Corporate finance Assignment Example | Topics and Well Written Essays - 2750 words

Corporate finance - Assignment Example Stock market index is considered as one of the important economic indicators for the government to watch and formulate its economic policies and strategies to appropriately deal with the economic situation in a country. The benefits of capital markets in a country are multifarious. The capital markets play an important role in capital formation of the country which is essential for the governments’ plans with regard to investment in various sectors of the economy for a balanced economic growth. The governments are not in a position to effectively intervene in the economic process of the nations due to ever-increasing proportion of non-plan expenditure in the budgets. Government spending is very important for generating employment when there is slowdown in economy, to prevent recession. Therefore, the diminishing proportion of funds allocated to plan expenditure by the government should be compensated by private investment through stock markets for maintaining the pace of economic growth. Due to inefficiency of the public sector undertakings and their poor contribution to the economic development in spite of heavy investments made in these undertakings in countries like China and India there has been perceptible shift in policy making by the governments. Most of the public sector undertakings have been privatized by selling their shares in the open market by listing these companies in the stock exchanges by these governments. It has also been noticed that these undertakings’ performances have increased significantly after privatization. These companies are now competing with private companies and are able to mobilize funds for their expansion through the stock markets. This has reduced the financial burden of the respective governments considerably. The stock markets play a crucial role in developing the savings habit of the people. The stock markets are responsible to a considerable extent for entrepreneurial development

A close focus on act III of The Crucible Essay Example for Free

A close focus on act III of The Crucible Essay The play, The crucible, shows how people react to mass hysteria caused by a group of people, as people did during the McCarthy hearings in the 1950s. The House un-American activities committee searched for communist sympathisers because they were felt to be a threat to the state. Many Americans were wrongly accused of being communist sympathisers and were convicted and sentenced without any real evidence of them having committed a crime. Mere suspicion was classed as evidence. And like the during the witch hunts, anyone who spoke out was accused which made defending yourself a death wish. This is how McCarthyism was linked with the witch-hunts that had taken place in Salem, Massachusetts in 1692. The title of the play describes exactly what was happening at the time of the witch-hunts. A crucible is a container in which metals are heated to extracted the pure element from impurities, and crucible is another word for a cauldron that witches use to brew their magic potions in. So the word crucible could metaphorically be used to explain how the activities in Salem were like a potion brewing in a cauldron with the potion being mixed to separate the witches (impurities) from the good, god-loving citizens (element). The opening scene of the play shows the girls dancing in the woods around a cauldron, they are spotted by Parris who also sees that one of them is naked.  The people of Salem were Puritans and so dancing was perceived as a sin.  The morning after the dancing, two of the youngest girls cannot wake from bed. A doctor is called to help the girls but he cannot diagnose what is wrong with them or how they can be helped, His only advice is to look to the unnatural. The girls do not confess to their activities until Parris confronts them. Abigail says all that they did was dance and strongly denies that any of them were naked, Uncle, we did dance. There is nothin more. I swear it, uncle. Mrs Putnam, the mother of the other ill child, believes that her daughter Ruth and Parriss daughter Bettys illnesses are caused by the devil. Parris calls for Hale who is an expert on demonic arts  Parris is the minister of the Village, much to the Putnams dismay. Mr Putnams brother was in competition with Parris for the position of minister and so the Putnams have a grudge against not only Parris, but the Nurse family who prevented him from being minister and many of there neighbours for various reasons. Especially with Giles Corey who has worked out that the Putnams will do anything to get their hands on other peoples land, This man is killing his neighbours for their land! John Proctor also has a grudge against Parris. Hale arrives in Salem, He is a confident and well education young man who believes he has all the answers. As he is examining Betty Giles Corey distracts him by asking him questions about his wife. Giles says that his wife reads strange books whilst they are in bed and while she is reading, he cannot pray. Hale carries on trying to help Betty with little effect. Parris tells Hale that he thinks he saw a kettle in the grass with the girls in the wood with something moving inside it. Hale questions Abigail but she denies that she drank blood and called the devil. Abigail then realises that if the truth is found out she will get in a lot of trouble and so she passes the blame onto Tituba, Parriss black slave, by saying that Tituba forced her to drink blood and even blames her wicked dreams on the slave. Tituba confesses to save herself from being hung. She mentions four peoples names that she supposedly saw with the devil. Abigail mentions more and more names and then the rest of the girls join in, mentioning the names of anyone they hate, have a grudge against or just dislike. As the girls cried out more names, the hysteria began to grow.  By accusing others of witchcraft they are diverting attention away from their original misdemeanours. We can see that the Proctors relationship is not very strong, they make petty small talk over dinner and dont appear to be happy together. One reason for this may be that Elizabeth has not forgiven John for having an affair with Abigail whilst she was ill.  Whilst Mary was at court with the other girls where people were being tried for witchcraft she made a poppet for Elizabeth. Abigail was sitting next to Mary whilst she made it. By now 39 women had been arrested and Goody Osborn was sentenced to hanging.  Mary, who had always been a very shy, timid girl was now becoming very easily led along by Abigail and just as confused between fact and fantasy as the other girls and. This is apparent when she tells the Proctors that Sarah Good had confessed to having made contact with Lucifer, and that Sarah Goods spirit tried to choke her in the courtroom. Mary then speaks of even more fantasy when she says that terrible stomach pains had been inflicted upon her when she had turned the old woman away whilst she was begging. Mary also accused the old woman of mumbling a spell to her, but Sarah Good claimed it was not a spell, it were her commandments. The court asked her to repeat the commandments, but she could not.

Compensation And Benefit Strategies For Current Generation Workforce Business Essay

