The Problem Of A Growing World Population - 1939 Words

Global perspective: Countries with high average population density tend to be the same as those with large amounts of arable land (e.g. Canada has the 11th lowest population density and very little arable land at 4,73%) because large amounts of land are uninhabited. Generally, areas that are developing have higher population densities, however, less developed areas generally have more population growth. All solutions to the problem of a growing world population can be categorized into to categories - creating sustainable growth or keeping the population under control. The first way to create sustainable population growth is to raise education levels. Above are two graphs - the left one showing the HDI (Human Development Index - a comparative measure of life expectancy, literacy, education, standards of living and quality for life devised by the UN) of countries around the world and the right one showing the birth rates of countries around the world. The countries with the highest HDIs are shaded in green and the ones with the lowest are shaded in red, while the darker the color of a country, the higher its birth rate. From these two graphs one can see a definite correlation between having a high HDI and lower birth rates, leading to the fact that on average, educated people have fewer children than uneducated people. The reason many parents in poor regions of the Earth want many children is that they hope that at least one of the children will survive a cruelShow MoreRelatedThe World Population Is Evolving Ageing And Cognitive Impairment ( Ci ) Is A Fast Growing Problem1722 Words   |  7 Pagesbecoming a more prevalent, frightening, and expensive personal and social problem – but a problem that companies can more effectively address with innovative products and services. 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Fly Away From Home By Jennifer Weiner Essay - 1676 Words

In her book Fly Away from Home, Author Jennifer Weiner once said â€Å"divorce isn’t such a tragedy. A tragedy is staying in an unhappy marriage, teaching your children the wrong things about love†¦Ã¢â‚¬  This is the general idea of divorce, once one has decided they’ve had enough it’s okay to quit. In some situations I would agree that it is absolutely necessary for divorce. I am not against divorce but I am in favor of the children that have to experience it. If you google ‘divorce’ what pops up is celebrities that have gone through it, an ad for a comedy television show about divorce, and a certificate for a free marriage counseling session. Not much is said about the children. Children from the ages of 5-13 experience the bad side of divorce because during that age is where most of the imprinting takes place. There is not much information on the topic of children that are having to go through divorce, custody battles, moving away, mental i llness, etc. The reason for my research is to develop more information about the children, how to help them cope with it, how to tell them, and how to avoid trauma. The purpose of my research is to be the voice for children, as a future child psychologist and as someone that went through it as a child. There is not enough research out there about the toll this takes on a child so I figured I could change that. On average, children manage better in a happy two-parent family than a divorced one. Although, this cannot always be the case. SomeShow MoreRelatedKate Weiner s Fly Away Home1396 Words   |  6 Pagesâ€Å"Divorce isn’t such a tragedy. A tragedy’s staying in an unhappy marriage, teaching your children the wrong things about love. Nobody ever died of divorce,† states Jennifer Weiner, a New York Times Bestselling author, in her novel, Fly Away Home. Although Weiner has a point in voicing that a dispirited and forlorn relationship can corrupt the innocent me ntality of children, it is vital that she also considers the darker, more sinister side of divorce. To put the term ‘divorce’ simply, it â€Å"is whatRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pageslittle significance. But there is little agreement over when the twentieth century c.e. arrived, and there were several points both before the year 2000 (the collapse of the Soviet Union, the reunification of Germany, the surge of globalization from the mid-1990s) and afterward (9/11, or the global recession of 2008) when one could quite plausibly argue that a new era had begun. A compelling case can be made for viewing the decades of the global scramble for colonies after 1870 as a predictableRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages10.5/12 ITC New Baskerville Std Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this textbook appear on the appropriate page within text. Copyright  © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as Prentice Hall. All rights reserved. Manufactured in the United States of America. This publication is protected by Copyright, and permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrievalRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesmarketing channel distribution, and entirely new patterns of employee recruiting, development, and training. In addition, product and services launches increasingly require more effective development initiatives. Rapidly increasing numbers of new offerings—from Web-oriented modules to credit cards—are being commoditized in months or even weeks instead of the periods of years on which companies had counted for cash f low. Increasingly demanding consumer and industrial buyers are basing their purchasing decisionsRead MoreQuality Improvement328284 Words   |  1314 PagesI Sixth Edition ntroduction to Statistical Quality Control DOUGLAS C. MONTGOMERY Arizona State University John Wiley Sons, Inc. Executive Publisher: Don Fowley Associate Publisher: Daniel Sayer Acquisitions Editor: Jennifer Welter Marketing Manager: Christopher Ruel Production Manager: Dorothy Sinclair Production Editor: Sandra Dumas Senior Designer: Kevin Murphy New Media Editor: Lauren Sapira Editorial Assistant: Mark Owens Production Management Services: Elm Street Publishing

