Demings Plan-Do-Check-Act Coursework Example | Topics and Well Written Essays - 500 words

Demings Plan-Do-Check-Act - Coursework Example She faced many problems for the settlement of her infant child. Therefore, the idea came to my mind that she and many others like mothers are facing the adverse situation. In this case, a child may be disturbed. Therefore in order to save mothers and children form this adverse condition I planned to open a day care centre which actually provides the best services to the people regarding the care of their children that they feel fully satisfied after leaving their child here in the day care centre. The project of day care centre is done through a formal process even from the building to the hiring of staff. Initially the day care centre faces many problems. There was a little awareness about the day care centre in the public. In some cases, people do not rely on the environment and services of a day care centre. In my opinion, the problem was in the marketing of the project. We did not focus on the promotion and advertisements regarding day care centre. Some people are even unaware of the day care centre. A newly introduced project needs a high level investment on the marketing schemes. At the end of first year, the project of day care centre was a partial success just because of the lack of advertising promotions. The project could be fully successful if there was market analysis before its start. Therefore, in my opinion, a business manager should analyze the whole market in order to check the demand awareness of the project. Initially there should be a high-level investment on the marketing purpose. For these projects, there should be a marketing manager so that they can perform the duties in a regular manner (Lake, 2012). Then the management of the business can take right decisions. The concept of process management groups is very much similar to Deming’s plan, do, check and act strategy. This approach is very helpful in the problem just because of the division of work

International Law and Individual Rights Essay Example for Free

International Law and Individual Rights Essay The international law has been undergoing some evolutions since early and mid 19th century. The original international law laid a lot of emphasis on just the state as the custodian of individual rights of its citizens. (L. Oppenheim, 1912. )However, the law deemed inadequate to address individual rights, thus, following some developments, the law has undergone some transformations, which are aimed at promoting individual rights, regardless of their country, state, race, gender or religion. The main developments which have triggered these evolutions of the international law include the Holocaust, the Second World War and the establishment of international criminal courts mainly to try the perpetrators of recent genocides like the former Yugoslavia, and Rwanda The Holocaust was a form of genocide, in which Germany, lead by Adolf Hitler, undertook the extermination of stateless Jews in Germany in which 6 million Jews were killed. Nazi Germany planned and implemented the Holocaust because of the domestic jurisdiction principle of the then international law, which prevented any other state from interfering when Hitler undertook the persecution of the Jews. This made the Geneva Convention which came into being between 1864 and 1949 as a result of efforts by Henry Dunant, realize that the law needed radical changes to enable the international community to intervene in domestic matters of a nation especially those linked to individual rights (Buergenthal, T. 978 and 1997) The need for further changes to the status of individuals under international law went a notch higher after the Second World War, in which many people lost their lives due to the state of anarchy which prevailed then. In 1941, President Franklin Roosevelt in his freedom speech called for a world order in which the world could be founded upon four freedoms namely freedom of speech and expression, International Law and Individual Rights 4 reedom of worship in any way, freedom from want and freedom from fear. This was followed by the formation of the United Nations in 1949, whose main concern, among others was to address the International law, so as to empower the international community to address large scale violations of individual rights. The international law was further to evolve with the establishment of international criminal courts mainly to try the perpetrators of recent genocides like the former Yugoslavia, and Rwanda which took place in mid 1990s. A treaty to create the new international criminal court was formed in 2002, while the international criminal court was formally constituted in 2003, about six decades after the Nuremberg trials (R. K. Woetzel 1962) and the Holocaust. The main objective of this court is to ensure that nations revise their human rights aspects in their constitutions and more importantly, prosecute the leaders who oversee the violation of human rights. It can be seen that international law has undergone all these evolutions, which are all inclined towards protecting the rights of the individual, not just the nation.

Evidence-Based Practice on Wound Packing

Evidence-Based Practice on Wound Packing Evidence-Based Practice on Wound Packing Following Incision and Drainage Arlena Davis The first article was related to MD’s not using any packing when it comes to treating I D’s. Many times packing is used to debride the wound and keep fluids from pooling under the skin as well as keep area free of infection. In order to understand the outcome we need to fully understand what is involved.An abscess is a collection of pus, surrounded by inflamed tissue and usually localized (Pfenninger Fowler, 2010).The reason we need the packing is related to having an abscess and we need to keep the area clean. Leinwand 2013states packing is thought to aid hemostasis, and prevent reorganization of the abscess, we sought to determine whether packing could be omitted with equal efficacy. The second article I chose was Alimov, V., Lovecchio, F., Sinha, M., Foster, K. N., Drachman, D. (2013)to the use ofa silver-containing hydrofiber dressing for filling abscess cavity following incision and drainage in the emergency department. Is using packing always effective? Can we have equal efficacy when there is no packing used? These are questions that were sought after and answered in this particular article. At the end of the trial the patients reported faster heling and les pain as it relates to traditional packing. In the research that was conducted in the first article entitled  Use of Silver-containing hydro fiber dressing in filling the cavity related after incision and drainage at the emergency department: a randomized controlled trial. Advances in skin wound care, (Alimov, Lovecchio, Sinha, Foster, Drachman, 2013), clinical study design was used. This study design took the form of prospective randomized control trial. The sample size in this case was ninety-two patients (Alimov, Lovecchio, Sinha, Foster, Drachman, 2013). These patients were more than 18 years of age and were suffering from cutaneous abscess. The ninety-two study participants had been randomly assigned into two groups. These are the intervention group (Skillman, Aquacel, New Jersey, and Convatec) and the iodoform group (Alimov, Lovecchio, Sinha, Foster, Drachman, 2013). The iodoform group is the control group in this case. Of these two groups, it was noted that there were no differences in terms of demography as well as their clinical characteristics. The weaknesses that are evident in data collection are that the researchers should have randomly selected the patients in two equal groups that is 46 persons per each group. The follow-up period is also not consistent. Inconsistency comes in whereby the study claims that patients were followed up in a span of the first two weeks (Alimov, Lovecchio, Sinha, Foster, Drachman, 2013), though the follow-up was not continuous. However, the strength of this study is that it had both the intervention group and the control group. The intervention group comprised of four subgroups depending on the intended intervention. These four groups were based on interventions such as Convatec, New Jersey, Aquacel, and Skillman) (Alimov, Lovecchio, Sinha, Foster, Drachman, 2013).The other strength of the study is that it was able to provide a comparison on the level of pain between the patients initial visit and the first follow-up. In relation to the second article that dealt with the incision and the drainage of the subcutaneous abscess without packing, (Leinwand, Downing, Slater, Beck, Burton, Moyer, 2013) clinical study design was also used. In this regard, the clinical study took the form of retrogressive randomized control trial. The sample size in this study was a hundred patients, who were reported to be suffering from subcutaneous abscesses back in between May 2008 and December 2010. These 100 patients were assigned into two groups namely, the packing and the non-packing groups (Leinwand, Downing, Slater, Beck, Burton, Moyer, 2013). In this case, there were some exceptions in that some patients portraying some given conditions could not be considered. Such conditions include; patients who are immunosuppressed, or rather those suffering from diabetes. The other exception was in case the patient had a perineal or a pilonidal abscess. Last but not least, the other exception was on whether the abscess is secondary to the previous operation. These exceptions can be used as a basis for comparison among the sample, to the patients who will be seeking treatment. There are several weaknesses of the study in terms of data collection, with one of them being that it was not age specific. Apart from that, the other weakness is that; the patients were only clinically evaluated, in case there was suspicion of recurrence in the follow-up calls on the day seven and thirty (Leinwand, Downing, Slater, Beck, Burton, Moyer, 2013). These two days were referred to as postoperative. The other weakness is that, of the 100 patients, only 85 patients managed to complete the study. The study does not indicate the whereabouts of the 15 patients. On the other hand, the strength of this study is that it omitted other patients who had some other conditions that could interfere with the results. Such exceptional cases were the diabetic, immunosuppressed (Leinwand, Downing, Slater, Beck, Burton, Moyer, 2013), among others. Identification, critical appraisal, and synthesis of evidence from research articles is an essential skill in evidence-based practice (EBP) (Titler, 2008). This paper will critique two primary research articles related to the issue of wound packing following incision and drainage. The first article is authored by Leinwand et al. (2013) and is entitled â€Å"Incision and drainage of subcutaneous abscesses without the use of packing†. The second article is authored by Alimov et al. (2013) and is entitled â€Å"Use of a silver-containing hydrofiber dressing for filling abscess cavity following incision and drainage in the emergency department: A randomized controlled trial†. The study by Leinwand et al. (2013) sought to determine whether omission of the wound packing component in the management of subcutaneous abscess has similar efficacy to wound packing. The study employed a prospective randomized controlled trial design whereby 100 participants were randomized to either the wound packing group or to the non-packing group. The study enrolled pediatric participants aged less than 18 years with subcutaneous abscesses. The sample size for the study was small (100). Consequently, the study did not have significant statistical power as a sample size of 4000 was required to gain power of 80%. The researchers, however, accepted the small sample size as it was practical for the purposes of the study. The selected sample is appropriate to the population of interest because the participants were experiencing the phenomenon of interest that is abscesses requiring incision and drainage. Regarding data collection, similar pre-intervention data was collected on the operative day for all participants. These data included age, gender, and location and size of the abscess. Post-intervention data was collected through follow-up telephone calls by a pediatric surgery nurse specialist. These calls were made on the 7th and 30th post-operative days and included information on general wound appearance, adherence with warm soaks and antibiotic therapy, presence of fever, and timing of pack removal. The reliance on self-reported information may have introduced information bias due socially desirable responding and problems with recall (Fadnes, Taube, Tylleskar, 2008). Of the 100 participants who enrolled for the study, only 85 completed the study. The study found that the packing group and non-packing groups did not vary statistically with respect to abscess recurrence rates, initial parameters, and incidence of methicillin-resistant staphylococcus aureus (MRSA). Only two abscess recurrences were reported, one for each group. In their discussion, the authors contextualize these findings in light of pre-existing evidence. They note that the findings of their study are identical to those of similar previous studies on both adults and children. The authors also compare the strengths and weaknesses and merits and demerits of their study and intervention with those of previous studies. They also discuss the two cases of treatment failure. Lastly, they provide recommendations for future studies. On the incorporation of evidence into treatment protocols, integration of research findings into treatment protocols/procedures occurs through the process of evidence-based practice. Research articles relevant to a clinical issue of concern are identified, appraised critically, and their findings used to make specific recommendations for practice on incision and drainage (Dontje, 2007). The Purpose of the Alimov et al. (2013) study was to investigate whether packing of abscess cavity with a silver-containing hydrofiber dressing instead of the standard iodoform dressing leads to less pain and faster wound healing. The study employed a prospective randomized controlled trial design whereby participants were randomized to the silver-containing hydrofiber or standard care groups. The study population consisted of adults aged more than 18 years who visited the emergency department of a teaching hospital with cutaneous abscesses >2cm in diameter that required incision and drainage. The selected sample consisted of 92 patients. The sample for the study is appropriate to the selected topic as it focuses on the issue of incision and drainage protocols. Data for the study was collected and documented on a standard form except for pain. The data collected included pertinent demographic and clinical variables. Pain was assessed using a self-report scale, the Wong-Baker FACES Pain Rating Scale. The use of a self-report scale for pain may have introduced social desirability bias. The findings of the study may have also been contaminated by bias due to the manual measurement of the dimensions of the abscess cavities. The primary outcome measures for the study were the proportion of patients with a reduction of 30% or > in the surface area of the abscess at the first follow up visit (between 48 and 72 hours). The other main outcome variable was proportion of patients with 30% or > decrease in the surrounding cellulites at the first visit. The secondary outcome measure was the change in self-reported pain intensity at primary and consequent visits. The study found that 82.6% of the patients in the silver-containing hydrofiber group had a reduction of 30% or > in the surface area of the abscess compared to the 26.1% of the subjects in the iodoform group (p In this article, the number of participating pediatric patients who had subcutaneous abscesses was one hundred. Patients who successfully completed the study were only 85: 43 packing group and 42 non-packing group. There existed an arithmetic variance between the two groups that concerned the initial parameters, recurring abscesses, (single in every group), or incidence of MRSA (81.4 packing groups over 85.7 non-packing group). Subcutaneous abscesses incision, as well as drainage without the utilization of packing, is an effective as well as a safe technique. This article should present the data in a more transparent way. In this article, there was a prospective enrollment of 92 patients and these patients. There was also random assignment of these patients to the iodoform groups or Aquacel Ag. The SD was 12.0, and the average age was 38. The patients in iodoform group were 43 while those in Aquacel group were 49. There two groups lacked disparity in clinical and demographic characteristics. The domino effect of the deterioration study pointed out that the Aquacel Ag was autonomously associated with over 30% abscesses’ surface area reduction. This, however excluded first follow-up cellulitis. The pain intensity also decreased significantly as perceived by the Aquacel group patients. In cutaneous abscesses patients, there was faster wood healing as well as pain reduction while using antimicrobial-hydro fiber ribbon form of dressing than while using iodoform dressing. This article is important as it offers information on which choice is best while dressing. It is recommended thatmore research on this subject as this will provide more information on subcutaneous abscesses treatment. These articles will help me in my career as a nurse practitioner because of the versatility of the procedures and the information provided. In summary, this paper has critiqued two research articles related to the issue of wound packing following incision and drainage. The articles by Leinwand et al. (2013) and Alimov et al. (2013) have been critiqued in terms of their purpose, design, sample, data collection procedures, results, and discussion. References Alimov, V., Lovecchio, F., Sinha, M., Foster, K. N., Drachman, D. (2013). Use of a silver- containing hydrofiber dressing for filling abscess cavity following incision and drainage in the emergency department: A randomised controlled trial. Advances in Skin and Wound Care, 26, 20-25. Dontje, K. J. (2007). Evidence-based practice: Understanding the process. Topics in Advanced Practice Nursing, 7(4). Fadnes, L., Taube, A., Tylleskar, T. (2008). How to identify information bias due to self-reporting in epidemiological research. The Internet Journal of Epidemiology, 7(2). Leinwand, M., Downing, M., Slater, D., Beck, M., Burton, K., Moyer, D. (2013). Incision and drainage of subcutaneous abscesses without the use of packing. Journal of Pediatric Surgery, 48(9), 1962-1965. Titler, M. G. (2008). The evidence for evidence-based practice implementation. Retrieved from http://www.ncbi.nlm.nih.gov/books/NBK2659/