Compensation And Benefit Strategies For Current Generation Workforce Business Essay Compensation and benefits is one of the many functions of human resource management. Compensation plans have not always been considered a strategic business initiative. However, with the effects they have on recruiting, retaining and motivating people compensation design is a critical element to achieving success. Introduction: Employees are the most valuable assets of any organization. The main purpose of human resource management (HRM) is to manage the development and performance of people employed in an organization. Some of the important tasks of HRM include attracting and retaining employees with the right skills and abilities, match people to the right positions within an organization and to align employees goals and objectives with that of the organizations. All these key tasks are directly or indirectly affected by compensation and benefits plan which the human resource management decides. Compensation and benefits redefines value and success in any workplace. An efficient compensation and benefits strategy is seen as an opportunity by organisations to differentiate themself from their competitors, who may otherwise take away talented workforce. Hence, organisations need to know the evolving needs of the working population to make sure they offer the most competitive package. This paper adopts a general approach which may be relevant to number of different organizations or industries and discusses how the new generation workforce is making an impact and forcing organizations to change their traditional compensation strategies. This paper also examines how companies located in different sectors and countries look at compensation and benefits aspect of human resource management, to attract and retain their highly qualified staff. Finally the paper summarizes and analyses few articles related to HR practices in compensation and benefits, and see if they fit into organizations seeking best practice. Compensation and benefit strategies for current generation workforce: Compensation is a major driver in the success of any organization and it is also true that it is one of the highest expenses for an organization. Therefore, compensation is always under heavy scrutiny by the top executives of a company. Compensation is not only carefully analysed by the management, but also analysed by employees and prospective employees. If properly executed, effective compensation design can improve organizational effectiveness, support human capital requirements of the organization, and motivate the employees to achieve key corporate strategic and financial goals (Ellig, B. R. 2007). Effective compensation and benefits strategy is no easy task, especially with the large organizations and ever-changing demands of the workforce. To construct the most attractive compensation and benefits package, organizations must now tackle the fundamental landscape change in workforce requirements and demands. Employees born in the 60s and 70s (generation X) have ceded place to a new generation of workers (generation Y). A flexible approach to compensation and benefits is now required to satisfy the different priorities of these generations. Planning for the future has long been the motto governing Generation Xs approach to their careers and so, traditionally, generous pension provision has been the key to attracting workers. But for Generation Y, priorities have changed. For instance, in a research conducted last year, just 4% of 16-24 year olds were attracted to their employer because of their pension contribution, compared to 17% of 45-54 year olds (HR magazine, March 2011). Certainly, younger workers are increasingly questioning the customs and traditions of the workplace and now pension plans, previously synonymous wi th security, are considered unstable. In present day environment, employees have become much more educated on the possibilities available to them with sources like online salary calculators, industry chat rooms and so on (Schneider, B., Paul, K. B. 2011). Employees now know more about current market pay levels, new opportunities and how to successfully negotiate compensation packages. Keeping these changes in mind organizations include many other noncash components to the potential cash components to come up with a fair, competitive and an attractive compensation program (Schneider, B., Paul, K. B. 2011). Employee benefits are indirect forms of compensation provided by the organizations to their workforce as part of an employment relationship. To compete for quality employees in todays marketplace, employers must do more than offer a fair salary. Employees also look forward for a good benefits package; in fact employees have grown accustomed to generous benefits programs, and join an organization expecting them. Employee benefits exist in organizations all around the world and the levels and range of these benefits vary between countries. Some of the benefits companies offer can be like company accommodation, company provided vehicles, health insurance, retirement benefits, easy loans and so on. Compensation and Benefit strategies used in organisations: As per Kevin OConnell, there are three primary components in a strategic compensation plan. First, building a solid foundation for the plan to understand the business strategy is required. Where the company is now and where is it heading to in the future, what are its short term and long term goals. This will provide the necessary information needed to construct a solid framework for the design of a compensation plan. Second, understanding organizational capabilities and how the role of compensation plays a key role to achieve organizational goals is critical. This will provide an excellent understanding of what positions are the most critical to a companys future success and the various compensation options available to motivate employees to achieve this success. Third, aligning compensation with human capital management initiatives will help develop a plan that allows the company to successfully recruit and retain employees (OConnell, K. 2007). We will see how different organizations have overcome significant business challenges by re-evaluating and strategically designing new compensation plans. By finding the right balance between organizational goals and employee needs, compensation plans can play a strategic role in the success of a business. Jamba Juice case: Jamba juice was founded in 1990. It is a leader in blended-to-order fruit smoothies and fruit juices. (Source: http://www.jambajuice.com/) Since its inception, it found employee retention as a major problem. It was located in San Francisco bay area and therefore the employees had more options with other employers situated there. A lot of these employers were technology based and offered more generous financial benefits than the food retailer. To tackle this problem, Jamba Juice introduced a compensation plan, called J.U.I.C.E plan which allows the general manager to receive a percentage of stores cash flow depending on their businesss final performance. It allows manages a share in the profits over a period of three years. When the general managers increase the year-to-year sales, money accrues in a retention account, which is payable only in three year cycles. This retention account not only provides short term retention benefits, but also incentives to stay with Jamba. Also, execut ives at managerial positions are offered stock options. And, when assistant managers are promoted, their general managers also receive a cash award of $ 1000 for their development efforts. In a highly competitive industry Jamba was able to successfully reduce turnover. (Mellow Jeffrey, 2011) The MAERSK way: MAERSK not only rewards absolute performance but also focuses significantly on performance relative to peers, says Alex Penvern, Global Head of Group Compensation, Rewards and Executive HR. This had not always been the case. Less than five years ago, rewards in the company were characterised by confidential bonuses, awarded with very little transparency. One of Penverns first challenges when he joined MAERSK in 2008 was to create a scalable, measurable and quantifiable compensation and benefits structure that was understandable and could, over time, be rolled out uniformly across the organisation (Source: http://www.maersk.com/Pages/default.aspx). He spoke to CEOs of each business within the group and focused on the executive compensation structure that focussed on relative distribution. During these conversations he discussed range of different performance criteria, happening in annual sessions which were a part of the performance management cycle. The outcome was a relative performance distribution of the companys most successful and less effective performers. The company believes that our people are motivated by this constant striving to do even better, says Penvern. You can never rest on your laurels or spend too long patting yourself on the back, because you know how hard everyone else is running. We want people who thrive in this atmosphere. This is brought in practice and reinforced by a carefully considered distribution of rewards to the highest performers. Since the introduction of the pay-for-performance scheme, fewer very high performers are securing a significantly larger share of the bonus on offer. The highest performers receive nearly double the bonus opportunity that they did few years back but to earn that bonus they need to keep up or stay ahead of their peers or market. While Penvern discusses the value the company creates in this performance culture, he believes that the transparency of its bonus system is just as important. The lesson is clear. Company has to build employee engagement and drive performance both by having a clear and transparent compensation scheme that links pay and performance and by communicating this consistently in order to reinforce and reinstate the belief that pay and performance are linked. Design and Engineering group in Delaware: A small to medium design and engineering group in Delaware, employs engineers and designers, most of them who are in their 30s. Most of the employees were the primary wage earners in their families and have several dependents. This company pays wages that are slightly lower than those of its competitors, but it offers a fully paid insurance program that includes health, pharmacy, dental and eye care coverage for employees and their dependents. By meeting the employees benefit needs the company enjoys very low employee turnover (McConnell, J. 2003 Pg. 235). Mississippi garment manufacturer: A garment manufacturer in Mississippi pays on a piecework basis. Most piecework plans in garments factory in general must guarantee pay equal to at least the legal minimum wage. In this specific company, new employees receive an hourly wage until they have acquired the skills required to meet performance standards. Then the manufacturer pays them on the basis of the number of pieces they produce in an hour. The company has designed its compensation approach to retain good employees i.e. those who are good performers (McConnell, J. 2003 Pg. 232). Conclusion: Compensation whether in the form of salary or benefits is a key element in both attracting and retaining employees. With careful and logical thinking companies should design a program that will significantly contribute to obtaining and retaining the type of employers who perform best for that company. Compensation professionals play a critical role in enabling organizations to execute their business strategy. The examples in this paper demonstrate how organizations have overcome significant business challenges by redesigning their compensation plans as seen in Jamba and MAERSK. We also have seen how a small company like the garment manufacturer in Mississippi use compensation package to retain highly performing people and do away with low performing people. Some companies like the one in Delaware uses non monetary benefits to keep their workforce happy and content. Compensation and benefits have a negative effect on the company if not properly managed. Collapses of big companies like Enron and Global crossing are examples. These are direct results of managerial behaviour aimed at short term profit maximization. That behaviour is in turn a result of the executive pay structure that measure and reward performance based short-term financial results. Compensation experts need to be at the focal point where strategy, organizational effectiveness and human capital management congregate. They need to have a clear understanding of the business and organizational issues as well as the future direction of the company. Strategic compensation and benefits design is not a sound bite to impress management. Its the process behind compensation plan design that links and binds strategy, organization effectiveness and human capital together. By balancing organizational, employee and business needs with a companys financial and strategic goals it is possible to develop the right compensation strategy to motivate, reward and sustain high levels of performance. By finding this balance, a company can effectively use compensation to execute and achieve desired business results.

Does Delegated Legislation Represent a Threat to the Democratic Process

Delegated legislation is the power delegated by Parliament to some person or body to make law. The Act of Parliament that enacts a valid piece of delegated legislation, and the latter itself, both have the same legal force and effect. Parliament retains general control over the procedure for enacting such law. There are various types of delegated legislation. Orders in Council, Statutory Instruments, Bye-laws, Court Rule Committees, Professional regulations. It is essential to focus on the facts that specific controls have been established to oversee an unjust or inapplicable delegated legislation. Apart from the parliamentary control of the Join Select Committee on Statutory Instruments, Courts can also challenge ultra vires provisions through judicial review. Due to the complex nature of the delegated legislation, there are contradicting opinions about its democratic –or not- characteristics. Some people argue that as long as there is some control over delegated legislation not only by Parliament by more importantly by judiciary, this kind of legislation doesn’t seem to threaten the democratic process. In fact, given the pressure and waste of time on debating, it is more beneficial for the government to spend its precious time in a thorough consideration of the principles of the enabling Act, leaving the appropriate minister or body to establish the working details. The time saving and the fact that particular problems are faced swiftly from the minister or body overview ...

