the business as per the desire of the stakeholders and the corporate governance is mainly carried out by the board of directors and the concerned committees in order to achieve an effective balance between the individual goals and the societal goals together with balancing the social and the economic goals (Hirschey et al., 2007). Thus it can be said that with ineffective corporate governance, the organizations fail in achieving their goals, aims and objectives which ultimately leads to the organizational failure. Thus taking into consideration the above aspects, it has been observed that corporate governance of the companies have gained much importance over the past decades and this can also be related to events of high profile corporate collapses in case of HIH insurance and One.Tel in Australia. So as a result of these incidents, the Australian Stock Exchange (ASX) released a document named under Principles of Good Corporate Governance and Best practice Recommendations and it emphasizes upon providing strict guidelines in the context of the implementation of the practices related corporate governance for the maximization of the value with the help of innovation, entrepreneurship, exploration and development. So it can be said that corporate governance drives the organizations to be fair and ethical in their practices and approach taking into consideration its involvement with the extensive group of stakeholders that include the suppliers, the government, the shareholders and the customers a nd the employees (Mallin, 2008). Thus it facilitates the business organization to develop an effective structure and adopt efficient processes for facilitating and monitoring effective management that include the mechanisms towards ensuring legal compliance and avoiding improper and unlawful behavior. Thus the researcher in the present study would strive towards gaining an understanding of the concept of corporate governance and analyzing whether corporate governance is related to the organizational performance in the context of Woolworths Ltd which is a major Australian company operating in the retail industry across New Zealand and Australia. Moreover the company is also the largest takeaway liquor retailer in Australia (Woolworths, 2012). The company has its headquarter at Bella Vista in New South Wales in Australia and it is the second largest retailer in Australia and New Zealand in terms of revenue. Research background Corporate governance has been put forward as a relationship that exists between the management of the company, the board of directors, the shareholders and the other stakeholders. Corporate governance in the past few decades has emerged as a major issue in the business organizations and thus taking into consideration these issues, there have been various legislative changes and the provisions that have been implemented on business organizations across the globe so that the governance arrangements can be improved and enhanced (Hill, 2008). This has made it compulsory on the part of the business organizations to abide by these policies and provisions so that the maximization of the value on the part of the shareholders can be ensured by making an effective use of the resources that are available to the business, enhancing the ability to have an easy access to the capital and thus enhancing the confidence of the investors (Farrer and Ramsay, 2008). So it is observed that corporate gover nance not only takes into consideration only the internal organizational conditions, it also emphasizes upon the external organizational conditions and thus providing a way regarding how the business organizations need to be managed in an efficient manner to respond efficiently to the external conditions. So the researcher would emphasize upon how corporate governance leads the organization towards efficiently managing the external as well the internal conditions to lead the organization towards success in the context of Woolworths Ltd. Research Rationale The impact of corporate governance on the maximization of the value on the part of the shareholders has emerged as a topic of interest and from the early researches this has been established. But despite of the acceptance of the role of corporate governance, the studies failed in providing a detailed conclusion in the context of the extent to which the individual monitoring mechanisms strive towards enhancing the value of the shareholders and the performance of the firm. So this motivated the researcher to undertake the study and analyze the ways in which corporate governance facilitates the management and the business to enhance the value of shareholders and the performance on the firm. However, the study would be limited to a particular organization i.e. Woolworths Ltd operating in the retail industry in Australia. Problem Statement With the passage of time, developments in the business environment have taken place and changes on the part of the stakeholders have taken place in the ways in which they tend to look upon the business organization. So at present the stakeholders demands the business organizations to be fair and ethical in their approach in both their and external operations and it has also been proved that it facilitates the business organizations to have a good brand image in the market and enhanced business profitability with customer loyalty (Hirschey et al., 2007). So in order to achieve this, there are certain factors that need to be taken into consideration and among the concerned factors corporate governance is the most essential factors. Thus the problem that has been unidentified by the researcher for the particular study is the role of corporate governance in enhancing the firm performance and maximizing the shareholders value. Research Aim and Objectives The researcher in the present study would emphasize upon analyzing the role of corporate governance and thus the entire study would be observed to be revolving around the following objectives: To analyze the factors associated with corporate governance in the context of Woolworths Ltd. To analyze the impact of corporate governance on organizational performance in the context of Woolworths Ltd. To recommend towards enhancing the corporate governance. Literature Review Introduction As per the studies conducted Newton, (2015), corporate governance can be defined as the ways in which the business organization is managed together with reflecting the corporate and the other structures of the organization, organizational culture and its strategies and policies and the ways in which the stakeholders are managed. Thus from the above it can be identified that corporate governance can be looked upon as a culture of the business that strives to foster economic growth through enhancing the confidence on the part of the stakeholders. Moreover on the other hand, Treichler, (2007) put forward the fact that corporate governance can also be looked upon as a totality of the organizational and the institutional mechanisms that also takes into consideration the intervention, the decision making and the control rights that facilitates the business organizations in efficiently managing the conflicts of interest that tend to exit among the stakeholders. Thus from the above it can be inferred that the management of the organizations are involved in taking various decisions but the quality of decisions that are taken by the directors of the company does not depend only upon the attitude of the directors towards adopting the right course of actions but it also depends upon the extent to which these resolutions are similar or in harmony to the long term goals on the part of the stakeholders. Factors of Corporate Governance Effectiveness of the Board Taking into consideration the board effectiveness in business organizations, it has been observed that it involves various factors like the structure of the board, board composition, board size, independence of directors and the performance. So in this context, studies of (Baxt et al., 2002) have revealed the fact that it is expected that a board with limited size should perform more efficiently in comparison to the board which is bigger in size since small size leads to enhanced communication and thus effective decision making leading to enhanced organizational performance. CEO Duality It has been put forward by the studies conducted by Baysinger Butler, (2008) that independent leadership is more effective in comparison to the organizations that practice CEO duality. Audit Quality Higher quality level of audit tends to for a major part of the governance mechanism and thus the audit committee and the auditors tend to play a major role in looking after the financial management of the company that leads to enhanced performance on the part of the business organization (Baysinger Hoskisson, 2009). However it has also be observed that even though there exist an effective link between the governance, the audit quality and financial performance, audit quality has relationship with dividend yield and not with the operating performance of the organization. Social Responsibility Corporate social responsibility in the present times have emerged as an increasing need for the business organizations since they have to involve in high level interaction with the different stakeholders and also with the society at a large (Hunnicutt, 2009). So if they tend to behave ethically and fairly then it would facilitate the business organization in sending or communicating the right message to the different