Paper - 1172 Words

Introduction Electronic Health Record (EHR) compliance is expected to achieve better clinical outcomes, improved population health outcomes, increased transparency and efficiency, empowerment of individuals, and more robust data for research on health systems (Health IT). The determination of this paper aims to evaluate the flow of information as it travels with patients as they enter the emergency room, up to and including a skilled nursing facility stay. Over the last decade an emphasis has been placed on transitioning from paper based documentation to electronic based computerized systems. The centers for Medicaid and Medicare place such high emphasis on this transition that monetary incentive including higher reimbursement rates†¦show more content†¦The identified barrier in this transition of care from acute care to a skilled level when information is copied and the hard-copied chart is sent with the patient on their transport to the skilled facility. This process leaves room fo r many errors, when we rely on nursing personnel who are extremely busy to remember to send all the pertinent information for the accepting physician. Currently the admission process for potential admission starts with the clinical admission director a designated registered nurse (R.N.) that reviews the electronic health record and reviews that patient at the bedside. The designated RN faxes the centers admission director with progress notes and a history and physical for acceptance or a denial. The center admission director grades the patient against a pre-admission check list to determine if they are appropriate. The current length of stay in a skilled setting is based on payer source. For example, a straight Medicare patient has the skilled benefits that can occur for 100 days, whereas a patient with a managed plan like Humana have weekly progress reports that are sent to a case manager, and that case manager dictates their length of stay. The current aim of my Genesis facility is to continue to work on rehospitalization rates. The due diligence that is provided to the patients is practiced by setting up in home therapy and home health care as an added measure to prevent rehospitalizations. Appendix A provides a visual roadShow MoreRelated Paper761 Words   |  4 Pages In the 1790s members of the industry in both Paris and London were working on inventions to try to mechanise paper-making. In England John Dickenson produced the cylinder machine that was operational by 1809. Although useful for smaller enterprises, this lacked the large scale potential of the machine resulting from th e invention of Nicholas-Louis Robert in Paris, which had a more complicated incubation period. The last of the early improvements to this machine were financed by the Fourdrinier brothersRead MoreReflection Paper836 Words   |  4 Pagesand integrating quotes. 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Imperialism in Africa - 2182 Words

Explain what is meant by the term imperialism. Discuss the causes of imperialism in the 1800s. Kamar Findlay ID# 092165839 Mico University College Imperialism in Africa Mrs. Pitter October 29, 2011 Imperialism is the creation and or maintenance of an unequal economic, cultural, and territorial relationship, usually between states and often in the form of an empire, based on domination and subordination (Johnston, 2000.p.375). In its simplest form Farah and Karls (2001) describes imperialism as one country’s domination of the political, economical and social life of another country. The Europeans imperialism during the 1800s occurs out of the advantages of strong economies, well organized governments and powerful armies and navies.†¦show more content†¦Nationalism in the extreme promotes the idea of national superiority. Industrialized countries therefore felt they had the right to take control of weaker areas. Countries also tried to increase their power through the control of more land and people. In the 1800s Europe underwent a renewed period of imperialism which was very sophisticated in its nature. Much emphasis was placed on gaining or controlling a colony. The resources and wealth gain from the colony was used to finance war and the army as well as the economy. The stronger a European military gets the more power full that country become in Europe and as such gaining the wealth from a colony could either break or build the power and prestige of a nation. When France for example, moved into West Africa, rival nations such as Britain and Germany seized lands nearby to halt further French expansion. In essence the Europeans taught of the colonies as a source of security. So strong and sophisticated was the sentiment of nationalism that it set of what was known as a ‘Scramble for Africa. West Africa was already known to the European but the interior was untouched. The Belgian king Leopold the second occupies and carry profitable economic activities in the Congo (South Central Africa). Before long Britain, France, Germany and Italy were all lock in a tussle, pressing rivals claim to the region. According to Bickers and HenriotShow MoreRelatedImperialism in South Africa1078 Words   |  5 PagesDuring Imperialistic times South Africa was a region of great resources that was greatly disputed over (Ellis). Europe’s main goal during these times was to compete against each other and played a â€Å"game† of which country can imperialize more African countries than the other. Imperialism was a curse to South Africa, because many wars, laws, and deaths were not necessary and would not have happened if South Africa were not imperialized. Imperialism is the domination by one country of political, economicRead MoreImperialism and South Africa1440 Words   |  6 PagesImperialism’s Effect on South Africa Imperialism was a movement that affected all parts of the world, beginning as early as the 19th century. Wealthy and established nations would annex and take control of underdeveloped nations and civilize them. This may sound good in theory, but Imperialism seemed to take advantage of the so-called â€Å"inferior† nations more than truly help them. The economic superpowers seized the land of the territories they thought to be subordinate, using it as trading depotsRead MoreImperialism in Africa Essay620 Words   |  3 PagesMelissa B5 Imperialism in Africa In the late 1800’s Europeans took over Africa, took their resources,enslaving the Africans, and changed the course of history. The Europeans took over Africa, which is called The Scramble For Africa, in 1884-1914. The Europeans took over because Africa was rich in raw materials, they wanted power, and they thought their culture was superior. The driving force behind imperialism was need for resources, political competition, and technological advances. One drivingRead More Imperialism in Africa Essay953 Words   |  4 PagesImperialism in Africa Imperialism is defined as one country’s domination of the political, economic, and social life of another country. In Africa in the nineteenth and twentieth centuries, imperialism was present and growing. The main countries involved in the imperialism in Africa were the French, German, and Great Britain. The French’s empire was mainly in North and West Africa while Britain’s colonies were scattered throughout the continent. Germany ruled over such countries as TanganyikaRead MoreImperialism In South Africa Essay1299 Words   |  6 Pagesfor Lebanon, â€Å"So long as there is imperialism in the world, a permanent peace is impossible†. Throughout history the countries that have experienced imperialism from other countries have seen how it brings only conflicts and not peace. Africa has been one of the largest places to experience imperialism. Imperialism has affected Africa in many ways for a long time. However, one specific example of how imperialism broug ht anguish to people is the country of South Africa. An abundance of resources, butRead MoreEuropean Imperialism in Africa Essays1457 Words   |  6 PagesImperialism By the late 19th and early 20th century, Europe was expanding its borders. In an attempt to grow its economy and culture, Europe’s superpowers began to search for new soil. Africa was an easy target; it wasn’t politically secure and it wasn’t modernized. In addition, it had reliable soil which would enable Europe to produce cash crops. European nations began to pour into Africa, called the Scramble for Africa. Soon, Europe took control of Africa, taking raw materials and destroyed AfricanRead More Colonialism and Imperialism in Africa Essay1158 Words   |  5 PagesDisease and Imperialism in Africa      Ã‚  Ã‚   Diseases were prevalent in Africa during the time of European Imperialism. Disease affected both natives and European peoples in Africa. African diseases affected both natives and European explorers and soldiers as well as diseases brought by the Europeans that affected the Africans.      Ã‚  Ã‚   Numerouks diseases impadcted the Europeans in Africa during the time of Imperialism.   During the time of Imperialism many explorers and soldiers died of diseaseRead MoreEuropean Imperialism in Africa Essays1518 Words   |  7 Pagescontrol of regions in Africa and set up colonies there. In the beginning, colonization caused the Africans little harm, but before long, the Europeans started to take complete control of wherever they went. The Europeans used their advanced knowledge and technology to easily maneuver through the vast African landscape and used advanced weapons to take control of the African people and their land. The countries that claimed the most land and had the most significant effect on Africa were France, EnglandRead MoreMotives for British Imperialism in Africa5664 Words   |  23 PagesMotives for British Imperialism in Africa Before the Europeans began the New Imperialism in Africa, very little was known about the inner parts of the continent. However, after some explorers delved deeper into the heart of Africa, the Europeans soon realized how economically important this area was, and how much they could profit from it. At the time, Britain had only small occupations of land in Africa, but after they realized that they could make money from the rich resources from the inner regionsRead MoreAfrican Imperialism And Its Effects On Africa1954 Words   |  8 PagesAfrica became known as the â€Å"dark continent† through the Europeans eyes. Not only from the skin color of its inhabitants but also from the vast lands still undiscovered. Due to the Europeans’ view that Africa had a backward sense, they believed it was their responsibility to help. Conflict arose from the creation of a new society resulting in ethnic feuds and imperialism. European imperialistic powers subjugated Africa to strengthe n their own economy. Africa’s rich supply of resources such as a large

Hero Honda Success Free Essays

‘Motorcycles are a hit in rural areas’ Monday, April 15, 2002 Many continue to be surprised at the ability of India ‘s 2-wheeler segment to buck the present recessionary trend in the economy. What, they ask themselves, accounts for such resilience: competitive pricing? Quality? Technology? Or, is it ready availability? Mr. Brijmohan Lall Munjal, chairman, Hero Group of Companies, addresses some of these issues in an interview with Soumya Kanti Mitra. We will write a custom essay sample on Hero Honda Success or any similar topic only for you Order Now What makes the 2-wheeler segment so impervious to demand fluctuations? A 2-wheeler is the most necessary consumer durable good owned by lower Middle, and middle class, households. There is multiple ownership of this product in such households. Firstly, there is an income effect that influences 2-wheeler demand. Per Capita GDP growth of 3. 7 per cent per annum has been pushing households up into higher income brackets. The push effect is more in lower and middle- income groups – hence the increased demand. It also links up with the higher contributions of the service sector to GDP; the income impact of that has been greater on lower income households. A second major reason is the inadequate public transport. The percentage of people who use public transport has fallen from 85 per cent to 75. Entry-level transport options like two- and three-wheelers have mostly filled this gap. They have also become a sort of necessity and thus do not show heavy fluctuations in demand. Increased demand for two-wheelers from households has also led financial institutions to increase credit in a sustained way in the last three or four years. That too has imparted stability to this item, compared to others. A good proportion of sales owes to replacement demand. Are motorcycles gaining an edge over scooters? What is your experience as a market leader? There are few fresh issues with scooters. Firstly, the technology was dated. Secondly, most were two-stroke vehicles, less fuel-efficient compared to motorcycles. The only advantage was that one could carry along a spare tyre. But motor- cycles have been preferred in rural areas for better ground clearance, larger wheels and better suspension. They can easily be used on rough roads. Scooters are preferred in urban segments. New generation vehicles with four-stroke engines may soon hit the market and that will boost the sagging scooter market. For the last two years scooters sales have been less than a million per annum. Are you, and others in the industry, planning changes in output and investment? Considering the developments in household incomes and transport requirements we believe that the average annual growth of 2-wheelers for the next three years should be of around 8-10 per cent. There is over-capacity, but investments may be made in individual instances. The demand for motorcycles, however, is expected to grow by 15-18 per cent. That should attract investments. Abroad, certain top-end models in BMW’s, Honda’s or Ducati’s ranges have actually become ‘lifestyle’ statements for executives. Do you see anything like that happening in India ? The next 2-3 years may see a small beginning with the introduction of high-end motorcycles. But the concept is too early for India . We do not have nice roads where the customer can ride such high-end bikes. With affordability not being widespread, who will manufacture to cater to such small volumes? We may see some inroads after imports get fully liberalised, but I think it is early days for that. Are exports from the sector under siege owing to the international slowdown? That could be a major factor. Also, there is over capacity in most countries in the 2- wheeler industry. Markets in Latin America and Africa are impacted, while intra- Asian trade is very competitive. How to cite Hero Honda Success, Papers