Patients With Knee Osteoarthritis Health And Social Care Essay

The chief aim in this survey was to mensurate the quality of life ( QOL ) among the patients with diagnostic articulatio genus degenerative arthritis ( OA ) who go toing authorities primary wellness attention clinic. Other than that, this survey besides would wish to happen out the association between socio-demographic and medical position of patients with knee OA and their quality of life. The survey aims should be specific, mensurable, accurate, dependable and seasonableness. In this survey, the aims were mentioned that the QOL is being measured specifically on patients with a certain type of arthritis. The QOL was measured by utilizing 36SF which had been validated in old survey ( Kosinski, 1999 ) . The survey was able to carry on from1st September 2003 boulder clay 30th April 2004. Therefore, this survey aims were suitably defined.3. Theory usedThere is no theory been mentioned in the survey. In this survey, the writers may utilize the quality of life theory. The theory is based on development towards felicity. In other words is, it is the ‘true being ‘ on the construct of human demands. The theory explains that if worlds take more duty for their ain life, they implement the good qualities into usage ; they will go free, happy, powerful and healthy. This is besides known as Maslow ‘s construct of self-actualization. It plays an of import map in mod ern medical specialty particularly in understanding the personal development holding chronic diseases..4. HypothesisIn this survey, there was no mentioning of any hypothesis. However, the void hypothesis that can be suggested is that ‘Patient with articulatio genus OA go toing authorities primary wellness attention clinic has good quality of life in both physical and mental constituent ‘ , wheares the alternate hypothesis could be written as ‘Patient with articulatio genus OA go toing authorities primary wellness attention clinic has hapless quality of life in both physical and mental constituent ‘ .5. Research designThis correlational design cross-sectional survey which was carried out from the 1st September 2003 boulder clay 30th April 2004. This survey qualifies as correlational because the informations collected provide themselves merely to readings about the grade of QOL to which the variables are related to each other. It would merely state us that ther e is a relationship between the OA conditions with HRQOT.6. Sampling methodThe sampling method used was claimed as cosmopolitan sampling, in which all patients with symptoms of articulatio genus OA who attended two different authorities wellness clinics in Hulu Langat, Selangor, Malaysia were taken as sample. In position of the little graduated table survey which merely involved two authorities clinics, the entire patient with OA is besides little. To make a random trying would non be contributing in this instance.7. SampleThrough out the eight months of informations aggregation, merely 213 patients with OA were been registered. The inclusion standards that was laid out – in which all 50 old ages old and above patients that were sing the outpatient authorities wellness clinic, would be the participants. However, the exclusions standards was besides laid that those who were illiterate, who were unable to reply the questionnaire, who needed infirmary admittance, and those who n eeded or those with stationariness or abnormalcy of the lower limb. With the inclusion and exclusion standards, the survey managed to hold 151 participants finishing the questionnaire. In this survey, there was no adverting on how the minimal sample size computation was done. However, for the 1s that were unable to gauge that correlativity, the research workers may be able to utilize a simple comparing of the two proportions as a trial for the footing of gauging the sample size. Using PASS 2000 package, the computation of sample size is- if the proportions of the 2 groups in this survey were expected to be 0.20 and 0.35 ( ? = .05 ; & A ; szlig ; = .20 [ 80 % power ] ) , the minimal sample size of 275 participants is needed ( Delucchi, 2004 ) .8. Technique of informations aggregationTechniques in data-collection allow consistently aggregation of information about objects of survey and the scenes which they occur. In this survey, informations on the medical features and socio-demograp hic of the participants were recorded but did non mentioned where they were recorded. The SF-36 signifier Malay linguistic communication version was either self-administered by the participants or being led face-to-face by an interviewer. Any respondents by household members or friends to the SF-36 signifier were non entertained. It participants unable to understand the questionnaire, the research worker would merely re-read the inquiries. The participants would reply the inquiry harmonizing to their apprehension. Administering written questionnaire is a less expensive informations aggregation technique and it can cut down prejudices due to give voicing inquiry otherwise by different respondents. It gives namelessness to the respondents and permits more honorable response. However, inquiries may be misunderstood by the respondents and every bit mentioned in the survey merely the literates were chosen as participants.9. Measure/instrumentsIn this survey, SF-36 was used to mensurate t he HRQOL. It is a 36-item instrument designed to measure basic wellness constructs. It is relevant to be used across disease, age and intervention groups. It has been validated and a dependable generic instrument that has been used comprehensively to mensurate HRQOL. The Malay version of SF-36 had been translated and validated. It was used in the Malayan National Quality of Life Survey 2000. It measured eight spheres which consisted of physical operation ( PF ) , role-physical ( RP ) , bodily hurting ( BP ) , general wellness ( GH ) , vitality/energy ( VT ) , societal operation ( SF ) , function emotional ( RE ) and mental wellness ( MH ) . The tonss on each sphere ranged from 0 ( lower limit ) to 100 ( upper limit ) . The higher the tonss, indicates the wellness constituents to be better. Since this instruments has been validated and been used in assorted surveies, it is appropriate to utilize it in this survey.10. FindingssThe survey showed that taken as a whole mean tonss were su pra 50.00 in all facets of QOL. There was comparatively lower mark in the spheres related to the physical wellness position as compared to the mental wellness position. The research workers besides run other analysis with the available informations and found that: a. a important negative correlativity between PF and age b. the males had better mark in bulk of the QOL facets, peculiarly in the PF c. patients with no formal instruction scored better in mental wellness constituent particularly in VT and RE. d. patients with co-morbidities shown to hit less than those without co-morbidity in most of the QOL domains particularly in SF. e. The continuance of articulatio genus hurting is negatively correlated with all the QOL facets except RE, and it besides showed to be significantly negative correlated with the RP sphere. f. patients with higher BMI scored lower QOL in SF. g. PF tonss was significantly association with age and gender. h. VT and RE tonss were important association with instruction degrees. Basically, the research workers would wish to reply to the aims that to mensurate the QOL among the patients with diagnostic articulatio genuss OA who go toing authorities primary wellness attention clinic and it showed that the average mark of all the facets of QOL that being studied was above 50.00. Research workers besides had find out some dealingss between the ‘patients with articulatio genus OA ‘ , their socio-demographic and medical position and their quality of life. However, the associations were non portrayed in a table signifier so that the reader would hold a better perceptual experience on the vicarship analysis findings.11. DecisionThe decision in this survey answered the aim of the survey indirectly. It should province that the average mark of all the sphere in QOL was above 50.00 and may advert that the patients had comparatively hapless quality of life in the physical wellness constituents but less on the mental wellness. The research workers mentioned tw o of import forecasters of hapless PF in patient with articulatio genus OA which is female gender and older age, but did non demo how the forecasters were established. The research workers besides claimed that higher BMI patients suffered more hurting – which merely show relationship.12. InterpretationThe reading of informations was non clearly showed in this survey. The statistical analysis method mentioned was appropriate harmonizing to the variables and the aims. However, it is hard to construe the information when the overall bivariate analysis findings were non shown in the literature. The research workers merely mentioned the important findings.13. RestrictionThis survey was carried out to the patient with articulatio genus OA who attended the authorities wellness clinic. Therefore, it can non be inferred to the general population. This is besides suggested by the research workers that a big graduated table community based survey should be conducted to understand more Q OL factors impacting OA patients. The questionnaire was in Malay linguistic communication merely. This is bias towards other patient in different ethnicity. There should be validated multiple linguistic communications questionnaires to be used in this survey. By utilizing questionnaire as instrument of the survey, it had limited the participants to the literates. It would be appropriate to used mix technique to garner more diverse informations.14. Ethical considerationIn this survey, there is no mentioning of consent taken from the patients either verbal or written consent. The research workers of this survey may hold asked for consent but non mentioned here. Harmonizing to a codification of ethical rules by the American Psychological Association, for research workers who deals with human topics have to guarantee that research workers obtain informed consent from all topics, guarantee that topics are protected from injury and uncomfortableness, guarantee that all experimental informations are treated confidentially a nd eventually, the research workers have to explicate the experiment together with the consequences of the survey to the topics.15. Strengths of the Study15.1 Correlational designThe major advantage of this design is that it is typically easy to carry on. This is because it gives associations between studied variables and may propose the possibility of cause. If the two variables are causally related, they must be correlated. So by demoing correlativity, it can be a utile first measure toward showing causing.15.2 Instrument usedThe SF-36 signifier which was used in this survey had been validated and dependable to mensurate HRQOL in diverse groups. Malaysia with 15 other states had participated in interpreting and accommodating SF-36 signifier to analyze HRQOL through the International Quality of Life Assessment Project. Therefore, the findings in the survey can be used to mensurate and compare with surveies done in other states.15.3 The innovator surveyThis is the first published HR QOL survey in patients with diagnostic articulatio genuss OA who attended the authorities wellness clinics done in Malaysia. It can be used as the base of farther surveies spread outing in deepness the QOL in patients with chronic diseases.16. Failing of the Study16.1 Correlational designThe major disadvantage of this design is that it does non give clear input on the existent ground for the associations. It has less control over the variables and the environments and this caused trouble to give alternate accounts. It can non govern out immaterial variables as the causative factors of what is being observed. In this design, when two things are correlated, it does non give chance to straight deduce causing.16.2 Instrument usedAlthough the SF-36 signifier is validated, it is merely in Malay linguistic communication signifier. It had limited the patients that able to take part in this survey.16.3 Unable to deduce findings to the population.The sample size in this survey is unequal for it to be inferred to the population.

5 Top Tips for Using Google Docs

5 Top Tips for Using Google Docs 5 Top Tips for Using Google Docs Google Docs is a free alternative to traditional word processors like Microsoft Word. But if you’re going to make the most of this app, you’ll need to know how it works. Check out our list of five great functions you can use while creating a document in Google Docs. 1. Use Version History to Track Changes Microsoft Word has a tool called Track Changes that lets you record edits made to a document. But Google Docs does this automatically, saving each new version of the document as you go. You can see the â€Å"version history† of your document by either: Going to File Version history See version history Using the shortcut Ctrl + Alt + Shift + H Viewing the version history in a document. This will open a menu with a list of the different versions of your document. Clicking one of these will show you the changes from the previous version. As well as letting you review edits, you can use this to restore older versions of a document. This can be especially useful if you have shared a document and someone else has made changes. And if you want to suggest changes without changing a document, you can use the Suggesting†¦ tool. Editing and viewing options. 2. Find and Replace Text You can access the basic search function in Google Docs via the shortcut Ctrl + F. This will let you find specific terms quickly, which is helpful if you’re editing a longer document. Alternatively, you can access the Find and replace†¦ tool by: Going to Edit Find and replace†¦ Using the shortcut Ctrl + H Searching a Google document. You can use this to quickly replace certain words or expressions. You can also use it to conduct advanced searches, such as matching the case of text. The Match using regular expressions option, meanwhile, allows you to use special commands to look for specific types of   text. 3. Leaving Comments As well as suggesting edits, Google Docs lets you comment on documents. You can do this by: Going to Insert Comment Using the shortcut Ctrl + Alt + M You can then write a comment for yourself or other users. And you can respond to comments by clicking Reply†¦ You can even tag someone in a comment by typing a â€Å"+† sign followed by their email address, which can be very useful if you are co-editing a document with a colleague. A comment in Google Docs. 4. Adding Bookmarks In longer documents, you may want to quickly navigate between sections. To make this easy, all you need to do is add bookmarks in the relevant places: Place the cursor wherever you want a bookmark Go to Insert Bookmark in the menu system A bookmark in a Google document. This will create a visual marker on the page. If you click this marker, you’ll also see a Link option, which you can use to create a list of bookmarks (like a table of contents) for quick access. You can also use bookmark links to direct someone to a specific part of a Google document. 5. Sharing and Exporting Google Docs To share a Google document with someone else, all you need to do is: Click the Share button in the top right of the screen Enter the name(s) or email address(es) of the recipients Click the edit permissions button (i.e., the pencil icon) and select whether the recipients will be able to view, comment or edit the document Click Done to share the document Sharing a Google document. Alternatively, you can click the Share button and then click Get shareable link to copy a URL to your clipboard. Anyone you share this link with will then be able to access the document. You can also remove sharing permissions via the Advanced button in the bottom right of the sharing menu. Finally, you can also export a Google Doc and download it as another file type for printing or distribution. To do this: Go to File Download as†¦ Select a file type from the list (e.g., Microsoft Word document or PDF) Downloading a Google document. This will also let you share or edit the document via a different program.