stakeholders and thus it would facilitate in developing a positive perception of the stakeholders towards the company which would ultimately lead to enhanced organizational performance and brand image. The Australian Securities Exchange (ASX) Corporate Governance Councils Principles The ASX, in the context of the corporate governance of the business organizations operating in Australia tends to play a major role and there have been 10 core principles that have been laid down by ASX for effective corporate governance. These principles tend to act as guidelines for the business organizations and are also not intended to be authoritarian and this is because a business organization in Australia enjoys the flexibility of not adopting the principles if it is felt by the company that the principle is not appropriate in a particular circumstance (Bebchuk et al., 2008). However it is mandatory on the part of the business organizations to disclose in their annual statement the extent to which they have been successful in abiding by the best and the recommendations that have been put forward by ASX Corporate Governance Council and if they have adopted any alternative approaches, then it is mandatory they are justified. Moreover the roles of the management and the board are also stated by the ASX Corporate Governance principles by maintaining an effective balance of the experience, skills and the independence that is appropriate to the extent and the nature of the operations of the business organization (Atmaja, 2009). The 10 core principles can be listed as follows: Recognizing and publishing the roles and responsibilities of the board of directors of the organization. The business organization should be characterized with a board that is effective in terms of size, commitment and ability to discharge their responsibilities and duties. The organizations should emphasize upon promoting ethical decision making. Should be characterized with an organizational structure for efficiently verifying and safeguarding the integrity of the financial reporting of the business organization. The firm should strive towards prompting the balanced disclosures of materials (Svensson and Wood, 2007). The rights of the shareholders should be respected and they should be allowed to practice those rights. The company should have an effective risk management system to identify the potential risks and take necessary measures. The company should be involved in fairly reviewing the activities and strive towards enhancing the management and board effectiveness. Ensuring fair and just remuneration (Shekhar and Stapledon, 2007). Recognizing the legal obligation together with the other obligations towards the stakeholders. Conceptual Framework [Source: Self] Thus in the present study the researcher would analyze the concept of corporate governance in the context of aspects like the size of the board, CEO duality, independence of directors, audit quality and others and how these factors makes a significant impact on the organizational performance . So corporate governance factors would be considered as independent variable and the performance would be considered as a dependent variable.Research MethodologyResearch methodology helps the researcher to evaluate and analyze the collected data and information in most effective manner (Hair and Money, 2011). Thereby his aid in gaining and establishing a standardized procedure in order to evaluate and conduct the research so that every information and data that has been collected by the researcher is focused upon when needed. Research philosophy Research philosophy helps the researcher in order to develop skills and knowledge most effective and successful manner while conducting the research. There are three types of research philosophies are available and these are the realism philosophy, positivism philosophies and interpretivism philosophies. The interpretivism philosophy provides the thoughts that the social world of the management and organization is multifaceted since they are formulated in rules and regulations. The positivism philosophies offer effective opportunities to the researcher to analyze the outcomes with using an effective statistic tools and techniques (VanderStoep and Johnson, 2009). This philosophy also offers the researcher to collect most relevant information and data related with the present research topic that has been accepted for the study. In addition to this realism philosophy is based on the person attitude and values are mutually dependent to each other. Justification The primary purpose of the present research is to evaluate and analyze the role of corporate governance in organizational performance and maximization of value on the part of the shareholders in the context of the Woolworths Ltd. Therefore taking into consideration the facts and observation the researcher would use positivism philosophy since the quantitative data would be involved in the study and the researcher would also adopt the realism philosophy since qualitative data would be involved. Research Approach Research approach gives an explanation to the progress pattern of the research that has been adopted by the researcher. The researcher mainly has two approaches to follow namely the deductive approach and the inductive approach. In the process of deductive approach the researcher formulates and evaluates the data and information on the basis of the available theories (Saunders et al., 2009). On the basis of various data collected by the researcher, the researcher rejects or confirms the data and information and resolves the issue. The deductive approach follows the positivism philosophy assisting the researcher to reach at specific situations. In the deductive approach the researcher make use of observed data and information, here there is no predetermined theory to help the researcher to collect the relevant data or information to test the collected data and information (Morgan, 2007). Here in the deductive approach the researcher make use of real life observation to produce subjective reasoning to make the hypothesis. Justification The researcher would adopt the inductive approach since the study would be based mainly upon the research objectives that have been set and so in this particular study the researcher would emphasize upon moving from the particular experiences to more general form of the propositions so analyze the role of corporate governance. Data Collection Data and information plays an important roles and using an effective data and information researcher gain an accurate outcomes (Cooper and Schindler, 2010). Thus to conduct research most effective and appropriate manner researcher would collect both primary and secondary data. In addition researcher would implement a mix approach that would include both the quantitative and qualitative data collection methods. Primary and Secondary data Primary data refers to the fresh data that is collected by the researcher. The primary data are the most relevant and it involves a lot of time to be collected and the procedure is lengthy on the other hand the secondary data are the data that has already been collected for other research and thus guiding the research work. The primary data would be collected directly with help of the survey questionnaire method and face to face interview method and the secondary data would be collected from various online and offline sources, like online journals, websites and from library sources. Qualitative and Quantitative data The data which would be collected for the research are again classified into quantitative and qualitative data. The researcher would analyze the responses of the target audience depending upon the pattern of the collected data. Qualitative data refers to the detail form of response that are narrative whereas Quantitative data refers to the numerical data that are recorded statically by using statistical tools (Crowther and Lancaster, 2012). Example of a Qualitative Data-respondents choice likes and dislikes, etc, Example of Quantitative Data-age, salary, etc. The Qualitative Data in the particular study would be collected by conducting interview method where a particular set of questions would be asked to the managers. The Quantitative would be collected by conducting a survey with help of a questionnaire targeting the employees from the organization. Sampling Choice and Sample Size The researchers would use the probabilistic sampling technique to select the employees for the survey since it would facilitate them with equal chance of participation and the researcher would use the non-probabilistic sampling technique to select the managers since their participation would depend upon their busy schedule (Saunders et al., 2009). The researcher would target 4 managers for interview and 40 employees for the survey. Data Analysis The qualitative data would be analyzed with help of conceptualization method by the researcher which would provide him the opportunity to compare the emerging themes with the previous theories. The quantitative data i.e. the response of the employees would be analyzed with statistical tools and techniques with the help of use of MS excel, bar char and pie chart. Research limitations The researcher would face both the time and financial constraint for the study. This is because the study is cross-sectional in nature, so time would be major constraint and it would involve lot of traveling expenses, expenses to purchase the materials and the other requirements for the study (Saunders et