Modeling and Evaluating Evidence Program †Free Samples to Students

Question: Discuss about the Modeling and Evaluating Evidence Program. Answer: Introduction World Health Organization initiated "Health for All" by 2000. It is the global strategy, in response to which, the Australian health ministers advisory council established the National Health Priority Areas. This is the collaborative effort involving Commonwealth, State and Territory governments. There are nine priority areas under AIHW (Australian Institute of Health and Welfare) including cancer control, cardiovascular health, mental health, injury prevention and control, diabetes mellitus, asthma, arthritis and musculoskeletal conditions, obesity and Dementia (Lam et al. 2015). This paper will particularly focus on Dementia. These priority areas have been initiated and have recognised that the disease burden can be reduced by implementing holistic strategies. The strategies should be for prevention and through to treatment and management. In response to this priority area, the paper discusses the significance of the health issue regarding the incidence and prevalence, influence on individual and health care system, morbidity and mortality, and financial costs. It significance to nursing is also discussed. The research evidence in regards to this issue is described briefly. The paper comprehensively describes how research informs practice including the research-practice gap. It involves the major evidence based practice recommendations and the research practice gaps. Dementia is the umbrella term for 100 different diseases, diagnosed in ageing people. Dementia is characterised by the impairment of brain functions. It includes loss of memory, perception, cognitive skills and personality. People living with Dementia have profound consequences for the health and quality of life. It also increases the economic and emotional burden on the family and friends. Dementia is the progressive disease with irreversible symptoms (Withall et al. 2014) Dementia is the significant outcome of the increase in the ageing population. The focuses on the aged group 80 years and above. In Australia, the estimated cases of dementia by 2050 are 900,000. It is the major health issue in Australia. Currently, there are 342,800 cases of dementia in Australia. In 2015, 10% of the Australian population aged 65 and above were diagnosed with dementia and 35% of them diagnosed were aged 85 and above. The Australian government funded aged care facilities, and 50% of the permanent residents were diagnosed with dementia in 2013-14. Dementia is the second leading cause of death in Australia. It is responsible for 10.6% of the female and 5.4% of the male deaths in Australia (Australia 2013). The impact of dementia on the health care is devastating. The projections of the Australian survey informs about the greater need for carers in the community (255,800). The number of the carers may be doubted by 2050. The healthcare cost of dementia is expected to rise to $18.7 billion in present condition. By 2056, the cost may rise to $36.8 billion (Prince et al. 2013). Nursing can make the significant difference to this heath issue. They can deliver specialised care that is needed for dignified treatment. Dementia nursing care is underpinned by the holistic model. This model addresses the physical, emotional, social and mental health aspects when caring for the dementia patient. Dementia patient needs intimate care. Thus nurses have to spend intensive periods with the client to establish the therapeutic relationships. Nurses are accountable to deliver evidence based practice to generate optimal health outcomes. Nurses have inherent obligation to deliver patient advocacy. They are responsible for informing society to develop habits and environment that hinder the advancement of dementia (Fielding et al. 2016). Dementia as the national priority area of AIHW was recognised by performing thorough literature research. To extract information about this topic, various bibliographic databases were used. These databases are commonly used for scientific research and accessing the wide range of literature. These databases are useful for retrieving full-text articles. The inclusion criteria for the articles search are- peer reviewed article, published in the period 2010-2017 and the English language. These inclusion criteria will help search the articles meticulously. Articles are screened initially by the title followed by abstract and lastly full-text article (Van Beynen 2013). The search terms used for the database search and retrieval of articles are Dementia, dementia care Australia, heath care, nursing, Australia dementia prevalence, dementia impact, dementia research gap, EBP recommendations. Boolean operators AND and OR were used to use to narrow the search. For example- Dementia and nursing; Dementia OR mortality OR prevalence. These operators were applied as per the search method for each database to streamline the search in the correct direction (McGowan et al. 2016). Starting with 25 articles and applying the inclusion criteria, the total number of articles retrieved was 10. A summary of six of them is given below. Articles Database Level of evidence Classification Stregth (Schnemann et al., 2014) Reason Testad et al. 2016 Cochrane Library Level II Primary research High Evaluated evidence?based continuing education program in nursing home dementia care. Useful for the training of staff Murphy et al. 2016 Medline Level VI Primary research High Dementia guidelines that are useful to be implemented in the general practice McKenzie and Brown 2014 CINHAL Level VI Primary research Moderate Highlighted the perceptions of the nurses in the dementia care useful for intervention Livingston et al. 2014 CINHAL Level I Secondary research High Highlighted the Non-pharmacological interventions for agitation in dementia Laver et al. 2016 Medline Level VI Clinical practice guidelines High Provided useful practical guidelines for dementia care that will eliminate the gaps Three of the six articles McKenzie and Brown 2014, Laver et al. 2016, were extracted from CINHAL. Two of the articles Murphy et al. 2016 and Laver et al. 2016 were extracted from Medline. One article by Testad et al. 2016 was taken from the Cochrane library. Using the level of evidence framework by Burns et al. (2011) the articles in the level I are the evidence from the systematic review of the randomised control trials. The articles in the level II are the evidence obtained from one well-designed RCT. Qualitative analysis, RCT and its systematic review give high level of evidence, as they are mainly primary researches conducted by the author. Secondary researches are the review of primary research studies and are considered to be of moderate strength. However, strength of the chosen systematic review is of high strength due to well description of all the parameters (Munn et al., 2014). Research practice gaps According to the International Association of Gerontology and Geriatrics that conducted global agenda for clinical research and quality of care in long-term care homes, identified that there is research gap in knowing the concerns related to present state of nursing practice in long-term care. According to the consortium, there is a little action taken in regards to defining the registered nurses competencies. There is a poor understanding of the leadership style that is required to enhance the effectiveness of the registered nurses in improving the staff, resident and the family outcomes. There is a need for creating the long-term care home like environment in training facilities and hospitals so that the registered nurses can practice to their full scope. There is also research gap in the area of understanding the impact of the nursing and organizational models (McGilton et al. 2016). As per the Murphy et al. (2016), the major barriers to implementing the evidenced based recommendations are lack of use of the validated tool to assess co-morbid depression. There is a general misconception that depression can be adequately assessed using general clinical indicators. Most professionals belief that only a little information can be obtained by the validated tools. There are many GPs who feel discomfort in using validated tools. This condition was due to the limited training and confidence among the care providers. Further, the researcher also found that there was the poor awareness on conducting the depression assessment which is also one of the evidenced based practice (McGilton et al. 2016). On those practitioners could well conduct the assessments and were in consistent with the evidence-based recommendations, which have necessary skills, confidence, an appropriate level of awareness as well as time and resources. Restrain, and agitation has been recognised as the m ajor barriers in practising the evidence based recommendations. Thus, there is a need of change in the design of information to develop practice in line with dementia guidelines (Livingston et al. 2014). To identify the gaps in evidenced based recommendations and practice the WHO ministerial conference initiated global action against dementia. With the help of the systemic international process, the research priorities identified are the prevention of dementia, identification of dementia risk factors and strategies for reduction of risk. Further priorities include improvement in the quality and safety of care delivered to dementia people. Other research priorities were related to biomarkers, diagnosis, understanding the disease mechanism, treatment development, and need of greater public awareness and understanding of dementia (Shah et al. 2016). Evidence based recommendations Firstly, Provision of patient centred care by the health and the aged care professionals. They must use the ten principles of dignity in care. The professionals should respond to the individual preferences and needs. Secondly, referral of patients to comprehensive assessment or the memory assessment specialists. Thirdly, all the practitioners should be honest and respectful towards patients and use individualised approach when communicating with them and their families about the diagnosis. Fourthly, health system planners to be more responsible for ensuring that the patients have access to care coordinators. Fifthly, dementia care training should be provided to all the aged care staff. It must include attitude, skill development and attitude. Training must allow the care workers to optimise care for dementia patients. Staff must be trained in the principles of patient centred care (Laver et al. 2016). These recommendations will eliminate the gap between what is known to be effective and what is practice. Sixthly, occupational therapy interventions should be given to the dementia patients. It must include environmental assessment, prescription of assistive technology, tailored intervention to promote independence in activities of daily living. Seventhly, the comprehensive assessment should be offered for patients developing behavioural and psychological symptoms. The assessment may include pain and discomfort, physical and mental health,side effects of medication, an impact of spiritual beliefs and cultural norms, physical environmental and interpersonal factors,and form of communication (Prince et al., 2013). Further, the recommendations involve respite care for dementia patients and programs for carers and families to be implemented so that can optimise the care. These programs should be individualised and multifaceted to eliminate the gap. Lastly, the antipsychotic medication should not be prescribed to patients with mild-to-moderate behavioural and psychological symptoms of dement ia. However, in many cases it was found to be administered (Laver et al. 2016). According to Testad et al. (2016), the reduction in the use of restraint in the care homes can be achieved by the tailored 7-month training intervention also called as Trust Before Restraint. These interventions will prevent the use of restraint, agitation, and antipsychotic medications in care home residents with dementia. This intervention will help focus more on the patient centred care. There is a gap in implementing the patient centred care as there is no effective tool to reduce agitation in care homes, Further; there is no assessment of the long-term implementation of activity and sensory interventions. It indicates that there is a need for further research in the home care setting (Livingston et al. 2014). Thus, it suggests the need of non-pharmacological interventions for agitation in dementia. McKenzie and Brown (2014) suggested that the educational providers should target students who are passionate about dementia care and look for greater work intentions in dementia care such as age and positive ageism. Further, there is a need for identifying the barriers as it indicates possible areas of improvement. Once identified and addressed it will attract number of care providers and students to this field of practice. By examining alternate strategies to engage younger nursing students, self-care practices can be induced. It is suggested by this article that curricula should be adopted to incorporate successful communication skills with dementia people. Thus these gaps should be covered as soon as possible. According to Livingston et al. (2014), barriers to applying the research into practice include lack of sufficient pharmacologic treatments available for dementia, lack of commercially available imaging tool for the technician poor diagnostic accuracy. The advanced imaging tools that are currently available have limited clinical applications. These tools are primarily reserved for research. There is a greater focus on the early stages of neurodegeneration, and the risk factors that might be present in the patient even years before the appearance of clinical symptoms. There is a lack of acknowledgement of the risk factors. There is still a gap in determining the early identification of the possible clinical disease trajectory. The area of the health and the insurance coverage is the other major barrier that is not letting the gap between the research and clinical practice to be closed. For instance not all the insurances cover the cost of differential diagnosis particularly for PET (Wi cklund Gaviria, 2011). Conclusion Dementia is the major health priority in Australia. This health issue is significant to nursing. Nursing can make the significant difference to this health issue. Nurses can deliver specialised care that is needed for dignified treatment. Dementia nursing care is underpinned by the holistic model. This model addresses the physical, emotional, social and mental health aspects when caring for the dementia patient. Dementia patient needs intimate care. Thus nurses have to spend intensive periodswith the client to establish the therapeutic relationships. Nurses are accountable to deliver evidence based practice to generate optimal health outcomes. Nurses have inherent obligation to deliver patient advocacy. There are several evidenced based clinical guidelines and recommendations developed for improving health outcomes of dementia patients. The main recommendation being the implementation of patient centred care. All the practitioners should be honest and respectful towards patients and use individualised approach when communicating with them and their families about the diagnosis. Dementia care training should be provided to all the aged care staff. However, there are a research practice gaps which is mainly attributed to poor diagnosis, not understanding the disease mechanism, poor treatment development, and poor public awareness and understanding of dementia. Further reasons involve preference to agitation and restraint in long term care homes. In conclusion as a result of the evidence based practice, the clinical practice changes. References Australia, A., 2013. Statistics: Summary of dementia statistics in Australia. Burns, P. B., Rohrich, R. J., Chung, K. C. (2011). The levels of evidence and their role in evidence-based medicine.Plastic and reconstructive surgery,128(1), 305. Fielding, E., Chenoweth, L., Beattie, E., Moyle, W., Maria, O., Robinson, A. and He, W., 2016, November. PROVIDING DEMENTIA CARE: NURSING HOME STAFF ATTITUDES, SATISFACTION AND STRAIN EXAMINED. InGERONTOLOGIST(Vol. 56, pp. 744-744). JOURNALS DEPT, 2001 EVANS RD, CARY, NC 27513 USA: OXFORD UNIV PRESS INC. Lam, J., Lord, S.J., Hunter, K.E., Simes, R.J., Vu, T. and Askie, L.M., 2015. Australian clinical trial activity and burden of disease: an analysis of registered trials in National Health Priority Areas.The Medical journal of Australia,203(2), pp.97-101. Laver, K., Cumming, R.G., Dyer, S.M., Agar, M.R., Anstey, K.J., Beattie, E., Brodaty, H., Broe, T., Clemson, L., Crotty, M. and Dietz, M., 2016. Clinical practice guidelines for dementia in Australia.The Medical Journal of Australia,204(5), pp.191-193. Livingston, G., Kelly, L., Lewis-Holmes, E., Baio, G., Morris, S., Patel, N., Omar, R.Z., Katona, C. and Cooper, C., 2014. Non-pharmacological interventions for agitation in dementia: systematic review of randomised controlled trials.The British Journal of Psychiatry,205(6), pp.436-442. McGilton, K.S., Bowers, B.J., Heath, H., Shannon, K., Dellefield, M.E., Prentice, D., Siegel, E.O., Meyer, J., Chu, C.H., Ploeg, J. and Boscart, V.M., 2016. Recommendations from the international consortium on professional nursing practice in long-term care homes.Journal of the American Medical Directors Association,17(2), pp.99-103. McGowan, J., Sampson, M., Salzwedel, D.M., Cogo, E., Foerster, V. and Lefebvre, C., 2016. PRESS peer review of electronic search strategies: 2015 guideline statement.Journal of clinical epidemiology,75, pp.40-46. McKenzie, E.L. and Brown, P.M., 2014. Nursing students' intentions to work in dementia care: influence of age, ageism, and perceived barriers.Educational Gerontology,40(8), pp.618-633. Munn, Z., Moola, S., Riitano, D. and Lisy, K., 2014. The development of a critical appraisal tool for use in systematic reviews addressing questions of prevalence.International journal of health policy and management,3(3), p.123. Murphy, K., OConnor, D.A., Browning, C.J., French, S.D., Michie, S., Francis, J.J., Russell, G.M., Workman, B., Flicker, L., Eccles, M.P. and Green, S.E., 2014. Understanding diagnosis and management of dementia and guideline implementation in general practice: a qualitative study using the theoretical domains framework.Implementation Science,9(1), p.31. Prince, M., Bryce, R., Albanese, E., Wimo, A., Ribeiro, W. and Ferri, C.P., 2013. The global prevalence of dementia: a systematic review and metaanalysis.Alzheimer's Dementia,9(1), pp.63-75. Schnemann, H., Bro?ek, J., Guyatt, G. and Oxman, A., 2014. GRADE handbook for grading quality of evidence and strength of recommendations. Updated October 2013. The GRADE Working Group, 2013. Shah, H., Albanese, E., Duggan, C., Rudan, I., Langa, K.M., Carrillo, M.C., Chan, K.Y., Joanette, Y., Prince, M., Rossor, M. and Saxena, S., 2016. Research priorities to reduce the global burden of dementia by 2025.The Lancet Neurology,15(12), pp.1285-1294. Testad, I., Mekki, T.E., Frland, O., ye, C., Tveit, E.M., Jacobsen, F. and Kirkevold, ., 2016. Modeling and evaluating evidence?based continuing education program in nursing home dementia care (MEDCED)training of care home staff to reduce use of restraint in care home residents with dementia. A cluster randomized controlled trial.International journal of geriatric psychiatry,31(1), pp.24-32. Van Beynen, K., 2013. Creating a Search Strategy: Search, Refine, and Save Time. Wicklund, A. H., and Gaviria, M. 2011. Closing the gap between research techniques and clinical practice in the treatment of dementia.Surgical neurology international,2. Withall, A., Draper, B., Seeher, K. and Brodaty, H., 2014. The prevalence and causes of younger onset dementia in Eastern Sydney, Australia.International psychogeriatrics,26(12), pp.1955-1965.