Atomic Bombs Essays

Atomic Bombs Essays Atomic Bombs Essay Atomic Bombs Essay Composition II miou Have Atomic Bombs, but We Have Suicide Bombers In Rohdes article we learn of his experience as a hostage in Afghanistan and Pakistan. He explains the Islamic cultures and values, but shows us his view on them. Their cultures have some similarities, but more differences. We both have religions, but Americans approach their religion differently and less violently. Americas whole reality and country differs greatly from the Talibans society. The Talibans reality differs from ours, because they have rules and customs for many things. Here in America we have rules and customs, but we look at them more as laws, because that is what they are. If you dont follow them you either receive a fine or you are arrested and brought to Jail or prison. In Afghanistan and Pakistan if you do not follow the Talibans rules you will either get kidnapped, tortured or killed by one of their soldiers. Unlike in the U. S. they would force you to read the Koran in Afghanistan, to press you to convert to their religions if you wanted to do it or not. In the U. S. ou ave the freedom to choose which religious group you want to be a part of, of course others will have their opinions, but you are still free to do what you want. Religious zealotry plays a big role in the Talibans society. They would put fear into the hearts of anyone who did not want to convert to their religions. The kidnappers would tell the hostages that If I fail to convert, they said, I would suffer excruciating pain in the fires of hell, as said by David Rhode. Most of the time they have no choice but to ead the Koran and learn about their religions or the hostages will receive cruel punishment. In the U. S. religious zealotry isnt very common, but there are people who take religion seriously. They go to church very often, read the bible, and try to spread their religion, but never try to force or threaten people to Join their religious groups in a violent manner. Along with religion war is another problem in the Taliban society. Their Jihad is similar to our Just wars; they both have to be waged by a higher power, and their mains goals are to make peace and avoid wanton estruction. Just war starts with a Just cause; Jihad has to be committed in the name of God and freedom. Jihads are more based on religion than our Just wars, but still have similar rules. Rohdes view can be considered biased, because he was being held hostage by soldiers in Afghanistan which is something that happens often. He isnt a part of the Taliban society so he doesnt know their customs or values; hes used to Americas society, so that can also make his view biased. They are two completely different societies and being born in one can alter your view on other ocieties. He tried to spread his own beliefs, but that never worked, because the guards barely spoke any English and they are faithful to their own beliefs. The lack of communication also can make Rohdes views biased, the guards only knew a little bit of English which made it harder for the guards to communicate while trying to convert him to their Taliban and Islamic cultures. Reading the Koran Rohdes learned a little of their religion, but not what they wanted him to learn, because he would sometimes reTuse to convert. In Ronaes artlcle we can learn tnat not every soclety Is similar to ours. In the many religious groups out there, there are many different rules, customs, and values. Sometimes violence is used heavily to convert people or to punish the wrong doers of a society, such as the Talibans Jihad which is war in the name of God and freedom. Afghanistan takes their religion to war, America doesnt. Our wars have to be a Just cause authorized by a legitimate authority. This can be anyone with higher power that is involved with the government. Jihad must be nitiated by the caliph or his delegate, the caliph is the religious leader. Other than the violent kidnappers and the soldiers holding people hostage and killing them I learned that there are societies that take religion much more seriously than America does. mtholyoke. edu/†witwe22k/classweb/politics/Jihad. html Katie Witwer. Just War vs. Jihad 2010 nytimes. com/2009/10/20/world/asia/20hostage. html? pagewanted=all David Rohde. mfou Have Atomic Bombs, but We Have Suicide Bombers. The New York Times. 19 October 2009.

Earth Views essays

Earth Views essays The movie Gladiator is an epic tale of a Roman general who is betrayed by the Roman government who kills his family under the leadership by a corrupt Roman prince who is turned king, the roman general comes back as a gladiator to seek revenge on the prince turned king. The movie which was made in 2000 stars Russell Crowe as the Roman general Maximus, Joaquin Phoenix as Comodus the prince turned king and Oliver Reed as Proximo the generals kind servant along with a whole list of other characters. The main plot of the story is Maximus, the most-trusted general serving the aging Caesar Marcus Aurelius leading troops into battle against Germania in 180 A.D. But Marcus Aurelius wants Maximus to fight a tougher opponent.. the corruption of Rome, by taking power after the emperor's death and restoring Rome to a republic. Maximus is reluctant, preferring to return to his wife and son, but he agrees to serve his Caesar. But his Caesar doesn't last too long, thanks to Marcus Aurelius' son Commodus who kills his Dad and takes the throne and orders Maximus and his family executed. Maximus escapes, only to be captured by slave traders who train him as a gladiator. Maximus gets a chance at revenge on Commodus when he goes to Rome as a gladiator at the Coliseum. Maximus is a hit with the crowd, setting him against Commodus in a battle for the hearts and minds of Rome. The three main themes in my opinion are as follows: The king wanting to oppoint Maximus as the king, but the king son finds out about it and then kills his father to become king and kills the generals family. Another main theme about the movie is the Princess, the new kings daughter falling in love with the hero but the general didnt fall in love with her, and lastly the last big theme of the movie was the new king making up the big Gladiator event where at the end of the games he gets killed by Maximus and Rome is turned into a ...

Leadership Theories Article Example | Topics and Well Written Essays - 500 words

Leadership Theories - Article Example orting leadership style for employees that are unmotivated but skilled, and observing leadership style for employees that are skilled as well as motivated. Wharton Professor Robert House developed the path-goal theory of leadership (Basu, 2014). According to this leadership theory, leadership style impacts employees’ performance and job satisfaction. Successful leaders establish goals and lay out clear path in front of employees so that they may be able to achieve their goals. Leaders also play a role in clearing obstacles and providing employees with incentives for milestone achievement. Leaders should support employees to improve their confidence, instruct them on ambiguous tasks, and demand from them when they look unmotivated. This requires constant and frequent interaction between the leader and followers so that employees may be included in the decision-making process also. The fundamental concept on which the path-goal theory is based is the way rewards are used by the leaders to motivate the workforce. It is the situation that depicts the type of rewards which would suit. The situational model of leadership is more elaborative in offering suggestions regarding the ways in which leaders should change their style as per the demands of the different situations. In order to be effective as leaders, leaders should first prioritize their tasks, then they should evaluate the motivation and skill of employees, and then the leaders should decide which style of leadership to adopt on the basis of the information collected in the first two steps. Leaders might also need to use different styles in combination to deal with the different organizational personnel. On the other hand, the path-goal theory suggests leaders to identify the skills of employees before assigning them responsibilities, and convince them that they are capable enough to perform the assigned tasks successfully. Successful employees should be rewarded for their good performance. There are

Ooredoo Coursework Example | Topics and Well Written Essays - 250 words

Ooredoo - Coursework Example All employees must obey and follow the general work ethic while the other corporate social culture requires that employees should respect one another. Structure is another framework as posited by Peters (2011). This involve the structure of the organization with a well layout from the top managers and directors to subordinate works (Palatkovà ¡, 2011). It also outline the chain of command defining how orders move within the organizational structure. Strategy is another framework where the company maintain and build a competitive, differentiated advantage and cost leadership over competition (Peters, 2011). Another framework is style. In this case, it refers to the mode of leadership a company adopts. For example, the style can be decentralization or centralization within the company where an employee can talk to the management at any time. Singh (2013) asserts that staff is another framework where the company need to have employees with different capabilities. For example, the considerations with regard to this include age, culture and religion variations. Another framework is skills where the company should have an excellent training program for employees and a special one for mangers (Palatkovà ¡, 2011). Through this, employees and managers will have the necessary competence for working in the company (Peters, 2011). Finally, system is another framework that involve the daily activities and procedures that the company staff members engage in to get job done. For example, this may involve setting up goals for each employee, assessing the employee to see what they have done so far and finally rewarding hardworking