Role of Culture in Developing Ethical Practices of Business

Question: Discuss about the Role of Culture in Developing Ethical Practices of Business. Answer: Introduction In the organisations, culture plays an important role in defining the behaviour and attitude of employees and other stakeholders. It also helps the firms to ensure their success by providing better products and services to the customers. Along with this, the culture also impacts on the decision-making process of the firm and the ethics of employees actions (Guiso, Sapienza and Zingales, 2015). For this, it is essential for the firms to create and maintain an effective corporate culture with a focus on ethics. In this way, this paper critically analyses the literature for the role of culture in developing ethical practices and activities of the organisation. Corporate Culture Buschgens, Bausch and Balkin (2013) define the corporate culture as one of the basic elements of innovation process. It is because, through an effective corporate culture, the firms are enabled to enhance their abilities to create and commercialise new technologies. In their study, Buschgens, Bausch and Balkin (2013) also define the corporate culture as the complex set of values, beliefs and assumptions that support the organisations to conduct their business activities significantly. The basis of organisational culture is related to the shared values, which are communicated by the organisational members. Cohn, Fehr and Marechal (2014) support the above by defining that most of the organisations consider organisational culture as a tool and technique that creates the facilitating environment, which helps the companies to complete their business activities in ethical ways. Abratt and Kleyn (2012) exhibit that corporate culture is the corporate values that the staff and management of the organisation retain in order to improve the positive organisational behaviour and to achieve the organisational objectives. In this, the corporate culture is essential for the firms to enhance their positive behaviour and attitude in the marketplace in order to achieve their targets and to achieve competitive advantages in the respective industries. According to Toussaint and Berry (2013), an effective corporate culture leads the organisation to improve the operations and services to provide satisfaction to the customers. In this, creating a lean culture is effective for the firm to make continuous improvement in the organisational environment so that employees can learn new and ethical attitude and behaviour to solve the organisational issues and problems. On the other hand, in the study Schwartz (2013) defines the corporate culture and develops the direct relationship between corporate culture and ethical behaviour. In this, Schwartz (2013) states that in the organisations, ethical values help the management members to retain the sustainable and ethical corporate culture, which also ensures the success of the organisation at the national and international marketplace. Ethics and Ethical Climate In general, ethics refer to the study of principles or values that determine whether the actions are right or wrong and outcomes are good or bad. In the views of Michaelson, et al. (2014), in the organisation, ethics refer to the processes that create the alignment of individual actions and the moral codes. In this, ethics plays an important role in analysing the moral processes and describe them in order to improve the behaviour of employees and other stakeholders. But, Kuntz, et al. (2013) contrast that in the organisations, ethics and moral are two different terms, where ethics examines the principle of right and wrong. On the other hand, morale is a belief that society has about the right and wrong in the communities. According to Chun, et al. (2013), corporate ethics can be defined as the employees perception related to their firms ethical practices, which help the firms to predict the outcomes and also improve the satisfaction and commitment level of employees. But, Wang and Hsieh (2013) oppose that ethics are effective in the ethical climate in the organisation. It is because the ethical climate helps the employees and other stakeholders to adopt the ethical practices and develop the ethical behaviour to achieve the organisational objectives. Without the ethical climate, the employees may be discouraged to perform their work and get motivated to achieve organisational objectives successfully. Importance of Culture in Developing Ethical Behaviour and Practices of Business Valentine et al (2011) suggest each and every company is defined by its ethical culture as it is a unique and true identity of a company. Sometimes, companys product, strategies as well as techniques can be duplicated but, culture cannot be copied as it is related to the norms and values of an organization because culture represents the personality of the business. Gokmen and Ozturk (2012) describe that the way in which company and team interact with one another as well as with the outside world such as suppliers and partners are defined by an organizational culture. Business ethical culture is a formula, strategy to inspire, guide, and motivate employees to achieve organizational goal. Culture is basic criteria for creating happy, fun and work environment of business. Companys ethical work climate is significant to identify the ethical uniqueness of the work surroundings. Ardichvili and Jondle (2010) exhibit that retaining and attaining great talent for a company can be achieved by the help of good as well as positive environment within the company. A culture of a company should be taken seriously by the business to attract more partners, have an increased amount of profit, and enjoy great success. Additionally, strong culture of business helps to retain employees i.e. fewer turnover rates as compared to others. This results in saving money as well as a time of the company. Salehi, Saeidinia and Aghaei (2012) if the culture of a company is good, then it will surely contribute to the happiness of employees with happy employees with high productivity. Schneider, Ehrhart and Macey (2013) mentions that 42% of employees think that businesss ethical integrity is significant to take working decisions at the company. Culture is most important factor for employees to determine what kind of business practices, employee treatment is considered by the company to make people work there instead of the services, quality, and price offered by the company. Eisenbein and Brodbeck (2014) state that practicing good ethics may not be easy for the business, however, culture is must have rather than good to have in an organization. Further, a business relationship can be made strong by ethical business practices in the company to have a professional image among clients, vendors, and future business partners. Demuijnck (2015) state that good business ethics of the company helps in creating very strong business relationships that result in the source of financing, lower product costs, repeated customers along with the growth of a company. This benefits business contracts as well as business for surviving long in the competitive market. Also, strong ethical business practices can result in valuing strong company brand and business reputation in the market. As illustrated, if the company provides value in its services then customers will believe the company and also go for repeat purchase of the product or services. Guerci et al (2015) state that business ethics of a firm can help it to stay ahead of the competition along with fewer business practices. Risk of damaging business reputation can be minimized to a larger extent by building ethics into the organizational culture. For example, if a wrong action or an unethical transaction has taken place by an employee with a customer, then few seconds will take place to spread this information by the customer which will hurt companys reputation. Hence, Garegnani, Merlotti and Russo (2015) said that the company must build ethics into performance expectations for employees to have security against this negativity. If transparency of business ethics is practiced by an organi zation in its culture then it will surely result in customer loyalty. Moreover, organization can share videos of how the company practices recycling the product to benefit the environment. Along with this, Banutu-Gomez (2014) corporations should not forget to share news on volunteer programs and charities to attract more potential customers towards them. With the help of transparency, a company can increase customer trust also satisfied customer will promote company over time. The company needs to practice ethics in its culture for increasing its market image. This can be done by the help of social responsibility towards society. Organization must practice as well as operate a business according to set ethical standards for which ongoing commitment is must. Fernando and Moore (2015) training on ethical marketing must be the basic of organizational culture. This may include giving warranties on the product, return policies for customers by the side of merchandise, supporting advertising promises, and telling the truth to the customers. Health care compliance such as product free from harmful substances along with the accountable business practices and code of conduct mu st also be included in the organizational culture. As illustrated, in the financial report of a company, correct figures of profitability and loss must be mention accurately. Eisenbein and Brodbeck (2014) this will result in gaining more trust of employees and shareholders as a part of practicing transparency in business. If the company's vulnerability to misconduct is decreased then it results in profitability cause of the company, management focus, and building brand image. Beside this, Trevino, Den Nieuwenboer and Kish-Gephart (2014) practicing ethics in business culture can help avoidance of fines. Because, companies and their employees need to deal with various local, national as well as international laws governing their business operation. Failure to these standards fulfillment may lead to time and resource cost, decrease brand image and customer loyalty. In addition to this, Lawton and Paez (2015) initiatives taken for strong ethics development can highly reduce the fines chance, resulting from illegal, misconduct, wrongful, and fraudulent activities conducted in the business world. Jondle, Ardichvili and Mitchell (2014) describe that culture plays an important role in developing and implementing effective mission and vision of the organisation, which significantly lead the firms to adopt ethical behaviour and practices to achieve these mission and vision. It is because mission and vision statements provide the directions to deliver the products and services to the customers in ethical ways. Nesbit and Lam (2014) support the above arguments by exhibiting that corporate culture helps the firms to identify the ways for developing the mission and vision in ethical ways and link them with the shared values. Due to this, the firms enable to improve the employees behaviour and attitude to meet this vision and mission statements at the end of the particular period. Trevio, et al. (2014) argues that the positive organisational culture creates the conditions where the behaviour is openly accessed, challenged, developed and rewarded. Due to this, the firms also enable to promote the ethical practices among the employees and other stakeholders, which lead the firms to achieve competitive advantages and to gain their objectives in the markets. On the other hand, Henderson, et al. (2014) define that in the organisation, culture is influenced by the several factors such as delegation of authority, assignment of responsibilities and the process of accountability. In this, proper communication of corporate culture such as code of conduct and job description helps the firms to promote the ethical behaviour and practices throughout the operational areas. Guiso, Sapienza and Zingales (2015) support the above and describe that corporate culture and compliance rules provide the incentives and opportunities to the ethical individuals to maintain their honesty and integrity at the higher level. Along with this, due to this, the ethical individuals effectively monitor, punish and correct the unethical individuals or behaviour within the firm. Conclusion From the above literature analysis, it can be concluded that the culture plays an important role in shaping the ethical practices and developing these practices to provide ultimate benefits to the organisation. The development and implementation of effective and positive corporate culture help the firms to improve the behaviour of employees and provide them guidance to conduct their practices in ethical ways. Due to this, the firms enable to enhance their brand reputation, recognition as well as provide better services to the customers to maintain relationship with them. References Abratt, R. and Kleyn, N. (2012) Corporate identity, corporate branding and corporate reputations: Reconciliation and integration. European Journal of Marketing, 46(7/8), pp. 1048-1063. Ardichvili, A., and Jondle, D. (2010) Review and Implications for HRD Integrative Literature Review: Ethical Business Cultures: A Literature, Human Resource Development Review, 8 (223), pp. 224-244. Banutu-Gomez, M. (2014) The role of culture, language, and ethics in global business, European Scientific Journal, pp. 231-242. Bschgens, T., Bausch, A. and Balkin, D. B. (2013) Organizational culture and innovation: A metaà ¢Ã¢â€š ¬Ã‚ analytic review. Journal of product innovation management, 30(4), pp. 763-781. Chun, J. S., Shin, Y., Choi, J. N. and Kim, M. S. (2013) How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39(4), pp. 853-877. Cohn, A., Fehr, E. and Marchal, M. A. (2014) Business culture and dishonesty in the banking industry. Nature, 516(7529), pp. 86-89. Demuijnck, G. (2015) Universal values and virtues in management versus cross-cultural moral relativism: An educational strategy to clear the ground for business ethics, Journal of Business Ethics, 128(4), pp.817-835. Eisenbein, S. A., and Brodbeck, F. (2014) Ethical and unethical leadership: A cross-cultural and cross-sectoral analysis, Journal of Business Ethics, 122(2), pp. 343-359. Fernando, M., and Moore, G. (2015) MacIntyrean virtue ethics in business: A cross-cultural comparison, Journal of Business Ethics, 132(1), pp. 185-202. Garegnani, G. M., Merlotti, E. P., and Russo, A. (2015) Scoring firms codes of ethics: An explorative study of quality drivers, Journal of Business Ethics, 126(4), pp. 541-557. Gokmen, A., and Ozturk, T. (2012) Issues of Business Ethics in Domestic and International Businesses: A Critical Study, International Journal of Business Administration, 3 (5), pp. 82-88. Guerci, M., Radaelli, G., Siletti, E., Cirella, S., and Shani, A. R. (2015) The impact of human resource management practices and corporate sustainability on organizational ethical climates: an employee perspective, Journal of Business Ethics, 126(2), pp. 325-342. Guiso, L., Sapienza, P. and Zingales, L. (2015) The value of corporate culture. Journal of Financial Economics, 117(1), pp. 60-76. Henderson, A., Burmeister, L., Schoonbeek, S., Ossenberg, C. and Gneilding, J. (2014) Impact of engaging middle management in practice interventions on staff support and learning culture: a quasià ¢Ã¢â€š ¬Ã‚ experimental design. Journal of nursing management, 22(8), pp. 995-1004. Jondle, D., Ardichvili, A. and Mitchell, J. (2014) Modeling ethical business culture: Development of the Ethical Business Culture Survey and its use to validate the CEBC model of ethical business culture. Journal of Business Ethics, 119(1), pp. 29-43. Kuntz, J. R. C., Kuntz, J. R., Elenkov, D. and Nabirukhina, A. (2013) Characterizing ethical cases: A cross-cultural investigation of individual differences, organisational climate, and leadership on ethical decision-making. Journal of Business Ethics, 113(2), pp. 317-331. Lawton, A., and Paez, I. (2015) Developing a framework for ethical leadership, Journal of Business Ethics, 130(3), pp. 639-649. Michaelson, C., Pratt, M. G., Grant, A. M. and Dunn, C. P. (2014) Meaningful work: Connecting business ethics and organization studies. Journal of Business Ethics, 121(1), pp. 77-90. Nesbit, P. L. and Lam, E. (2014) Cultural adaptability and organizational change: a case study of a social service organization in Hong Kong. Contemporary Management Research, 10(4), pp. 303. Salehi, M., Saeidinia, M., and Aghaei, M. (2012) Business Ethics, International Journal of Scientific and Research Publication, 2(1), pp. 1-5. Schneider, B., Ehrhart, M. G., and Macey, W. H. (2013) Organizational climate and culture, Annual review of psychology, 64, pp. 361-388. Schwartz, M. S. (2013) Developing and sustaining an ethical corporate culture: The core elements. Business Horizons, 56(1), pp. 39-50. Toussaint, J. S. and Berry, L. L. (2013) The promise of Lean in health care. In Mayo Clinic Proceedings, 88 (1), pp. 74-82. Trevino, L. K., Den Nieuwenboer, N. A., and Kish-Gephart, J. J. (2014) (Un) ethical behavior in organizations, Annual Review of Psychology, 65, pp. 635-660. Trevio, L. K., den Nieuwenboer, N. A., Kreiner, G. E. and Bishop, D. G. (2014) Legitimating the legitimate: A grounded theory study of legitimacy work among Ethics and Compliance Officers. Organizational Behavior and Human Decision Processes, 123(2), pp. 186-205. Valentine, S., Godkin, L., Fleischman, G. M., and Kidwell, R. (2011) Corporate ethical values, group creativity, job satisfaction and turnover intention: The impact of work context on work response, Journal of Business Ethics, 98(3), pp. 353-372. Wang, Y. D. and Hsieh, H. H. (2013) Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation. Human Relations, 66(6), pp. 783-802.