Native American Women :: American America History

Native American Women On few subjects has there been such continual misconception as on the position of women among Indians. Because she was active, always busy in the camp, often carried heavy burdens, attended to the household duties, made the clothing and the home, and prepared the family food, the woman has been depicted as the slave of her husband, a patient beast of encumbrance whose labors were never done. The man, on the other hand, was said to be an loaf, who all day long sat in the shade of the lodge and smoked his pipe, while his overworked wives attended to his comfort. In actuality, the woman was the man's partner, who preformed her share of the obligations of life and who employed an influence quite as important as his, and often more powerful. Native Americans established primary relationships either through a clan system, descent from a common ancestor, or through a friendship system, much like tribal societies in other parts of the world. In the Choctaw nation, " Moieties were subdivided into several nontotemic, exogamous, matrilineal 'kindred' clans, called iksa." (Faiman-Silva, 1997, p.8) The Cheyenne tirbe also traced their ancestry through the woman's lineage. Moore (1996, p. 154) shows this when he says "Such marriages, where the groomcomes to live in the bride's band, are called 'matrilocal'." Leacock (1971, p. 21) reveals that "...prevailing opinion is that hunting societies would be patrilocal.... Matrilineality, it is assumed, followed the emergence of agriculture...." Leacock (p. 21) then stated that she had found the Montagnais-Naskapi, a hunting society, had been matrilocal until Europeans stepped in. "The Tanoan Pueblos kinship system is bilateral. The household either is of the nuclear type or is extended t o include relatives of one or both parents...." (Dozier, 1971, p. 237) The statuses and roles for men and women varied considerably among Native Americans, depending on each tribe's cultural orientations. In matrilineal and matrilocal societies, women had considerable power because property, housing, land, and tools, belonged to them. Because property usually passed from mother to daughter, and the husband joined his wife's family, he was more of a stranger and yielded authority to his wife's eldest brother. As a result, the husband was unlikely to become an authoritative, domineering figure. Moreover, among such peoples as the Cherokee, Iroquois, and Pueblo, a disgruntled wife, secure in her possessions, could simply divorce her husband by tossing his belongings out of their residence.

Communication Studies Interal Assessment Essay

It is no secret that females are excelling in education and leadership at a faster rate than males. Our boys are being marginalized and girls are being considered more brilliant. This has personally grabbed my interest and consequently i have chosen to examine how well the GSAT prepares our males for high school level. For this Internal Assessment my attention will be centred on the extent to which the Grade Six Achievement Test prepares male students for academic progress and achieve in the future schools, and if the examination itself caters to their learning style. In the reflection of this assessment i will highlight some of the issues faced by males in preparation the GSAT and in the expository section of this i will discuss the issues and challenges brought out in the story, thus all contributes in achieving the purpose. Education is related to my academic interest as personally it pains my heart to see how boys in the Rockfort area and even the society at large are being marginalized. Even now, I teach a math class of about 10 students and not one of them are mails. In the future by whatever means possible i would like to make a difference in that. Having had this experience I now would like to help to offer my time and skills in assisting males preparing for GSAT or any other examination as a work related interest. Having gone through the system and being a high achiever myself I know there is a lot I have to offer which will eventually help even my own development. In all that, the purpose of the topic is t let my readers and listeners know that there are weaknesses in the GSAT that are affecting our males. Preface The purpose of the reflection is ultimately to highlight the some of the weaknesses in the GSAT that are affecting our males. It will also show the lack of preparation on getting male students ready to sit the examination. It will further look at the limitations to the curriculum in meeting the learning styles of males. The Ministry of Education on a broad scale will be the target in this story of the poor performance of the boys. The GSAT curriculum developers also will be targeted as to the reason for the poor performance of boys in the examination; they being the ones to set the structure of the examination. The setting of the story will take place in the community of Rockfort (Kingston 2). This is inclusive of a school known as the Windward Road Primary and Junior High school. Characters in the Story will communicate mainly interpersonally, but there may also be intrapersonal communication and small group communication in its minority. The point I wish to bring across in this story is that, the GSAT is not doing enough for our boys. It doesn’t meet the requirements of some the males sitting the examination. Males are rather more practically inclined, and oral in their expression. These things are to be taking into consideration when making the GSAT curriculum. Thus my final point is the GSAT is unsophisticated.

Free Essays on Sadism, Masochism, and Exhibitionism

Index Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.pg.3 Content†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.pg.4 Conclusions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..pg.7 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦pg.8 Introduction It is not a modern issue the fact that sexual fantasies appear in someone’s mind. Since humans exist the sexual desire has existed too; it is an instinct we born with. Nowadays it is turning more common the expressions of new methods to find the sexual pleasure. Some find it by simply being with a partner, others find it by using animals or children, but others reach such pleasure by watching other’s pain or even by feeling their own personal pain. These are psychological disorders presented in many humans even if they don’t seem as a sick person. Sadism, Masochism, and Exhibitionism are turning more popular among the people and this should be controlled. It is such an important matter in our society that we now at least a little about this disorders, that we present information about them, their symptoms, etc. The paraphiliac focus of Sexual Masochism involves the act of being humiliated, beaten, bound, or otherwise made to suffer. Some individuals are bothered by their masochist fantasies, which may be invoked during sexual intercourse or masturbation but not otherwise acted on. Others act on the masochist sexual urges by themselves or with a partner. Masochist acts that may be sought with a partner include restraint, blindfolding, paddling, spanking, whipping, beating, electrical shocks, cutting, â€Å"pinning and piercing† (infibulation), and humiliation. The individuals may have a desire to be treated as helpless infant and clothed in diapers (â€Å"infantilism†). One particular dangerous form of Sexual Masochism, called â€Å"hypoxyphilia†, involves sexual arousal... Free Essays on Sadism, Masochism, and Exhibitionism Free Essays on Sadism, Masochism, and Exhibitionism Index Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.pg.3 Content†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.pg.4 Conclusions†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..pg.7 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦pg.8 Introduction It is not a modern issue the fact that sexual fantasies appear in someone’s mind. Since humans exist the sexual desire has existed too; it is an instinct we born with. Nowadays it is turning more common the expressions of new methods to find the sexual pleasure. Some find it by simply being with a partner, others find it by using animals or children, but others reach such pleasure by watching other’s pain or even by feeling their own personal pain. These are psychological disorders presented in many humans even if they don’t seem as a sick person. Sadism, Masochism, and Exhibitionism are turning more popular among the people and this should be controlled. It is such an important matter in our society that we now at least a little about this disorders, that we present information about them, their symptoms, etc. The paraphiliac focus of Sexual Masochism involves the act of being humiliated, beaten, bound, or otherwise made to suffer. Some individuals are bothered by their masochist fantasies, which may be invoked during sexual intercourse or masturbation but not otherwise acted on. Others act on the masochist sexual urges by themselves or with a partner. Masochist acts that may be sought with a partner include restraint, blindfolding, paddling, spanking, whipping, beating, electrical shocks, cutting, â€Å"pinning and piercing† (infibulation), and humiliation. The individuals may have a desire to be treated as helpless infant and clothed in diapers (â€Å"infantilism†). One particular dangerous form of Sexual Masochism, called â€Å"hypoxyphilia†, involves sexual arousal...