Starbucks Companys Human Resource Development

Introduction Starbucks Company is a great enterprise including the chain of coffeehouses all over the world; this is a big organization producing coffee and offering its services to its customers. Currently, it is undergoing changes that require to start and implement reorganization in case the company wants to gain a large market share and remain competitive in the market.Advertising We will write a custom report sample on Starbucks Company’s Human Resource Development specifically for you for only $16.05 $11/page Learn More For instance, employees lack skills, products are of low quality, and customers are moving away (Landy et al., 2010). In order for Starbucks to triumph in the competitive business environment, it needs to maximize its productivity and minimize losses (Mariane, 2009). This is possible due to Human Resource Development. According to Garavan (2010), Human Resource Development concentrates on improving the performance of an organ ization. This means that Starbucks will greatly benefit from Human Resource Development. For instance, Human Resource Development will ensure that Starbucks grows and develops by supporting the business, sharing knowledge and training its personnel. The Role of Human Resource Development within Starbucks According to Abraham Maslow’s hierarchy of human needs, Human Resource Development should assess the needs of an organization and address them accordingly (Reilly, 2008). The needs of Starbucks include a proper specialization of the workers, increase in the profit margin and effective training programs (Landy et al., 2010). The identification of these needs will assist the Human Resource Development manager to implement programs that address these issues. As a result, problems like unskilled workers and dissatisfied customers will end.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Training and development play the main role in Human Resource Development. According to the theory of teaching, effective learning entails the right content, place and time of training (Gilley, 2009). In Starbucks, it is the role of Human Resource Development manager to identify the right content and context of learning. This will assist in eradication of incidences like the closure of Starbucks for three hours (Landy et al., 2010). Additionally, loyal Starbucks’ customers will not complain because they will not realize that training is to take place. The contributions of Human Resource Development to Starbucks According to the principles of management, Human Resource Development should enhance unity of strength and command (Stewart, 2010). This means that employees and employers should work collaboratively and share the knowledge and skills that they have. For instance, if the CEO and the top management of Starbucks work in team with Human Resource Development manager, the organization will thrive in the business environment. This is because they will be able to identify problems that Starbucks faces and come up with the effective solutions. Human Resource Development should ensure that there is equity between the need of a company and that of a person. The scientific management theory states that employees and employers should forget about their own needs for the sake of the organization (Blackman, 2010). Employees and employers of Starbucks should focus on the needs of the customers. If a Human Resource Development manager had taken part in workers training, Starbucks could not have closed the business for three hours. Any delay in running business portrays negligence of customers’ needs (McLagan, 2010). Human Resource Development is like a backbone of Starbucks. This is because Human Resource Development manager engages in activities like recruitment of employees and skills development (Gilley, 2009). Recruitment entails hiring qualified wor kers who are able to provide quality services.Advertising We will write a custom report sample on Starbucks Company’s Human Resource Development specifically for you for only $16.05 $11/page Learn More Skills development involves the training of the current workers so that they will become more competent. This shows that Human Resource Development will contribute to the success of Starbucks by ensuring that the company will have the skilled workers who are able to prepare coffee of high quality. Human Resource Development Issues Facing Starbucks Human Resource Development manager plays a critical role in running of an organization because he/she controls all the activities via training and development of the workers (Blackman, 2010). If Starbucks does not invest in Human Resource Development, issues concerning employees’ qualifications, customers’ dissatisfaction and inappropriate expenditure are likely to arise in the next three or five years. Most of the employees will lack the required skills because they will not have someone to train and guide them to ensure that learning is a continuous process. For example, Landy et al. (2010) explain that employees receive a three hours training without follow up. According to the principles of learning, onetime training is an ineffective teaching technique (Reilly, 2008). This is because people learn the best when the tutor teaches them and follow them up to ensure that they are practicing the correct thing. Customers’ dissatisfaction will arise because unskilled employees and employers cannot adequately address the needs of clients. For example, in the absence of Human Resource Development manager, Starbucks is likely to close again in order to train employees, and this will lead to customers’ dissatisfaction. Finally, Starbucks is likely to spend more money on employees’ development if it does not consult the Human Resource Development manager.A dvertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As a Human Resource Development manager, my focus concerning the aforementioned issues is placed on employees training, career development and organization growth. Employees training will increase the workers’ competencies. As a result, they will make coffee of high quality, thus attracting many customers. Career development entails organization changes, like recruiting and outsourcing (Stewart, 2010). Career development empowers employees with skills and knowledge. Empowerment of Starbucks’ employees will alleviate issues like workers’ and customers’ dissatisfaction. Finally, Human Resource Development manager should assist in organization growth by engaging in planning activities. If Starbucks involves Human Resource Development manager in the planning activities, it will realize the need of more personnel. For instance, it may not need to stop recruiting Human Resource Development personnel. Recommendations According to the above analysis, Starbucks ma nagement team does not have adequate knowledge about the role and contribution of Human Resource Development to the company’s promotion and progress. Therefore, the Starbucks top management and the CEO need to engage in Human Resource Development activities with a positive attitude towards learning. Moreover, Starbucks can hire Human Resource Development personnel and incorporate them into the training programs. Additionally, the top management should realize the role of Human Resource Development and see it as an asset and not a liability. Finally, Starbucks needs to change its attitude towards training as a onetime activity and invest in continuous employees training. Conclusion Human Resource Development is the greatest asset of an organization. This is because Blackman (2010) states that Human Resource Development contributes to the growth of an organization through employees’ development. If Starbucks invests in Human Resource Development, it will triumph in the c ompetitive business environment. This is because Human Resource Development will ensure that training, career development and organization growth take place in the company. References Blackman, D 2010, ‘ The Role of Human Resource Development in Preventing Organisational Stagnation’, Mangement Decisions , vol. 44, no. 5, pp. 628-634. Garavan, T 2010, ‘Human Resource Development Literature: Current Issues, Priorities and Dilemmas’, Journal of European Industrial Training , vol. 136, no. 79, pp. 169-179. Gilley, W 2009, Principles of Human Resource Development, Wesley, New York. Landy, F., Conte, M 2010, Work in the 21st Century: An introduction to Industrial and Organisational Psychology, John Wiley, New Jersey. Marianne, G 2009, ‘Knowledge Management and the Links to HRD: Developing Leadership and Management Capabilities to Support Sustainability’, Management Research , vol. 342, no. 5, pp. 402-413. McLagan, P 2010, ‘Models for Human Res ource Development Practice’, Trainning and Development , vol. 36, no. 9, pp. 49-59. Reilley, H. 2008, ‘The Role of Human Resource Development Competencies in Facilitating Effective Crisis Communications’, Advances in Developing Human Resources , vol. 10, no. 3, pp. 331-351. Stewart, S 2010, Human resource Development and Learning Organisations in Europe, Routledge, London. This report on Starbucks Company’s Human Resource Development was written and submitted by user Ben Hampton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

10 Great Jobs for People Who Love to Travel

10 Great Jobs for People Who Love to Travel If you’re the type that doesn’t get antsy about travel, and wouldn’t prefer to stay within a 10-mile radius of home, then a career on the road might be for you. You might, of course, be thinking that a career not spent in one spot would require being an airline pilot or a traveling salesman, but you would be wrong. Here are 10Â  great jobs for people who love to travel.1. Travel NurseIf you don’t mind being flexible, or shipped off at a moment’s notice to wherever you might be needed most, then working as a travel nurse might just be for you. You’ll have a variety of duties across a wide swatch of places, and you’ll be well-paid and in demand.2. Athletic Talent ScoutEver wonder how professional sports players make it from the minor to the major leagues? If you love sports and know enough to spot an ace when you see one, consider working for a franchise or team to bring in the new talent. You’ll want to know your chosen sport in side and out, and also be comfortable with the pressure of choosing the next big hope.3. RoadieLove music? Ever wish you could go out on tour with your favorite artist? It might just be possible. Work doing electrics or rigging or sound or stage-handing for one of your favorite local musicians, and you could up doing the same for the biggest stars.4. Tour GuideWant to move somewhere specific? Know a lot about that place and want to geek out even more? Tour guiding might just be for you. Learn your spot inside and out, then make everyone love it as much as you do, and you’ll be sure to succeed.5. Civil ServiceConsider applying to the U.S. State Department. See a different part of the world, get really in-depth in the issues, and still feel like you have something interesting to say at a dinner party. Almost regardless of your background, there might be a job in civil service for you. As long as you can pass the security clearance, you should be all right.6. International AidWo rk for an independent aid organization and really help people around the globe. It’s important to want to help others- and to make a difference, but this can be an incredibly willing career. You’ll be paid well, but you still should love what you do.7. ArchaeologistYou’ll need a bit of schooling, and you’ll never quite be Indiana Jones, but you’ll get to dig up all sorts of extremely unique artifacts and feel like you’re unearthing history. If you like science and working outdoors and solving intricate, tedious mysteries, then this could be for you.8. English TeacherYou probably imagine your high school English teacher standing in front of the same old class year after year. But imagine teaching ESL in various places all over the world. You’ll need a Bachelor’s degree, perhaps even a Master’s, but then the world is your oyster.9. Field Service TechIf you feel qualified to be a doctor of technology, but don’t want to have to get an advanced degree, you could consider working as a field service technician fixing broken mobile technology, cranes, elevators, trains, etc. You can work independently, for a company, or even for the government. And you can get most of your training directly on the job.10. Yacht CrewIf you love the water and you don’t mind doing a bit of manual labor, you can absolutely see the world by crewing yachts. Live on a superyacht and stay in some of the most exciting ports in the world. You’ll hobknob with some of the biggest names in the business, and in the world, and you’ll spend a great deal of time outside in the most beautiful surroundings.