Novel vs. Book free essay sample

This year we had the chance to read Everything is Illuminated by Jonathan Safran Foer, and we also watched the film adaptation directed by Liev Schreiber. Being able to see the two settings helps out to compare the two, see the differences between the novel and the movie. It is very important to mention that the movie definitely changed the perspective of the story we initially read due to the adaptations that were done by Schreiber. Even though, we did not read the whole book in class, a few differences can be brought out from what we read and saw regarding to this novel and movie. Everything is Illuminated is a novel written by Jonathan Safran Foer. This book was published in 2002, and due to its success, Liev Schreiber decided to adapt and direct the film with the same name, which was released in 2005. The movie starred Elijah Wood, Eugene Hutz, and Boris Leskin. We will write a custom essay sample on Novel vs. Book or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The movie and the book varied greatly with the differences, and especially the adaptations changed the end of the movie completely. The settings of the book and the movie are completely different. The book is a set of letters written by both Alex and Jonathan, while the movie is focused in the dialogue they have in their adventure through Trachimbrod trying to find Augustine. In the movie, they did not explore Trachimbrod as much as they did in the book. The same characters that are in the book appear in the movie but there are a couple of losses when it comes to the characters personalities. The very first difference that can be seen is that in the book Jonathan is a writer looking for the woman who saved his grandfather, while in the movie he is actually a collector with the same mission. It is understandable that this change was done because the viewers would not have read any of the thoughts of his thoughts, and they rather used some sort of symbolization about how every single thing he collects have a especial meaning to him. Another thing that has been lost in the film adaptation is the growth in Alex’s character. In the book, we read an Alex who transforms from this funny immature broken-English speaking Ukrainian to a more considerate and mature young man, who even stands up to his abusive dad. It is a great loss character because this growth is one of the most important things that are appreciated in the book. It is a shame that it was not part of the movie because it would have been nice to how he transform from a kid to young man. Alex is not the only one who grows a character though; Grandfather does too. When t comes to Grandfather, it is when we face the biggest changes between the book and the film. In the book, Grandfather is a man who abhors Jewish people and even gave up his Jewish best friend to the Nazis in order to save his family. He even feels bad after, for saving the life of whom now abuses his own children, causing them trouble and those â€Å"bruises†. In the movie, Grandfather is a Jewish man who escaped death by the hands of the Nazis and lived the rest of his liv e in Ukraine pretending not to be Jewish. Also, the death of Grandfather was totally unexpected. Right after they met Lista, he committed suicide. Things should have been different when it comes to his growth as a character too. In the movie, the essence of Grandfather being a good person and feeling sorry is lost. It is bothersome to see how the movie differed greatly from the book, especially because the movie ends in the concept of a united family, and Jonathan Safran Foer did not write that at all. He emphasized Alex’s growth and showed how he stood up against his dad, who abused him and Little Igor. Alex became the figure of power and the one his brother will look up to. The fact that the movie did not capture that it is a great flaw from their part. Both Jonathan Safran Foer and Liev Schreiber did a good job; each of them portrayed something different with their piece of work. The movie is greatly criticized by the differences from the book but Schreiber had the courage to change things up a little and see it turned out. Liev Schreiber and Jonathan Safran Foer, both emphasized history as the theme of the plot and it worked perfectly as almost the only similarity the novel and the film adaptation had.

The Rule of Law essays

The Rule of Law essays The rule of law, although popularised by Dicey was not invented by him. Prior and Post Dicey, different theorists had considered it, namely, Von Hayek, Socrates, Raz and E.P Thompson. In 1885, A.V Diceys book supported the theory of the English constitution as opposed to the written constitutions of other countries. However, there have been schools of thought that Diceys ideas are now outdated but recently, especially with the senior members of the judiciary, they have come back into favour. It is common knowledge that Britains constitution is an unwritten one as it is not contained in one document and much of it has no legal status. The Diceyan argument was that not only was this irrelevant, but it was in fact of beneficial advantage. Dicey summarised the concept of he rule of law under three headings. Primarily, the principle concerned the rule of law and discretionary powers. Dicey believed that regular law was absolutely predominant over abritary and wide discretionary powers. That is all government actions must be authorised by the law. No person could be punished or interfered with by the authorities unless the law authorised it. This concept was in direct contrast with the situation in England, where there were no rules. The government could do as it pleased and there would be no legal controls over its activities. Example would be lack of trial before punishment. Entick v Carrington illuminates the concept that, the governments should not possess wide discretionary powers. In this case, the courts declared that the secretary of state could not order the search of Enticks house, because there was no law that authorised such searches. The court rejected the arguments of state necessity or that there was one law for government activities and another for ordinary people. This judgement was in accord with the rule of law. However, the more recent case of Malone v Metropolitan Police Commiss ...