Factors affecting the job satisfaction among employee among the staff turnover in organisations The WritePass Journal

Factors affecting the job satisfaction among employee among the staff turnover in organisations INTRODUCTION: Factors affecting the job satisfaction among employee among the staff turnover in organisations INTRODUCTION:LITERATURE REVIEW:RESEARCH METHODS:Research design:Sampling plan:Data collection and Interpretation:Ethical issues:Work-PlanREFERENCES:Related INTRODUCTION: Job satisfaction is the feeling of the employee about the job, if he feels good and contained from the job, he is satisfied from the job else vice versa. Job satisfaction is the prime necessity of the employee to keep them retained in any organisation. Job satisfaction is directly proportional to staff turnover and plenty literature exists on this topic. Jackofsky and Peters (1983) were among the earliest researchers who pinned out that there is a huge relationship between the employee leaving the job and the job satisfaction among them and many researchers have established similar relationship. Having worked for one of the company in Pakistan as a permanent employee for 2 years, I was one of the victims of lack of job satisfaction which eventually was the cause for me leaving my job and focussing on my further studies. This experience of myself led me a drive to do a research on the relationship between the job satisfaction and the staff turnover. Since plenty research has already been done on this topic this research tries to find the different factors affecting the job satisfaction of the employee. This research aims to study the different factors associated with job satisfaction and eventually causing staff turnover which when found out could be taken care of and hence providing employee with proper factors and minimising the turnover. Thus this research tries to the following questions. 1)  Ã‚  Ã‚  Ã‚   Is job satisfaction the prime culprit behind the staff turnover? One of the questions this research tries to answer is the relationship between the job satisfaction and the staff turnover. 2)  Ã‚  Ã‚  Ã‚   What are the factors associated with job satisfaction which are causing job dissatisfaction? Secondly, this research tries to analyse the factors associated with job satisfaction and once this is known this helps organisation to take extra care on these factors which are associated with the job satisfaction and eventually leading to the staff turnover. Under this broad endeavour, this research aim to fulfil the objectives. 1)  Ã‚  Ã‚  Ã‚   To postulate the relation between the salaries, supervision, status, security i.e., hygiene factors with job satisfaction. 2)  Ã‚  Ã‚  Ã‚   To analyse the relation between the growth, reorganisation, authority i.e.   motivation factor with job satisfaction. 3)  Ã‚  Ã‚  Ã‚   To postulate the relation between the job satisfaction and staff turnover. Once this research is carried out this will help identify the culprit behind the increasing staff turnover and eventually help management to retain their expertise by taking extra care on those factors. LITERATURE REVIEW: The best suited theory to measure the relationship between the job satisfaction and the staff turnover in many organisations is the Frederick Herzberg and his co-workers (1959) two factors theory and this is why this research is based on the different factors associated with job satisfaction as identified by Herzberg. This theory includes two factors which measures the satisfaction level and the motivation level among the staffs. These factors are: Hygiene factors: These factors are needed to ensure that the employee does not get dissatisfied with their job. The factors are working conditions, quality of supervision, salary, status, security, company policies and administration. Taking care of these factors might reduce the staff turnover and finally resulting in reduced employee cost. Motivation factors: These factors are needed to motivate to employee for higher performance. The factors are achievement, recognition for achievement, responsibility for task, interest in the job, growth. Thus, in any organisations these two factors are essential component and in order to keep their staff retained and motivated. Providing employee with proper hygiene factors ensures that they do not get dissatisfied but that does not mean that they are satisfied. In fact it is the motivation factors as mentioned above that helps the organisation to keep their staff satisfied with their job. Thus, we look into both different hygiene and motivation factors that have the relation with the staff turnover. Jackofsky and Peters (1983) were among the first researchers who pinned out a relationship between the job satisfaction and the turnover among the employee. Current research studies recommended that worker turnover was related to job satisfaction generated from factors internal and external to the organization. Allen, Drevs, Rube,(1999); Cooper-Hakim Viswesvaran, (2005); Slattery Selvarajan, (2005); Trevor, (2001), Price et al. (2007) all supported the fact   that job satisfaction was on top of all   the main reason of employee leaving the job.   In one of the research carried out by Bass, (1990); Hoffman, (2007); Owens, (2006) it was found out that organisations profited with increase in production, decrease in staff turnover and increased efficiency when provided with good working condition. Managers having the knowledge of negative impact of employee turnover take extra care on the working environment of the company and by doing this they not only retain their expertise in their company but also save the extra cost that need to be invested on training and education of new staff once their experienced staff leave the job due to job dissatisfaction. The study of staff turnover clearly indicated that job contentment was one of the main reasons behind staff leaving the job. It is clear that the management needs to understand the need and importance of the motivation to keep their skilled and expert employee retained which eventually profits the company not only by saving the extra investment on the training their new employee but also by gaining the competitive advantage on their rival companies . Lockwood, (2007)   noticed that the employee are hugely affected by by managers behaviours, training, work division, authority, job life balance, employee return and pay   are all dependent on the behaviour of the managers.   All these mentioned factors have a huge connection with the job satisfaction of the employee and on lack of these proper motivation factors employee tend to quit from their current job (Daly Dee, 2006; Lambert, Hogan, Barton, 2001; Zellars et al., 2005). Ramlall (2004) suggested that worker spur has consequence on worker turnover rate in the organization. Ramlall, (2004) suggested that the companies benefits a lot by retaining their expert and skilled employee and the most appropriate way of doing it is to provide them with proper hygiene and motivational factors.   Lack of sufficient training to make employee cope with different circumstances and chances of growth opportunities is also one of the major reasons for turnover among employees. Green (2004) suggested that providing employees with good training and proper development opportunities makes a lot of difference in turnover rate and it certainly aids in decreased staff turnover. According to Owens (2006), training improved â€Å"job satisfaction, organizational commitment and turnover cognition† and, in addition the performance of the company as well. Little (2006) found out that more than double the amount of staffs tends to leave the companies in absence of proper tr aining which goes down significantly on providing proper training. Elton Mayo came out with a finding that it is the job characteristics that have more priority over the wage or salary of the employee which was also supported by Wren, (1994). Rai, (2004) carried out a research and concluded that motivation helps both organisation as well as the employee to achieve their personal goals as well and by having motivated staffs companies can achieve its targets effectively . Jones.B Lloyd, (2005) conducted a research and identified that the policies of the company, remuneration, leader styles and the co-operation among the staff of the companies are the main points to be taken care of so that the staff do not get dissatisfied. Having provided staffs with all these factors does not confirm the motivation. It just confirms that the staffs do not get dissatisfied. To make them satisfied they need to be provided with motivation factors such as working environment, safety, growth as pointed out by Kinnear and Sutherland, (2001); Meudell and Rodham, (1998); Maertz and Griffeth, (2004). These are the factors that really helps the employee to be motivated and these are the factors that the company should take care of in order to keep their staff motivated retain their experts as well as get maximum benefits from their work and experience. Thus, from the literature available we came to know that there are different factors associated with job satisfaction which has an effect on turnover. We also came to know that to keep the staff satisfied we should first of all take care that they do not get dissatisfied. The different factors associated with job satisfaction and eventually leading to turnover are: 1)  Ã‚  Ã‚  Ã‚   Pay: Ting (1997) emphasized the importance of pay is powerfully determined of job satisfaction. in addition, he also explained two different type of pay methods effect on job satisfaction; contentment with pay itself and satisfaction with monetary scenario in the future. There is an established importance of two types which are related with job satisfaction. Katz, (1987) in his research concluded that better payment not only makes the staff satisfied with the job but also help in the retention of the staffs. He not only emphasised that there is a strong correlation between the job satisfaction and the payment method but also the job satisfaction and the turnover among the staffs.   Akerlof, (1984) also supported the above mentioned findings by Katz and also included that better payment method increases the loyalty as well as the productivity and the efficiency of the organisations. 2)  Ã‚  Ã‚  Ã‚   Supervision: Bradley, Petrescu and Simmons (2004) investigate the impact of human resource management practices related to job satisfaction. They confirmed the relation between the job satisfaction and the supervision and also confirmed that on absence of proper and efficient supervision they tend to quit from the job. In highly skilled jobs like engineering, RD the excessive intervention of supervisor is undesirable and the employee quit from their jobs. Keashly and Jagatic (2000) give an idea about poor of supervision lead the dissatisfaction of workers or employees. Moreover, later study by Karasek and Theorell (1990) finds that deprived administration not only caused the dissatisfaction of employees’ work, but also turnover. In addition, Harmon et al., (2007) explains the manage overwork exercise which is supervision significantly correlated with amplified job satisfaction and lower turnover rates among the labour. 