Michel Foucault Biography and Intellectual History

Michel Foucault Biography and Intellectual History Michel Foucault (1926-1984) was a French social theorist, philosopher, historian, and public intellectual who was politically and intellectually active until his death. He is remembered for his method of using historical research to illuminate changes in discourse over time, and the evolving relationships between discourse, knowledge, institutions, and power. Foucault’s work inspired sociologists in subfields including sociology of knowledge; gender, sexuality and queer theory; critical theory;  Ã‚  deviance and crime; and the sociology of education. His most well-known works include Discipline and Punish, The History of Sexuality, and The Archaeology of Knowledge. Early Life Paul-Michel Foucault was born to an upper-middle-class family in Poitiers, France in 1926. His father was a surgeon, and his mother, the daughter of a surgeon. Foucault attended Lycà ©e Henri-IV, one of the most competitive and demanding high schools in Paris. He recounted later in life a troubled relationship with his father, who bullied him for being â€Å"delinquent.† In 1948 he attempted suicide for the first time and was placed in a psychiatric hospital for a period. Both of these experiences seem tied to his homosexuality, as his psychiatrist believed his suicide attempt was motivated by his marginalized status in society. Both also seem to have shaped his intellectual development and focus on the discursive framing of deviance, sexuality, and madness. Intellectual and Political Development Following high school Foucault was admitted in 1946 to the École Normale Supà ©rieure (ENS), an elite secondary school in Paris founded to train and create French intellectual, political, and scientific leaders. Foucault studied with Jean Hyppolite, an existentialist expert on Hegel and Marx who firmly believed that philosophy should be developed through a study of history; and, with Louis Althusser, whose structuralist theory left a strong mark on sociology and was greatly influential to Foucault. At ENS Foucault read widely in philosophy, studying the works of Hegel, Marx, Kant, Husserl, Heidegger, and Gaston Bachelard. Althusser, steeped in the Marxist intellectual and political traditions, convinced his student to join the French Communist Party, but Foucaults experience of homophobia and incidences of anti-semitism within it turned him off. Foucault also rejected the class-centric focus of Marx’s theory, and never identified as a Marxist. He completed his studies at the ENS in 1951 and then began a doctorate in the philosophy of psychology. For the next several years he taught university courses in psychology while studying the works of Pavlov, Piaget, Jaspers, and Freud; and, he studied relationships between doctors and patients at Hà ´pital Sainte-Anne, where he had been a patient after his 1948 suicide attempt. During this time Foucault also read widely outside of psychology into shared interests with his long-term partner, Daniel Defert, which included works by Nietzsche, Marquis de Sade, Dostoyevsky, Kafka, and Genet. Following his first university post, he worked as a cultural diplomat at universities in Sweden and Poland while completing his doctoral thesis. Foucault completed his thesis, titled â€Å"Madness and Insanity: History of Madness in the Classical Age,† in 1961. Drawing on the work of Durkheim and Margaret Mead, in addition to all of those listed above, he argued that madness was a social construct that originated in medical institutions, that it was distinct from true mental illness, and a tool of social control and power. Published in abridged form as his first book of note in 1964, Madness and Civilization is considered a work of structuralism, strongly influenced by his teacher at ENS, Louis Althusser. This, along with his next two books, The Birth of the Clinic and The Order of Things showcase his historiographical method known as â€Å"archaeology,† which he also used in his later books, The Archaeology of Knowledge, Discipline and Punish and The History of Sexuality. From the 1960s on Foucault held a variety of lectureships and professorships at universities around the world, including the University of California-Berkeley, New York University, and the University of Vermont. During these decades Foucault became known as an engaged public intellectual and activist on behalf of social justice issues, including racism, human rights, and prison reform. He was very popular with his students, and his lectures given after his induction into the Collà ¨ge de France were considered highlights of intellectual life in Paris, and always packed. Intellectual Legacy Foucaults key intellectual contribution was  his deft ability to illustrate that institutionslike science, medicine, and the penal systemthrough the use of discourse, create subject categories for people to inhabit, and turn people into objects of scrutiny and of knowledge. Thus, he argued, those who control institutions and their discourses wield power in society, because they shape the trajectories and outcomes of peoples lives. Foucault also demonstrated in his work that the creation of subject and object categories is premised on hierarchies of power among people, and in turn, hierarchies of knowledge, whereby the knowledge of the powerful is considered legitimate and right, and that of the less powerful is considered invalid and wrong. Importantly, though, he emphasized that power is not held by individuals, but that it courses  through society, lives in institutions, and is accessible to those who control institutions and the creation of knowledge. He thus considered knowledge and power inseparable, and denoted them as one concept, knowledge/power. Foucault is one of the most widely read and frequently cited scholars in the world.

Net Present value Essay Example | Topics and Well Written Essays - 1250 words

Net Present value - Essay Example There are various methods available for appraisal of a project like Net Present Value, Pay back period and others. Here we are using NPV and payback method to analyze the project. Let us start with NPV method. NPV method recognizes the fact that a pound today is worth more than a pound tomarrow. NPV is ‘a calculation in dollars of the present value of all future cash flows from a project. It is roughly analogous to the concept of profit.’(Gary Heerkens, page 59) The total production per week is 1000 units and accordingly 52000 units for the year. As per information provided the contribution or profit per units will be  £0.20 and as the sale for the year is 52000 units, total contributions towards profit is  £10400. As the fixed operation cost will get reduced to  £ 20000 on installation of equipment, the contribution after meeting variable cost would be £ 30400 for each of 10 years except for 5th year, when the unit will be closed for overhauling for 4 weeks. In the fifth year the contribution will be  £29600. As there will also be an overhauling cost of  £8000, the net profit will reduce to  £1600 as compared to  £10400 in each year. However, in the 10th year the residual value of equipments of  £1000 will increase the profits to  £11400. These profits represent cash inflows for each year as depreciation on equipment has not been considered for calculation of such profits. These cash flows have been discounted at the rate of 20% (PVIF table multipliers for each year) in order to calculate the present value of cash inflows from the project.

Pension scheme Essay Example | Topics and Well Written Essays - 1500 words

Pension scheme - Essay Example 212). There are several factors that determine the amount of money that each retiree receives. This means that the fact that the defined benefit pension scheme promotes the payment of fixed amount of money every month does not mean that all organizations agree to pay a fixed amount of money to all their employees. Even within the same organization, not all employees receive the same amount of money. The actual contract of fixed amount payment is therefore between the employer and each employee; rather than between the employer and all members on the staff. To create a difference between how much each employee would take upon retirement, there are a number of mechanisms used to calculate the monthly. The commonly procedure is for employers to multiply the number of years each employee worked by a constant pound value (Diamond and James, 1985, p.12). For example an employee may choose to multiple the number of years by ?120. In this case, an employee who worked for 20 years will receiv e 20 x 120 which is equal to 2400 every month. Defined Contribution Pension Scheme Unlike the defined benefit pension, the defined contribution pension scheme does not guarantee a fixed monthly amount of money. Somehow, the name of this scheme, which is defined contribution, explains the technique behind this scheme and that is, an employee would receive a certain amount of money based on certain contribution made. This calls for the setting up of a fund, such as a pension fund. The employer agrees to pay a certain amount of money into the fund each year. In some jurisdictions, the employee is also free make similar contributions into the fund. The amount of money that the employee would receive each month upon retiring therefore depends on the amount of income that the accumulated money in the fund can generate. A very special feature that defined contribution pension plan possesses is that the recipient of the benefit is also entitled to any investments that the fund that was set can generate. For instance if the fund was invested into a mortgage, the amount of interest that the mortgage investment generates also becomes part of the calculation when determining how much the retiree will receive at the end of each month after retiring. This therefore leaves employers who want to use this pension scheme as a source of motivation for their employees to look for highly beneficial investment funds that can guarantee their employers much revenue for selection. In the absence of such an investment fund, the only amount that the employee can be assured of would be the accumulated contribution made by the employer or by both the employer and the employee (Amoroso, 2003). Comparison between two types from perspective of members of the pension scheme Primarily, members of the pension scheme are made up of employers and employees. In the sight of each of these people, are there a number of factors that they would consider in either agreeing to go for defined benefit pen sion plan or defined contribution pension plan. Most commonly, the outstanding feature that these two people look at is what is referred to as market risk. Chuck (2012) notes that â€Å"market risk is the risk associated with changes in the value of the investments in the plan.† Technically, both types of pension plans are special forms of investments where by in the defined benefit p

Animal Farm Assignment Essay Example for Free

Animal Farm Assignment Essay Animal Farm was written to be focused on the story of rebelling animals. However, it both constructs and reinforces many themes. The novel ‘Animal Farm’ is centralised among the story of the animals that live on Manor Farm, where their cruel master Mr. Jones dictates them. Under the inspiration of a pig named Old Major, the animals rebel against Mr. Jones and overthrow him. They decide to construct their own farm, which they plan to be a utopia where ‘all animals are equal’. However, after the death of Old Major corruption arises and many of the animals, who are lacking intelligence, live in a state of oblivion. Although ‘Animal Farm’ is under the disguise of a fable about domestic animals, it is also allegorical of the events of the Russian Revolution. When the animals of Animal Farm took over there main beliefs were based on their made up commandments called Animalism. The beliefs derived from this law were that man is our enemy, all animals are comrades, do not become like man, and no animal should be more powerful then another. These views were from Old Major, who had given a speech to stir the animals into rebellion. Old Majors dream was for the earth to be run by animals. When Old Major died, Snowball, Napoleon, and Squealer replaced him. At first things started off pretty well the harvest was very good the first year and the reading and writing system had helped some, but had limited success on others. Napoleon soon shared his view on education, and took the puppies into his home and started teaching them. In time, the leaders of animal farm started to have mixed feelings. Snowball said the animals only had to work three days a week, but Napoleon said it would only result in the animals starving to death. Napoleon then had the dogs chase off Snowball. Napoleon had eliminated Sunday morning meetings. The committee of pigs were now the leaders and there were no more debates. Napoleon soon started brainwashing the lower class of animals to believe him. The traditions of Old Major were soon forgotten, it was now Napoleons plans. Absolute power makes mediocre leaders think that they can do anything they want to anyone with no consequences. â€Å"All animals are equal, but some are more equal than others†. This was commandment set in place at the beginning of the rebellion, but the more powerful Napoleon got, the more corrupt he became and changed the commandment. When a person gains too much power, they think they are above everyone else. Napoleon figured that all the others were too scared to say something about the commandment because he was too powerful. When Napoleon gained total power over everyone, he turned into a dictator and a tyrant. In conclusion, history has proven that power is the root of all evil in a communism style government or congregation. In Animal Farm, the animals tried to be equal, but in time, some animals had certain views and different opinions and some gradually became more powerful. No matter how hard in society we try, mankind will never truly reach equality for the reason that Power tends to corrupt and absolute power corrupts absolutely