Foreign Exchange Market Intervention Essay Example | Topics and Well Written Essays - 2500 words

Foreign Exchange Market Intervention - Essay Example Author also note, though, an obvious experiential puzzle concerning the secrecy of much intervention and propose an additional way in which intervention may be effectual but which has so far conventional little concentration in the literature, namely from side to side its role in remedying a harmonization failure in the foreign exchange market (Adams, Donald and Dale W., 2003). In this research author assess the development made by the profession in understanding whether and how exchange rate intervention works. To this ending, author appraisal the theory and confirmation on official intervention, absorbed primarily on work published surrounded by the last decade or so. According to the expert analysis this reading of the latest literature leads us to terminate that, in difference by the profession's consensus view of the 1980s, official intervention can be effectual, particularly through its role as a signal of policy intentions, and particularly when it is publicly make known and concentrated. Author also note, though, an evident empirical puzzle relating to the secrecy of much intervention and put forward an supplementary way in which intervention may be effectual but which has so far conventional little notice in the literature, namely from side to side its role in remedying a harmonization breakdown in the foreign exchange market (Agnor, 2004, pp. 1-1 6). Accor... Whether or not official exchange rate intervention is effective in authority exchange rates, and the means by which it does so, are issues of critical policy significance, and they have been the subject of a enormous academic and policy-related literature. Given the policy significance of official intervention, it is perhaps not astonishing that this literature has been the venue for a considerable and ongoing economic argument. Insofar as a consensus is perceptible betauthoren economists and policy makers relating to the efficiency and attractiveness of exchange rate intervention, it come into view to have shifted quite a few times over the past quarter of a century (Agnor, 2002, pp. 357-94). At the time of the fall down of the Bretton Woods adaptable peg exchange rate system in the early 1970s, when the poauthorrlessness of the authorities to hold the parities in the face of enormous tentative attacks had it seems that been demonstrated only too authorll, the profession appeared poauthorrfully to favor a pure float, connecting zero intervention. The 1970s experience with floating exchange rates among the main industrialized countries, and the ensuing instability of both nominal and real exchange rates, though, led to a shift in this agreement so that, by the late 1970s, equally economists and policy makers chiefly of countries which had undergo a considerable loss in competitiveness often criticized the U.S. authorities for not which capital could move among urbanized countries, the prevailing consensus betauthoren economists, policy makers and foreign exchange market practitioners throughout the early 1980s come into view to

The Obligation to defend South Vietnam Essay Example | Topics and Well Written Essays - 2500 words

The Obligation to defend South Vietnam - Essay Example They could not just ignore â€Å"the long-suffering people of South Vietnam† (Westmoreland 1). In addition, the power of North Vietnamese military was stronger than that of South Vietnamese military when North Vietnamese were attacking South Vietnamese unjustly. According to Johnson (1), the war was characterized as unparalleled brutality. The simple farmers were one of the kidnapping and assassination targets. The children and their mothers were killed in the middle of the night since their fathers and husbands were loyal and obedient to the state. Consequently, the villages were always affected by attacks and raids that were majorly conducted in terror strikes and towns. North Vietnamese, Viet-Cong, attacked villages and killed not only soldiers but also civilians. Viet-Cong killed women and children. â€Å"In 1857 they reverted to terror, both indiscriminate and selective, with the assassination of teachers and local leaders. This terror rate went up every year† (Westmoreland 1). The Americans thought they should help Vietnamese to make order. The purpose of the U.S. was not only just to fight against Communism, but also to defend South Vietnamese from brutal attack of North Vietnamese. The reason why the U.S. had to be involved is that Americans and other democratic countries feared the spread of Communism because it possibly would threaten the democracy in the world. Eventually, it will threaten the freedom in the U.S. also. Therefore, Americans were committed to stopping it. In his April 7, 1965 speech, President Johnson addresses this growing problem: "Over this war-and Asia- is another reality: the deepening shadow of Communist China† (Johnson 1). Americans and people of other Democratic countries were afraid of the power of China; Americans thought unless they help Asian countries to escape from the danger of Communism, China would threaten and "dominate all southeast Asia† (Johnson 2). It was not only a problem

Ad Proposal for Apple 2014 Research Paper Example | Topics and Well Written Essays - 1500 words

Ad Proposal for Apple 2014 - Research Paper Example He was awarded the Lange-Tailor Prize in 2009, and best Magazine Writing from the Society for Professional Journalists (Christian Parenti.com). Parenti’s book â€Å"the tropic of chaos† is the result of his immense research and hard work. It took him six long years to produce this outstanding work of art. Parenti travelled to various slums, countries that were at war and countries that were affected with scarcity of food and water shortages. In the book â€Å"Tropic of chaos,† the writer shows his concern of how climate change results in ruining our ecological civilization. The author discusses the region, which lie between the Tropic of Cancer and the Tropic of Capricorn. Parenti’s focus is on East Africa, Afghanistan, India, Pakistan, Kenya, Kyrgystan, Brazil, Mexico. These regions according to him are: â€Å"a belt of economically and politically battered post-colonial states girding the planet’s mid-lattitudes†(Parenti, 9). He labels thes e countries as â€Å"Tropic of chaos† because these countries are facing what he calls a â€Å"Catastrophic convergence of poverty, violence and climate change† (Parenti, 5), which means that climate change is not only causing water and food scarcity but also giving birth to violence in the regions. According to the writer, these countries are too sensitive to shifts in weather changes because they rely on farming and fishing. The writer explains how that the Global North has reacted to this impending crisis with greater oppression and surveillance instead of finding friendly ways to reduce tensions. In short, between the tropic of Cancer and tropic of Capricorn, we mostly find â€Å"most of the failed and semi failed states of the developing world.† (Parenti, 9). Hence, the crisis is taking a toll because the Global South is getting involved in warfare to attain there basic needs. The author begins his narrative by asking, â€Å"who is responsible for killing Ekaru Loruman?† Ekaru Loruman was from Kenya, belonged to a Turkana tribe, and was killed by a rival tribe for stealing cattle, or what the author explains as â€Å"the age old tradition of stock theft† (Democracy now). Moreover, the reason for these frequent killings is that the country is experiencing severe drought and the Turkana Pastoralists are forced to stealing cattle because their animals die due to scarcity of water, so they have to take laws in their own hands, as there are no proper government rules regarding this issue. Here, the author is pointing to an important issue of how the ugly U.S. policies have given rise to everyday violence in these countries. Moreover, the answer to all Parenti’s questions can be answered only if we go back in time when the British rules Africa. History tells us that British during their rule have adopted harsh methods to stop violence. Since that time the violence has never stopped. He gives examples of countries like S omalia, a failed state, which was attacked and demolished by Cold war. After the downfall of the Somalian government, the weapons were transferred to Kenya which resulted in more violence and killings in the form of cattle raids. Moreover, as Kenya does not run any support programs for farmers, this has given rise to more corruption because the farmers have only weapons to defend and protect themselves. The worst part is that when the Somalian refugees reach Kenya, most of the women are being raped and tortured and the sad part is that it is usually the brother who is ordered to rape her sister and if he denies he gets killed. In addition, when the refugees cross the border and reach Kenya they are unable to make a living because Kenyan government is unable to support millions of Somalians who are living in camps. Pakistan is

Nestle Company Analysis Competition, Growth and SWOT

Nestle Company Analysis Competition, Growth and SWOT Company history and background In 1867, there was a rapid rise in infant mortality by the reason that the babies were unable to feed from their mothers. Therefore, Henri Nestlà © a German man developed a type of milk which based on food for the newborn child. In five years later, his products were being sold around the world as a suitable food for all ages. With the significant development, Nestlà © soon became a multinational industry for the reputation in providing the high-quality condensed milk. Obviously, Nestlà © continued its succeed by a step into the chocolate industry. Although in 1875 Henri decided to sell the company to his three local businessmen in Vevey but the name has been maintained till now. They hired skilled staff to expand their business. Later in 1904, Nestlà © chocolate was first introduced to the market to compete with chocolate bar Hershey. In 1905, Nestlà © ventured on a merger with the Anglo-Swiss Condensed Milk company to form a dynamic and potential enterprise. During 1906, Aust ralia has become the second largest export market for Nestlà © and served by a huge system of retailers and sales agents. Kit Kat, After Eight and Smartie respectively added to its portfolio. Australias head office became the headquarter of Oceania Region, which includes New Zealand, Australia and Pacific Island in 1999 and its now the chief executive officer is Trevor Clayton. Company Operations Nestle is a preferred trademark in Australia due to its variety brands and the ability of satisfying kinds of customer. Based on the Australians consumption needs, its products are categorized into 10 groups: Drinks, Coffee Products, Breakfast Cereals, Chocolate Confectionery Products, Snacks Muesli Bars, Medicated Lozenges, Recipe Bases Sauces, Noodles, Baking Ingredients and Cooking Milks. According to the Aus Food News that Nestlà ©s chocolate products have been ranked at the second position after Cadbury of the top 15 chocolate bars in Australia. Nestlà ©s products are now nationwide selling through the outlets. Australia, New Zealand, and Pacific Island are parts of the Oceania region. The Nestle Oceania is the workplace of more than 5,000 employees within over 70 factories, offices and the distribution centers placed across the region. Until now, Nestle has totally 447 factories in 86 countries around the world with appropriately 330,000 employees. Products are being sold in 196 countries and become the worlds leader company in nutrition, health, and wellness with an unmatched portfolio of more than 2,000 global and local brands. Nestlà © meets the customers need by launching various brands of chocolates includes Kit Kat, Aero, Smarties, Crunch and Nestlà ©. Customers always have many choices with Nestlà ©s chocolate as the various shapes, sizes and tastes such as Kit Kat The pie chart below showed the market share of Australia Nestlà ©s Chocolate bars with others competitors in 2015: The line chart of the market growth of Australia Nestlà ©s Chocolate bars from 2011-2013 Companys mission statement Nestlà © isthe worlds leading nutrition, health, and wellness company. Our mission of Good Food, Good Life is to provide consumers with the best tasting, most nutritious choices in a wide range of food and beverage categories and eating occasions, from morning to night. The mission statement of Nestle is quite good. This is a customer-oriented mission since it concentrates on the consumers need not the sales. It is not too long but not too short and it has a clear content which is easy to understand. The mission statement describes that Nestle and its staff have always focused on their quality because they want to give the best as well as the most healthy, nutritious choices to their consumers to contribute their life condition. Nestle enhances itself by the ability providing the enjoyment of food and beverages which reveal that they give people the reason to spend money. However, the customers couldnt completely trust Nestle as far as it points out the implementation plan. Additionally, it is unable to see any core value of the company in the statement such as teamwork, integrity or commitment. Despite the big company, Nestle cannot stand apart from its competitors until it has a comprehensively distinct mission statement. SWOT Analysis Strengths Product diversity Nestle has run a huge number of popular brands until now. The company manages to supply diverse type of food and drinks in order to fit the global market environment also to satisfy their buyers requirement. Obviously, this strength not only impulses the companys revenue but significantly spread their reputation worldwide so as to maintain their loyal customers and introduce to the new ones. Strongly focus on researcher and development The Nestle Researcher and Development (RD) were established to aim at innovating and guarantying the quality as well as the safety of every product. Researchers in the company understand that food can affect and impact human lives; therefore Nestlà © believes that its responsibility is to make effort in seeking a solution to create the more nutritious and healthier food to serve billions of families or individuals all over the world. To facilitate researching, Nestle has 3 Science Researcher centers and 31 Product Technology Centres and RD centers worldwide with about over 5,000 employees includes nutritionists, dietitians and workers. Their attempts are worth to receive the trustworthy from customers choice selection. Weakness Less ability to provide consistent quality in food products Customers have been warned about the food contamination and poor qualities supplies from Nestle and the risk of cancer when using Nestle Milk. Although they are all rumours without any evidence, the image of the company might be negatively affected the consumption and quantity of consumers. Opportunities Acquisitions and mergers Nestle is now owning a broad range of well-being products which bring them much profit annually. This money can give them opportunity to acquire more start-ups to keep expanding their trademark around the world. By this way, they are not only earning but also creating new products with minimal monetary cost. Furthermore, Nestle might be given chances to co-operate with other brands which have reputation such as Coca-Cola in 2001, the Coca-Cola Company and Nestle S.A announced their joint venture to tap a sharp growth of beverage segments. Strong researcher development Nestle has a great and strong team about researching and developing. It is advantage because they can help Nestle to launch more new products in future and expand the market in places even the places with the hard condition, for example Africa in 2016, they found that the Africans had too few healthy red blood cells which transport oxygen around the body in other terms is iron deficiency. Thus, Nestle decided to tackle the problem by adding relevant ingredients which can help them into their most popular products Maggi bouillon Demand healthier food People have trend to choose the best things for themself and their families especially food which is the most crucial and indispensable thing in daily life. Healthy food definitely has great intensity of buying and consuming. The mission of Nestle is to try their best provide the consistently healthy and nutritious food in response to the demand from customers. Threats Food safety    The company has to take legal responsibility if there is any problem happens which is related to food safety. Therefore, Nestle must be careful in the producing process even the smallest point. In such an event, the company might be forced to issue product recall and waring, which may devastate the companys reputation. Rising raw food price With regard to the growth of global economics, the value of raw materials is rising regularly. Nestle will have to face with the situation that they are forced to increase their prices but it maybe resulted in a decrease in consumption while they will suffer capital loss if they keep the price at same stage.