3)  Ã‚  Ã‚  Ã‚   Training:   Tan Batra, 1995; Aw Tan, (1995), Schaffner   (2001) on his study affirm the affiliation among job training and efficiency, yet job training tends to be drop value when the workers alter job, therefore the organization or firm boost the charge of keeping skilled position packed. In spite of, there is in uncertainly of the association connecting job training and turnover. Many studies have been overcome the suspicion such as Batt (2002) finds that â€Å"high-involvement† exercises such as independence, team group effort, and training are correlated to reduce employee turnover and enlarged productivity. Supporting by Lynch (1991) gives an idea about untaught labour lead to change job more often. A long the similar line, Huselid, Jackson and Schular (1995) come across that an growing in efficiency work excercises alter declining in turnover (Bradley, Petrescu   Simmons, 2004). Lack of suitable exercise is one of the major reasons for turnove r. Green (2004) suggested that suitable assortment of the applicant and nurturing them from good training and proper progress opportunities makes a lot of difference in turnover rate as supported by Allen Katz, (1995); Gordon Bal, (2001). Thus, we clearly see from the above literature that job training, pay methods, supervisions are the prime reasons of job satisfaction. If the employees are provided with the proper training, proper pay and good guidance the satisfaction level among the staffs are high and this has a direct effect on the turnover. If the satisfaction among staff is high they tend to retain to their current jobs and if the satisfaction level is low they tend to quit from their current job. So, this research wills basically testing the validity of these factors and their correlation between the job satisfaction and the staff turnover. So this research will be carried out following the above theoretical framework. As suggested by the framework, provision of appropriate training, pay and supervision leads to job satisfaction whereas, inappropriate or no training, lesser pay, and poor supervision leads to turnover. RESEARCH METHODS: The research proposed will follow a deductive approach and will be and cross-sectional in nature being a study of particular phenomenon at a particular time. The research will follow a survey strategy as most cross-sectional studies do (Easterby-Smith et al.,2002;Robson,2002). According to Fink (2003), surveys are systems for collecting quantitative information from people to describe people, their approach and their activities. Furthermore, survey integrates multiple pros, compared to other ways of research strategies. Some advantages of them are listed below: Allows flexibility in terms of doing the survey like one could take interview for the data collection, send questionnaire through post or mails, take telephone interview or even observe the sample population and then generalise the result among the particular population on which the research is based on. Surveys are cheap and efficient way of collecting information from large number of people. The questioned asked are up to the target which is then documented, veiled, and analyzed. Time and money on tangential questions is saved. It is reliable due to being simple, easily understood by most population and being motivated towards the population. Researcher’s preconceived notion is greatly eliminated. Feasibility of large samples at a time makes result statistically momentous, even when multiple variables are being compared. Standardization provides you more control over the research process and helps reducing several errors. Research design: The research will be descriptive, cross-sectional in nature. The quantitative research consists of the detail and fully prepared and administered questionnaire satisfying the Fing’s (2003) features for the best survey information system. The research questionnaire will be divided in three groups first it will be demographic, like age, sex, location and the name of the company. The second section will be about measuring the supervision, job training and pay in the company. This section will have the questionnaire which are rated from 1 to 5 like 1(strongly agree) 2(agree), and similarly 5 (strongly disagree). The third section will consist of the questionnaire in order to measure the job satisfaction level and turnover. Dependent variables: Staff turnover, satisfaction. Independent variables: job training, pay , supervision. Sampling plan: The sample in this research would be all the staffs working in an organisations and the manager supervising those staffs of any randomly selected organisations. It is assumed that there would be around 30 staffs in each organisation so the total sample size is around 600 participants, which will in fact provide the detail calculation. Data collection and Interpretation: The entire prepared questionnaire will be mailed to the staffs of the organisations selection through a monkey survey accounted that is created for this survey. Maximum of 8 weeks is given to the staffs to return the questionnaire. Once all the data is collected, the calculation of the sample who did not return the questionnaire is done also the number of sample who did not fully answered the questionnaire is calculated. The collected data are then entered in to the SPSS. All the data collected will be analysed in form of graphs and figures by the use of computer programs. Ethical issues: Permission will be taken from the authorised personnel of the organisation and each staff and manager will be informed before the commencement of supplying them with the questionnaire. Work-Plan The proposed work plan for this study is explained in following time-scale (each column=28 days or 4weeks): The effort put in to work each day was 5 hours a day making each column 28*5=140 hours of effort which was double in case of data collection and the writing of full report, it took time the time for other column which was 280hours of effort. REFERENCES: Saunders, M., Lewis, P., Thornill, A. (2003) Research methods for business students 3rd ,edn., , Essex: Pearson. Robson, C. (2002) Real world research (2nd edn), Oxford, Blackwell. Fink, A. (2003) A survey kit. 2nd ,edn.,   London: sage publications. Katz, L. (1987). Efficiency wage theories: A partial evaluation.   S. Fischer ed., NBER   Macroeconomics Annual, Cambridge, MA, MIT Press Lynch. L. (1991).   The impact of private sector training on race and   gender wage deferential   and the career patterns of young workers. Final Report submitted to the U.S. Department of Labor, Bureau of Labor Statistics Hackman, J. R. Oldham, G. R. (1975). Development of the job diagnostic survey.   Journal   of Applied   Psychology, 60, 159-170. Harmon, J., Scotti, D. J., Behson, S., Farias, G., Petzel, R., Neuman, J. H. Keashly, L. (2007). Effects of highinvolvement work systems on employee satisfaction and services costs in Veterans Healthcare. Journal of Healthcare Management, 48(6), 1-14. Hequet. M (1993). Can training stop turnover? Training, 30(10):82-87. Hellman, C. M. (1997). Job satisfaction and intent to leave. Journal of Social Psychology, 137(6), 667-689. Herzberg, (1966). Work and the Nature of Man. Ohio: World Publishing. Huselid, M. A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635-72. Huselid, M. A., Jackson, S. E. Schular, R. S. (1995). The   significance of human recourse   management implementation effectiveness for corporate financial performance.   Paper presented to the Academy. Tan, H. W. Batra, G. (1995).Enterprise Training in Developing Countries: Overview of   Incidence, Determinants, and Productivity Outcomes.   World Bank Occasional Paper   Series, World Bank, Washington, D.C Schaffner, J. A. (2001).Turnover and Job Training in Developing and Developed Countries:   Evidence from Colombia and the United States. Greenberg, J. Baron, R. A. (1997). Behaviour in organizations: Understanding and managing the Human side of work, 6th ed, Prentice-Hall, New Jersey. Griffeth, R. W., Hom, P. W. Gaertner, S. (2000). A meta-analysis of antecedents and   correlates of employee turnover: Update, moderator test, and research implications for the next millennium. Journal of Management, 26, 463-488 Allen, T.J. and Katz, R. (1995), The project-oriented engineer: a dilemma for human resource management, RD Management, Vol. 25 No. 2,pp. 129-40. Bigliardi.B et al.(2005) , ), Organizational socialization,career aspirations and turnover intentions among design engineers’’,journal of Engineering and Technology management. Allen, W. R., Drevs, R. A., Rube, J. A. (1999). Reasons why college-educated women change employment. Journal of Business Psychology, 14(1), 77-93. Cooper, D. R., Schindler, P. S. (2003). Business research methods (8th ed.). Boston: McGraw Hill Cooper-Hakim, A., Viswesvaran, C. (2005). The construct of work commitment. Creswell, J. W. (2005). Educational research: Planning, conducting, and evaluating. Jackofsky, E. F., Peters, L. H. (1983). Job turnover versus company turnover: Lockwood, N. R. (2007). Leveraging employee engagement for competitive advantage :HR’s strategic role. HR Magazine. Owens, P. L. (2006). One more reason not to cut your training budget: The relationship between training and organizational outcomes. Public Personnel Management. Price, W. H., Kiekbusch, R., Theis, J. (2007). Causes of employee turnover in sheriff operated jails. Public Personnel Management.quantitative and qualitative research (2nd ed.). Upper Saddle River, NJ: Merrill Rai, S. (2004). Motivational theories and incentives approaches. IIMB Management review. Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. Journal of American Academy of Reassessment of the March and Simon participation hypothesis. Trevor, C. O. (2001). Interactions among actual ease of movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management. Lambert, E. G., Hogan, N. L., Barton, S. M. (2001). The impact of job satisfaction on turnover intent: A test of a structural measurement model using a national sample Gordon, Y.J. and Bal, J. (2001), â€Å"The effects of technology-based learning on design engineers and the organisation†, Industrial and Commercial Training, Vol. 33 No. 5, pp. 167-74. Daly, C. J., Dee, J. R. (2006). Greener pastures: Faculty turnover intent in urban public universities. Journal of Higher Education. Miller, D.B. (1986), Managing Professionals in Research and Development, Jossey-Bass, San Francisco, CA. Wren, D. A. (1994). The evolution of management thought (4th ed.). New York: John Yin, R. K. (2003). Case study research: Design and methods (3rd ed.). Thousand Oaks,CA: Sage. Zellars, K. L., Hochwarter, W. A., Perrewe, P. L., Miles, A. K., Kiewitz, C. (2005).