al., 2009). Research Ethics The researcher would share the details of the research among the respondents to maintain the ethics of the research. The details would be shared among the participants and respondents to explain them the purpose of the research. The data collected by the researcher would be mainly used for the academic purpose (Cameron, 2009). Confidentiality of the data collected from managers and employees would be maintained by the researcher. Time table Sep Oct Nov Dec Week 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 1 2 3 4 5 Activity 1. Final aim and objectives 2. Meeting with supervisor 3. Literature review 4. Designing research methodology 5. Design of research instrument 6. Data collection 7. Data analysis 8. Write up and final submission Possible Outcome It is expected that corporate governance tend to lead the organization towards enhanced performance and there would be positive relationship between the firm performance and corporate governance. References Ali, S. (2006). Corporate Governance and Stock Liquidity in Australia: A Pitch.SSRN Electronic Journal. Atmaja, L. (2009). Governance mechanisms, simultaneity and firm value in Australia.International Journal of Corporate Governance, 1(3), p.241. Baxt, R, Ramsay, I Stapledon, G (2002), Corporate Governance in Australia: The Evolving Legal Framework and Empirical Evidence, in Lc Keong (ed.), Corporate Governance: An Asia-Pacific Critique, Sweet Maxwell Asia, Hongkong, pp. 175- 86. Baysinger, B Butler, H (2008), Corporate Governance and Board of Directors: Performance Effects of Changes in Board Composition, Journal of Law Economics and Orgainization, vol. 1, no. 1, pp. 101-24. Baysinger, B Hoskisson, ER (2009), The Composition of Board of Directors and Strategic Control: Effects on Corporate Strategy, Academy of Management Review, vol. 15, no. 1, pp. 72-87. Bebchuk, L, Cohen, A Ferrell, A (2008), What Matters in Corporate Governance, Review of Financial Studies, vol. 22, no. 2, pp. 3-11. Cameron, R. (2009). 'A sequential mixed model research design: design, analytical and display issues', International Journal of Multiple Research Approaches, 3(2), 140-152 Cooper, D. and Schindler, P. S. (2010) Business Research Methods, 11th ed. London: McGra-Hill. Crowther, D. and Lancaster, G. (2012). Research Methods, 2nd ed. London: Routledge. Farrer, J. and Ramsay, I. (2008). Director Share Ownership and Corporate Performance - Evidence from Australia.Corporate Governance, 6(4), pp.233-248. Hair, J. F. and Money, A. H. (2011). Essentials of Business Research Methods, 2nd ed. New York: M. E. Sharpe. Inc. Hill, J. (2008). Corporate Criminal Liability in Australia: An Evolving Corporate Governance Technique?.SSRN Electronic Journal. Hirschey, M., John, K. and Makhija, A. (2007).Corporate governance. Amsterdam: Elsevier JAI. Hunnicutt, S. (2009).Corporate social responsibility. Detroit, MI: Greenhaven Press. Mallin, C. (2008).Corporate governance. Oxford: Oxford University Press. Monks, R. and Minow, N. (2007).Corporate governance. Malden, Mass.: Blackwell Pub. Morgan, D. L. (2007). Paradigms lost and pragmatism regained: methodological implications of combining qualitative and quantitative methods, Journal of Mixed Methods Research, 1(1), pp. 48-76. Newton, A. (2015). Executive compensation, organizational performance, and governance quality in the absence of owners.Journal of Corporate Finance, 30, pp.195-222. Saunders, M. N., Lewis, P. and Thornhill, A. (2009) Research methods for business students, Page 52, 5th ed. Harlow: Prentice Hall Shekhar, C. and Stapledon, G. (2007). Governance Structures of Initial Public Offerings in Australia.Corporate Governance: An International Review, 15(6), pp.1177-1189. Svensson, G. and Wood, G. (2007). Strategic approaches of corporate codes of ethics in Australia: a framework for classification and empirical illustration.Corporate Governance: The international journal of business in society, 7(1), pp.93-101. Treichler, C. (2007). Diversity of Board Members and Organizational Performance: An integrative perspective.Corporate Governance: An International Review, 3(4), pp.189-200. VanderStoep, S. W. and Johnson, D. D. (2009). Research Methods for Everyday Life: Blending Qualitative and Approaches. 4th ed. San Francisco: Jossey-Bass. Woolworths. (2012).Woolworths Supermarket - Buy Groceries Online: Business and Corporate Governance. [online] Available at: https://www.woolworths.com.au [Accessed 26 May 2016].

What is plagiarism How can you avoid it Essays - Misconduct

What is plagiarism? How can you avoid it? Plagiarism can be defined in many different ways. According to Indiana University, Plagiarism is using others' ideas and words without clearly acknowledging the source of that information. This would be a pretty clear definition of what plagiarism is but, o ne might say , that it isn't a fair claim because one may have the same idea about something as someone else. Let's look a little more in depth. Per SFA's Dishonesty Policy, examples of plagiarism include, but are not limited to: submitting an assignment as one's own work when it is at least partly the work of another person; submitting a work that has been purchased or otherwise obtained from the Internet or another source; and/or, Incorporating the words or ideas of an author into one's paper or presentation without giving the author credit. It's not enough to just know what plagiarism is, we must know how to avoid it. Here are 6 ways to avoid plagiarism per writecheck.com. Paraphrase - So you have found information that is perfect for your research paper. Read it and put it into your own words. Make sure that you do not copy verbatim more than two words in a row from the text you have found. If you do use more than two words together, you will have to use quotation marks. We will get into quoting properly soon. Cite - Citing is one of the effective ways to avoid plagiarism. Follow the document formatting guidelines (i.e. APA, MLA, Chicago, etc.) used by your educational institution or the institution that issued the research request. This usually entails the addition of the author(s) and the date of the publication or similar information. Citing is really that simple. Not citing properly can constitute plagiarism. Quoting - When quoting a source, use the quote exactly the way it appears. No one wants to be misquoted. Most institutions of higher learning frown on "block quotes" or quotes of 40 words or more. A scholar should be able to effectively paraphrase most material. This process takes time, but the effort pays off! Quoting must be done correctly to avoid plagiarism allegations. Citing Quotes - Citing a quote can be different than citing paraphrased material. This practice usually involves the addition of a page number, or a paragraph number in the case of web content. Citing Your Own Material - If some of the material you are using for your research paper was used by you in your current class, a previous one, or anywhere else you must cite yourself. Treat the text the same as you would if someone else wrote it. It may sound odd, but using material you have used before is called self-plagiarism, and it is not acceptable. Referencing - One of the most important ways to avoid plagiarism is including a reference page or page of works cited at the end of your research paper. Again, this page must meet the document formatting guidelines used by your educational institution. This information is very specific and includes the author(s), date of publication, title, and source. Follow the directions for this page carefully. You will want to get the references right . As we can see there are many different ways to define what plagiarism is. The main goal of avoiding it is to make sure that when you use someone's words or ideas to make sure they are given the credit. Julie Florence 601 Crestline Drive Palestine, Texas 75801 July 24, 2016 Trinity Valley Community College 100 Cardinal Drive Athens, Texas 75751 Attention: Director of Maintenance Subject: Band Hall Lady's Room Earlier this year it was reported to your department that the Lady's Room in the Band Hall was in need of repair. A request for repair was sent to your office on May 17, 2016, and again on May 31, 2016. As of this date no repairs have taken placed. I am requesting an immediate action to take place with this problem. The sink has no hot water, and does not drain properly. The toilet handle is broken preventing a complete flush. As mentioned above, this is the only Lady's Room in the Band Hall. The only

Organisation Theory Case Study Essays