Inclusion: Beyond Special Needs Essay -- Educational Issues

Inclusion in education is an approach to educating students with special educational needs; under this model students with special needs spend most or all of their time with non-disabled students. Evidence from the last decade reveals that segregation of special needs students, as opposed to spending time with non-disabled students, is actually damaging to them both academically and socially. Segregating students placed in the special education category is a trend that has been vastly common in public schools, but in the last few years inclusion in general education settings is becoming a more credible option. Placing students in an inclusive classroom is effective in positively adjusting not only their academic performance, but also social and developmental skills needed throughout life. Despite concerns of successfulness and outlook, the inclusion of special needs students in general education classrooms within the public school arena proves to be beneficial for all aspects of edu cation. In contrast to the beneficial validities of inclusive education, there are also particular disputed concerns that are occasionally brought to light and require attention in inclusive classrooms. â€Å"Despite a move toward inclusion being the most significant trend across†¦countries†¦the academic consequences of educating students with special needs in inclusive rather than separate settings remain contested† (Canadian Council on Learning 2). One of the leading worries being noticed because of this growing trend is generally how attention will be divided in the classrooms among all types of learners. â€Å"The growing demand for inclusive practices within mainstream schools has resulted in classroom teachers having to take direct responsibility for the ... ....† British Journal of Special Education 33.2 (2006): 76-81. Academic Search Premier. Web. 27 Feb. 2012 Roffman, Leslie, Todd Wanerman, and Cassandra Britton. Including One, Including All: A Guide to Relationship-Based Early Childhood Inclusion. St. Paul: Redleaf Press, 2011. 8. Print. Roffman, Leslie, Todd Wanerman, and Cassandra Britton. Including One, Including All: A Guide to Relationship-Based Early Childhood Inclusion. St. Paul: Redleaf Press, 2011. 9. Print. Schulz-Hamsa, Irene. Inclusion and Technology: A Marriage of Convenience for Educational Leaders. 1998. ERIC. Web. 27 Feb. 2012. Yuen, Mantak, Westwood, and Wong. â€Å"Meeting the Needs of Students with Specific Learning Difficulties in the Mainstream Education System: Data From Primary School Teachers in Hong Kong.† International Journal of Special Education 20.1 (2005): 67-68 ERIC. Web. 27 Feb. 2012.

Attitudes about Witchcraft

Demonic glares, cackling laughs, pointy hats, curling claw-like fingernails, warts perched on their noses, pale sickly skin that contrasts to their black or deep purple clothing: this is the typical description of what most witches are perceived as today. Witchcraft officially began in England In the mid sass's. Christianity was the dominant religion at this time In England. To be a witch, one had to sign a pact with the devil, often to worship him, which was heresy and meant damnation.As society came more literate, increasing numbers of books and tracts fueled the witch fears. The Mallets Molecular, written by Kramer and Springer, was one of the most Influential books used by secular witch-hunting courts. Thousands of people (primarily women) were Judicially murdered as a result of the procedures described In this book, for no reason than a strange birthmark, cultivation of medicinal herbs, or simply because they were falsely accused (often for financial gain by the accuser).The Mal lets Maleficent serves as a horrible warning about what happens when intolerance takes over a society. During the Reformation, from 1500 to 1660, Europe saw between 50,000 and 80,000 suspected witches executed, 80% of those killed were women. One of these women was Isabel Goodie, who admitted to transmuting herself into a hare and confessed involvement with the Devil for 15 years. In the sass's, witch-hunting, after a major outbreak in France, began to decrease.England executed its last witch in 1682 and the world was changing along with new ideals brought about by the Enlightenment. It wasn't until the 19th century that people Egan to see witches as healers. In Year of Wonders, the outbreak of deaths is blamed on a widow, Me Goodie, and her niece, Nays Goodie, who are the village's herbalists and midwives. To test Me Goodie for being a witch, they throw her into a flooded mine shaft.Once she drowns, they immediately begin to repent and call themselves murderers. Her niece is summon ed from the village, and being more practical and skilled in medicine understands the situation, and immediately tries to revive her. After three breaths, Me awakens, and Nays, having raised the dead, is ragged away and asked to confess to her consort with the devil, and in attempting to distract the mob, she confesses and accuses the questioners of having themselves cuckolded by the devil.Her ploy causes great confusion and furthers their hysteria, but does not work ? she is lynched moments before Rector Employing appears. Today, witches are viewed as both good and bad, one prime example being the Wizard of Oz (the wicked witch of the west and the good witch of the north), but they have left a significant mark on history and this period will be remembered wrought the ages. Attitudes about Witchcraft By federally Witchcraft officially began in England in the mid sass's.Christianity was the dominant religion at this time in England. To be a witch, one had to sign a pact with The Mall ets Maleficent, written by Kramer and Springer, was one of the most influential books used by secular witch-hunting courts. Thousands of people in this book, for no reason than a strange birthmark, cultivation of medicinal herbs, or but does not work ? she is lynched moments before Rector Implosion appears.

Understanding the Flynn Effect and Why It Happens

Understanding the Flynn Effect and Why It Happens You’ve probably heard someone lament the state of â€Å"kids today†: that current generations aren’t as smart as the ones that came before them. However, psychologists who study intelligence have found that there isn’t much support for this idea; instead, the opposite may actually be true. Researchers studying the Flynn effect have found that scores on IQ tests have actually improved over time. Below, we’ll review what the Flynn effect is, some possible explanations for it, and what it tells us about human intelligence. What Is the Flynn effect? The Flynn effect, first described  in the 1980s by researcher James Flynn, refers to the finding that scores on IQ tests have increased in the past century.  Researchers studying this effect have found wide support for this phenomenon. One research paper, published by psychologist Lisa Trahan and her colleagues, combined the results of other published studies (which included a total of over 14,000 participants) and found that IQ scores have indeed increased since the 1950s. Although researchers have documented some exceptions, IQ scores have generally increased over time. Trahan and her colleagues observed, â€Å"The existence of the Flynn effect is rarely disputed.† Why Does the Flynn Effect Happen? Researchers have put forward several theories to explain the Flynn effect. One explanation has to do with improvements in health and nutrition. For example, the past century has seen a decrease in  smoking and alcohol use in pregnancy, discontinuation of the use of harmful lead paint, improvements in the prevention and treatment of  infectious diseases, and improvements in nutrition. As Scott Barry Kaufman writes for Psychology Today, â€Å"The Flynn effect serves as a reminder that when we give people more opportunities to prosper, more people do prosper.† In other words, the Flynn effect could be partially due to the fact that, over the twentieth century, we’ve started addressing many of the public health issues that prevented people in earlier generations from reaching their full potential. Another explanation for the Flynn effect has to do with societal changes that have occurred in the past century as a result of the Industrial Revolution. In a TED talk, Flynn explains that the world today is â€Å"a world where weve had to develop new mental habits, new habits of mind.† Flynn has found that IQ scores have increased the most rapidly on questions that ask us to find similarities between different things, and more abstract types of problem solving - both of which are things that we need to do more of in the modern world. Several ideas have been put forward to explain why modern society might lead to higher scores on IQ tests. For example, today, many more of us have demanding, intellectually rigorous jobs. Schools have also changed: whereas a test at school in the early 1900s might have been more focused on memorization, a recent test might be more likely to focus on explaining the reasons for something. Additionally, more people today are likely to finish high school and go on to college. Family sizes tend to be smaller, and it has been suggested that this may allow children to pick up on new vocabulary words while interacting with their parents. It’s even been suggested that the entertainment we consume is more complex today. Trying to understand and anticipate plot points in a favorite book or TV drama may actually be making us smarter. What Can We Learn From Studying the Flynn Effect? The Flynn effect tells us that the human mind is much more adaptable and malleable than we might have thought. It seems that some of our thinking patterns aren’t necessarily innate, but rather things that we learn from our environment.  When exposed to modern industrial society, we think about the world in different ways than our ancestors did. When discussing the Flynn effect in The New Yorker, Malcolm Gladwell writes, â€Å"If whatever the thing is that I.Q. tests measure can jump so much in a generation, it can’t be all that immutable and it doesn’t look all that innate.† In other words, the Flynn effect tells us that IQ may not actually be what we think it is: instead of being a measure of natural, unlearned  intelligence, it’s something that can be shaped by the education we receive and the society we live in. References: Flynn, J. (2013, March). Why our IQ levels are higher than our grandparents’. TED. https://www.ted.com/talks/james_flynn_why_our_iq_levels_are_higher_than_our_grandparentsGambino, M. (2012, December 3). Are you smarter than your grandfather? Probably not. Smithsonian. https://www.smithsonianmag.com/science-nature/are-you-smarter-than-your-grandfather-probably-not-150402883/Gladwell, M. (2007, December 17). None of the above. The New Yorker. https://www.newyorker.com/magazine/2007/12/17/none-of-the-aboveKaufman, S.B. (2010, August 23). The Flynn effect and IQ disparities among races, ethnicities, and nations: Are there common links? Psychology Today. https://www.psychologytoday.com/blog/beautiful-minds/201008/the-flynn-effect-and-iq-disparities-among-races-ethnicities-and-nationsLehrer, J. (2011, August 2). Are smart people getting smarter? Wired. https://www.wired.com/2011/08/are-smart-people-getting-smarter/Trahan, L. H., Stuebing, K. K., Fletcher, J. M., Hiscock, M. (2014). The Flynn effect: A meta-analysis. Psychological Bulletin, 140(5), 1332-1360. doi:10.1037/a0037173. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4152423/ Winerman, L. (2013, March). Smarter than ever? Monitor on Psychology, 44(3), 30. apa.org/monitor/2013/03/smarter.aspx