USS Lexington World War Aircraft Carrier CV-2

USS Lexington World War Aircraft Carrier CV-2 USS Lexington (CV-2) Overview Nation: United StatesType: Aircraft CarrierShipyard: Fore River Ship and Engine Building Company, Quincy, MALaid Down: January 8, 1921Launched: October 3, 1925Commissioned: December 14, 1927Fate: Lost to enemy action, May 8, 1942 Specifications Displacement: 37,000 tonsLength: 888 ft.Beam: 107 ft., 6 in.Draft: 32 ft.Propulsion: 4 sets of turbo-electric drive, 16 water-tube boilers, 4 Ãâ€" screwsSpeed: 33.25 knotsRange: 12,000 nautical miles at 14 knotsComplement: 2,791 men Armament (as built) 4 Ãâ€" twin 8-in. guns, 12 Ãâ€" single 5-in. guns Aircraft (as built) 78 aircraft Design Construction Authorized in 1916, the US Navy intended USS Lexington to be the lead ship of a new class of battlecruisers. Following the United States entry into World War I, development of the ship halted as the US Navys need for more destroyers and convoy escort vessels precluded that for a new capital ship. With the conflicts conclusion, Lexington was finally laid down at the Fore River Ship and Engine Building Company in Quincy, MA on January 8, 1921. As workers constructed the ships hull, leaders from around the world met at the Washington Naval Conference. This disarmament meeting called for tonnage limitations to be placed on the navies of the United States, Great Britain, Japan, France, and Italy. As the meeting progressed, work on Lexington was suspended in February 1922 with the ship 24.2% complete. With the signing of the Washington Naval Treaty, the US Navy elected to re-classify Lexington and completed the ship as an aircraft carrier. This aided the service in meeting the new tonnage restrictions set in place by the treaty. As the bulk of the hull was complete, the US Navy elected to retain the battlecruiser armor and torpedo protection as it would have been too expensive to remove. Workers then installed an 866-foot flight deck on the hull along with an island and large funnel. Since the concept of the aircraft carrier was still new, the Bureau of Construction and Repair insisted that the ship mount an armament of eight 8 guns to support its 78 aircraft. These were mounted in four twin turrets fore and aft of the island. Though a single aircraft catapult was installed in the bow, it was seldom used during the ships career. Launched on October 3, 1925, Lexington was completed two years later and entered commission on December 14, 1927 with Captain Albert Marshall in command. This was a month after its sister ship, USS Saratoga (CV-3) joined the fleet. Together, the ships were first large carriers to serve in the US Navy and the second and third carriers after USS Langley. After conducting fitting out and shakedown cruises in the Atlantic, Lexington transferred to the US Pacific Fleet in April 1928. The following year, the carrier took part in Fleet Problem IX as part of the Scouting Force and failed to defend the Panama Canal from Saratoga. Interwar Years Late in 1929, Lexington fulfilled an unusual role for a month when its generators provided power to the city of Tacoma, WA after a drought disabled the citys hydro-electric plant. Returning to more normal operations, Lexington spent the next two years taking part in various fleet problems and maneuvers. During this time, it was commanded by Captain Ernest J. King, the future Chief of Naval Operations during World War II. In February 1932, Lexington and Saratoga operated in tandem and mounted a surprise attack on Pearl Harbor during Grand Joint Exercise No. 4. In a harbinger of things to come, the attack was ruled a success. This feat was repeated by the ships during exercises the following January. Continuing to take part in various training problems over the next several years, Lexington played a key role in developing carrier tactics and developing new methods of underway replenishment. In July 1937, the carrier aided in the search for Amelia Earhart after her disappearance in the South Pacific. World War II Approaches In 1938, Lexington and Saratoga mounted another successful raid on Pearl Harbor during that years Fleet Problem. With tensions rising with Japan two years later, Lexington and the US Pacific Fleet were ordered to remain in Hawaiian waters after exercises in 1940. Pearl Harbor was made the fleets permanent base the following February. Late in 1941, Admiral Husband Kimmel, the Commander-in-Chief of the US Pacific Fleet, directed Lexington to ferry US Marine Corps aircraft to reinforce the base on Midway Island. Departing on December 5, the carriers Task Force 12 was 500 miles southeast of its destination two days later when the Japanese attacked Pearl Harbor. Abandoning its original mission, Lexington began an immediate search for the enemy fleet while moving to rendezvous with warships steaming out from Hawaii. Remaining at sea for several days, Lexington was unable to locate the Japanese and returned to Pearl Harbor on December 13. Raiding in the Pacific Quickly ordered back to sea as part of Task Force 11, Lexington moved to attack Jaluit in the Marshall Islands in an effort to divert Japanese attention from the relief of Wake Island. This mission was soon canceled and the carrier returned to Hawaii. After conducting patrols in the vicinity of Johnston Atoll and Christmas Island in January, the new leader the US Pacific Fleet, Admiral Chester W. Nimitz, directed Lexington to join with the ANZAC Squadron in the Coral Sea to protect the sea lanes between Australia and the United States. In this role, Vice Admiral Wilson Brown sought to mount a surprise attack on the Japanese base at Rabaul. This was aborted after his ships were discovered by enemy aircraft. Attacked by a force of Mitsubishi G4M Betty bombers on February 20, Lexington survived the raid unscathed. Still desiring to strike at Rabaul, Wilson requested reinforcements from Nimitz. In response, Rear Admiral Frank Jack Fletchers Task Force 17, containing the carrier USS Yorkt own, arrived in early March. As the combined forces moved towards Rabaul, Brown learned on March 8 that the Japanese fleet was off Lae and Salamaua, New Guinea after supporting the landing of troops in that region. Altering the plan, he instead launched a large raid from Gulf of Papua against the enemy ships. Flying over the Owen Stanley Mountains, F4F Wildcats, SBD Dauntlesses, and TBD Devastators from Lexington and Yorktown attacked on March 10. In the raid, they sank three enemy transports and damaged several other vessels. In the wake of the attack, Lexington received orders to return to Pearl Harbor. Arriving on March 26, the carrier began an overhaul which saw the removal of its 8 guns and addition of new anti-aircraft batteries. With the completion of the work, Rear Admiral Aubrey Fitch assumed command of TF 11 and began training exercises near Palmyra Atoll and Christmas Island. Loss at Coral Sea On April 18, the training maneuvers were ended and Fitch received orders to rendezvous with Fletchers TF 17 north of New Caledonia. Alerted to the Japanese naval advance against Port Moresby, New Guinea, the combined Allied forces moved into the Coral Sea in early May. On May 7, after searching for each other for a few days, the two sides began to locate opposing vessels. While Japanese aircraft attacked the destroyer USS Sims and oiler USS Neosho, aircraft from Lexington and Yorktown sank the light carrier Shoho. After the strike on the Japanese carrier, Lexingtons Lieutenant Commander Robert E. Dixon famously radioed, Scratch one flat top! Fighting resumed the next day as American aircraft attacked the Japanese carriers Shokaku and Zuikaku. While the former was badly damaged, the latter was able to take cover in a squall. While the American aircraft were attacking, their Japanese counterparts commenced strikes on Lexington and Yorktown. Around 11:20 AM, Lexington sustained two torpedo hits which caused several boilers to be shut down and reduced the ships speed. Listing slightly to port, the carrier then was struck by two bombs. While one hit the port forward 5 ready ammunition locker and started several fires, the other detonated on the ships funnel and caused little structural damage. Working to save the ship, damage control parties began shifting fuel to correct the list and Lexington began recovering aircraft that were low on fuel. In addition, a new combat air patrol was launched. As the situation aboard began to stabilize, a massive explosion occurred at 12:47 PM when gasoline vapors from the ruptured port aviation fuel tanks ignited. Though the explosion destroyed the ships main damage control station, air operations continued and all of the surviving aircraft from the mornings strike were recovered by 2:14 PM. At 2:42 PM another major explosion tore through the forward part of the ship igniting fires on the hanger deck and leading to a power failure. Though assisted by three destroyers, Lexingtons damage control teams were overwhelmed when a third explosion occurred at 3:25 PM which cut off water pressure to the hanger deck. With the carrier dead in the water, Captain Frederick Sherman ordered the wounded to be evacuated and at 5:07 PM directed the crew to abandon ship. Remaining aboard until the last of the crew had been rescued, Sherman departed at 6:30 PM. All told, 2,770 men were taken from the burning Lexington. With the carrier burning and wracked by further explosions, the destroyer USS Phelps was ordered to sink Lexington. Firing two torpedoes, the destroyer succeeded as the carrier rolled to port and sank. Following Lexingtons loss, workers at the Fore River Yard asked Secretary of the Navy Frank Knox to rename the Essex-class carrier then under construction at Quincy in honor of the lost carrier. He agreed, the new carrier became USS Lexington (CV-16). Selected Sources DANFS: USS Lexington (CV-2)Military Factory: USS Lexington (CV-2)US Carriers: USS Lexington (CV-2)

The impact of the Singaporean Culture on starting a new business ( Research Paper

The impact of the Singaporean Culture on starting a new business ( this is my part of a bigger project) - Research Paper Example Two socio-cultural factors that have an impact on their desirability are the value of innovativeness and the entrepreneurs’ social status, which indicates that the socio-cultural environment of Singapore favors entrepreneurship. Entrepreneurs setting businesses in Singapore have flexibility in various matters. Although the entrepreneurs that deal in the export of such things as sand, rubber, timber, and granite are required to procure special license, yet they have the flexibility of paying the money in the any currency they like since Singapore has no regulation of foreign exchange that normally exist in a vast majority of the countries all over the world. Entrepreneurs in Singapore, both novice and experienced need to closely monitor the modifying trends in the Singapore market and adapt the business to the changing trends in order to optimize the productivity and profitability of the business. â€Å"If you keep your eyes and ears open to new trends while doing business in Singapore, nothing can prevent you from being successful† (Moveandstay.com, 2012). Many options of business venture are available to the entrepreneurs in Singapore that can be profitable for them. ... There is a Singapore Code of Advertising Practice (SCAP) that ensures that high standards of ethics are maintained in advertising. â€Å"The basic premise of SCAP is that all advertisements should be legal, decent, honest and truthful. SCAP was formulated against the background of national law, international law and practice, including the International Code of Advertising Practice published by the International Chamber of Commerce† (CASE, 2008). The main factors that sell in Singapore are quality, price, and service. Prospective exporters need to realize that there is strong competition and the buyers look forward to getting a good after-sales service. The techniques of selling vary from one product to another, though they are comparable to the selling techniques prevailing in a sophisticated market in any country (export.gov, 2012). The extent of willingness of the members of a certain culture to accept and handle the risky and ambiguous situations is known as uncertainty av oidance. Cultures that are high in the level of uncertainty avoidance like to have predictable and structured circumstances that lead to the development and implementation of strict laws and explicit behavioral rules. Such cultures are risk averse towards engagement in the new business activities and unusual approaches of entrepreneurship. Singaporean society has low uncertainty avoidance which means that the people of Singapore have an acceptance towards ambiguity and unstructured situations. The Singaporean people like taking risks like establishing a new business and are open to new ideas. Concluding, Singapore is a land of great opportunities for the investors. The Singaporean society welcomes new ideas in business, and this openness is a great driver of innovation and creativity

CASE STUDY Plan a Major Event Essay Example | Topics and Well Written Essays - 1500 words

CASE STUDY Plan a Major Event - Essay Example 4. Data Projector, Motorized Screen 385.00 5. Electronic Whiteboard 220.00 6. Public Address System (PA System) provided by the hotel at no extra cost. 7. Lectern / Podium provided by the hotel at no extra cost 8. Dinner Buffet served at The Corn Exchange Restaurant@ AUD 70.00 per person 2450.00 9. Room Charges for the delegates (Maritime Studio) @ AUD 365.00 per room 12775.00** TOTAL 18375.00 The room charges include continental breakfast and airport pickup and transfer. * - Business Buffet Lunch includes- Tomato and mixed leaf salad marinated broccocini with vegetable relish Smoked Salmon, Cream Cheese and Spanish Onion Prager Ham, Semi dried tomato and Hommus Chicken Caesar with Bacon and Parmesan Cheese Baby Corn Lettuce Caesar Salad Smoked Corn Nibblets Roasted Capsicum and Marinated Eggplant Classic Potato Salad with Shallots, Crisp Bacon and Creamy Mayonnaise Chef's selection of assorted French Pastries Freshly brewed coffee and selection of teas Selection of Soft Drinks, Mineral Water and Orange Juice ** - BASIC ROOM RATE DOES NOT INCLUDE ADDITIONAL PER ROOM, PER NIGHT CHARGES THAT MAY BE IMPOSED OR STATE/LOCAL TAXES. Outside Vendors - There is no requirement to liaison with outside vendors as all the Audio Visual equipment can be obtained from within the Hotel Establishment. Booking Arrangement - Booking arrangement needs to be made at least 2 working days prior to the conference so that all necessary arrangements can be made. Once you have completed your booking, you will receive a confirmation email. A member of our meeting team will contact you by phone within one business day to review your meeting details and provide final confirmation and note special requests. Three... 2. Fire Safety - A likely fire hazard can occur due to any mishap in or outside the venue. Hence, as prescribed by Safety Regulations, besides the proper lighting of EXIT signs, there will be also fire extinguishers and directions to operate fire alarm incase of any mishap. A Questionnaire is designed to gather information about services and experiences in our case, the feedback provided by the delegates will enable Business Inc. Pty Ltd. to ensure that the quality of services are maintained and the suggestions and remarks will enable us to better future experiences and ensure that incase any discrepancies have been met with, the same does not arise in the future. 1. Front Office - Upon greeting the delegates and customers with a pleasing smile and available round the clock to assist in problems and special requests providing information ensures that the delegates are comfortable. 3. Food and Beverage - The Food and Beverage (F&B) Department ensures that your event is turned into an extravaganza.