Rosewood Incident Essay Example | Topics and Well Written Essays - 1000 words

Rosewood Incident - Essay Example It just served as the immediate cause for the incident. To venture a little further, it was a pretext for the manifestation of malice and fury that were already in store. That the grand jury’s investigation ended up finding insufficient evidence to prosecute the persecutors adds insult to injury and establishes a clear case of racial chauvinism shamelessly creeping into the system of criminal justice. Had the crusade of people like Ida B Wells and Dyer for anti-lynching legislations been successful, probably the Rosewood tragedy could have been averted. It was less than a decade ago, in 2005, that the US Senate could approve a resolution of apology to lynching victims and survivors2 and, like a posthumous award, it poorly reflects on the commitment of previous federal governments towards the fundamental rights of its own citizens. It exposes the true historical legacy of a society and a nation that claim to have been conceived in liberty and dedicated to the proposition that a ll men are created equal. ____________ 1Ron Olson. US History (1865 – Present) From Reconstruction through the Dawn of the 21st Century (Franklin Lakes (NJ): The Career Press, 2007), 89. 2James D Unnever et al. A Theory of African American Offending Race, Racism and Crime (New York: Routledge, 2011), 43. With over 300 African Americans being brutally murdered, a whole community having become extinct and an entire town having been reduced to charred remains by appalling atrocities spread over a week’s time, the bone-chilling Rosewood pogrom continues to be an indelible stain on humanity. It had not been very long ago that the assistance of about a third of a million black men3 (who, however, were deemed unqualified for full citizenship) as soldiers was found acceptable in a so-called fight against the fascist powers, World War I. The alleged charge of the white woman’s rape was a dubious one because there was a version that attributed the root cause of the charge to an extra-marital affair. It goes on only to prove that the motive of the attacks had more to do with a xenophobic attitude and irrational animosity (towards blacks who were perceived as their tormentors) prevailing in the white community, which in turn were propagated by media propaganda and white supremacist doctrines. The incident deserves to be condemned in the strongest terms because it took for granted the truthfulness of a white woman’s statement by default, jut as it did in the case of Victoria Price and Ruby Bates versus nine black-youths4 in 1931. The people involved in the atrocities as well as the jury men were too quick to believe and too prejudiced to try to view facts objectively. It was a damage beyond compensation and reparation. Going by the dictum that justice delayed is justice denied, the $2.1 million compensation package5 announced by Florida state in 1994 to Rosewood survivors evokes no good feelings. Justice in the sense of bringing culprits to book alone can expiate a crime but not restitution. ____________ 3Walter C Rucker et al. Encyclopedia of American Race Riots (Westport: Greenwood Press, 2007), 1. 4Sr. William A James. The Skin Color Syndrome (Lincoln: iUniverse, 2003), 121. 5â€Å"Rosewood Tells Story†. Jet Magazine, 24 March 1997, 59. It must be viewed with concern that it took sixty years6 for the Rosewood horror to capture the nation’s attention fortuitously, thanks to Gary Moore’s initiative, and seventy years for a legislation to be made.

Internet & Interactive Media Essay Example | Topics and Well Written Essays - 3000 words

Internet & Interactive Media - Essay Example This would help to evaluate the organization as well as the area of focus of the company in such competitive environment. Secondly, the creation and development of the brand image would be taken under consideration. This indicates that the sources that the company constantly uses would be assessed and evaluated in order to find the factors that have helped the organization to survive and grow in such cut-throat retail environment. Content would also be taken under consideration after this. In content, the area of focus would be to evaluate the organization’s marketing mix that has helped the organization to attract the customers over long period of time. This would also help to evaluate that how does the company constantly update its marketing mix in order to remain fresh in the eyes of the customers. Creativity and design are often the most important factor in success. This creativity and design would be evaluated to identify the modes or tools of advertisement used by the or ganization to create awareness and gain customer’s attraction in the market. In addition, the reduction of clutter in the world of advertisement would also be evaluated under the same heading. E-commerce has gradually entered the corporate world which makes the evaluation of e-commerce of M&S quite crucial. The evaluation of E-commerce would help to indicate that whether e-commerce is just a primary objective or secondary objective. In addition, the use of mobile strategy is at its peak due to which this factor would also be taken under consideration during the evaluation of e-commerce. Next, the assignment would aim to evaluate and identify the ways through which the organization develops relationship with the customers in the market. Furthermore, the type of buzz marketing used by the organization would also be evaluated which would help to identify the reasons which led the organization to survive and grow over such long period of time. In addition, the presence of organiz ation on social media would also be included and evaluated under this particular heading. Next, the data mining outside of purchases of the organization would become the spotlight of this assignment. It would help to evaluate all the sources used by the organization to accumulate the data gathered through sales promotion, personal sales, direct mails and programs introduced by the organization. This would be followed by evaluation of public relations. This would help in the evaluation of the organization’s ability to provide the customers with relevant information regarding the company along with the products and services offered to the customers. In addition, it would also help to evaluate the ways in which the organization communicates with its target audience in the market via its website. Lastly, this assignment would evaluate the use of other IMC elements used by the organization i.e. traditional media to create awareness regarding the company’s website. This woul d also help to identify the reasons for the use of traditional media while other more effective sources are available in the corporate world. Marks and Spencer Overview Marks and Spencer is one of the leading retail organizations in UK. The prestige and reputation of the company can be evaluated through 21 million customers visiting the retail outlets each week. The company not only provides the customers

Research in Motion Coursework Example | Topics and Well Written Essays - 1500 words

Research in Motion - Coursework Example The Blackberry phones pioneered the era of smart-phones although the competition has grown in the recent years from other platforms such as Android, iPhone and Windows. The demand for Blackberry phone has significantly increased because most businesses have adopted enterprise technologies and there is a growing concern of employees who want to gain access to corporate data securely while out of office. Most cellular networks provide data services hence the Blackberry phone fits perfectly in the ecosystem. Demand has also been fuelled by the growing changes in buyers’ preferences. The smart-phone market is now majorly based on platform rather than hardware and this has increased the applications available to the buyer hence increasing the demand for the smart-phones. The mobile phones have become a central part of an individual’s life hence buyers require a device that can offer extra features (Baumol & Blinder, 2011). The customer base has also grown significantly due t o an increasing middle class who are attracted to buy the Blackberry phones. The increased demand has resulted in the exponential increase in sales and profits. The supply of smart-phones has also increased due to technological advancements that have made it easier and cheaper to produce them. They are many companies producing smart-phones and as such the numbers of phones manufactured is high. From the aforementioned, we realize that the supply has increased over time. Therefore, it is evident that more units have to be sold to attain profit. Smartphone demand growth The market structure of Blackberry phones can be described as a oligopoly. The main players in the smart-phone market are Apple (iPhone), Nokia (Symbian), Google (Android) and Microsoft (Windows Phone). The product offered by these competitors is differentiated through various tweaks to the operating system. The barriers to entry in the smart-phone market are very high. Infact, a company has to lay a huge capital inves tment and extremely aggressive marketing tactics in order to start off in this market. The pricing in this segment is fairly uniform and high. The smart-phone market is characterized by constant innovation if only to remain competitive. The turnover of clients is high since buyers would wish to try out the new and fancy applications in the different smart-phone platforms. Market Share Comparison (January 2012) In order for Blackberry to continue prospering in this market, there is need for continuous innovation and launching of new product. The market of smartphones is very dynamic and this requires that a company stays on the forefront of innovation. The other trend that has a promising future is the applications (apps) market. The buyers need applications in their phones that make their lives easier and full of fun. To prosper in this segment, Blackberry should seek to have a robust community of developers through giving of incentives. The recent data outages experienced should be a thing of the past as this may lead to mass exodus of current users of the services (Redo, 2008). The core datacenters should be backed up and multiple fail-over mechanisms put in place to guarantee subscribers service availability. Blackberry phones have very low price elasticity. This implies that even if the price changes, it has very little influence on demand. With more income, there is a likelihood of more buyers of the

Decision Making and Appropriate Problem Solving Tools Essay

Decision Making and Appropriate Problem Solving Tools - Essay Example As the manager of a county clinic faced with a budget cut, an appropriate problem-solving tool should arrive at the best decision for the scenario. This essay aims to resolve the issues through the utilization of appropriate tools in decision making. The case scenario presented the following, to wit: â€Å"you are a manager in a county clinic that provides care to Medicaid clients. Your department budget was recently cut by 15%. From a statewide health policy standpoint, given a defined budget constraint, what clinical services should be eliminated or introduced to best address healthcare needs of a Medicaid population?† Different studies present varying models of a typical decision-making process depending on their perspectives. Some models follow eight steps, others five. For purposes of making intuitive choices, the following six steps in decision making are utilized, in conjunction with the cause and effect approach in problem-solving. The six steps of this natural, intuitive decision-making process, according to Ethics Resource Center (2009, 1) are: â€Å"Step 1: Define the problem; Step 2: Identify available alternative solutions to the problem; Step 3: Evaluate the identified alternatives; Step 4: Make the decision; Step 5: Implement the Decision; and Step 6: Evaluate the decision†. The county clinic manager determined how to best address the delivery of healthcare services to a Medicaid population given a budget cut of 15%. The financial problem evaluates the possibility of streamlining or eliminating identified clinical services. The budget cut would have serious repercussions for the county clinic in terms of its ability to deliver the same level of quality health care as initially projected. The first step that the manager should do is to envision what would be the effects of the budget cut in addressing the health care needs of his clientele. The alternative courses of action are identified at this stage. A cause and effect analysis should detail the characteristics of the Medicaid population who would be affected by the budget cut.