Research Paper Topics You Should Avoid in Future

Research Paper Topics You Should Avoid in Future Research Paper Topics to Avoid Choosing a topic for writing a research paper is usually quite hard, but there are some peculiarities which will help you to avoid bad research topics. While selecting your topic, youre focused on whether it is interesting for you and informative for an audience, however, some topics should be avoided. For instance: Personal information and stories Topics with a lack of approachable information Too narrow topics Too broad topics Controversial topics Personal information and stories You cannot write a research paper based on your own biography or stories from your life unless youre famous, or unless you have at least one book written about you. A research paper requires you to do a research, which means that there should be some sources available to use in order to do it properly. Topics with a lack of approachable information Just the same as with topics about yourself, you cannot write a topic without any available materials. If you choose something too specific (e.g. color of Albert Einsteins socks or what he ate for breakfast) you probably are going to be stuck because of lack or even non-existence of information Too narrow topics Still the same issue. You dont want to pick a topic which is hard or even impossible to write just because its too narrow. You can easily write about volcanoes as a future source of energy, but it will be much harder to write about how deep Vesuvius is and why it is so because it is way too specific. Too broad topics Sometimes, you are drowning in information about your subject, but cannot write anything. Familiar? Thats because there is too much information around, and its hard to distinguish the most important. Free-enterprise system would be a nice topic to pick as a counter to writing about economy in general. Economy is something general and includes a lot of different information and notions to write about. Controversial Topics Some topics can offend someones feelings, so you should be extremely accurate in picking the right one. For instance, college students are afraid to write about death penalty or abortions, because it may hurt somebody. Nevertheless, its okay to pick a controversial topic, if you are 100% sure that its not going to offend anybody. You cant just explain your points of view in your research paper, especially if they are controversial. Support your essay with some research and data and the reader would understand its value, even if their view doesnt match with one in a research paper.

African American Culture Reflection Response Essay

African American Culture Reflection Response - Essay Example African American culture has been growing independently from the standard American culture given craving of African American to hone their traditions, and additionally the racial isolation determination in America. As a result, African American culture has turn out to be a critical piece of American society, though then, for a certain period, it will be an unmistakable culture, which can be separated from it. One of the examples that can be used to understand African American Culture is naming; how they use to name people. African American culture considers names to be regularly have some connection with the same dialect group as other mainstream names found in American culture. The act of embracing neo-African or Islamic names did not pick up prevalence in anticipation of the Civil Rights period. This wilk be the last period. Endeavors to recoup African legacy roused determination of names with more profound social importance. Preceding this, the use of African names, which for two reasons, it was not considered to be pragmatic. First, some African Americans were a few eras expelled from the final predecessor to posses an African name. Moreover, African American practiced naming, which originates before the invention of African names. While trying to come up with their particular names, African American parents’ growth (regarding numbers), beginning in the post-World War II period, started making new names given sounds they discovered satisfying, for example, Marquon, DaShawn, LaTasha, or Shandra.

Literature Review of Corporate Governance and Dividend Policy Dissertation

Literature Review of Corporate Governance and Dividend Policy - Dissertation Example The global economy is confronting with an earning conflict because of excessive managerial remuneration in major enterprises throughout the world. To investigate on the perpetrators of economic recession, the high managerial pay and extreme risk taking activities were cited as prime suspects. Among the two issues, the managerial pay leads to the primary focus and incited many public as well as political outrages. For instance, the insurance major named AIG was nearly shattered because of bad business performance and abundant remuneration scales. It was seen that AIG had paid almost 165 million USD of bonus amount to 400 employees in London. In Wall Street, the bankers gave themselves almost 20 billion USD as bonus in the year 2008 even when the economy was decelerating down. The government also expended huge money to assist the financial institutions. It was alleged that this type of ignorance for the expenditure and the outcomes of the managers’ actions have generated the eco nomic crisis. The ethnicity, customs, spawned managerial remuneration plan with incentive that promote the unnecessary risk taking had given light to the economic crisis. The laws and regulations along with corporate boards were highly criticized for autonomous management of organizations. (Thompson, 2009). Excessive Managerial Remuneration in the USA Several reports stated that excessive managerial remuneration in the USA has taken overwhelming economic levy in American society and intimidated the control in corporate sector, government and nonprofit area and created volatility in the economy. It has been observed that average employees in the USA need to work hard for a whole year to generate one day’s salary of most of the CEOs listed in the Fortune 500’. The gap between the lowest and maximum salary was extending. This salary inequality has endangered the basis of the USA democracy, management, and produced situation for financial instability. According to the repo rt of ‘United for a Fair Economy’ (UFE), the CEOs in the big companies get almost 10.8 million USD as total remuneration, which is 364 times higher compared to the average American employees. The amount excludes the cost of bonuses and stocks and if included the amount will increase to a

American History Paper Essay Example | Topics and Well Written Essays - 500 words

American History Paper - Essay Example After years, American became an imperial power of an isolationist foreign policy while in years; the government and corruption were replaced with a reformer’s progressive government. Due to significant impacts of both policies, the achievement of social and politics of the progressive government had some reaching effects than the American empire buildings. Before 1890, America somehow uninvolved in foreign affairs, but by 1902, it became an imperial power. Through motivation of new desire for new markets, and the image of strong navy, it was only a matter of time before America played a major role on the world stage. The war with Spain was the first major imperial action. When the war ended, the United States annexed Puerto Rico and the Philippines so as to Christianize and civilize them, leading to the start of Benevolent Assimilation policy. Therefore, Cuba received its independence with some limitations that intended to ensure that the United States had a practical control of the nation. In 1901, President McKinley was assassinated while Teddy Roosevelt as a progressive reformer was given the Vice-Presidency to end his political career and thereafter made to be the president. The reformers strengthen the people through referendum, initiative, direct primary elections and the direct senator’s election. Women’s political power increased and thus gained the right to vote by 1920. Teddy Roosevelt’s deal finally protected the consumer’s needs through acts like drug act and pure food, while giving the government power over the corporations that previous led the government. Most of the progressive accomplishments have evolved further from their initial conception. The progressiveness of the domestic policies has had a huge impact on the United States Development. These policies made huge gains in rights of women, consumer protection, labor reform, conservation, fiscal reform and projects of public works. The current set of government’s framework was