Critically appraise the contribution of Le Grand's knights, knaves, Essay

Critically appraise the contribution of Le Grand's knights, knaves, pawns and queens framework to our u - Essay Example In support of his theory, Le Grand provided the following example: in the ‘classic’ era of the welfare state (1945-79), presumed that the motivation of the public servants was their professional ethic and the interests of those they served were of great concern to them. They appeared as public-spirited altruists (or knights) as they carried out their duties in the public interest. Taxpayers came out in the same light as the public servants because of their willingness to pay taxes. However, as per Le Grand’s theory, after 1979 the public experienced grave assaults on assumptions about motivation and behavior. There was the presumption that the public could understand the behavior of public officials and professionals if they appeared self-interested. Ultimately, it seemed objectionable that the beneficiaries of services received treatment as passive recipients-rather the consumer should be the king (Le Grand 1997). This paper examines the worth of Le Grand’ s contribution in ‘knights, knaves, pawns and queens’. This is in regards to the framework of our understanding of relationships between public authorities and organizations, which provider public services paid for. In that line, this paper looks at the merits and shortcomings of Le Grand’s contribution. ... such policies, two central questions that need answers: 1) Are public employees driven by primary self-interested motives or are they public-spirited altruists? 2) Do the recipients of services posse some capability to influence their situations or are their situations merely the product of broader social circumstances? (The ABCs of public service motivation, altruism, behavior, & compensation 2011) Logically he contends that the pay and incentive systems that stimulate the government servants enthusiasm should be formulated in such a manner that it is tough to both types of behavior; and that outsourcing of public sector work to non-profit bodies should not assume that these organizations are purely altruistic (Andrew 2004). This is one of the key contributions of this model that many scholars and researchers received well in this field of study. Flaws in Le Grand’s theory Le Grand’s contribution, since its introduction, has undergone remarkable scrutiny to date. Many scholars and institutions, in this field, have acknowledged, expanded or criticized this framework. The following are some of the issues that arise to challenge and expose the inadequacies that are in the model. Simplicity of the model raises a lot of concern. Many argue that his analysis is too simplistic a means of capturing the complexity of the realities of human motivation and agency. As there is a variety of knights and knaves, and people are not simply pawns or queens (Welshman 2004). For instance, knights exist in two types. The first type, act-relevant knights receive personal gratification from performing an altruistic act. The second type act-irrelevant knights receive personal gratification when those who need help receive it, regardless of who actually performs the helping act (The ABCs

The Definition of Marriage Is Relative Essay Example | Topics and Well Written Essays - 750 words

The Definition of Marriage Is Relative - Essay Example In modern Western society this basis for marriage is the most common, but still we cannot exclude the fact of arranged marriages, which were more popular earlier. Recent studies showed that even hundred years ago the most common marriage was the arranged one, when spouses were supposed to be from the same social class, so families usually arranged marriages between their children to combine their capitals. But since the beginning of 20th century this tendency started reducing, when Western-pattern society became more liberal and new young generations didn’t allow their parents to arrange their lives (Ghimire at al. n.pag). This Western liberal pattern of marriage is based on the kind of Western society where law principles are predominant in defining some social acts as acceptable or not. These law fundamentals of the society have reduced a significance of religious rituals in recognition of social acts as legal or not. This means that it’s not enough just to be connect ed with some religious ritual to be considered as married, spouses must to support their promises to each other with the legal act. Besides, the significant feature of marriage is presence of gender roles within it. First of all, it is difficult to argue that marriage is a sort of social institution that requires bringing population growth into society. As far as liberal Western society started to allow people to marry for any reason they want, this caused several social problems. First of all, gender roles within family have changed; there are no special behavioral standards for man and woman anymore, so this caused increase in maternity age among women, because emancipated women put their careers before family (Nock, 14). Another problem of Western liberal social pattern is the allowance of single-sex marriage. This topic is a hot point of discussions within worldwide societies. The conflict’s point is that making society extremely liberal Western countries (Europe, USA) ha ve leveled the basic social foundations of marriage like population growth purposes and moral and religious standard of heterosexual couples.

Initiating Change in the Manufacturing and Distribution Division of Case Study

Initiating Change in the Manufacturing and Distribution Division of PolyProd on page 241-246 in the Cummings & Worley tex - Case Study Example PolyProd is an epitome of failing to upgrade existing information management practices. The Manufacturing and Distribution Division (M & D Div) is in dire need for change initiation. There is a serious gap between the actual thing the company ought to do and what it really does. The M & D Div is riddled with strong opposition to large-scale or externally initiated change. The organization’s headquarter s is characterized by conservatism and unwillingness to change. It is also still wobbling from swift growth that has caused its transformation into universal business center. Lastly, the headquarters suffers from cultural discontinuity. There is extremely high cost of connection between the headquarters and subsidiaries (Cummings & Worley, 2009). The causes of M & D Div’s documentation problems are numerous and intertwined. The top management tried to upgrade documentation quality in the past. The implementation of the change was incomplete leading to the collapse after some early triumph. This happened because the organization’s climate never supported the change. The project social and technical features were not adequately incorporated (Cummings & Worley, 2009). Poor coordination between headquarters and local sites contributed to insufficient organizational climate change. Documentation was also deficient of trained and experienced staff (Cummings & Worley, 2009). Organizational structure and culture played huge role in change implementation failure. The case study is crucial in understanding the complexity of implementing change in large organizations, especially technology-oriented

Did the Expatriate Nurses Training Program enhance staff satisfaction Essay

Did the Expatriate Nurses Training Program enhance staff satisfaction and reduce burnout - Essay Example important to not the reason why the evidence based practice is applicable in hospitals in order to improve the quality of enhancing and care for the satisfaction of nurses in the reduction of burnout. There is a time when the University of Pennsylvania embarked on a research titled Maslach Burnout Inventory where the nurses were analyzed in relation to job related issues such as attitude. A comparison was done on the percentages found on burnout nurses in relation to catheter associated urinary tract infections and surgical site infections. They results showed that there was an increase in the number of burnout nurses in every additional CAUTI while there was an addition of nurse in every two SSIs in relation to 1000 patients. Looking at the numbers from one angle it would be said that it is not a big deal (Beyea & Slattery, 2006). However, reports indicate that the cost of dealing with these cases include $749 to $832 for each case involving CAUTIs. At the same time, it would cost $11,087 to $29,443 for each case involving SSIs. This number can be reduced. In case the number is reduced by 30 percent, it is discovered that there will be prevention of 4,160 cases of infections making it possible for the institution to save $41 million. Evidence based practice otherwise known as EBP is a practice, which is recommended by the medical practitioners in improving the working conditions of the nurses. The main determining factor that makes the practice to be applicable is through integration of various aspects. The first issue involves the opinions indicated by the clinical expertise. This also involves evidence from external scientists (Kim & Mallory, 2014). These aspects are also applicable to caregivers, patients and clients who are on the verger of ensuring that the quality of services being delivered is of high quality. These services are expected to reflect the interest of the entire stakeholders involved in the medical practice. These can be in the form of

The Definition of Marriage Is Relative Essay Example | Topics and Well Written Essays - 750 words

The Definition of Marriage Is Relative - Essay Example In modern Western society this basis for marriage is the most common, but still we cannot exclude the fact of arranged marriages, which were more popular earlier. Recent studies showed that even hundred years ago the most common marriage was the arranged one, when spouses were supposed to be from the same social class, so families usually arranged marriages between their children to combine their capitals. But since the beginning of 20th century this tendency started reducing, when Western-pattern society became more liberal and new young generations didn’t allow their parents to arrange their lives (Ghimire at al. n.pag). This Western liberal pattern of marriage is based on the kind of Western society where law principles are predominant in defining some social acts as acceptable or not. These law fundamentals of the society have reduced a significance of religious rituals in recognition of social acts as legal or not. This means that it’s not enough just to be connect ed with some religious ritual to be considered as married, spouses must to support their promises to each other with the legal act. Besides, the significant feature of marriage is presence of gender roles within it. First of all, it is difficult to argue that marriage is a sort of social institution that requires bringing population growth into society. As far as liberal Western society started to allow people to marry for any reason they want, this caused several social problems. First of all, gender roles within family have changed; there are no special behavioral standards for man and woman anymore, so this caused increase in maternity age among women, because emancipated women put their careers before family (Nock, 14). Another problem of Western liberal social pattern is the allowance of single-sex marriage. This topic is a hot point of discussions within worldwide societies. The conflict’s point is that making society extremely liberal Western countries (Europe, USA) ha ve leveled the basic social foundations of marriage like population growth purposes and moral and religious standard of heterosexual couples.