Internet & Interactive Media Essay Example | Topics and Well Written Essays - 3000 words

Internet & Interactive Media - Essay Example This would help to evaluate the organization as well as the area of focus of the company in such competitive environment. Secondly, the creation and development of the brand image would be taken under consideration. This indicates that the sources that the company constantly uses would be assessed and evaluated in order to find the factors that have helped the organization to survive and grow in such cut-throat retail environment. Content would also be taken under consideration after this. In content, the area of focus would be to evaluate the organization’s marketing mix that has helped the organization to attract the customers over long period of time. This would also help to evaluate that how does the company constantly update its marketing mix in order to remain fresh in the eyes of the customers. Creativity and design are often the most important factor in success. This creativity and design would be evaluated to identify the modes or tools of advertisement used by the or ganization to create awareness and gain customer’s attraction in the market. In addition, the reduction of clutter in the world of advertisement would also be evaluated under the same heading. E-commerce has gradually entered the corporate world which makes the evaluation of e-commerce of M&S quite crucial. The evaluation of E-commerce would help to indicate that whether e-commerce is just a primary objective or secondary objective. In addition, the use of mobile strategy is at its peak due to which this factor would also be taken under consideration during the evaluation of e-commerce. Next, the assignment would aim to evaluate and identify the ways through which the organization develops relationship with the customers in the market. Furthermore, the type of buzz marketing used by the organization would also be evaluated which would help to identify the reasons which led the organization to survive and grow over such long period of time. In addition, the presence of organiz ation on social media would also be included and evaluated under this particular heading. Next, the data mining outside of purchases of the organization would become the spotlight of this assignment. It would help to evaluate all the sources used by the organization to accumulate the data gathered through sales promotion, personal sales, direct mails and programs introduced by the organization. This would be followed by evaluation of public relations. This would help in the evaluation of the organization’s ability to provide the customers with relevant information regarding the company along with the products and services offered to the customers. In addition, it would also help to evaluate the ways in which the organization communicates with its target audience in the market via its website. Lastly, this assignment would evaluate the use of other IMC elements used by the organization i.e. traditional media to create awareness regarding the company’s website. This woul d also help to identify the reasons for the use of traditional media while other more effective sources are available in the corporate world. Marks and Spencer Overview Marks and Spencer is one of the leading retail organizations in UK. The prestige and reputation of the company can be evaluated through 21 million customers visiting the retail outlets each week. The company not only provides the customers

Decision Making and Appropriate Problem Solving Tools Essay

Decision Making and Appropriate Problem Solving Tools - Essay Example As the manager of a county clinic faced with a budget cut, an appropriate problem-solving tool should arrive at the best decision for the scenario. This essay aims to resolve the issues through the utilization of appropriate tools in decision making. The case scenario presented the following, to wit: â€Å"you are a manager in a county clinic that provides care to Medicaid clients. Your department budget was recently cut by 15%. From a statewide health policy standpoint, given a defined budget constraint, what clinical services should be eliminated or introduced to best address healthcare needs of a Medicaid population?† Different studies present varying models of a typical decision-making process depending on their perspectives. Some models follow eight steps, others five. For purposes of making intuitive choices, the following six steps in decision making are utilized, in conjunction with the cause and effect approach in problem-solving. The six steps of this natural, intuitive decision-making process, according to Ethics Resource Center (2009, 1) are: â€Å"Step 1: Define the problem; Step 2: Identify available alternative solutions to the problem; Step 3: Evaluate the identified alternatives; Step 4: Make the decision; Step 5: Implement the Decision; and Step 6: Evaluate the decision†. The county clinic manager determined how to best address the delivery of healthcare services to a Medicaid population given a budget cut of 15%. The financial problem evaluates the possibility of streamlining or eliminating identified clinical services. The budget cut would have serious repercussions for the county clinic in terms of its ability to deliver the same level of quality health care as initially projected. The first step that the manager should do is to envision what would be the effects of the budget cut in addressing the health care needs of his clientele. The alternative courses of action are identified at this stage. A cause and effect analysis should detail the characteristics of the Medicaid population who would be affected by the budget cut.

Lean Supply Chain Management Essay Example for Free

Lean Supply Chain Management Essay Manufacturing, Fall River, MA, USA Abstract Lean supply is closely associated with enabling ? ow and the elimination of wasteful variation within the supply chain. However, lean operations depend on level scheduling and the growing need to accommodate variety and demand uncertainty has resulted in the emergence of the concept of agility. This paper explores the role of inventory and capacity in accommodating such variation and identi? es how TRIZ separation principles and TOC tools may be combined in the integrated development of responsive and ef? cient supply chains. A detailed apparel industry case study is used to illustrate the application of these concepts and tools. r 2003 Elsevier Science B. V. All rights reserved. Keywords: Agile; Trade-offs; Lean; Quick response 1. Introduction Outsourcing manufacture to low cost overseas suppliers is an attractive lure in our global economy, but often undertaken without adequate regard for the market needs and the corresponding demands on the associated delivery systems. Products compete in different ways in different markets and delivery systems need to be designed with this in mind. Offshore supply offers attractive cost bene? ts, but the trade-off is often high levels of inventory to support a slower response capability.