Organisation Theory Case Study Essays Organisation Theory Case Study Paper Organisation Theory Case Study Paper Organisation Theory Case Study – Motivation at the Bradley Clothing Company The personnel manager of the Bradley Clothing Company, Alice Johnson thinks the theories of Maslow and Herzberg are very suitable for the management; therefore, she put the theory into practice. The outcome is not what she expected, so this is the main discussion point about the relationship between theory and reality. The theories of Maslow and Herzberg are surely worthy to be the reference for implementation, but there are still some theories which assist and support these two theories to make it more complete, and it is also very important to take this into consideration. In the following, I am going to discuss the combination of those theories and the practical method for execution. Content Theories of Motivation The theory was developed by Abraham Maslow (1943, 1954, 1971), and his main argument was on the resolution between drives and motives and he claimed we have nine intrinsic needs. During the nine needs, from the basic biological requirements to the highest hierarchy self actualization and it really pointed out the progress of needs from human beings. However, the process could be stopped by any levels, and besides, maybe it is too vague for the Mrs. Johnson to predict the behaviour from the employees of the company because there are different positions of jobs which have different working content. Although the Marlow’s theory still offers the correct concept, the situation nowadays may need some adjustment. The theory is was more of a social philosophy which reflected white American middle-class value, so it cannot cover all the conditions. Clayton Alderfer (1972) claimed the ERG theory which included existence, relatedness and growth needs. Alderfer’s theory could be linked to the Maslow’s theory which is biological and safety needs, affiliation needs, and self-actualization and self-esteem needs. It simplified the process of the Maslow’s theory and directed at organizational settings because Maslow was not intentionally concerned with work motivation. Actually, if Alice can take this as her basic idea for the different levels of needs, it will be easier to categorise. Although Alice took the idea from Maslow, it is newer to adapt he ERG theory, besides it also related to the original Marlow’s theory. This is the fundamental part of staff’s needs, and only figure out the source of the needs, it is possible to continue the following steps. Then, here is two quotes which was from Sheila Ritchie and Peter Martin (1999) that ‘the task of the manager is to find out what it is that motivates people’ and ‘make them smile more and carp less’. There are twelve motivational drivers and for the Bradley Clothing Company, clothing designers need to be self-development, social contact and relationships. It is because the clothing designers are satisfied with the status quo and they feel happy about the current achievement, and this could be a concern afterwards. If they just think they do not have to make in progress, the ability of competence must be going down and it will be very easy to lose to the other competitors, so they have to have the kind of self-awareness which is similar to self-development and remind themselves to keep improved continuously and the manager could show the work from other companies to motivate the designers to have better performance. For the other employees such as cutters, seamsters, pressers, and packagers, it should focus on recognition, variety and change and money and tangible rewards. The jobs they are responsible for is replaceable, but as a good company, it should take care of all the employees and that is why they are the partners in the company. Besides, although it is hard to let them feel their job full of variety, the company still can educate them that try to take every different piece of clothes as the new work and maybe they just do not appreciate what they do. In this way, if they could think what they do is also very important part of the process, it might be higher their self-esteem and try to feel the variety and change for themselves. The most practical way to motivate those employees is to raise their salary and offer tangible rewards, but maybe this could be difficult to do this, because Mrs. Johnson thinks that the company’s wage and salary levels were among the best in the industry. I think if it could not enhance the encouragement for the employees, the item of money and tangible awards can be taken into consideration. ‘Marlow’s is a universalist theory, which applies to everyone, and thus cannot readily explain differences between individuals and between cultures’ (Buchanan and Huczynski, 1985) This is the reason why it is necessary to consider the other three process theories of work motivation, equity theory, expectancy theory, and goal setting theory. Equity Theory The equity theory is fom Stacy Adams (1963, 1965). The definition of equity theory is that based on our perceptions of fair treatment. It is normal to find out the argument among the employees that why they do not get the same wage even they do the same thing and they compare the rewards (pay, recognition) and contributions (time, effort, ideas). For the Bradley Clothing Company, if they have the well system about the management of the salary and the workload, it will not be a big problem for them at this stage. On the other hand, it is essential to avoid the inequity to the employees, because it is hard to convince them and it is even harder to ask them work better. The formula for equity theory: my rewards (minus my costs)/ my effort and contribution = your rewards (minus your costs) / your effort and contribution. According to the equity theory, the rewards could be either tangible or intangible and the importance falls on equal treatment and avoids the unfair distribution because the inequity would definitely decrease the motivation. Expectancy Theory The American psychologist Victor Vroom (1964) developed the expectancy theory of work motivation, based on three concepts: valence, instrumentality, and expectancy. There is obvious explanation that if you work harder, you will expect you get more rewards. The same principle to the realistic situation and it is that the employees always think the more they work, and the more they get. ‘Expectancy theory helps to explain individual differences in motivation and behaviour, unlike Maslow’s universal content theory of motivation. (Buchanan and Huczynski, 1985) Therefore, we can see the different interpretation for different position because it concerns about the individual case. Lyman Porter and Edward Lawler (1968; Lawler, 1973) create a model of work motivation which is based on Vroom’s expectancy theory. At first, ‘the perceived value of rewards’ and ‘expectation that performance will lead to reward’ come to the making effort part, then there are two more element which are ‘individual abilities and traits’ and ‘role perceptions’ with ‘the effort’ to the ‘job performance’. After the job performance, you can get the rewards either from intrinsic or extrinsic side, and there is another element ‘perceived equity of rewards’ which combine with the rewards and lead to the ‘job satisfaction’. In this whole process, the each individual item should be considered into the real execution for the management because the motivation has been developed in those steps. Goal-setting Theory Edwin Locke (1968, 1975; Latham and yukl, 1975) argues that ‘goal setting is more appropriately viewed as a motivational technique rather than a formal theory’ (Lock, 1975, p. 465). There are four main points about the goal theory: challenging goals, specific goals, participation in goal settings and knowledge of results of past performance. I think Mrs. Johnson should know these four different ways of goals to control the performance of the employees because they are in the different positions, and certainly they have different goals for the jobs. The manager could help the staffs to set their goals. For example, the clothing designers are suitable for the first two goals- the challenging goals and specific goals, because they have use their creativities and try to innovate the unique collection for their design and especially the goals for the designers all depend on their own ideas and only they could put the limit to themselves so set the challenging goals and specific goals would be better for their performance. About the third goal- participation in goal setting, it is suitable to use for the other workers in the company. These employees are not responsible for the innovation, so they just have to cooperate with the new design and know how to follow the instructions. Last but not least, knowledge of results of past performance is also a kind of important information and reference for the whole staff because when they know the results of the previous project, it will help them to set the direction for the coming case. The main features could be sum up as goal difficulties, goal specificity, participation, acceptance and feedback. The whole process normally should start form the beginning, but it still could be adjusted as different positions and levels of the employees. Motivator and Hygiene Theory The idea of job enrichment was first developed by the American psychologist Frederick Herzberg (1966, 1968). Motivator factors which are for the job contents include achievement, advancement, growth, recognition, responsibility and the work itself. Hygiene factors which are in the organizational context are pay, company policy, supervisory. In this theory, Herzberg argued that improvement in the hygiene or context factors will remove dissatisfaction, but will not increase motivation and performance. It is an interesting idea that personnel manager Mrs. Johnson does not notice this very well. The hygiene rewards are more intended to the extrinsic rewards, but the intrinsic rewards are more important influences on the motivation to work. As a result, a manager cannot only use the single theory to evaluate the adaptability but should care about the real working situation of the staff. The job characteristics model is designed by Richard Hackman and Greg Oldham (1974; Hackman and Purdy, 1975). There are mainly four factors which are implementing concepts, core job dimentions, critical psychological states and personal and work outcomes and one very