Did the Expatriate Nurses Training Program enhance staff satisfaction Essay

Did the Expatriate Nurses Training Program enhance staff satisfaction and reduce burnout - Essay Example important to not the reason why the evidence based practice is applicable in hospitals in order to improve the quality of enhancing and care for the satisfaction of nurses in the reduction of burnout. There is a time when the University of Pennsylvania embarked on a research titled Maslach Burnout Inventory where the nurses were analyzed in relation to job related issues such as attitude. A comparison was done on the percentages found on burnout nurses in relation to catheter associated urinary tract infections and surgical site infections. They results showed that there was an increase in the number of burnout nurses in every additional CAUTI while there was an addition of nurse in every two SSIs in relation to 1000 patients. Looking at the numbers from one angle it would be said that it is not a big deal (Beyea & Slattery, 2006). However, reports indicate that the cost of dealing with these cases include $749 to $832 for each case involving CAUTIs. At the same time, it would cost $11,087 to $29,443 for each case involving SSIs. This number can be reduced. In case the number is reduced by 30 percent, it is discovered that there will be prevention of 4,160 cases of infections making it possible for the institution to save $41 million. Evidence based practice otherwise known as EBP is a practice, which is recommended by the medical practitioners in improving the working conditions of the nurses. The main determining factor that makes the practice to be applicable is through integration of various aspects. The first issue involves the opinions indicated by the clinical expertise. This also involves evidence from external scientists (Kim & Mallory, 2014). These aspects are also applicable to caregivers, patients and clients who are on the verger of ensuring that the quality of services being delivered is of high quality. These services are expected to reflect the interest of the entire stakeholders involved in the medical practice. These can be in the form of

Summer of the Gods Essay Example for Free

Summer of the Gods Essay The Butler Act refers to the law prohibiting teachers in Tennessee to teach their students, theories that purport to go against the creation theory as found in the bible. It prohibits teaching of any theory that would allude to the notion that man has gradually evolved from a lower primate. This law passed in January 1925. The passing of this law sparked a lot of controversy pitting more than half of the Christians living in the state of Tennessee against political and civil rights activists. The American Civil Liberties Union (ACLU) had been vehemently opposed to this act and vowed to offer its services in defense of any teachers accused of violating the Butler Act. It is in the bid to accomplish this that ACLU and other civil rights activists placed an advert seeking for a volunteer teacher. John Scopes responded and volunteered to test the act. A case was built out of this on the belief that Scopes had indeed taught against the creation theory to his student in Clark County High School. Scopes with the help of the civil right movements deliberately incriminated himself in the greater mission of bringing to the public limelight the unfairness of this act and how it was a grave violation of a teacher’s freedom. The trial that would follow would see the meeting of great legal minds. One of this was Clarence Darrow,a self proclaimed atheist and William Jennings Bryan, assisting the prosecution at the request of the World Christian Fundamental Association. A look at this trial indicates that Scopes was just being used as pawn in what had become an ideological turf of war as demonstrated by the sort of the high profile personalities it attracted. William Jennings Bryan had been alleged to have been instrumental on drafting the Butler Act in the belief that citizens should have a say in what was taught in schools. Clarence volunteered to join the defense to further use it as a forum to propagate his beliefs and attack the basis of Butler Act especially the foundation of Christian beliefs. The American Civil Liberties Union on the hand was seeking to mount its opposition and challenge the constitutionality of the Butler Act. (Carson 91) Clarence Darrow was highly agonistic and used this trial to attack the fundamental Christians. It is to be noted that the main aim of the trial as projected by ACLU was to defend Scopes by invalidating the Butler Act. However, Clarence Darrow would go ahead and take it to a level where he sought to invalidate Christian teachings, a radical shift and diversion from ACLU key intention. Darrow’s argument in courts and his cross examination of William Jennings Bryan was supposed to be a clear illustration of his stand. In this cross examination and the argument regarding whether the Jonah was swallowed by a big fish or by a whale was supposed to invalidate the bible and hence attack the very foundation of Christianity, diminishing its importance and hence the Creation theory. This trial, as Carson says, was important not only to Darrow and ACLU but even to the rest of the Americans. It sought to embody the characteristically American struggle between liberty and majoritarian democracy (265). Darrow had an intention of throwing a spanner in the already turbulent debate that had dominated the public domain for long; science and religion. The stand of ACLU was that the Butler act was inappropriate and unconstitutional, it impeded on teachers independence and freedom of imparting knowledge to the students. They agreed that teaching of evolution theory did not in any way contradict the teachings in the bible but rather was merely giving a science perspective of the origin of man to students (Carson 89). Darrow’s cross examination of Bryan was meant to cast a doubt to Bryan’s convictions in the biblical teachings. Bryan was fronting an argument that Butler Act was but a well meaning effort by the legislature to have a say in the curriculum that students were exposed to. Clarence Darrow was maintaining that the arguments given by the prosecution were invalid. He saw the Butler Act as an unconstitutional strategy by the legislature to promote the views of one religious group over others. Butler Act had outlawed any teaching that was contrary to the biblical teachings. The Scopes trial brought a lot of attention to the issues of evolution and biblical teachings. It is this trial that would ignite and spark a far reaching debate wishing to delink religious views from science. The defense was trying to argue that Scopes was trying to teach the various perspectives of the origin of man and not seeking to contradict biblical teachings. It was been by Christian fundamentalists as a wider war on culture. Teaching of evolution theory was seen as way of putting into disrepute the biblical teachings. Most religious groups have come to note that this debate is inevitable and have demanded that evolution theory be taught as one of the many theories of the origin of mankind but not be taught as a scientific fact. Works cited Edward J. Larson. Summer for the Gods: The Scopes Trial and America’s Continuing Debate over Science and Religion. Basic Books New York, NY, 1997, 99-269

The Effects of International Business Strategy in emerging Markets

The Effects of International Business Strategy in emerging Markets The increase in the continuous growth of the emerging markets, in particular the four major countries Brazil, China, India, and Russia, are the largest emerging markets (LEMs) which face challenges and offers immense opportunities to the international business growth however in the recent times it has shown an increasingly fierce competitiveness internationally of these economies now pose a challenge for the economies of the world. The challenges are evident in the form of increase in the commodity prices, rising food cost, growing outward investment and acquisition the largest emerging markets firms, with its direct impact on insecurity in jobs and growing inequality of income in developed and developing nations hence creating a need for restructuring the international institutions to reflect the shifting balance of economic power in the world economy. The growing recession in the west and the reliance on selective protectionism on a rise are impacting the prospects of the emerging economies of the world. Theoretical aspect This is research aims at formulating the scope of the international strategy by analysing the current situation of the economys and the theories applied by different theorist on the emerging nation in the past taking into consideration the degree of their effectiveness into account and postulating new perspective and dimension to it. The analysis of the early phase of the market emergence, Institutional theory helps in comprehending the impact on the enterprise strategies this is due to the strong influence of the government in the emerging economys to that of developed economies . the role of institutional theory is reviewed in context to the other theories and their interactions in understanding the the emerged and the developed market economies. Institutional theory This theory emphasizes on the influence of surrounding system organisation that shapes the social and organisational behaviour(scott 1995). The important role of an institution in a economy is to reduce information and transaction cost by building a a stable structure to facilitate interaction bye reducing uncertainty .Suhomlinova (1999) found that government institutions influence had a negative impact on Russian enter-prise reform, Lau (1998) suggested that political and market pressures were the institutional constraints faced by chief execu-tives in Chinese enterprise hence this theory would help in assessing the social barrier and interference pattern in the emerging market economy. Transaction cost in emerging economies Transaction cost economics studies the firm-environment interface through a contractual or ex-change-based approach (Williamson, 1975). This aspect plays an integral part as the rational governance choice requires a trade-off, at the margin, between the transaction costs associated with the market mode, a firms need for control, and the governance costs of hierarchy which in most of the emerging economies is high hence Choi, Lee, and Kim (1999) hypothesized that measurement and enforcement are two critically important transaction costs in emerging economies. In a country where the price system does not accurately provide signals for efficient resource allocation, measurement costs should be high. Similarly, in a country where official discretion rather than the rule of law defines property rights, enforcement costs will be high (La Porta, Lopez-de-Silanes, Shlei-fer, Vishny, 1997). This aspect has a important role to play in the emerging economies for international business. Resource based perspective The resource based view has argued on a primary concern, why do firms differ and how they achieve and sustain competitive advantage. Penrose (1959) argued that heterogeneous capabilities give each firm its unique character and are the essence of competitive advantage. This is another dimension for the research as to how do we strategize and enter the makets of these emerging economies Empirical analysis Research on strategy in this field of emerging economies is difficult on several grounds as the theory postulated for the developed economies may not apply for the emerging economies, with the empirical hence researchers do find it difficulty in data collection sampling measuring the variable for example the firms performance with the variety of variable changing. The combination of quantitative and qualitative method is the most reliable and relevant method of data collection and analysis. Sampling and data collection Sampling approach has to be innovative pertaining to the changing economies for example the general data source like telephone directory could become outdated rapidly. The data which may be generally collected from a company may not necessarily be consistent witht he data possessed by the government authority hence there requires a collaboration of different studies to analyse and find the right method for data collection as questionnaire, surveys are dependent on the postal service. Collaborative projects with local researchers using face-to-face interviews may be a key means of gaining access to data sources (Lee Miller, 1999). Henderson and Cock-burn (1994) used quantitative questionnaires, qual-itative interviews, and multiple informants to increase the validity and reliability of their measures of organizational competence, variable measurement do pose a number of problems that present a difficulty in strategy research in emerging economies. Mixed methodology In assessing the empirical aspect relating to the research of the growth and the different attributes to international business in emerging countries, the approach to it has to be on broader perspective hence it requires a collaboration of quantitative which primarily deals with the numeric data collection converting it into statistical form and then evaluating it to derive result and the qualitative measure of analysis which aims at understanding the meaning exploring it further by means of case study , questionnaire surveys to and then analyse the response, both method in proper coordination would provide the insight in understanding the complexity of the emerging market and the factor effecting international business. Conclusion The areas of research is focussed to the (BRIC) nations Brazil Russia India China with downfall of the economy which is at the brinks of pulling itself out of recession the key to overcome lies with this countries hence the objective of the research is to evaluate the current aspects of International business strategy applied to these emerging economies.