Free College Admissions Essays: An Issue of International Concern :: College Admissions Essays

College Admissions: Discuss an issue of international concern and its importance to you It was easy to empathize with Andy Dufresne and the other prisoners in The Shawshank Redemption as they suffered in their prison cells; I suffered while watching the movie. It was not because I disliked the film far from it. But while the prisoners in the movie were serving their sentences in Shawshank Prison, I served my own three-hour sentence for drinking five cups of fruit punch before entering the theatre. When the credits finally began to scroll, I strode quickly to the men's room, opened the door and found, to my dismay, that all seven urinals were already occupied. Well, not exactly. There were only four people using the urinals a person at every other one. Although there was a considerable line of guys eagerly awaiting the opportunity to relieve themselves, the three odd urinals remained unused. I did not dare to use one of the unoccupied urinals. Instead, I waited my turn along with the two dozen other men ahead of me. I reached the urinal a scant few seconds before losing control. Why is it that the middle urinals in men's restrooms remain tacitly forbidden? Whether a set of urinals is in an executive washroom or in the train station's public washroom, no man dares to use a urinal located next to a urinal in use. There seems to be no rational explanation for this, and it bothers me that this issue is given so little attention. Some men claim they "just want a bit of privacy." An understandable reason, to be sure, but it lacks substantiation. In the men's restroom of a particular gym close to my home, there are 3 urinals. As one might expect, the middle urinal remains unused. If privacy is the reason for this, why do the men at the gym shower together? There are no barriers whatsoever in the neither showers, nor are the urinals separated from the shower room. On busy days, all showerheads are used, and these same men who shower together refuse to relieve themselves while standing next to one another. So much for the "privacy" excuse. The issue is even more confounding when one learns that this is an international phenomenon. The every-other-one rule is not limited to developed countries where public restrooms are common; my father grew up in a tiny village in India and told me that Indian men relieve themselves at every other tree, even though there is plenty of distance between adjacent trees.

Cultures in apa style Essay

As businesses become global, limitations between cultures and environments crumbled little by little. However, within the vastly developing globalization, business observers discovered many ‘unpredictable’ phenomena. These phenomena come to the scope of observation, only after globalization is widely accepted by firms all over the world. One of these phenomena is the success of corporations from unfamiliar cultures, which were previously never expected to generate notable business growth or extraordinary innovation. Some of those companies are IKEA, Volvo, Electrolux, Scania, Hennez and Mauritz, etc. All of these mentioned corporations are Swedish in origins. Nevertheless, there are also significant developments displayed by those cultures which are predicted to dominate future global markets, like the Chinese market. The Chinese business culture and the Swedish business culture represented two different business cultures in terms of common expectations. The Chinese culture has been long predicted to be one of the fastest growing economies in the world due to the size of its markets. The Swedish culture on the other hand, represented a culture which is not predicted to become one of the dominant players in the global economy. In this paper, I am comparing these two business cultures in order to discover their differences and similarities, and thus understanding the origins of their competitive advantages. The comparison between the two cultures will be performed by observing studies that have been previously published and professional websites that develop business guidance to foreign countries. The comparison between the two cultures will be performed by comparing these specific traits, which are: decision and deal-making, conversation, making appointments, perspective regarding profit. 2 Discussions If we are using a specific research method, then within this paper, we are using the qualitative research method, in the sense that the research will not involve numbers and other objective measurements and the results will not be simply defined. In a qualitative research, the purpose is not to generalize an answer to other circumstances, but merely answering a specific question within a specific condition and context. Thus, the answer would be in the form of deep and meaningful explanations and contains discussions that would generate bias if the readers are not diligently capturing the context. As mentioned previously, the comparison between the two cultures will be based on specific traits, which are: ? Decision making ? Business culture ? Perspectives ? Authority ? Implementation of Regulations ? Leadership ? Cultural Context 2. 1 Similarities Both the Swedish and the Chinese culture treat outside information very cautiously. Nevertheless, after proven that the information and the person or the organization providing that information is reliable, than the person or the organization will most likely by a long-time friend of the company. In terms of relationship with the government, both cultures have high respect toward the authority of their government. Thus regulations are highly respected in both countries. Another similarity is the tendency to preserve the dignity of others by avoiding conflict as much as possible 2. 2 Differences 2. 2. 1 Decision Making In terms of deal and decision making, the Chinese people have a weaker respect toward the language English compare to the Swedish. Swedish businessmen generally speak English and ones that do not have the capability to speak English are considered lacking a competitive advantage. In China however, such a perspective has weak powers or even the perspective does not exist at all. Thus, businessmen generally bring an interpreter to China to prevent conversational stuck during negotiations or lobbying. In Sweden, due to the fact that most of their end-customers are American in nationality, English is accepted as a language of business conversation (Alexander, 2006; Bary, 2005). 2. 2. 2 Business Culture Another reason that adds to the importance of taking into account of cultural characteristics of a country is the issue of communication. Different cultures have different styles of business communication. For instant, western managers are generally recognized in their expertise for assembling words. Western managers are generally more talkative than any other. On the other hand, managers from Asian countries do not share the same trait. They prefer actions rather than words. If they choose to say anything, it would generally be short and to-the-point (‘American-Japanese’, 2005). Other communication differences might lie in body languages like nodding, smiling and other manners of speaking and listening. Managers of eastern countries generally have a unique manner of speaking and listening. American managers unaccustomed with these differences usually find it hard to comprehend the meaning of each gestures. Furthermore, politeness in some cultures might involve reversing the meaning from ‘yes’ to ‘no’ or the opposite. In regard of the importance of communication in the business realm, understanding these differences is an important requirement of a good manager. Another cultural aspect that created the differences of managing in different regions is the issue of gender. Surveys indicated that American companies are more liberal in nature, where women had more access to managerial positions rather than any Asian companies like Japanese or Chinese that just performing programs that encourage female leaders to take their stand (Japan’s, 2005). In addition, the Chinese business culture is also very much hierarchical. In a sense, they prefer that people respect them in accordance to their position within an organization. Thus, businessmen promoting a product or an agreement must generally performed presentation in different levels of the organization. In Sweden on the other hand, such a troublesome process is most likely avoided. Business presentation is generally performed only once or twice because all officers from different levels within an organization do not have problems with sitting side by side to each other (‘Making Appointments, 2008). 2. 2. 3 Perspectives Chinese people tend to make decisions using subjective point of view and personal feelings. This is the common design of a high context organization, where respect and unwillingness to confront with leaders slow down quality development. In Sweden on the other hand, decisions are made by both objective and subjective point of views and using both rationality and intuition, however, the basic difference is that the Swedish culture does not have a value of high respect toward leaders that will hamper democracy or objective considerations of the fact (‘Background to Business in China’, 2008). 2. 2. 4 Authority Despite having the same feeling of respect toward the authority of their government both cultures implement their regulations in different intensities. In order to suppress corruption that has been plaguing the country several decades in the past, the Chinese government decided not to go half way in punishing people who broke Chinese business laws. Some punishments are even performed in public to prevent similar occurrences. That is why there is a saying in China that most companies in China use logic, evidence and common sense, only if they do not contradict with the government’ doctrines and rules. In Sweden however, even though the regulations about breaking business laws are clear, the implementation still much ‘softer’ that it is in China (Alexander, 2005; ‘Chinese Deal Making’, 2008). 2. 2. 5 Implementation of Regulations In terms of decision making, the Chinese business culture generally recognize a collective decision making process. The leader will only be decisive and harsh in implementation the collective decision. Before any decision has been made, Chinese leaders have only a slightly higher decision making power compare to their subordinate. Nevertheless, even though the decision has been approved collectively, individuals within the group are still held accountable for his/her suggestions. In the Swedish culture on the other hand, 2. 2. 6 Leadership Leaders in China are meant to lead and even though they have the full right to punish their subordinates, they are expected to take full responsibilities when facing a higher authority. In Sweden on the other hand, leaders are not meant to tell people what to do, they meant to listen and than decide based on the collective decision. This example can be discovered in many types of organizations in Sweden. Even in the sport environment, a Sweden trainer would understand that his/her job is to work with the athlete and performing the trainings his/her way. On the other hand, a Chinese trainer might be furious if the athlete refuses to follow any of his/her orders Gernet, 1996). 2. 3 Cultural Context As mentioned previously, the China business culture is actually a high context culture, in which people are accustomed to be very subtle and shoring very little emotion when expressing a rejection, or a new claim. Sweden on the other hand, is basically a low-context culture, in which managers would prefer that every managerial activity is performed as informal as possible. Not like the United States however, in Sweden people strive more to avoid looking as an individual person, although he/she might have great ideas, it is till the collective thought that would prevail in most meetings. 3 Conclusion According to the previous researches, Sweden and China has quite huge differences, mainly in how they perceive the role of the authority and leaders. Further studies are required to understand the true correlation between these differences and business development in the future. Bibliography Alexander, John. 2006. Swedish Message. Retrieved August 21, 2008 ‘American-Japanese Communication 101’. 2005. WIN Advisory Group. Retrieved August 21, 2008 from http://www. winadvisorygroup. com/AmericanJapaneseComms101. html ‘Background to Business in China’. 2008. World Business Culture. Retrieved August 21, 2008 from www. glo-bis. com/china. htm Bary, Theodore de. â€Å"†Constructive Engagement with Asian Values†Ã¢â‚¬ . Archived from the original on 2005-03-11.. Columbia University. Chinese Business Deal Making. Nd. Los Angeles Chinese Learning Centers. 2008 Retrieved August 21, from chinese-school. netfirms. com/deal. html Gernet, Jacques. A History of Chinese Civilization. 2. New York: Cambridge University Press, 1996. ‘Making Appointments’. Nd. Los Angeles Chinese Learning Centers. 2008 Retrieved August 21, from chinese-school. netfirms. com/deal. html