important indicator which is employee growth need strength (GNS). This model sets out the links between the features of jobs, the individual’s experience, and the outcomes in terms of motivation, satisfaction and performance. This model also takes into account individual differences in growth need strength (GNS), a concept of self-actualization’. (Buchanan and Huczynski, 1985) From the model and the explanation, the different factors of motivation for work can be analyzed and it can try to find the real point for increase the motivation. GNS which is related to Maslow’s concept of self-actualization can indicates the willingness to welcome personal development by job enrichment. I think Mrs. Johnson can use this job characteristic model as a reference and put in practice. It is certain that it should make adjustment anytime depending on different job contents and attribution. Conclusion It is not always easy to put one kind of classic theory into the real condition and we can say the theory can only offer the basic spirit of the implementation. Mrs. Johnson indeed simplifies the management of motivation and it may neglect what the staffs really want and need. The theories of the Maslow and Herzberg’s might be simple but actually it should be taken as the basic roots of the whole concepts. Besides there are plenty of other theories which have been developed by theoretical professionals, so Mrs. Johnson should make good use of them and have a discussion with the representatives from different positions and in this way, it could have better result to boost the motivation. (1949 words)

History of civilization Essay Example | Topics and Well Written Essays - 1500 words

History of civilization - Essay Example The predominance that is seen to characterize western civilization across the world is seen to be relatively unprecedented largely due to the fact that although many civilizations emerged before the European civilization and actually managed to radiate their influence far beyond the borders of their original homeland, these civilizations had nevertheless not managed to cast and sustain their predominance right around the globe. The successes of the European civilization are seen to be made all the more apparent when they are compared to those of some of the other civilizations that emerged before it. While these civilizations did manage to expand, they were however unable to attain global dominance. The Islam civilization for instance managed to expand from its origins in the Middle East to Affect Central Africa and Asia, it also managed to expand to the Pacific coasts of East Indies and the Atlantic Coast of Morocco, however, it was unable to obtain any permanent foothold in Europe as a result of religious opposition, in addition to this, Islamic civilization never having crossed the Atlantic to venture into the New World as it did not have access to the appropriate navigational sciences and technology to be able to accomplish this. The Eastern orthodox Christendom civilization on the other hand initially grew up in mediaeval Byzantium and was successfully carried to the Pacific by the Russians but it eve ntually succumbed to Western social and religious influences by the close of the 17th century that were not in support of Western Christianity. The ancient civilizations of Rome and Greece managed to extend their own political influence into Northern Europe where the Roman Empire is seen to have brought artistic inspiration to the Far East and India. While the Ancient India civilization manage to radiate her commerce, art and relation into the East Indies and Far East, it was however not able to successfully

Nurse-Patient Relationship Essay Example | Topics and Well Written Essays - 6750 words

Nurse-Patient Relationship - Essay Example No doubt there are nurses who would not like to disclose their profession or place of work. But there is a majority who do not mind disclosing their profession and this research depends on those nurses, who are ready to disclose their identities. Experiences of these nurses, when they are admitted into health care either due to sickness or due to old age, are the basis of present research. The objective of the current research is to find out if such difficulties really exist at all, or have they been exaggerated. If they really existed, it could be a matter of significance for not only the Health Care, but also to the nurses themselves and unless eradicated properly, this might create unhappy moments for the nurses who themselves could become patients when they are sick, or old. Present study is not for reiterating any theory. Instead this is a fact-finding mission and during the course of research, if any study could be connected with the experiences of the nurses, it is done without argument. This research offers various suggestions; but will not argue on behalf or against any theory. It will connect the research into psychological dimensions and see in what way the environment of the Health Care could influence the behavior of the connected people. It will discuss the inter-personal relationships and will try to find out if there are any routes of improvement. Henc e, the research questions are: 1. What had been the experiences of the nurses who had come in as patients to Health Care Hospitals 2. Have the experiences been different in any way from other patients 3. How have these experiences affected the situations and people connected in the immediate situation and also in the long run 4. Has the nurse-patient relationship altered in any way, when the nurse becomes a patient, or has it been immaterial METHODOLOGY: For the research, an ideal group of 30 nurses have been selected, who had undergone hospitalization for various reasons. There were no other requirements other than that the candidates should be nurses and had been hospitalized under diverse circumstances. For this sampling method, convenience and snowballing have been used. The study felt that the group chosen was sufficient for internal and external comparisons and sufficient data could be collected as this is not an extraordinarily complicated research topic. The questions asked for straightforward and had not complications at all. As all the candidates were treated confidentially, there was no tension about their employers or the nurses treated them coming to know about it. Anonymity had been one of the conditions on which the hospitalized nurses agreed to venture into volunteering and their wishes had been respected. The measuring criterion is mainly based on the questionnaire and the face to face interview with the candidates and hence, is a very clear study without complex situations. The entire outcome is based on their experiences, human valuation, their own perspectives and prejudices, their psychological soundness and adjustments. There are belligerent nurses, who thought that their opinions and experience in the job was slighted by the nurses who treated them, whereas there were other nurses, who did not have any problem even in the

Whether Achebes assessment of Heart of Darkness is entirely fair Essay

Whether Achebes assessment of Heart of Darkness is entirely fair - Essay Example The assessment presented by Achebe presents an analysis of the characterization in Conrad’s work. Achebe’s view of the comments presented by Marlow, the narrator in Conrad’s work, and the writer himself are subject to prejudice is fair. While taking the two (Conrad and Marlow) to be an entity, Achebe states that their wish is that things remain in the way they are. On a further note, Marlow represents a wrong image of the people of Africa. He refers to the pseudo-civilized African as a man who needs external support. In his assessment, Achebe is not happy at the fact that Conrad presents the Africans as having no language but the Europeans’ language as being superior. Achebe condemns what Conrad referred to as the lack of coherent way of human expression. This is a fair assessment since there were, native, African languages, through which they communicated. Since language’s core role is to communicate, there is no language fairer than another spoken by a different group of people, as Conrad tends to create in his work. The work by Conrad gives a view of Africa as a world in which the occupants are ignorant of events and display the least form of humanity. There is inaccurate information provided by Conrad about the description of some places in the setting of the book. The setting of the story is on river Congo, which evidently not River Emeritus. The depiction brought by Conrad brings that the two are distinct in value is wrong. He depicts that there was no food for a â€Å"civilized man† (Conrad 11) in River Congo, but the waters of Thames were drinkable. The racism evident through the presentation of Africa and its people by Conrad and Marlow (the character) works to invalidate the work. The author and character’s manipulation of the image of Congo in Conrad’s work denies it the credit any credit that it may attain from its readers. Achebe notes that Conrad never

John Lewis Creates A Culture Business Essay