Globalization and Its Impact Essay Example for Free

Globalization and Its Impact Essay Globalization has a major impact on the management of human resources in developing countries like India. The roles and responsibilities of Human Resource Departments are transforming as the modern business faces pressures of globalization. With accelerating globalization, organizations have had to change and new trends have set in even in the management of human resources. Globalization has forced organizations and their human resources to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. Now organizations need to place greater emphasis on attracting human capital rather than financial capital. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. The prime objective of the paper is to identify issues related with Globalization and its impact on Human Resource Development. The paper focuses on a number of outcomes of globalization, which promotes human resource development. It also states about several factors that inhibit the human resource development. Finally, the paper provides few strategy recommendations to develop human resources of developing countries in a changed situation of political economy of trade liberalization. Several articles of the renowned thinkers and practitioners are consulted to get a clear concept of the topic in respect to objectives mentioned above. Besides, different other publications were also consulted to make the paper informative and objective oriented. Keywords: Globalization, Human Resource Development, Management of Human Resources, HR Challenges, HR Policies ; Strategies. INTRODUCTION: Globalization is the closer integration of the countries and peoples of the world brought about by the enormous reduction of costs of transportation and communication, and the braking down of artificial barriers to the flows of goods, services, capital, knowledge, and human resource across borders. Globalization as an effective instrument of international exchange of goods and services has to have a human face, based on ethical consideration rather than on cut throat competition. It should play a positive role in reducing economic and social disparities within and among, the nations. It should be also effective tool for improving sustainable development. In the era of globalization, with the increasing competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization dig picture and be able to influence key decision and policies. In general, the focus of todays HR mangers is on strategic personnel retention and talents development. In todays aggressive global market it has become necessary for organization to expand internationally to gain competitive advantage. Globalization has forced organization and their human resources functions to redefine their strategies. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the Human Resource Department in the 21st century. In order to survive the competition and be in the race, HR Department should continuously update itself with the transformation in HR. Suitable HR Policies that would lead to the achievement of the organization as well as the individuals goals should be formulated. HR Practitioners of every organization and also for those who have significant interest in the area of Human Resource Management should realize the growing importance of human resource and understand the need to build up effective HR strategies. Peoples are important assets. Placing this value on employees, requires the organization to emphasize on human resource practice, including reward for superior performance, measures of employee atisfaction, careful selection of employees, promotion from within, and investment in employee development. Just taking care of employees would not be enough; new HR initiatives should also focus on the quality needs, customer-orientation, productivity and stress, team work and leadership building. The researcher has thrown light on the emerging HR trends and discusses HR issues in various industries like Financial Services , IT, Power, Healthcare etc. It is valuable for practicing HR managers of every organization and also for those who have a significant interest in the area of Human Resource Management, to realize the growing importance of human resource and understand the need to build up effective HR strategies to combat HR issues arising in the 21st century. INCREASING IMPORTANCE OF HRM The human resources management approach which has been gaining the attention of management professionals during the last decade has become the need of the hour due to various reasons. Widespread industrial unrest, growing trade union influence on work force, strained worker management relationship, increasing gulf between management and their people, emergence of militancy in trade unionism, and the growing conflict in the industrial relations scene have resulted in the workers getting out of gear of the management in many organizations in India. This has made the managements to think in terms of carrying their workers with them. Convincing the workers of the managements concern for them may, perhaps, go a long way in getting along with them and ensuring their better performance. This has naturally resulted in the present human resources movement. Humanization of work environment in countries like Japan, quality of work life movement in countries like United States, and the quality circles approach in India itself have initiated action to attain better organizational commitment among the work force. The human resources approach is in consistency with these movements. Changes in business environment have substantially affected the approach to manpower. Technological changes are prominent among them, computer revo1ution, introduction of microprocessor, CNC machines in manufacturing operations, mechanization and automation of office operations, quick communication systems like satellite communication and facsimile introduction or robots, electronic revolution, and such other new developments have revolutionized the vital areas of business. Operational efficiency or manpower must cope with such a revolutionary change in the technology which necessitated a new approach to manpower. Globalization of business is another important aspect of change which takes place in the business environment of today necessitating a human resources approach to manpower. It is not only those Indian firms operate and compete abroad, but they have to compete with multinationals and foreign firms in India itself. Business philosophy, skills, expertise, efficiency and particularly global corporate citizenship philosophy fostered by internationally successful firms necessitate Indian firms to deliberately update their perspective to suit the internationally emerging trends. In conformity with the human resources approach emerging globally, Indian managers must also foster a human resources philosophy to guide their management practices. A widespread feeling now influences at least some management practitioners that the technological development has gone to the extent of machines taking over the human jobs. For example: highly skilled milling, grinding and lathe machines are replaced by CNC machine tools which can take over, not only manual functions but even the intelligent human functions and Robots can lake up human functions in place of real human beings. Increasing influence of illusions tend to reduce the importance of human role. In fact no machine can replace man. The more the technological development, the greater would be the dependence on man. One simple error a computer makes can lead to havoc, where skill and intelligence of man are indispensable. Greater the technological development, greater skill and technical capability are required of people who operate. Obviously greater human approach to people would be required. Moreover installation, monitoring of machines, production, operation, maintenance and controlling the operations need large number of trained and skillful people. Technicians, repairers and service people are also necessary. The more the technical development and automation, the more would be the dependence on human beings. There would, therefore, be greater need for humane approach to manpower. Similarly use of more capital intensive methods would result in greater productivity of men necessitating greater motivating and greater human resources approach of management. Large scale production, increasing effects of recession, technical and technological developments and so on have opened up new training needs for the people at work. Human resources development programmes have therefore; become the need of the hour. Government policy of importing technology has also necessitated introducing new facilities and avenues for training and development. Fresh initiatives and emphasis on research and development in the realm of industry also led to a new policy of human resources development to cope with the increasing demand for technically capable people. Resultantly a need arose for a new approach to human resources.