SWOT Analysis for Classic Savory Essay

SWOT Analysis for Classic Savory Strengths: 1. Classic Savory offers different kinds of food that they offering to their customer when looking at the menu. The order of the menu is excellent and arrange accordingly to their categories, a very easy way to recognize the food that a customer would order. Pictures of the food itself were also placed in the menu to add attraction and interest of what kind of food they are serving. 2. The quality and taste of the food itself is very delicious, you would come back again and again to them. One of it is their classic chicken; the specialty of Classic Savory that you can order it classic or buttered. Distinctive Competence: The most selling food is the classic chicken; people are craving for their chicken even at a high cost. They will continue doing the best quality and taste of when it comes to their special menu and more variety of foods those customers are willing to eat anytime. Waiters should be more approachable in dealing to their customers when ordering and request from them. Core Capabilities: The competing menu in other restaurants is their 99 pesos meal where you have a meal and drink already, but it is only available during Monday to Friday. In this plan, they will not run out of customers during week days. Weaknesses 1.I could say their first weakness is the price of their food. Savory’s food is very expensive for the people to buy. Example: 1 whole chicken of Classic Savory chicken cost approximately 400 to 500 pesos which that price you can buy one bucket meal of KFC .It has already rice, fixins, drinks, and 6 pieces of chicken. 2.The service of Savory is quite slow; it takes 20 to 30 minutes before the food arrives. When it comes of requesting to get your bill, it also takes time and they will ignore you when you need the waiter. 3.The table is a bit crowded inside savory which the waiters have difficulties to move. Opportunities: The business of savory is continuous and smooth, so it is recommended to renovate a bigger space to have more customers and offer them  a better service give to them. Savory have a chance to compete to other restaurants with their best service when it comes to food and have time to think of another food that they would offer for the customers. Foreign customers are also coming and ordering to Savory that proves that Filipino Foods are delicious and it is the best ( For me! ï Å  ) Environmental Scanning As I observe to the place where the Classic Savory located, there are no near restaurants in the place, but there are stalls, DQ, and semi-restaurants that surround Savory. It is easy to be spotted because the people are mostly passing by and located at the ground floor of Robinson’s Manila. When it comes to the restaurant itself, it is a bit crowded and small. Threats: I could say that the possible threats of Savory are Max, KFC, and Bon Chon. Why? Because their special foods are chicken which that is the special food also of Savory. For Restaurant level is the Max and two fast foods; KFC and Bon Chon. The threats that I have mentioned are far from Savory. The 3 threats are located at the top level of the mall. There is no possibility of forming a Strategic Group will form that will threaten the Savory. In case, there is a spy near to Savory that will observe their procedures, services, quality of food, strategies, process and services which can be reported by their competitor to form an idea and strategy to downfall Savory.

The life and works of Margaret Mead

The life and works of Margaret Mead Margaret Mead was a sociology scholar, an eminent anthropologist, a scientist and a great author on anthropology, sociology, religion and ancient society’s issues. She was an intelligent woman and used both knowledge and action to achieve her goals. She was also involved in politics and helped many presidents in formulating policies in ecological and nutrition matters. Advertising We will write a custom research paper sample on The life and works of Margaret Mead specifically for you for only $16.05 $11/page Learn More As a politician she served as an ambassador, without a portfolio, to many presidents in the areas of ecology and nutrition something that gave her the title, Mother of the World in 1969.Her works are still used in learning by students and also for understanding various issues that characterize the world today. She was born in Doylestown, Pennsylvania, to a religious family and both of her parents were sociologists. She was dropped out D ePauw University in 1919 after one year of studying and then joined Barnard College where she graduated with a Bachelors degree in 1923. She did her masters at Columbia University with the help of Professor Franz Boas and Dr. Ruth Benedict and later received her PhD from the same university in 1929. She was married three times; once to a fellow student, then to an anthropologist, Reo Fortune, who divorced her because she could not give birth to children then. Her third marriage to Gregory Bateson an anthropologist was the best according to her, and their daughter, Mary Catherine Bateson also decided to follow in their footsteps and became an anthropologist. She closely worked with her husband and even went to Bali for field work with him, they were married for fifteen years then divorced and when questioned about this she said that was her best marriage and that, American women are good mothers, but they make poor wives (Lapsley 1999). She defended women rights in her writings an d also educated them on child rearing and many other family issues. She filmed the life of her daughter since childhood and observing her grow assisted in writing many of her publications. She was also recognized as a national and an international leader and at a time the president of the following major associations: American Anthropological Association, Anthropological Film Institute, Scientists Institute for Public Information, Society for Applied Anthropology and the American Association for Advancement of Science. Mead lectured at the New School and Columbia University1954 to 1978, and she was the chair of the department of social sciences at Fordham Universitys and founded founding their anthropology department in 1968.Advertising Looking for research paper on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More She also worked during the World War II as an executive secretary of the committee on food habits of the Natio nal Research Council and during this time she wrote she pamphlets for the Office of War Information. Mead is one of the major contributors in the sociology discipline she has done a lot of research and wrote about families, children and the male and female gender. Her works have been used in understanding problems and issues that face families and also gave an insight on how to solve them. She also has made it possible for sociologists to understand societies and how they influence an individual’s life, not forgetting also her commitment to find solutions to the global social issues facing the world so as to make it a better place for people to live in. Her greatest works that made her known were the most controversial books â€Å"Coming of Age in Samoa† and â€Å"Sex and Temperament in Three Primitive Societies†. In the first book Mead wanted to understand adolescence and determine whether it is the same for all individuals worldwide. Her goal was to answer t he question â€Å"Are the disturbances which vex our adolescents due to the nature of adolescence itself or to the civilization? Under different conditions does adolescence present a different picture?† (Caton 1990). In her survey, she went to Samoa in a village of 600 people where she interview 68 adolescents between 9 and 20 years. She found out that adolescence for them was a peaceful change with no emotional or psychological misery, apprehension, or disorder as it happens in the United States. She also realized that the Samoa girls were better child raisers than Americans. When she published the book, many westerners were offended by the findings and claimed them to be false; with others even going to an extent of going back to Samoa for more research and claim that some of her informants say that they were forced to give false answers. Her colleague, Franz Boas, defended the book and said that â€Å"courtesy, modesty, good manners, conformity to definite ethical stand ards are universal, but what constitutes courtesy, modesty, very good manners, and definite ethical standards is not universal. It is instructive to know that standards differ in the most unexpected ways (Caton 1990). The other book â€Å"Sex and Temperament in Three Primitive Societies† was about three societies in which she studied the nature of women and men. One of the societies was Chambri, (Tchambuli) in Papua New Guinea where women are dominant that menAdvertising We will write a custom research paper sample on The life and works of Margaret Mead specifically for you for only $16.05 $11/page Learn More The men primped and spent their time decorating themselves while the women worked, did all the chores and were the leaders of the society without causing any problems completely opposite of what was happening in America then. In the other society Melanesia males were dominant and also some few women who mostly were witches hence making both gend ers equal and similar in temperament. The other community Arapesh was different; both genders were nonviolent and avoided war although sometimes they went into war with other communities when necessary. The society share land, brought up their children together and relationships among relatives were good. She therefore concluded that temperaments were communally instilled into people and they were not personal. Mead continued writing and some of her major works were: Male and Female: A Study of the Sexes in a Changing World, after observing the behaviors of people in the South Pacific and the East Indies. She said we know of no culture that has said, articulately, that there is no difference between men and women except in the way they contribute to the creation of the next generation. Her other books include: An Anthropologist at work (1959), which was about her friend and colleague Ruth Benedict, The memoirs Blackberry winter (1972), and A rap on race (1971). Controversies have r isen concerning her relationship with Benedict because some people have claimed that she was bisexual and her daughter confirmed that by saying that their relationship was a little sexually due to the letters they wrote to each other. In her life Mead did not state her sexual orientation although she had mentioned in her writings that an individual can decide to change it later in life. She died of cancer in 1978 and she was buried at Trinity Episcopal Church in Buckingham, Pennsylvania. Her greatest legacy is the Presidential Medal of Freedom awarded by the former President, Jimmy Carter. â€Å"Margaret Mead was both a student of civilization and an exemplary of it. To a public of millions, she brought the central insight of cultural anthropology: that varying cultural patterns express an underlying human unity. She mastered her discipline, but she also transcended it. Intrepid, independent, plain spoken, fearless, she remains a model for the young and a teacher from whom all may learn. (Bateson 1984).Advertising Looking for research paper on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More Reference List Bateson, M. C. (1984). With a Daughters Eye: A Memoir of Margaret Mead and Gregory Bateson. New York: William Morrow. Caton, H. (1990). The Samoa Reader: Anthropologists Take Stock. Cambridge: University Press of America. Lapsley, H. (1999). Margaret Mead and Ruth Benedict: The Kinship of Women. Amherst, Massachusetts: University of Massachusetts Press.