The Implementation Of Performance Management

The Implementation Of Performance Management Performance management is one of the tools human resource managers can employ to engage employees and teams to achieve their goals and motivate them to achieve high levels of organizational performance. Nowadays, HR managers are faced with a variety of competition and business environments that are constantly changing individuals values and lifestyles. Hence, the HR mangers need to understand the processes that can help employees achieve the goals set by their organizations. Aim The purpose of this report is to evaluate human resource management, in particular, performance management by focusing on three general purposes namely, strategic, development, and administrative. Arguments are made outlining the advantages and disadvantages of implementing performance management systems. Furthermore, sources of performance information used to evaluate the sales assistance of ANZ Bank are examined. Finally, an evaluation of the fairness of performance management is provided. Relevant literatures will be reviewed and discussed to support the ideas presented within this document. Scope This report discusses, evaluates and in some cases, criticizes existing researches dealing with performance management and also shows the relationship between different researches toward performance management, including the advantages and disadvantages of implementing this system. Also, evaluations of the performance information that can adequately measure the performance of ANZs sales assistance along with the fairness of performance management systems are provided. The General Purposes of Performance Management Commonly, the purpose of Performance Management is to achieve an organizations goals or objectives. For instance, Walters (1995) states performance management is the process of improving the quality and quantity of work finished and aligning all the activities involved with an organizations objectives. Similarly, Armstrong (1998) recommenced performance management as the strategic and integrated approaches to deliver the successful to organization by improve the performance of employees by developing the capabilities of teams and individual contributors. Moreover, William (2002) states that performance management targets individuals within an organization and aims to direct and improve their performance and ultimately enhancing the organizations objectives. Schuler, Fulkerson and Dowling (1991) claimed that Performance management is an essential business driver to help businesses achieved desired results. Generally, Performance Management is an ongoing process that needs to be monito red throughout the year. The Performance Management purposes, which mainly includes areas such as, strategic, developmental, and administrative. Thus, the overall expectations and performance objectives are reviewed as following: 2.1 Strategic Purposes: Armstrong (1999) pointed out that the important features of PM are goal setting and feedback coupled with the development of individual characteristics as well as the development of organizations strategies. Utilizing the ideas presented within several literature reviews, the major roles of Strategic Performance Management can be classified as follows: (i.e. Atkinson, 1998; Dumond, 1994; Sink, 1991; Martinsons et al, 1999; and Neely, 1998) Overlooking the process of strategy implementation by assessing if the strategy is being put into practice as planned. Managers and higher-level personnel issue objectives and goals and not only ensure that these strategies are implemented but also that the contents of the strategy are up to date. The position check and selection employees by looking at whether the result of performance expectation is achieved University of California, Berkeley introduced the communication process that includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results. Consequently, to help employees understand and meet the company goal provided the clearly of direct communication by pass the information to employees about the expectation of individual to be achieved, and also provides the feedback including benchmarks performance in difference department, teams, individual by report as the whole regarding their performance with respect to expected goal have been consider. Documentation process that enable line manager and employees to see the performance management as a part of daily workplace behavior. 2.2 Development Purposes: Performance management is an ongoing process. After a set of work objectives and organizational goals are agreed upon, the HR start with a clear agreement based on the strategy, goal, measure, and performance goal to be implemented. Organization coaching and developing process by evaluation of employees attention to these strategies and point out employees strength and weakness when the employees not perform well as they should. Therefore, the performance management seeks to improve these employees performance. Moreover, organization has to ensure the employees achieved the measurement results through the feedback so employees know where they stand. De Cieri et al. 2008 suggested that to build a performance culture by establish the process to encourage performance management feedback each day rather than the process that occurs throughout the year. As the result, the reviewed of performance annually more likely distorted and forgotten in order that organization should progress monito r regular and provide employee feedback after each particular event finished. At the end of performance period, assessment is made against objectives, means or behaviours demonstrated. Plus, new objectives for the next performance period maybe established (The University of California, Berkeley). Furthermore, Kaplan and Norton (2001) argued that employees at level need to learn the principles of the system, its measures, tools and procedures. Thus, the organization encourage improvement and learning by provided valuable information to help identify individual training need to improved employee performance and build up the potential of employee for further advancement. Moreover, Performance management system focuses on the skills that are required to perform a particular job and training will help employees to achieve that skill employee will get training that are required and have better positions and compensation offers within the organization. 2.3 Administrative Purposes: De Cieri et al. 2008 described the studied of PM can help the organization in particular to administrative decision making such as salary, promotion, retention, and termination and recognition of individual performance. The organization can define employee salary toward their performance, the person who greater performance will get the greater salary. The successful of performance management process (well-conceived and well-implemented) can motivate employee through financial with the compensation and also can motivate by non-financial reward such as positive feedback and opportunities to development (Armstrong, 1999). Thus, the reward can motivate employee via their efforts that rewards can be financial and non-financial by basically rewards provide base on the organization ability to pay and legal regulation as the company take the action by use the performance measure to calculate the rewards. As the result, it can say the reward can motivate and encourage building short term and long term incentives of engage performance. As the result, compensation can motivate the person to perform well by the good compensation package will increase the employees productivity and satisfaction level of the employees. In additional, some organizations award the salary and bonus base on their performance. Armstrong and Baron (1998) demonstrate that performance can be affected by several of factors, all of that should be taken into account when managing, measuring and rewarding performance. 3.0 Arguments For and Against the Implementation of Performance Management Argument For: Increasing Productivities A key aspect of performance management is training and developing new techniques that can help organizations improve individual, team and organizational performance. For example, ANZ develop their employees to be successful in their roles, by hosting training programs in a wide range of areas such as developing inspiring leadership qualities, providing learning and development opportunities and by developing and retaining talented employees who want to undertake challenging assignments. As a result of all these programs, trained sales assistance units are able to market new products online to increase customer convenience and satisfaction (Corporate Responsibility Review, 2008). As online functionality improves with time and effort, customers are provided with concise and timely information such as interest rates, currency exchange rates and so on, resulting in an increased number of customers utilizing these services and higher s productivities. Produce Meaningful Measurement of Employee Performance Performance management can help ensure that employees receive a fair appraisal based on their performance, by using various methods to evaluate employees. Organizations then inform employees of the results, in the form of constructive feedbacks. Organizations also take efforts to improve aspects of employees productivity by providing clear information of what is expected of them and align these expectations with the overall company goals and targets and also by hosting quality training and development programs. Consequence, the measurements are useful for organization setting standards for comparison with similar organizations or previous years (Hyndman and Anderson, 1997) Increased Retention Rate Performance management systems are implemented not only to evaluate employee performance but also to understand the basic needs of employees. It helps senior mangers to understand what employees are looking for, in terms of job satisfaction or how he/she is performing in their respective jobs. It helps to increases retention rates in organizations. Employees are aware of what is required of them and focus their output according to these specifics. For instance, ANZs business strategy of recruiting and retaining employees has resulted in an increase in the number of employees from 8,810 to 9,245 between 2008 and 2009 (ANZ, 2010). Performance management also can help ensure that employees receive equitable treatment because performance management appraisals are based on results. Analysing these results can lead to enhanced job satisfaction, increased productivities and so on. Additionally, performance management can facilitate ongoing, constructive communication between supervisors and employees, all the while focusing on achieving organizational goals and targets. Armstrong and Baron (2003) also suggest that the successful implementation of performance management systems can result in desirable culture changes and avoid problems such as, lack of understanding and enthusiasm. Against: High Cost Recently, organizations have been forced to cut down cost due to the global economic crisis. The decision of whether or not to train employees has been a consequence of this phenomenon. Even though training is the best way to retain and maintain employees, the effects of economic recession have led to organizations cutting down on training programs. During periods of economic recession, organizations are faced with a higher than normal rate in employee turnover. (Glance, Hogg and Huberman, 1997). External Factors Performance management frameworks and systems do not directly take into consideration external factors such as, global recessions or natural calamities. As such, when such a scenario does arise, performance management system may have to undergo heavy modifications to compensate. Unrealistic Performance Targets Sometimes organizations are desperate to achieve organizational goals and as a result, unrealistic performance levels may be set for employees. These targets are often difficult and unattainable, and as a result, dissatisfied employees may decide to leave their jobs. Actual Performance versus Target Performance Failing to effectively implement performance management systems may give rise to a lapse between actual and target performances. A managers inability to conform to procedures such as conducting regular meetings to discuss employees performance and providing them with necessary training may lead to a breakdown in the entire system. Therefore, an employees lack of understanding of what is precisely required of them can greatly impact an organizations performance as a whole. 4.0 An Evaluation of the Performance of ANZs Sales Assistance Like any successful organization, ANZ bank takes its corporate responsibilities very seriously by adopting responsible business practices and by reporting and updating their Corporate Responsibility (CR) Performance. ANZs CR Reporting follows the guidelines set by the global best practice standards. In 2008, ANZ Bank implemented a new, streamlined approach, known as the Global Performance Management Framework, to facilitate enhanced monitoring of their employees performance and to utilize their personnels full potential. As such, the simplified and globally homogenous approach they adopted utilizes a concept known as balanced scorecard, which measures and evaluates the performances of their employees across four main company objectives, namely, Financial, Customer, People and Process, and also the benchmarks of behaviour and risk/compliance that are exhibited throughout the year. The Performance Management at ANZ is divided into three stages: Performance Planning, Performance Coaching and Performance Assessment. Performance Planning: This stage involves setting clear and measurable objectives and targets at lower levels of the organization. Strong emphasis is placed on the impact that achieving these goals have on the organizations broader business goals and priorities. Employees and managers are unified under a common set of highly ambitious, yet realistic and achievable goals from the beginning so that each individual understands the importance of his/her role and how he/she can contribute to the overall success of the organization. One of the key focuses of this stage is ensuring that employees have a clear understanding of the behaviour and risk/compliance standards expected of them. Performance Coaching: At this stage of Performance Management, managers conduct regular meetings with employees to coach and develop them. Managers are required to evaluate employees performance and appraise their current status in respect to the performance levels expected of them by conducting mid-year performance discussions. A key aspect of this stage is to ensure that managers provide employees with sufficient support and learning opportunities that can enable them to succeed at their roles. Performance Assessment: At this stage, higher level personnel provide lower level employees with an evaluation of their performance at the end of the year. The outcomes of this stage are linked directly with the companys remuneration and rewards schemes. (Corporate responsibility review, 2008) Following these guidelines, the Performance Management Framework provides each individual within the organization with a clearly defined set of objectives and goals and ensures that they understand precisely what is expected of them. Sales assistance involves handling routine client enquiries in all segments of the companys objectives. Therefore, the tools and instruments employed in maintaining the organizations new Performance Management Framework, can effectively evaluate the performance of sales assistance in ANZ Bank, especially when coupled with detailed and informative annual CR Reports. In addition to providing annual performance reports, ANZ also maintains a Corporate Responsibility website and issues annual CR Interim reports and monthly Corporate Responsibility updates to stakeholders. The information contained within all these reports and updates can adequately evaluate the performance of personnel, and more importantly, provide detailed information on specific branches of the companys departments, like sales assistance. ANZ has been reporting on its CR Performance since 2004. Each year, the organizations goals and work programs include high-priority issues involving their industry, customers, employees and the community. According to the 2008 CR Report, by September 2008, ANZ had witnessed the first rise in customer satisfaction statistics in over six months. The organization had set six customer-oriented goals: Implement a new Personal Division policy and processes to assist retail customers facing financial difficulty Maintain their position as the number 1 Lead Bank for major Corporate and Institutional clients Achieve Equator Principles reporting for 100% of ANZs Project Finance transactions Continue to improve their retail customer satisfaction and match the performance of community and regional banks Meet or exceed the performance standards set out in their Customer Charter and conduct a review of its commitments Implement Institutional social and environmental lending policies for forests, mining, energy and water. The first three goals in the above list were successfully achieved, while the latter three goals were partially satisfied. There were five employee-oriented goals set by the organization for the year 2008, and only one of these goals placing women in managerial positions in Australia and New Zealand was unattained, although, the actual statistics only marginally trailed the target figures. The goal of employing 100 Indigenous Australians, as part of the Indigenous Employment Strategy was successfully accomplished, as 106 Indigenous trainees were employed by ANZ in 2008. The three other set goals that were partially achieved are: Closing the gap on pay differential between men and women at all levels of the organization, Reducing their Lost Time Injury Frequency Rate by a further 20% in Australia and New Zealand and report performance globally, and improve their performance in the ANZ Engagement and Culture Census. Of the four community-oriented goals that were set, all four were successfully accomplished. The goals included: Release ANZs bi-annual financial literacy research, Meet their financial literacy and inclusion program targets, Achieve 70,000 hours of staff volunteering across the Groups and 15% participation in payroll giving, Achieve the commitments in our Reconciliation Action Plan including staff training, financial literacy and assisting to build the capacity of Indigenous organizations. The figures and outcomes in these reports provide adequate information towards evaluating the performance of various branches in various departments. 5.0 Evaluation of the fairness of performance management One of the most important functions of human resource management is Staff Performance Management. As discussed earlier, ANZ Bank employs a management tool known as the Global Performance Management Framework to monitor, evaluate and enhance the performance of its employees. One of the key aspects of Performance Management is to formulate a set of goals and priorities that serve as targets and guidelines for employees to better understand their respective roles and how each individuals performance impacts the organization as a whole. The employee performance management system encompasses the following basic aims: Direct employees in order to achieve the objectives in the various departments and branches present within an organization. Appraise, evaluate and monitor the performance of employees and enhance communication between employees and management personnel. To provide pathways and formulate schemes for developing employees. Throughout this report, various research materials are sited supporting the fact that performance management, if implemented properly, can ensure an organizations success. This section of the report attempts to link performance management with other Human Resource Management functions to ascertain and evaluate the fairness of performance management. Figure 1: The link between Performance Management and other HR Functions For a performance management system to be effective and functional, certain elements are normally incorporated into the system: Open and fair Oriented towards the competency of employees An ongoing process (HRM civil service bureau, 1999) Open and Fair This element of the performance management system seeks to achieve fairness in performance appraisal by encouraging employees to be outspoken and constructive in their feedbacks. Additionally, managers are also encouraged to be open and objective in their appraisals of the employees. The following methods can be instrumental in accomplishing this: Formulating comprehensive and detailed objectives and targets. Encouraging higher-level employees to conduct discussions with employees pertaining to their performances and providing counselling and training when necessary. Making equal opportunities available to all staff members, in terms of promotions, remuneration and rewards packages and training and development. Forming a panel, whenever possible, to facilitate fairness in performance appraisals. Oriented Towards the Competency of Employees The competency of employees can be broadly classified into two sub-categories; core competencies and functional competencies. Competency relates to the knowledge, attributes, attitude and skills that are required for an employee to succeed in his/her role. Core competencies include a set of skills necessary for an employee to satisfactorily perform his/her duties in their respective departments. Functional competencies include specific sets of skills required by an individual to perform his specific role in the organization. Making use of a system that is competency-oriented greatly enhances the beginning stages of performance management, where goals and objectives are formulated. Employees at different levels of the organization are able to understand what is required of them due to the well-structured job requirements that align each individuals role in the organizations chain of command. An Ongoing Process Performance management systems are an ongoing endeavour that requires constant attention and monitoring. Failing to maintain set standards on a regular basis may lead to a decline in the quality of the companys performance and output. This process involves: Performance planning: This stage involves the appraiser and the appraised, in that, the former informs the latter of the responsibilities and objectives they are required to satisfy, by setting realistic, precise and quantitative targets as comprehensive guidelines for them to follow. Coaching and development: Here, particular emphasis is placed on giving recognition to good performance and providing helpful feedback and guidance to employees. Recognizing noteworthy performances can be a good way of boosting morale and encouraging employees to strive for excellence. Providing continuous counselling and advice can ensure that employees are up to date in the organizations ongoing quest for success and retaining the level of success, once it is achieved. Interim review: An interim review aims to evaluate employee performance. It is a formal interview or discussion where the evaluating personnel identifies performance results and undertakes appropriate actions, assesses development and training programs, identify any shortcomings or barriers that prevents employees from reaching their full potential and make modifications to the objectives required of the employee. Human Resources personnel bridge the gap between employers, managers and employees. Therefore, in addition to their other tasks, HR personnel can ensure the fairness of the employee performance appraisal procedures by understanding the employees concept of fairness and encouraging helpful feedback from employees, thus facilitating better communication between higher-level personnel and lower-level employees.. A fair and transparent system promotes and encourages employees to perform at their best, as the possibilities of achieving promotions and benefit packages are ever present and realistic. Conclusion Obviously, PM is one of the most important functions of HRM which links individuals objectives and organization goals. Thus, PM can be a very effective and efficient management tool if applied properly. An organization should provided its employees with the clear information of the organizations aims, job expectations and motivate employees to perform better by focusing on the desired results, improving communication, and developing the skills and attitudes of employees to better enable them to achieve organizational goals. Moreover, the implementation of performance management frameworks can be both advantageous and disadvantageous for an organization. Analyzing ANZ banks sources of performance information shows that the implementation of a solid PM framework, coupled with their globally recognized reporting methods enables the organization to adequately evaluate the performance of ANZs various departments and sectors, including the sales assistance unit. Finally, fairness in evalua ting and appraising employees performance within an organization can motivate employees to enhance their performance. Organizations can achieve this by providing equal opportunities for their employees towards promotion options, access to remuneration and rewards schemes, training/counselling/mentoring/advising, providing clear, concise information and specifying job tasks and so on. 7.0 Recommendations Organizations should continue to review their strategies regularly by focusing on performance management. Organizations should strive to take actions that can facilitate improvements and employee training and also focus on the development of strategies to justify any gaps, if present, between the organizations actual performance and target goals. Fairness plays an important role in motivating and guiding employees. Although, the concept of fairness may vary from one individual to another, there are certain ideologies, however, that remain constant. For example, it is commonly understood in a workplace that an employee should be rewarded based on his/her performance within the organization. The aspects of fairness that may vary from one individual to another are feelings of how one was treated by his/her employer or manager in regards to a particular scenario. Therefore, it is important for managers and employers to ascertain how their employees perceive fairness. This can be accomplished by providing employees with questionnaires that will enable them to express their take on fairness. This will help higher level personnel to understand their employees more intimately and tailor their remuneration and rewards packages and training opportunities accordingly. In performance management, the employees are subject to be reviewed by their managers. Employees will directly receive feedback from the members of their team. The team members will observe each other and then report to managers when performance problems occur. Subsequently, the managers should combine the feedback gained from their team members and then undertake the necessary corrective measures.