John Lewis Creates A Culture Business Essay Strategic human resource management is an informative process which is always developing and being studied and talked about by academics and commentators. As mentioned by Wright McMahan, SHRM refers to the pattern of planned human resource activities intended to enable an organization to achieve its goals.Human resource strategy is the result of a set of decisions a company makes about the humans with whom it does business. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Strategic Human Resource Management is focal point of activities which are related to employee of the organisation. In any organisation human resource management strategy is crucial to manage human resource in the right way. Strategy also gives the path for organisation to select right person in the right place. Management of the companys employees and their right approach in todays business can greatly effect on the companys overall performance. A strategic approach in Human Resource Management is essential especially in expanding companies. Starting from right staffing to maintaining performing employees, HR management is means in developing not only the employees, but the entire organization itself. Human Resources includes a broad range in management. A growing company depends on its existing success which can sustain and further develop its business starting with the right staffing. As demands for the product or services increase, additional manpower is needed to comply with them. The current manpower should be checked but not simply if they can comply with the demands, but it has to ensure that it can still keep its quality and standards. Mass production or bulk orders should not be an excuse in decreasing quality, hence, increased customer dissatisfaction and decreased sale .Strategic human resource management is human resource management carried out in a strategic way. The human resource activities are linked to the achievement of the organizations overall objectives. This is the new way of managing human resources as compared to personnel management. For a company that is already recognized in the industry and is eyeing on expansion, their status and reliability should be maintained. The leaders of the company can now focus on the products itself and expansion, and let the HR department handle the development of the organization. Keeping an eye on the companys long-term goals, mission and vision, the development of performance standards is essential to identify potential problems, non-performing employees and compliance to tasks and standards. Minor employee and performance problems should be seen immediately to avoid any future inconvenience and potential problems to the customers and thus become a liability to the company. HRM professionals can also identify the processes and the proper staffing for each of these activities, and in effect, the systems and approach in terms of the companys front line operations can be improved to decrease manpower hours, improve quality, streamline processes, and elevate standards. The success and growth of a small company can be attributed to its culture. Due to its size, Communication between all employees is not complicated. And alongside this communication, the trust and organizational goals are easily shared and understood by everyone. And in its growth, it is important that this culture is maintained and adjust to changes accordingly. HR professionals can work both with management and employees in doing this. With increase in employees and more demands in operations, communication may take a backseat for both parties. However, Human Resources Management can amend this and become a bridge in establishing what the management wants from employees and vice-versa. In its continuous development, it is but imperative that the management or its owner be prepared for more arduous tasks in operations and leading the rest of the team towards continued success. Management should be equipped with the right skills in planning, leading, organizing and establishing standards. As they are the ones who will eventually be focused in developing the company instead of the operations and technical aspects, a higher understanding of this responsibility is essential, and this also plays a significant part once competition is put into the picture. Companies fail because of a number of reasons, and mismanagement can be one of them. Operations may spin out of control if personal agendas and politics are placed, and in growing companies, this should be monitored and prevented. Developing not only management but also its employees is significant. To keep up with competition, employees should be given with a number of reasons to stay with the company, and do their jobs exemplary well. Their continuous growth, the right compensation and benefits, and work-life balance are just some of the things that motivate employees to perform better, producing better results for the customers and ultimately, the company. r Recruitment and selection à ¢-  Learning and talent development à ¢-  Human resource planning à ¢-  Provision of equal opportunities à ¢-  Managing diversity à ¢-  Motivating workers to achieve improved performance à ¢-  Employee counselling à ¢-  Talent management à ¢-  Payment and reward of employees à ¢-  Health and safety à ¢-  Redundancy à ¢-  Encouraging involvement and engagement à ¢- Change management à ¢-  Managing cross-cultural issues or international HRM. All will be concerned in some way to ensure that HRM activities add value by helping the organisation achieve its strategic objectives. They will focus on ensuring that the overall HR policies and procedures support the strategic objectives and that there is consistency in approach and implementation across the organisation. However, for each activity it is likely that other managers will also be involved to some extent. Line managers will be concerned with the actual implementation of the policies and procedures in so far as they affect their team, whereas the HR specialists will also be involved in the bigger picture, although the extent of the differences in role will vary between organisations. Tesco aims to ensure all roles work together to drive its business objectives. Tesco needs to ensure it has the right number of people in the right jobs at the right time. To do this, it has a structured process for recruitment and selection to attract applicants for both managerial and operational roles. Evaluate the contribution of strategic human resource management to the achievement of organisation objectives. Organisations are implementing strategic HR as a change agent, not to replace an out dated personnel department. Even though there is still confirmation within the UK that once these involvements are implemented, they just reinstate the role of the personnel department. To be effective HR belongs on the board of an organisation. The organisation that will be reviewed is Tescos; during the past decade they have introduced strategic HR with increased training of employees. The role of HR within the organisation has increased in importance. Their practice of training and the importance of HR will be reviewed with the current theory. This organisation was chosen, through their introduction of strategic HR policies, which has led to an increase in business. This has demonstrated they are a first class provider of training to their employees, and has given scope for the organisation to expand into new markets. Tescos operates in a very competitive market; the consumer has a choice where to shop for their groceries. They have expanded their portfolio to include CDs, DVDs, electrical goods and clothing. Recently they have expanded into the financial services offering customers products from Credit cards to insurance. All their products are available on the internet 24 hours a day. Their slogan every little helps is used to show their commitment to customers, this has been used to reduce prices and to increase the level of customer service. This slogan is now used in their staff training, that any intervention will increase the knowledge of the work force. The organisation is widely reported in news papers, this is due to the success of the business. They are rapidly expanding in the UK with the opening of their Metro stores and into new and foreign markets. This has taken a great deal of their resources in the planning and implementing stage of expansion. The core units need to remain focused, to retain the reputation they have built. Reinforcing the culture and values through training will focus employees on their roles. AC 2.1 Analysis the business factors that underpin human resource planning in organisation. Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Business growth business decline business change labour cost control changing nature of work impact of technology employee development etc There are things, events, or situations that occur that affect the way a business operates, either in a positive or negative way. These things, situations, or events that occur that affect a business in either a positive or negative way are called driving forces or environmental factors. There are two kinds of driving forces; Internal driving forces, and external driving forces. Internal driving forces are those kinds of things, situations, or events that occur inside the business, and are generally under the control of the company. Examples might be as mentioned below technological capacity, organizational culture, management system financial manageme employee morale. External driving forces are those kinds of things, situation, or events that occur outside of the company and are by and large beyond the control of the company. Examples of external driving forces might be, the industry itself, the economy, demographics, competition, political interference, etc. whether they are internal or external driving forces, one thing is certain for both. Change will occur! A company must be cognizant of these changes, flexible, and willing to respond to them in an appropriate way. External driving forces can bury a business if not appropriately dealt with. The question is, how does a business know what changes are occurring so that they can deal with them in a positive way. OK, thats the next issue. In order for a business to succeed and gain the competitive edge, the business must know what changes are indeed occurring, and what changes might be coming up in the future. I guess you might call this forecasting. Thus, critical to the business is what we call informational resources. It is the collection and analyzation of data. Some examples of critical information might include the following: Competition (what are they doing?) Customer behaviour (needs, wants, and desires) Industry out look (local, national, global) Demographics (the change populations, there density, etc.) Economy (are we peaking, or moving negatively) Political movements and/or interference Social environment Technological changes General environmental changes The above are just some issues organizations must be on top of. Well its never easy, but businesses that are successful include all of the above (and more), to develop the appropriate tactics, strategies, and best practices, to ensure successful out comes ) AC 2.2 Asses the human resource requirement in a given situation The main purpose of the human resources function is to recruit, select, train and develop staff. This means finding the right people, training and developing them so they achieve their maximum potential and creating systems that achieve high levels of morale and motivation. HR departments also often have the following responsibilities: 2.2.1Workforce planning This department is a major area of HRM. This involves anticipating in advanc requirements of the organisation both in terms of employees required and the appropriate skill mix. This will help the firm to predict likely changes in employment required, recognise future trends, in training and employ new human resources to meet these trends. 2.2.2Recruitment and selection Recruitment and selection is about appointing the best person to do the job. 2.2.3Working conditions Working conditions such as the temperature, amount of light, toilet facilities could also affect an employees motivation. 2.2.4Induction training career development Induction training is given to a new job holder. This could include: history of the business, tour of the premises, introduction to other employees, health and safety procedures including fire evacuation, being shown how to use machinery. Induction training helps new employees to settle and become effective quickly. 2.2.5Appraisal Appraisal is the process of assessing the effectiveness of a process or an employee. 2.2.6Consultation Consultation: asking for the views of those who will be affected by a decision. These views should then be taken into account by the executive responsible for taking the decision. 2.2.7Promotion and transfers Promotion is when someone as being appointed to a more responsible and respectable job. Transfers is when someone as been transfer to a different department or to a different place for work. 2.2.8Termination of employment This is a better way of saying that an employee has been fired from their job. 2.2.9Pay, rewards fringe benefits Any benefit received by employees in addition to their wages or salary. Common fringe benefits are a company pension scheme, a company car and discounts when buying the firms products. 2.2.10Wage bargaining This is where an employee will negotiate their salary with their manager. Because the employee fells that it is time for a wage increase. 2.2.11Heath and safety issues Imposes on employers the duty to ensure, the health, safety and welfare at work of all staff. Firms must provide all necessary safety equipment and clothing free of charge. Employers must provide a safe working environment. Finally, all firms with five or more employees must have a written safety policy on display. 2.2.12Employment legislation Employment legislation is where employees need to follow certain rules and conditions in order to work for the organisation. AC 2.3 Develop a human resources plan for Tesco. Human resources planning refer to classic HR administrative functions, and the evaluation and identification of human resources requirements for meeting organizational goals. It also requires an assessment of the availability of the qualified resources that will be needed. Human resources planning should be a key component of nearly every corporations strategic business planning.To ensure their competitive advantage in the marketplace, organizations must implement innovative strategies that are designed to enhance their employee retention rate and recruit fresh talent into their companies There are six work levels in the Tesco. This gives a clear structure for managing and controlling the organisation. Each level requires particular skills and behaviours. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 1 frontline jobs working directly with customers. Various in-store tasks, such as filling shelves with stock. Requires the ability to work accurately and with enthusiasm and to interact well with others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 2 leading a team of employees who deal directly with customers. Requires the ability to manage resources, to set targets, to manage and motivate others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 3 running an operating unit. Requires management skills, including planning, target setting and reporting. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 4 supporting operating units and recommending strategic change. Requires good knowledge of the business, the skills to analyse information and to make decisions, and the ability to lead others. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 5 responsible for the performance of Tesco as a whole. Requires the ability to lead and direct others, and to make major decisions. à ¢Ã¢â€š ¬Ã‚ ¢ Work level 6 creating the purpose, values and goals for Tesco plc. Responsibility for Tescos performance requires a good overview of retailing, and the ability to build a vision for the future and lead the whole organisation. Tesco has a seven-part framework that describes the key skills and behaviours for each job at every level in the company. This helps employees understand whether they have the right knowledge, skills or resources to carry out their roles. Recruitment Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco advertises jobs in different ways. The process varies depending on the job available. Tesco first looks at its internal Talent Plan to fill a vacancy. This is a process that lists current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this Talent Plan or developing on the internal management development programme, Options, Tesco advertises the post internally on its intranet for two weeks. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. In the first stages of screening, Tesco selectors will look carefully at each applicants curriculum vitae (CV). The CV summarises the candidates education and job history to date. A well-written and positive CV helps Tesco to assess whether an applicant matches the person specification for the job. The company also provides a job type match tool on its careers web page. People interested in working for Tesco can see where they might fit in before applying. The process Tesco uses to select external management candidates has several stages. Tesco have a plan to recruit and select appropriate employees for the right post. 2.4 Critically evaluate how a human resources plan can contribute to meeting Tescos objectives. The HR Plan is a working document that allows us to show what we are doing and what we have achieved. The plan includes an overview of the achievements of the HR Department and a review of the previous Strategy and HR targets Human resource contributes the success of the company but some changes in the organisation effect in the human resource plan. So positive aspect of the human resource always not the same in some cases it may be criticize. Human resource plan is the key shape of the organisation which guides the company how to do operate the human resource department. Human resource plan is the key to an effective to decision making process. With the help of the efficient human resource the decision by the company can be effective. If human resource plan is effectively implemented it will positively contribute to the achievement of the organisations objectives. Some of the points which are contributing the company are as follow: Shape of the organisation The shape of the organization rely matter in the achievement of organization objectives. So HRM need to plan about it.HRM can help the organization in order to omit all the unnecessary employment from the organization. Thus it is also help in order to find the excess in human resource in the company. According to the requirements of the company if the structure does not match then the human resource plan will not help effectively. Communication Communication plays vital role in the organization it is considered most crucial part in the organization. In any organization human resource management is a communicator for the organizations employees. In the perspective of communication human resource need to be effective. Communication is a barrier and helps to maintain the demand and supply level in the organization and keep them in the right track. Training and development. The skills of the employees are sharpened by training and development. It enables the employees to keep them up to date with the latest requirements.Traning is necessary in order to facilitator with the new technology, because technology is a source to save the time and maximize the benefits. Transfer of knowledge. This modern era is the era of globalization and every organization is connected globally and can be. And in this way they can recruit human resource globally. But the time and experiences are different according to the time and new trends requirements. Human resource deals with effective way in order to lead the employees because they know how to deal with the situation the implementation of plan human resource would be effective. Human resource would be effective depending on the implementation of the plan. In the organisation how they make the plan and what process they set to implementation is the major. 