The Pros and Cons of Freelance Writing Online

The Pros and Cons of Freelance Writing Online The Pros and Cons of Freelance Writing Online The Pros and Cons of Freelance Writing Online By Guest Author Freelance writing online is often touted as a dream job. It certainly has its benefits, but it has its downfalls as well. In fact, the drawbacks to freelance writing are often the flip side to the positives of the profession. The Pros 1. Your schedule allows for a fair bit of flexibility. Because you are essentially working for yourself, the job allows you to write in just about any location: your home office, a neighborhood cafe, the beach (so long as your computer doesn’t run out of batteries and the wireless connection isn’t hampered)anywhere you want. Need a day off? No problem. There is no boss to check in with, and so long as you meet your deadlines and set time to deal with the backlog upon your return, you’re all set. 2. You have a multitude of clientsand can walk away from one if it’s not working with you. Most of us have had a boss that made our life miserable at some point in time. I used to dread going to work, and tried to plan my day around avoiding this person. Writing online allows you to work with a multitude of clients, so an occassional bad experience does not ruin your life. You also have the ability to stop working with a client if things aren’t copasetic. 3. You can make an unlimited amount of money. I’ve certainly met my share of six-figure freelancers, and those who make a decent living working part-time hours. Although there is a cap to the amount of writing you can do (and the pay per word or article you will find), publishing a book, developing a product, teaching workshops (in person or online) or speaking at live events are always options. Unlike working for a company or individual who keeps the hard-earned money you bring into the business, you are rewarded monetarily for your own innovation. 4. You are responsible for your own successes. This can be incredibly empowering and gratifying, especially over time. To see a viable, lucrative business, self-taught and self-made, develop and thrive from a simple fleeting idea there’s nothing like it. The Cons 1. Your work can take over your life, if you let it. My partner in crime works normal business hours, and his presence keeps me somewhat sane. I know this because when he’s left for business trips, I’ve found myself sitting in a pile of papers and reference materials until the week morning hours. If you allow distractions (such as the telephone or social media) to creep in while you’re working, the boundaries can become inseparable and you can find yourself whittling the night away with little to show for it. Accepting an occasional last-minute project (particularly when rush fees are provided) and having a week or two with a heavier workload than normal is one thing. However, not creating space devoid of work (and being fiercely protective of it) is a recipe for burnout. 2. You will likely have less-than-savory interactions with clients and editors. Some are simply communication problems. Having to rewrite some copy because your client didn’t explain what they wanted in the first place, for example, can sometimes be prevented by getting very specific, detailed instructions. But some people are impossible to please, it seems, or perhaps they need to find a different writer. Disorganized editors who lose things and ask for them to be resent ad nauseum, people who take your ideas and run with them (without hiring you) and general poor manners and frustrating behavior is common. 3. You have to sort through the rubble. For every client that pays you a reasonable hourly fee, there will be ten who expect you to work for pennies (or worse, for free). Perhaps due in part to the proliferation of content mills, many writers have no problem working for cheap. There is certainly money out there for freelance writing online, but you have to look for it. 4. You are responsible for your own failure. No more going into work exhausted because you stayed up late reading Harry Potter, or checking your e-mail during work hours and picking up a paycheckunless you’re prepared to see the outcome in your bottom line. Freelance writing isn’t just a dream job. It’s work. About the Author: Yael Grauer is a freelance writer and editor. She also provides proofreading and copyediting services to small businesses and creative entrepreneurs, to help spiff up their e-books, online courses and web copy. Find her at YaelWrites.com. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:What Is Irony? (With Examples)Latin Words and Expressions: All You Need to KnowHow to Address Your Elders, Your Doctor, Young Children... and Your CEO

Thinkertoys Week 4 Essay Example | Topics and Well Written Essays - 500 words

Thinkertoys Week 4 - Essay Example By dint of a comprehensive and thoughtful planning, the company jumped from seventh position to second position in the market. Michalko has defined steps to be applied by a company in order to turn out successful even at the most unfavorable situation. The same is being adopted by the researcher in the present research, which is as following: Since I tend to start my own consultancy, after completing my graduation in business administration, in order to provide the young people with counseling regarding career selection, I plan the following possible scenario for starting my career: I will start my consultancy at the heart of the city, where commercial activities are at boom; so that I could capture the attention of the visiting clients too along with the clientele out of my personal relationship. In case I find difficulty in finding out possible clientele, I will shift my office from commercial zone to the area adjacent to the colleges and universities, so that fresh graduates and students could discover a career counseling consultancy in their area. I will also examine the market scenario and will assess whether I am working under perfect competition or monopolistic competition. I will revise my business strategy time and again on the foundation of business environment. Since business administration degree provides its graduates with the opportunity of working in numerous fields, I may start working in the fields of real estate, advertising, marketing and others. Since I strongly believe in hard work and honesty, I will never escape from my duties and obligations towards others. I will work diligently for the promotion of my business as well as obtaining dexterity in my skills and abilities. I will not confined my thinking to myself alone; rather, I will consult the specialists, professionals and experts regarding my thoughts and

Macroeconomic in Finance Essay Example | Topics and Well Written Essays - 2000 words

Macroeconomic in Finance - Essay Example These models also highlight the interrelatedness of variables in the economy, which is one of the core concepts in contemporary macroeconomics. Explain how the effectiveness of both fiscal and monetary policy is dependent on the sensitivity of money demand to the interest rate in the closed-economy. Explain how other factors may also impact on policy effectiveness. Monetary policy is "the government or central bank process of managing the money supply to achieve specific goals such as constraining inflation, maintaining an exchange rate, achieving full employment, or economic growth." The monetary policy tools refer to the policy tools of the central bank used to affect the money supply and interest rates such as open market operations, changes in the discount rates, and changes in the reserve requirements (Mishkin 2004). It should be noted that the effectiveness of all these policies rests on the relationship between money supply and interest rate. Accordingly, an increase in the money supply tends to bring a reduction in the interest rate while a decrease in money supply brings about a rise in interest rates. It is notable that without affecting the interest rate, monetary policy renders no effect on the economy. For example, a government wishing to eliminate unemployment pursues an expansionary monetary policy lowering the reserve ratio. Th is in effect will lead to excess reserve rates and encourages bank lending while increasing the money supply. Since interest rate is inversely related with money supply, interest rate falls which encourages investment. Aggregate demand increases and unemployment is reduced or eliminated through the creation of

Engneering mechanics Lab reports Report Example | Topics and Well Written Essays - 1500 words

Engneering mechanics reports - Lab Report Example tting acquainted with a wide range of structural testing components (HEILES & SCHÄFER, 2013).   To this extent a number of tools and equipment that were used in the entire experiment have been duly described to a greater extent based on their usage and the conditions that should be kept constant while performing the experiment using those kinds of pivotal tools and equipment. The beam of length 1.3 meters was initially placed firmly on the cast iron bed with the assistance of simple supports A and B placed 1 meter apart. The load was then applied by use of the mass hangers at a gradual incremental rate, while the measurements were recorded at each and every stage. The next step that ensued was the aspect of bringing in some sort of variations with regards to the length while the initial procedure was repeatedly done. The material under test was then altered such that, in each and every instance it was only the cross sectional breath that changed. This was repeatedly done at various levels as the mid span deflection at each stage was measured (in mm) with regards to the subjected conditions. The next step that followed suit was the aspect of altering the tested material such that in each and every instance the cross-sectional depth was the only variable that changed. Under this stage, the rate of deflections were also measured and recorded accordingly. Al l the obtained values were then clearly recorded and compiled so as to assist later during analysis whereby, the values that were arrived at were subjected to massive scrutiny and comparisons with the existing facts and figures under each and every experimented condition. Using 0N as the minimum and 150N as the maximum, the mass of the load was adjusted by increasing each trial consequentially by 25N. All this was done keeping these values constant: L=1m, b=20mm and d=14mm. Values obtained were recorded as below Using a minimum length of 0.6m and a maximum of 1.2m, length of the load was varied in split