Different approaches to HRM

Different approaches to HRM (Business strategy, p-3)The meaning and nature of HRM has aggravated much debate (for an overview see Legge, 1995).Sisson (1990) Distinguished HRM by explaining four distinguishing features, that is the assimilation of personnel policies with business planning; responsibility From specialists to line managers responsibility has to be shifted; uniqueness in the management of employee relations and an emphasis on securing employee dedication and initiative. Guest (1992, p.42) argues that HRM is designed to produce, Strategic integration, high commitment, high quality and flexibility and that, Strategic integration refers to the ability of the organisation to integrate HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere and for line managers to fit in an HRM perspective into their decision-making. Hendry and Pettigrew (1986) contrast that strategic HRM is featured by four fundamentals: the use of planning; the design by a coherent approach and management of workforce systems underpinned by some philosophy; business approach is coordinated with the HRM actions and policy; and considering the people of the organisation as strategic resources in the accomplishment of competitive strategy. Human resource requires in an organisation will vary at different stages in the business life cycle and so HR policy choices need to be personalized to the appropriate stage (Kochan and Barocci,1985; Lengnick-Hall and Lengnick-Hall, 1988). Sisson (1994) suggests that it was the pursuit of competitive advantage in the.There is a number of different approaches in HRM to aid the development of business strategy. It can be professed as social ethics, reminding the senior management about their social responsibilities.HRM department spent most of time functioning on personal welfare problems. The main concern of HRM is the control of personnel as well as reduces the absent rate of employee, work force budgeting and headcount. In other way of HRM helps to develop the business, likewise, to adapt the company with the change and strives to have positive influences by using social science applications to man agreement problems by via job redesign, job satisfaction scheme and techniques of communication. Sometimes HRM deals with job recruitment, transfer and termination by the request from manager. Moreover, human resource management concerned strategic business planning, developing long-term human resources plan and industrial relation strategy. HR planning and acquisition Organisation design structure Organisations strategy Training development Compensation Management Organisation Performance Management Management of employee relations HR mobility management HR toolbox management Figure: Human Resource Management system The key success of any business organisation is human resource. So HRM use these human resources effectively to meet the strategic business objectives of the organisation. 2. Necessity of alignment between organisations corporate strategy and objectives and its human resource strategy: P-133,134.In perfect world, the business and strategic organisational plan are the translated form of organisational mission and goals. According to the principle of alignment, to achieve corporate goals in every aspects of an organisations activities have to be incorporated and pull together. The performance of the people within the organisation depends on the achievement of strategy and vision which in turn calls for high level of motivation and dedication among employees. The organisational mission, goals and values is reflected by the performance of the employees and their excellent performance relies on the opportunities how much they are getting from the business. P-75.In an organisation different functional area like: marketing, manufacturing and human resource, after formulating corporate and business level strategy managers need to translate strategic precedence into these areas. This contains all the different aspects of business but predominantly have to be comprehensible between the requirements of organisations strategy and HR policy. There are two types of fit that HR policy and practices require to attain: a) Internal alignment b) External alignment Internal Alignment: In internal alignment managers must have to make sure that their HR practices are all associated with one another within the organisations to set up a formation that is reinforced mutually. From organisations point of view the whole variety of HR practices-job design, training, staffing, performance appraisal and compensation must have to be focused on the same personnel objectives. External Alignment: The link between business strategies and key initiatives in human resource are mainly focused by external alignment. 3. The processes required in order to assess the effectiveness of human resource strategy and its impact on overall corporate strategy: Diagram: Typical strategic recruitment process Dynamic Environment Recruitment requisition Position analysis Vision Position description Strategic business plan Human resource strategy Human resource plans and policy Recruitment process Position evaluation Key stakeholders Budget check sourcing Dynamic Environment Pool of applicants Selection process Source: Nankervis A, Compton, R, Braid, M, 2005, Strategic Human Resource Management (6th edition), Cengage, South Melbourne. Recruitment: A major concern is a recruitment and retention of staff; especially where the pool of availability of workforce is limited. However, due to the requirement of high skill personnel, a shortage of prospective recruits exists in an organisation. [Business .s 2.ref].The decision of staffing has been formalised by the HRM department at head office. Organisation [Managing people: fresh perspectives By Bates Bronwynne, p-214] provide work for people in different position to achieve their own goals. Most of the organisations have vacancy at different time around the year and they need to be filled them on time to continue their work effectively. For recruit and select the best person for the vacancy organisations have to follow certain processes. The personnel decision process helps the organisation to make a decision about the person to who is going to appoint. It makes sure that it will be fairly treated with all the individuals who are going to apply for the post. All the candidates are evaluated on the basis of related skills and behaviours. The outputs of every decision affect the working lives of employees, whose requirements must be met. The organisational productivity increasingly depends on these employees because of hiring right person for the job. The human resources decisions based on the following seven steps: 1. Getting job oriented information through job analysis. The process of identifying tasks, duties and responsibilities is job analysis. Once it has been completed, job analysis leads to identify the knowledge, abilities and skills required to do the job that is job description. After that, organisations will continue through job specification. 2. Identify the measures of job success: There is way of measuring job success called criteria and that is measured through organisational psychologist. 3. Identify predictors and measures 4. Determining the relationship between and predictors job success 5. Developing a recruitment strategy 6. Implementing the selection process 7. Determining the worth of selection system An organisation basically follows two strategies for recruiting suitable qualified individuals. These are- Internal recruitment An Organisation first tries to fill an open position internally through current employees inside the organisation by advertising. External recruitment There are wide range of strategies for recruiting people from outside the organisation like-giving advertisement at newspaper by providing information about job requirements, job duties and responsibilities. The other way of recruiting is through internet. It will create problems for them who dont have the access the internet. Large organisations visit campuses of universities of technologies to recruit their candidates is known as campus recruitment. Sometimes organisations employ human resources recruitment agencies and their services are to provide the whole recruitment process. These are not on low-cost. The least costly external recruitment technique is employee referrals technique. This is a technique by which ask to someone in current employees about they have someone who is interested for this open position. The main advantages of external recruitment are that helps to get new ideas and skills into the organisation. Sometimes it does create problems for them because they dont have knowledge about the new environment and culture. Employees need to spend more time on that. Selection: The process of choosing appropriate candidates for the organisation when it has received applications for open jobs is known as selection. This is the final steps of recruitment process. It is the combinations of eight basic steps. Recruiting candidates Carrying out application form Screening test Checking of reference Arrangement of psychological test Arrange interview for selection Medical check up Making an offer to successful candidates There are some additional terms which used by the organisational psychologist during the process of selection. This are-job selection ratio, realistic preview of job and cut-off. Retention: It is very important and ongoing issue. Its a serious problem when an organisation will have to face continuously for the estimated future. An organisation always wants to retain employees in short of supply and they want to have alternatives. Organisations always keep going on developing their own plan to retain employees by conveying responsibility. The main base of retention job description, recruitment, selection and orientation. (Keeping your valuable employees: retention strategies for your organizations most important resource, By Suzanne Dibble, p-27, 31).Mainly retention focus on job satisfaction and fit with the organisational culture and the strategies based on this should focus on maximising three types of satisfaction. These are personal, professional and social. If organisation fails to recruit right person for the right track then organisations has to suffer and employees has to suffer as well. For example; hidden cost incurred by the management to fix that problems. F or that reason organisation has to loss their productivity. From the employees point of view-they have to face problems due to not having proper skills in specified job. They have to spent more time and energy on finding new position. Overall they become frustrated. Communication, recognition and future orientation are the key attributes for successful strategies for retention. There are different types of retention strategies based on organisational situations-strategies based on compensation, strategies based on work environment and strategies based on career orientation(Strategies for managing IS/IT personnel,Magid Igbaria, Conrad Shayo,Idea Group Inc (IGI), 2004 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics,p-13). Strategy based on compensation: There are some organisation focuses on compensation such as IT firms. Strategies based on work environment: Most of the organisations focus on internal environment of the organisation or the culture of the organisation. Strategies based on career development: some companies focus on retention strategies through career development. Training, Learning and Development: Training plays an important role for the development of all employees which responds to individuals and helps to achieve organisational requirements by improving performance and understanding (Armstrong, 1992).Considering with the strategic direction, how the organisations core competencies of employees can be identified and advantages taken from environmental factors. From the training and development terms, this can implement the classical training cycle and business planning come close to determining training needs (Mayo and Pickard, 1998). [Human resource development: learning training for individuals organizations By John P. Wilson, p-88] Organisation objective Planning Evaluating Delivering Figure: Business objectives within the training life cycle (Winter, 1995). The training strategy is a system that determines the competencies required for the organization in the future and how it can be achieved. Organisations need these training strategies for different perspectives like- -To increase the productivity through expenditure on capital improvements -To increase the productivity through spending on developing human capital (http://ezinearticles.com/?How-to-Develop-a-Training-Strategyid=1608871; How to Develop a Training Strategy-By Janine Sergay; 18.08; 2.50pm). Different methods of training for people: Generally there are two types of training methods. a) On-site training methods 1) On the job training: In this training method, trainees get training under the direction of someone and encouraging them to gain knowledge and observe more and more from the existing experienced employees. Though its formal training so every employee get some initial knowledge from it. 2) Job rotation: This training method allows people to move in different department of the organisations. Through this job rotation employees develop skills in different section more than they would get from staying in one department. 3) Apprenticeship: Apprenticeship is a particular form on the job training though which a particular level employees used to get information about skilled trade (Goldstein Ford, 2002).For example; different company like:-electrician,plumber,carpenter,pipefitter,sheet metal worker etc. Is used this approach. b) Off-site training methods 1) Classroom lectures: Its one of the common methods of job training. It can provide large number of information at a time and easy to deliver it to the large no of trainees at a time. 2) Instruction in the form written material or forms based on computer. 3) Computer based training (CBT): Its a way training by which trainees can communicate and transfer and get information from instructor through computer, television etc. (Goldstein Ford, 2002).Its distance learning.( Work in the 21st Century: An Introduction to Industrial and Organizational Psychology By Frank J. Landy, Jeffrey M. Conte,p:331-334) Development of HR: Human Resource is the framework for employees can develop their personal and organizational skills, knowledge, abilities. Human resource development include; employee training, employee career, development, performance management and development, coaching, mentoring, succession planning, key employee identification. oclock, 23 March, 2010) Understand the organizational needs and future demand as well as future capability, and know what talent it has available to it. And prove, as far possible, a career challenge to individuals that helps them to meet their aspirations. In developing the organization, personal development also important for the organizational improvement, because a individual persons are the set of organizational power mean resources. In bellow there the method of development: Individual Support- Organizational Interest- Dialogue Accreditation Organizational Mapping Performance Management Career-counselling Succession planning Appraisal discussion Career-planning Secondments Career discussion Personal plans Manpower/skills planning Development centres Mentoring Training prioritisation Vacancy management Learning resource centres Retention Strategies Self-managed learning 360 degree feedback Potential assessment Managerial coaching External coaching High-flyer development Flexible working Training facilities getting to grips with the requirements of a job quickly, and by improving the knowledge and skill of worker it allows the employee better quality, and enhance of skill based on the employee could lead to their job enrichment with benefits to both the individual and the organization. Motivational impact of training in a manifest when staff feel a sense of reorganization when sent on training course, and after been trained they are motivated to acquire new skills, particularly when rewards follow the acquisition and use of skills. Identification with organization could be fostered when a better understanding of mission statements and corporate objectives is achieved through training. (Graham, H T, Bennet, R. (1995). Human resource Management (ME Book).Eight Editions. Singapore: PWD Redmond) Strategies for positive employee relation: (Employee relations: how to build strong relationships with your employees By Laurie Dicker, p-2) Employees are the stake holder of the organisation and cant be compared with task, functions, process or products. Emotional support and personal considerations are required for them to understand them. Its very complicated to draw up employees inventory and arrange them in warehouse in a systematic way. Any decisions regarding this will attempt a negative impact on them and may cause a break down in operations. So it is very important for the organisation to identify and value those differences and always give importance on the achieving positive and fruitful employee relations. The main concern of employee relations strategy: -How to minimise the conflict by maintaining employee relations through building stable and cooperative relationships. -How to achieve employee commitment though involvement of employee involvement and communication processes. -How to develop interest in employees towards the achievement of organisational goals. Strategic direction. ( Strategic human resource management: a guide to action By Michael Armstrong) The approaches of human resource management towards employee relations: -To drive them for commitment: To get all the employees with the organisations by winning their heart and minds and make sure a fruitful return on training and development. -A emphasizing on mutuality: getting the letter across that we are all together in this. -A shifting of collective bargaining in the organisation to individual. -By using of employee involvement techniques. -Through applying total quality management (TQM) -To use human resources more effectively sometimes increase flexibility in working environment, including multi skilling -By giving more importance on team work (Human Resource Management- By Derek Torrington, Laura Hall, Stephen Taylor,p-453)Once organisation has established it is very difficult to change the organisations culture, this means to change the employee relationships culture is also difficult. The organisation will become more successful when senior management think employee relationship strategically in employee perception rather than rival organisations. It can be achieved simply by aiming to recruit and retain more effectively and by developing employee relationship strategies to increase the overall satisfaction of employees though chances (like feeling interest in job, job security, positive completion, and influence them performance) and decrease the dissatisfaction. Performance management: Performance in an organisation cannot be defined but it can be measured. Its measurement of muti-dimentional construct depending on variety of factors (Bates and Holton, 1995). Bernadin el al (1995) concerned that Outcomes of work should be defined as performance because it creates a strong linkage with organisational goals, customer satisfactions and economic contributions. It is about managing of the organisation in the perspective of internal and external environment. There are different stages of performance management showed in figure 2.1: High performance Improved performance Low performance Start year Agreement of performance During year Monitoring and review against agreement End year Review of main performance Figure 2.1: Different stages of performance management Performance management involves continuous review of performance against organisational objectives, requirements and plans and the performance agreement, enhancement by implementation and developments line-up for the next. Business strategy, employee development and total quality management (TQM) are main processes in the business that should be linked with the performance management for achieving business performance (Hartle, 1995). Basically the force for vertical and horizontal integration is performance management. Vertical integration: Vertically It can be achieved in two ways. Firstly, it facilitates the coalition of strategies and plans of the business with individuals and teams. There targeted aims are those that support the success of corporate goals.secondly, the organisational core values and capabilities should take place through vertical integration as well as values adopted and the level of potential achieved by individuals. Horizontal integration: It is the association of performance management and human resource strategies that deals with valuing, paying, relating and developing people. Organisations effectiveness can be increased through the impact of performance management. The effectiveness of the organisations can be improved by adopting with various processes of managing, motivating and developing people through successful integration with performance management (Performance management: key strategies and practical guidelines Michael Armstrong Kogan Page Publishers, 2000 259 pages, P-2-10). It shows in figure 1.3: Figure 1.3: Performance management as a central point for integrated HR activities Reward: Reward management: a handbook of remuneration strategy and practice Michael ArmstrongHelen MurlisHay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages The main purpose of reward is to increase job performance, productivity, meet the customer expectation and to hold recognition. In other way- -To achieve the goal -To accomplish the task on time -To take out boring from work place -To promote the employee to work -To meet the higher and lower order needs Strategies for reward: All employees are in the reward strategy for example: line managers, stake holders. All the employees work hard with skills and effort in return they get salary and other performance bonus from employers. Its also good relationships developed between employees and employers through good working environment and excellent communication. In broader sense strategic aims include: -To introduce a more incorporated approach to reward management and encouraging the employees through continuous personal development. -To develop flexible approach. -To reward people according to employees contribution. -To make a clear specification about what behaviour will be rewarded and why. Reward management: a handbook of remuneration strategy and practice Michael Armstrong, Helen Murlis, Hay Group Kogan Page Publishers, 2007 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 722 pages; p-35, 39 According to Contingency theory applied to reward: -Different reward strategies are required for organisational diversity and cultures. -Different reward strategies and its usefulness vary according the organisations policies and practices. Business strategies may take forward the business strategy inside the organisation. The interrelationship between the employees and managers will influence the strategies at different levels in the organisations. -performance related pay should depends on the way motivation of employees Employee reward Michael Armstrong; CIPD Publishing, 2002 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 528 pages; p-91, 94, 95 Initiatives for specific rewards: It depends on the examination of present circumstances in the organisation and need of evaluation of the business and its employees. Examples of some possible initiatives: 1) The establishment of contribution pay scheme through replacing of present methods of contingent pay 2) The initialisation of new grades and pay structure 3) The substitution job evaluation scheme with more clarified scheme that shows values and needs of the organisation. 4) The improvement of flexible benefit system 5) The arrangement of announcement and training programmes to tell all the employees about the reward policies and practices. Development of Reward strategy: Development of strategy: In todays organisation is facing fast changing economic environment, technological advancement and globalisation. Organisations have to cope up with these changes. The close fit between business strategy and HR strategy actually help to reach their desired target. Aligning human resources and business strategy Linda Holbeche Butterworth-Heinemann, 2009 Business HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0HYPERLINK http://www.google.co.uk/search?tbs=bks:1,bkv:atbo=pq=+subject:Business++Economicssource=gbs_ge_summary_rcad=0 Economics 498 pages From the business point of view, it has to take account on trend such as concentration on core business, market segments, get maximum values from reward system, and give more importance on flexibility. They have to change the old system with the best practices to meet these requirements. The design of reward system must need to be fair and need to operate consistently to recognize individuals needs. There are many steps for developing strategies: Determine the main issues for business strategy that affects the reward and policy To find out crucial success factors for the business and need to think implications for human resource and reward strategies. Need to keep in eye on old reward strategies and identify any change require for that to adapt that with new changes of the organisations. To identify the implications for HR plans to establish future needs. Discuss with the consultant about how to develop reward strategies Consider external factors like policies of government, income tax regulations, peoples pay and pressure from local or international.