3.1 explain the purpose of human resource management policies in Tesco. Purposes HR policies allow an organization to be clear with employees on: The nature of the organization. What they should expect from the organization. What the organization expects of them. How policies and procedures work. What is acceptable and unacceptable behaviour? The consequences of unacceptable behaviour. The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document disciplinary procedures, is now the standard approach to meeting these obligations. There has been an increase in training within the organisation; all employees now receive more training than before. This is a result of the HR department taking a strategic role. HR is not an administrative department within Tesco; they are proactive and are on the strategic level of the organisation. This increase in training priority has been supported by a rise in Human Resource Management. This practice emphasises that increased growth can only be maintained in the long run; by equipping the work force with the skills they need to complete their tasks (Mullins, L. 2005). The learning process has been challenged to create a culture that allows continual learning throughout the organisation. As knowledge is what matters, organisations and individuals alike must become continuous learners (Hawkins, P 1994). The organisation runs an academy that recognises skills in the individual. The training is identified from core, operational and leadership skills. All employees can access the core skills. These development programmes are tailored to the individuals skill level. The delivery method for the training is varied, allowing for the individuals learning preference. 3.2 analyse the impact of regulatory requirement on human resource policies in an organisation. Regulatory requirements are those requirements which are concerned about the employment law ,regulation requirements ,discrimination of law, data protection law and also human rights are related to these requirements. There is a question how an organisation can access to their rules and other activities which are affected to other stakeholders. Tesco provides several health and safety programmes and to the public as an additional activities. Employess dismissel: Without following the correct procedure or having a fair reason is directly to escort to a claim for unfair or wrongful dismissal successful claims damages can be substantial. The cost of defending a claim in particular times of a management time may be important and it does not matter you win or loss. HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year. Training and development policies As part of Every Little Helps,Tesco commitment to their people is that they will give them the opportunity to get on so that they are able to get the training they need to do their job and to develop their careers at Tesco. They want Tesco to be a great place to work for all our staff. Thats why they want everyone here to feel free to follow the career path thats right for them. There are a number of ways Tesco supports their people to achieve this, be it through an Options Development Programme, offering an Apprenticeship or encouraging the studying for a qualification whilst at work. Health and safety policy: Tesco measures health and safety performance using reportable accident rates, which they report each quarter to the Compliance Committee and annually to the Executive Board. Stores measure their own performance as well through the Store Steering Wheel, which Tesco set targets for reducing injury rates in each specific site. The main causes of injury remain slips, trips and manual handling. Tesco ran an accident awareness campaign in October 2009, in which we highlighted key safety messages to all staff. All stores apart from Express now have special clean as you go tools. In January this year Tesco ran a further campaign called see it, sort it, report it!, encouraging staff to give their feedback on near misses and how Tesco can improve safety. 4.1 analyse the impact of an organisational structure on the management of human resources. An organisation structure consists of action like task allocation supervision and co ordination ,which are leaded the betterment of organizational aims .It might be concerned as the viewing perspective through which individual can see their organisation and its environment ,an organisation can be structured or formed in many different ways, depending on their objectives. The structure of an organisation will be determined the modes in which ways it operates and performs. An organizational structure determines the desired allocation of responsibilities for several functions and process of different equities such as branch, workgroup and branch workgroup. Organization structure effects organizational action in two ways. Firstly it allocates or provides the best foundation on which standard operating procedures and rest of routines. Secondly it concerned in which of the individual involve to participate in the process of decision making. Hence it also helps in order to understand what kind of their views can help in the organizations action. There are several ways through which organization are structured, Functionally as it is explained above, regional area a geographical structure e,g within a marketing manager products like crisps and drinks. 4.2 analyze the impact of an organizational culture on the management of human resources: All organizations will have a culture which will have an impact on the way employees behave within the organization.. Employees are seen as a key resource. Our core definition of HRM from Storey talked about cultural aspects of HRM, so part of the way in which employees, as a key resource, can be managed is through the use of organizational culture to generate commitment to the organization and its values. Thus, as Ogbonn(1992: 80) notes, the achievement of HRM objectives requires the management of the organizational value system (culture) and this requires skilful implementation. Often within tourism and hospitality such values will be concerned with encouraging employee buy in to the customer care and service quality initiatives, which organizations see as a form of competitive advantage in the crowded market place. Organizational culture refers to the pattern of beliefs, values, and learned ways of coping with experience that have developed during the course of an organizations history, and which tend to be manifested in its material arrangements and in the behaviour of its members. For many this can be succinctly summarized as, The way we do things around here (Deal and Kennedy, 1988. This process of unlocking commitment and enthusiasm is by no means straightforward or uncontested (Thompson and McHugh, 2001). For example, we should be aware of the notions of sub-cultures, such that all organizational members might not subscribe to the organizational vision. Recognition of the potentially contested nature of organizational culture is important because it points to the manner in which there may be a disjuncture between the rhetoric and reality of organizational culture. Brown (1998) expresses this point as the espoused culture and the culture in practice. The former may be the positive view that is presented for public consumption, whilst the latter may allow for a more critical reading of any given organizational culture and to further appreciate this point the thread now considers competing views of organizational culture. [ by Frank at 3-6-2009 00:01 edited ] 4.3 examine how the effectiveness of human resources management is monitored in an organization: Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by performing the role of Human Resource (HR) function. Below is an outline and explanation of how to assess the HR functions of an organization by using HR activities in an architectural firm as an example. An important aspect of an organizations business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Staffing, training, compensation and performance management are basically important tools in the human resources practices that shape the organizations role in satisfying the needs of its stakeholders. Stakeholders of an organization comprise mainly of stockholders who will want to reap on their investments, customers whose wants and desires for high quality products or services are met, employees who want their jobs in the organization to be interesting with reasonable compensation and reward system and lastl