Hustler v. Falwell :: essays research papers

Hustler v. Falwell   Ã‚  Ã‚  Ã‚  Ã‚  Hustler Magazine versus Jerry Falwell was a case that involved many key elements. First of all it was a case that examined if a public figure such as Jerry Falwell could collect for emotional damages sustained to him by a parody that was published in an issue of Hustler Magazine. Secondly, did Hustler invade Falwell’s privacy by publishing the contents of the parody? The most important aspect of the case, that was under review, was if Hustler was in accordance with their First Amendment Rights, of freedom of speech, by publishing the parody.   Ã‚  Ã‚  Ã‚  Ã‚  The parody in question was published in an issue of Hustler in a faux advertisement for Campari Liqueur. In the advertisement entitled, â€Å"Jerry Falwell tells about his first time,† Falwell is portrayed as giving an interview. In the fake interview Falwell talks about his first sexual experience, which was with his mother, and describes how he was drunk and the experience took place in an outhouse. The interview also tells how Falwell doesn’t go out in front of the pulpit unless he’s â€Å"sloshed.†   Ã‚  Ã‚  Ã‚  Ã‚  The district Court found Hustler Magazine liable for Falwell’s emotional distress and granted him 100,000 dollars in damages. However, the court did rule in favor of Hustler in that they did not invade Falwell's privacy since he was a public figure. They also ruled against Falwell’s libel claim, stating that Hustler did not publish anything that a reasonable person would misinterpret as the facts.   Ã‚  Ã‚  Ã‚  Ã‚  The big argument in the case, when it was introduced to the Supreme Court, was if the District Court had deprived Hustler Magazine of their First Amendment rights. Since Hustler was a magazine of nationwide circulation and since Falwell is a national figure Hustler argued that the parody was in no way wrong since any reasonable person would identify it as humor rather than facts. The Court agreed and it found that Falwell should not be rewarded any damages.   Ã‚  Ã‚  Ã‚  Ã‚  The Chief Justice Rehnquist presided over the case. In his statement of opinion Rehnquist acknowledged that the article wasn’t of the best taste. He also acknowledged that there isn‘t really a good way to distinguish between cases of this nature. His argument of this was since all jurors have different views and opinions that verdicts in cases such as this would be of opinion rather than clearly defined by the law. He acknowledged that not all speech is protected equally by the First Amendment but this case didn‘t possess such speech.

Wireless Communication :: essays research papers

The radio is a wireless form of communication which is transmitted through sounds or signals by electromagnetic waves directly through space to a receiving set. Some types of radio communications are HAM radios, CB (Citizen Band) radios, Cell Phones, Radio Scanners and Walkie-talkies. Radio communications are widely used in the United States and majority of it is used by law enforcement and emergency services. Police/Sheriff, Fire-Rescue, Highway Patrol, Ambulance and EMS are some of the agencies that use radio communications. There are many factors that contribute to radio failure. These factors could delay law enforcement and emergency services getting to a distress call immediately. Some of these factors are; lack of maintenance on a radio communication system, causing it to crash. This happened at the Palmdale Air Traffic Control Center, when a technician failed to perform required maintenance. This caused the communication system even the back up system to shut down for more then three hours. Radio Failure also occurred during the September 11 attacks, where the radio system used by city firefighters failed. These radios should have been replaced two years earlier, but the new radios never worked properly. Radio problems also occurred during the Cedar Fires in Southern California. When firefighters went face to face with the most destructive wildfire in California history, their most reliable method for communicating with each other may have been shouting. Mismatched radio systems left U.S. Forest Service crews unable to talk to their counterparts in other fire agencies. Some firefighters resorted to palm-size Family Radio Service devices that sell for as little as $25 apiece after the failure of their regular radios, which cost thousands of dollars each. At times, supervisors had to leave their crews in trucks parked in the field and drive back to their base camp to get instructions because they couldn't reach anyone by radio. The radio failure and communications failure in these cases caused a lot of lives to be lost and damages and delays. HAM radios are a great way of communication when normal communication is down, this way of communicating could have been used in during the Cedar Fires. The National Radio Amateur Civil Emergency Service (RACES) is an organization that uses the HAM Radios. They provide local and long distance communications services in local, regional, national and international emergencies. When normal communication systems are overloaded, damaged, or disrupted because a disaster has occurred, or is likely to occur, an amateur station may make transmissions necessary to meet essential communication needs and facilitate relief actions.