Passiflora :: Botany

Passiflora The species of the genus Passiflora sp. are perennial, shallow rooted, woody vines that climb by means of tendrils (2). Many species are native to South America, primarily southern Brazil through Paraguay to northern Argentina; whereas others are of Old World origin. The Passionfruit, as this genus is commonly called, is not named as one might suppose, for some type of aphrodisiac property. Rather, the plants were given this name by early missionaries in South America on the basis that the flower resembles the different elements of Christ's crucifixion: the crown of thorns (corona); the five wounds (the five anthers); the nails of the cross (divisions of the pistil); the whips and cords (the tendril on the vine); and the spear (leaf). (2) Passionfruit yields fruit that is both sweet and tart in flavor with a light tropical fragrance. (1) It has been a popular food of the people in the Rainforests for many years, and has recently become popular in the United States and other developed countries where it is not native (4). Although there are in excess of 300 species of Passiflora, many of which produce edible fruit, there are only two species that are cultivated for industry-- P. edulis Sims and P. quadrangularis L. P. edulis has two recognized forms. The normal form is f. edulis, better known as the purple passionfruit. The purple passionfruit is slightly egg shaped, ranging in size from 1 1/2 to 2 1/2 inches in diameter that displays a characteristic purple shade when ripe (2). The yellow passionfruit displays a deep yellow shade when ripe and has an unknown origin. Speculations are that it may have been a mutation from the purple passionfruit or perhaps a hybrid between P. edulis and P. ligularis. There is a described variety of P. edulis in Australia that has a natural range of either purple or yellow fruits, leaving the chance that the yellow variety may have been a mutation from a variety such as that found in Australia (3). Common properties of the Passiflora sp. are an ovoid to nearly round shape. The rind is a tough waxy structure ranging from 1/8 to 1/4 of an inch thick. Inside the rind is a cavity with double-walled sacs, containing an orange-colored, pulpy juice as well as up to 250 very small dark brown to black edible seeds. Common growing environments include light to heavy sandy loams of medium texture at a pH of 6.

Benefits of strategic management Essay -- essays research papers fc

â€Å"Research has revealed that organisations that engage in strategic management generally out-perform those that do not† The connotation of the ancient Greek word â€Å"strategos†, in its various grammatical forms, implies meaning of skilful manoeuvouring leading to achieving a highly crucial position or attaining a desired end. Commonly associated with the military operations, strategies aim at methodical out-performance of adversaries. Analogically, application of deliberate strategies in the business management context suggests combination of activities directed at becoming superior to business opponents. Hence, it can be assumed that engaging in these activities will produce better business results than not doing so. This essay attempts to provide evidence to support the opening statement. It firstly reviews the purpose of managerial activities from the historic perspective. It, then discusses the impact of strategic management process components on organisational performance and finally describes benefits of strategic thinking and strategic integration. The analysis concentrates on matching the theoretical principles of strategic management with the pragmatic business examples. For the purpose of this discussion, out-performance has been defined as surviving on the existing or successful entering the new market. Although definitions of management range from very simple statements, like the one of Frederick Taylor – â€Å"knowing exactly what you want people to do and then seeing that they do it in the best and cheapest way† (Taylor, 1903, p. 21) to complex postulates listing managerial activities and objectives (Davidson & Griffin, 2003, p. 5), their common denominator points to a set of deliberate actions to achieve organisational efficiency – â€Å"using resources wisely† (Davidson & Griffin, 2003, p. 7) and effectiveness – â€Å"making the right decisions† (Davidson & Griffin, 2003, p. 7). Accompanied by a large volume of the theoretical work, management practice, can therefore be broadly described as a constant search for the optimal performance methodologies. Thus, from the historical point of view, it can be proposed that strategic management is a twentieth century form of the management discipline that emerged as a result of the evolution process necessitated by the changes in the organisational internal and external environment. The environmental chang... ...siness Policy†, Prentice & Hall, New Jersey. Wooldridge, A. (1999), â€Å"The world in your pocket†, The Economist, 353, 8140, supplement 1-26. In Davidson, P. & Griffin, R. W. (2003), â€Å"Management: An Australasian Perspective†, John Wiley & Sons Australia, LTD, Milton. BIBLIOGRAPHY Bartol, K.,Martin, D., Tein, M. & Matthews, G. (1998), â€Å"Management: A Pacific Rim Focus†, The McGraw-Hill Australia, Roseville. Connor, T. (2002), â€Å"The resource-based view of strategy and its value to practising managers†, Strategic Change, Sep-Oct, pp. 307 – 316. Davidson, P. & Griffin, R. W. (2003), â€Å"Management: An Australasian Perspective†, John Wiley & Sons Australia, LTD, Milton. Graetz, F., Rimmer, M., Lawrence, A. & Smith, A. (2002), â€Å"Managing organisational change†, John Wiley & Sons, Milton. Hubbard, G. (2000), â€Å"Strategic Management: Thinking, Analysis and Action†, Prentice Hall, Frenchs Forest. Powell, T. C. (2001), â€Å"Competitive Advantage: Logical and Philosophical Considerations†, Strategic Management Journal, Vol. 22, pp. 875 – 888. Wheelen, T. L. & Hunger, D. J. (2004), â€Å"Strategic Management and Business Policy†, Prentice & Hall, New Jersey.

Developing Yourself as an Effective Human Resources Practitioner Essay

Introduction This report will be divided in 2 activities, first, a brief description of the CIPD Professional Map, which will help us have a better understanding of the knowledge, skills and behaviours required to be an effective practitioner. The second activity will specify how an HR practitioner can ensure the services they provide are timely and effective. Activity 1 – Brief summary of CIPD Human Resources Professional Map The CPID Professional Map it’s a tool developed to help HR professionals understand what they need to know and do in each level of their careers. The Map is presented to us divided in 4 main sections: It begins with the Core professional Areas – These 2 areas are the center of the map and relevant for all no matter what level or position you work in HR, and they are: Insights, Strategy and Solutions – This professional area underpins the direction of the profession as an applied business discipline. This area also allows HR Professionals, to develop actionable insights and deliver situational HR solutions. Leading HR – This professional area focuses on HR Professionals that are active and insight-led and are actively leading others who own, shape and driving the organization. They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. Then it describes the Specialist Professional Areas – the 8 specialist professional areas identify what you need to Know and to do, in each of the 4 bands. These are Organisational design, Organisational development, Resourcing and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations and finally Service delivery and Information, one of the areas I’m most interested, here we have to ensure that Hr services and information are delivered effectively, efficiently and timely and data is manage in a professional manner. To become effective there are 8 behaviours, these behaviours describe how an HR professional should carry out for their successful accomplishment and they are: 1. Curious – interested, willingness to learn and to develop, growing within an organization 2. Decisive thinker – uses information to make defendable decisions 3. Skilled influencer – ability to persuade in order to gain the necessary support 4. Personally credible – builds a reputation of professionalism at all times adding value to the organisation 5. Collaborative – team work, able to work with people of all levels 6. Driven to deliver – determination to get the job done using all resources to deliver the best result 7. Courage to challenge – confident to speak up, challenging others even in unfamiliar circumstances 8. Role model – impartial, straightforward, leads by example. There are also 4 bands that defines what professionals need to do to progress through the bands in order to develop their careers. Going from band 1 which reflect the people carrying out administrative and support activities up to the requirements needed in people in leading roles who make decisions and are responsible for the development of HR strategy. My role in HR Unfortunately for the time being I’m not working in HR but having a background of HR Administrator I would have to chose Service delivery and information as the professional area that best reflects my experience. I have placed myself at Band 1(or even before that), despite my short experience working in HR I developed interest in that particular area and would like to proceed my career in that direction. Considering Band 1 the activities and knowledge specified within this role would be: Activities Provide the relevant information and advice to managers and employees Keep accurate records of case history Delivery service excellence, customer care even through times of change Knowledge Be able to handle, escalate and resolve problems and complaints Manage employees lifecycle and other needs Know how to use HRIS and produce data reports Activity 2 – With reference to your own (or other identified) HR role, outline how an HR practitioner should ensure the services they provide are timely and effective Customer needs and their requirements of HR Understanding customers needs is essential for an HR professional if we what to deliver an effective service. Some of HR customers can be Managers requiring absence reports, company policies or support with employee relations. Employees who might request information regarding their holidays, salary or the terms of their contracts. Even Job candidates are HR customers, needing assistance with an application for an open vacancy. Not always is easy for HR practitioners to ensure that the services they provide will be timely and effective. Different customers can have different needs at the same time and if it conflicts with our workload we need to prioritize the tasks that have to be dealt with. Payroll normally is something that comes as a priority for customers. This kind of issues will be prioritized and handled in a timely manner in order to guarantee an efficient service and customer satisfaction. Who requested? When was requested? Are questions that need to be taken into account when you are planning your daily schedule. Communication methods When we talk about communication one of the most important things we always want to insure is that the message that is being sent is received and understood. Here are 3 examples of communications methods: Email – with email we can communicate with everyone in the company. It’s an easy tool to use, quickly and you can reach a lot of people at the same time, and you can always keep evidence of what was discussed. However it has some disadvantages can be sent by mistake to the wrong person (breaching dpa) and the receiver might understand something that was not supposed to be  the message sent. Telephone – It’s the most direct and quick method from where we can get immediate answers. The disadvantage is that if the conversations are not recorded there will be no evidence of the communication. Intranet – The intranet is increasingly becoming a privileged method of communication. It contains important information available to all staff. Normally is updated on a regular basis with the latest news, relevant information, organizational changes etc. The advantage is that not all employees reed what is posted. Effective service delivery To deliver effective service it’s crucial that you build and maintain relationships with all of your customers (managers, employees, finance). Keep your promises, expectations have to be met, if you compromise yourself with something your customers will be expecting that from you. This will build a trusty relationship and will build up their confidence in your service. When handling problems, complaints or difficulties make sure the issue is addressed to the right person or that it is your place to solve it. I believe the best way to approach these situations, is to first of all, identify the problem and the point of view of all parties, be sympathetic and come up with options to solve these problems. If it can’t be solved immediately give them a time frame and keep them updated of further developments. Customers need to know that something is being done with the complaint they presented. One of the factors in providing effective service that needs to be taken into account is company budget, every outlay has to be considered in your budget since stationary, Hr systems, training etc. If the company is thinking of acquire a new HR system the budget will be taken into consideration. As HR practitioners we need to provide the best on budget option. Where can money be saved? Can we economize time with this new tool? We have to try to find a new system that could allows us to incorporate multiple tools in one, for instance a new HR System that also enables us to have payroll and appraisal system. This could help the  company save resources such as time and money, making easier for HR to deliver an Effective service. To conclude we can say that throughout this report we were able to identify the 8 specialist professional areas in which we can develop our HR career and the necessary behaviours to be successful in it. Reflecting on my own experience or what I believe it’s effective we went through the different methods of communication available to you as an HR practitioner and how to handle your customer’s complaints and difficulties, always guarantying an effective service delivery. References: www.cipd.com.uk http://www.cipd.co.uk/cipd-hr-profession/profession-map/ http://www.cipd.co.uk/cipd-hr-profession/profession-map/professional-areas/service-delivery-information.aspx http://www.cipd.co.uk/community/freesummaries/whatismeantbycustomerservice.htm http://www.cipd.co.uk/hr-resources/factsheets/employee-communication.aspx