Structural Change Management Process: The NHS

Structural Change Management Process: The NHS The case study report below is complete dissection of the undertaken structural change process by the Rossett NHS Hospital Trust to achieve its business objectives. Rossett NHS Hospital Trust attempted to introduce generic worker concept involving about 250 employees from its huge employee base of 2800. This change was part of a wider, strategic transformation in the NHS hospital with its focus on human resources issues, and in compliance with government initiatives, in the process realise continual improvement in quality of services rendered to patients and improve value for money. The nature of and rationale for the attempt of introduction of the generic worker concept was to achieve significant reduction in waiting times, improve flexibility, responsiveness to the patient needs by combining the roles right to the ward level and creating a central pool. This would enhance multiskilled work force who are eligible enough to conduct other full range of domestic and portering roles and other services including serving patient, clearing, and portering. The management through this structural change i.e. adapting to generic worker concept wanted to improve the working atmosphere of its employees by improving the flexibility in task allocation and rendering by its employee base and motivation of impacted employee base which in-turn reduce the absenteeism, which, is currently among the highest, when compared to the industry average. The finance department claimed that successful implementation would help to provide good value for money and make cost savings and proposed single grade and pay spine to the impacted employees and performance bonuses on attendance. From the operations perspective, this would bring about enormous benefits of flexibility and would simply and improve efficiency by avoiding waiting for action time and wasted journey and other duplication of efforts. The report below tries to analyze in depth about. Literature review Team Management and Team Constitution When two or more people interact among each other to accomplish a goal then it is called group. A group of people who work intensively with each other to achieve a set goal is called a TEAM. Team members should always be driving by the goal rather than individual results. The success of a team depends on the accomplishment of set objective or the drive to excel the same. Team functionality impacts the organizations effectiveness and performance. The contributing factors from the both the individual and organization context which are the driving factors for team existence and performance: Contributing factors for team cohesiveness and performance There are different types of teams which include functional or departmental, cross-functional, and self-managing. Each of these types of teams have certain characteristic features which differentiate their functioning style and objectives set to achieve. There are four essential elements that make the team successful or adventurous; goals/objectives, interdependence, commitment, and accountability. There are basically three different formats of team functionalities which explain how each team exhibits their cohesiveness and working style, as explained below. Basic functional team structure Team should be encouraged to develop: Positive Interdependence Face-to-Face promotive Interaction Individual Accountability/Personal Responsibility: Teamwork Skills Reduce social loafing as it is human tendency to put forth less effort in team than individually. Conflict management among the team members. Team Development and Management: Team development is a process which needs to be carried along cautiously and in controlled manner. Team management is set of processes and/or procedures carried out along to achieve the teams set objectives or goals. As Bruce Tuckman (65) explained the process is formed of five major steps as forming, storming, norming, performing, and adjourning. Following these steps in true intentions would only build the team to be together, build constructive consensus of ideas/thoughts, and explore newer avenues leading to effective result oriented team. Bruce Tuckmans five stage team development Motivation The processes that account for an individuals intensity, direction, and persistence of effort toward attaining goal is called motivation. Motivation is said to be intrinsic, that drives from within or from intangible benefits or extrinsic, that drives from outside facilitators or from the tangible benefits. The term motivation can be described in many different formats and views, as of author mentions, DrÂÂ  Stephen P. Robbins, this is the process that account for an individuals intensity, direction and persistence of effort toward attaining a goal (S. P. Robbins). In general there are broadly two types of motivation; Process theory Content theory A process theory defines motivation as a rational cognitive process occurring within the individual as explained through Adams Equity theory. While on the other hand, a content theory defines motivation in terms of need satisfaction as explained through the Maslows Hierarchy of needs theory. Hence, the above two theories defer in many ways because each recognize motivation and its application due to the circumstances. Motivation Factors that will motivate if they are present are the claim of achievement, advancement, recognition, and responsibility. Dissatisfaction is not normally blamed on Motivation Factors, but they are cited as the cause of job satisfaction. Herzberg believed that organizations should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job enlargement workers being given a greater variety of tasks to perform which should make the work more interesting. Job enrichment workers being given a wider range of more complex, interesting, and challenging tasks. This should give a greater sense of achievement. Empowerment delegating more power to employees to make their own decisions over areas of their working life. Hygiene Factors that de-motivate (in absence) Such as supervision, interpersonal relations, physical working conditions, and salary. Hygiene Factors affect the level of dissatisfaction, but are rarely quoted as creators of job satisfaction. C07NF006 Herzbergs Two-factor Theory In the case study provided, the two main types of motivational theories which through me reading are most adaptable are the Porter and Lawyers theory which is a Process theory, its features and how it adapts to the workplace. And on the content theory side I find the Herzbergs Motivation-Hygiene Theory, its features and how it adapts to the workplace to be most suitable. Porters and Lawler Theory Porter and Lawler (1968) explained that modulating the work atmosphere so that effective performance would lead to both intrinsic and extrinsic rewards, which would implicate to increase in complete job satisfaction. Understandably in this model is the assumption that intrinsic and extrinsic rewards are additive and correlated, yielding complete job satisfaction. According to Porter Lawler Theory, any premises that felt needs cause human behavior and that the effort expended to accomplish a task is determined by the perceived value of rewards will result from finishing the task and the probability that those rewards will materialize (GAGNE and DECI, 2005) Porter and Lawler (1968) expanded Vrooms initial work to recognize the role of individual differences (e.g., employee abilities and skills) and role clarity in linking job effort to actual job performance. This is one of most comprehensive motivational structure based on the expectation theory which elaborates on all the factors which can influence each individuals motivation. Porter and Lawler incorporated a feedback loop to recognize learning by employees about past relationships. Leadership Leader is one who can impress upon a group to behave or act according to his/her objectives. The leaders ability in doing so depends on the ability in process application of both knowledge and skills. According to Northouses (2007) definition Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. The ability of process application of a leader can be explained through the process leadership explanation. (Jago 1982). But, in general there are traits which influences our action, this can be explained through the Trait Leadership (Jago 1982). Jagos Leadership theories This explains that the leadership is learned, leaders ability of application of process of skills and knowledge depends on the traits or attributes he posses or believes in. Today, leadership is increasingly associated not with command and control but with the concept of inspiration, of getting along with other people and creating a vision with which others can identify. For example, Adair sees leadership as a combination of example, persuasion and compulsion that results in making people do things they might not otherwise have done. According to Levine, leaders need to concentrate upon moving people and organisations forward by increasing the competency of staff and the co-operation of teams in order to improve the organisation. A leaders job is to constantly challenge the bureaucracy that smothers individual enthusiasm and the desire to contribute to an organization. Leadership and management Management is more usually viewed as getting things done through other people in order to achieve stated organisational objectives. The manager may react to specific situations and be more concerned with solving short-term problems. Management is regarded as relating to people working within a structured organisation and with prescribed roles. Management may arguably be viewed more in terms of planning, organizing, directing and controlling the activities of subordinate staff. Leadership, however, is concerned more with attention to communicating with, motivating, encouraging and involving people. The emphasis of leadership is on interpersonal behaviour in a broader context. It is often associated with the willing and enthusiastic behaviour of followers. There are other differences between leadership and management. For example, Zaleznik explores difference in attitudes towards goals, conceptions of work, relations with others, self-perception and development. Managers tend to adopt impersonal or passive attitudes towards goals. Leaders adopt a more personal and active attitude towards goals. In order to get people to accept solutions, the manager needs continually to co-ordinate and balance in order to compromise conflicting values. The leader creates excitement in work and develops choices that give substance to images that excite people. In their relationships with other people, managers maintain a low level of emotional involvement. Leaders have empathy with other people and give attention to what events and actions mean. Managers see themselves more as conservators and regulators of the existing order of affairs with which they identify, and from which they gain rewards. Leaders work in, but do not belong to, the organisation. Their sense of identity does not depend upon membership or work roles and they search out opportunities for change. Transactional and Transformational There are two fundamental forms of leaderships Transactional and Transformational Transactional leadership is based on legitimate authority within the bureaucratic structure of the organisation. The emphasis is on the clarification of goals and objectives, work task and outcomes, and organisational rewards and punishments. Transactional leadership appeals to the self-interest of followers. It is based on a relationship of mutual dependence and an exchange process of: I will give you this, if you do that. Transformational leadership, by contrast, is a process of generating higher levels of motivation and commitment among followers. The emphasis is on generating a vision for the organisation and the leaders ability to appeal to higher ideals and values of followers, and creating a feeling of justice, loyalty and trust. In the organisational sense, transformational leadership is about transforming the performance or fortunes of a business. This type of leadership is best suited during the structural change circumstances. Critical Analysis Proposed change The management of the Rossett NHS Hospital Trust hospital envisioned to revamp the organizational structure through seven key changes in their business plan for the yea. Of them the reports elaborates on the attempt to introduce multiskilled, ward based teams of support workers. This transformation would impact around 250 employees. The objective of the changes was to achieve competitive advantage over other hospitals and earn greater customer satisfaction. The proposed change is an attempt to introduce the generic worker concept to significantly reduce the waiting time and improve the compliance with government initiatives and introduction of major information systems. The Site service Directorate was responsible for this implementation. It was broadly constituted of Hotel Services (domestic and portering staff), which was managed by Deputy Director of Site Services, but the actual ownership of the change was owned by Director (Anita Patel). The changed comprised all the porter and domestic staff. The staff was divided into three groups under three managers while some of the staff were stationed at specific departments but majority were placed in the central pool to attend to various duties including serving food and assisting nurse ancillary staff. These staffs were to report to the managers at Site Services Directorate (which was a conflict reason in practice). This change required additional training to get acquaintance with new jobs they would have to perform. The staff had to embrace to work flexibility and teamwork and some needed to face change in shifts. This change is structure came out with great news with structured payment system and pay rise along with performance bonuses aimed at improving the employee motivation and job satisfaction. Actual change The vision of management was taken bitter tone when it came out open and functional though they envisioned greater and positive response from all involved including middle managers and the actual employees impacted but the story in practice was completely different which lead to failure in implementation to achieve the objectives. The actual impacted staff showed little or no interest in the change as thought it to be invasive into their working schedule and their interest of work. Though certain women staff were happy to see the men staff doing the cleaning and others and but the nurse felt they were neglected and their duties were invaded by the lower ranked staff. Majority of staff had no clear idea has what kind of activities they would be involved which lead to reduced job identification and satisfaction. These changes brought out major conflicts among the middle managers and actual working staff as there were not clear demarcation of duties or jobs and who would be involved where and when would be the staff put at work, all this created lots of confusion and job dissatisfaction and conflicts among the actual working staff and also between the department involved. The managers (middle) were not able to clearly identify the conflicts which lead to ineffective actions to tap these differences. The managers were not able to distinguish out the problems and gel the differences due to loss of ownership of job. As one of porter staff mentioned the change as fire-fighting- there is no service level agreement in place against which to measure performance. The other area where conflict and confusion rose was with the rota preparation as manager were having hard time to track who can do what and where to place and when to place them since they to pick from the general pool of employees. The manager were facing difficulty in tracking and employees felt bias treatment bestowed upon few employees and that rota system preparation was not in-line with conditions laid down for change. The other major problem was the gender issue which came out in open when most of men openly showed their dissatisfaction to working as cleaners. This issue was completely neglected, as no manager looked into it right from the planning stage to the implementation stage. From the managers point of view they seemed to be completely powerless as no clear demarcation of rules and regulations, which lead to ineffective control by them on the change and could not initiate any mending ways or improvise the circumstances. To add to the present situation even the union (UNISON) was against the change implementation saying it would radically change employee benefit agreements and that this is just a cost improvement exercise without considering the employee and their concerns and advocated employees to vote against the change. So, to conclude this whole generic working concept was utter failure, though there was last ditch effort to save the change by the management but could not succeed in their effort. Recommendations and conclusions On careful dissection of the whole of the happenings during the trial period of the change envisioned by the Rossett NHS Hospital Trust I deem the following recommendations and conclusions as the most suitable and adaptable the trust should have taken to the successful accomplishment of their business vision. Of note, there were certain positive points to the envisioned generic worker concept, these were (to mention a few); Simplified pay structure. Performance bounces linked to attendance. Option of shift changes. Job profile enhancement and new job cultivation. Opportunity of greater team building avenues. Greater customer satisfaction feasibility. Improvement to the financial health of the trust. But these good points were not communicated down to the employees in practical. On the leadership front, the management though had these benefits on the paper and on the discussion table with the down line managers but did not clear demarcate roles and regulations for the immediate line managers to exhibit and propagate these benefits and also let them exploit their leadership skills in handling the circumstances in day-to-day running during the trial period. The immediate line or reporting managers were left stranded having nothing to do to with various grievances of the actual and effected work force under them. These restrictions and inability led the team manager and members to have job dissatisfaction and lack of motivation to pursue the management vision. There was need for a transformational leader who took up the responsibility and courage to stand up to the occasion driven the team to envision the same vision as seen by the management. The moral of the image above, when during any change the leaders transformational ability comes handy as he has to tackle and win over the employee resistance, depending on the complexity of the task, and also the magnitude of change envisioned by the management. But none these ever exhibited by any of line and immediate managers of Trust Hospital. On the motivational front, after careful literature review the basics of the Porters and Lawler Theory which was based on the expectancy theory was completely neglected by all levels of management in the Trust Hospital. The line managers did nothing to motivate the employee effected, or should say, had no say in taking control of the situation, this lead the team to be completely de-motivated and resultant being them to be less inclined to pursue management vision of structural change though it benefited them greatly. Motivational level at the line manager was equally demoralized as the top management did not let them express themselves during any of the meetings and only positive points were discussed rather taking the holistic view of the structural change into consideration. Both the intrinsic and extrinsic rewards though were present in the structural change present but were not explained to the team effectively which lead to demotivation of the work force. On the team management front, members were not cohesive with each other and always in their old stigma of work culture and they were confronted upon before going ahead with the changes which lead to the feeling of neglect growing in them. The basic contributing factor of team cohesiveness were not put to practice, when the members felt that their rota was prepared as the change structure specification there was no one to provide them with consolidating reasons showing single lane attitude from the management. The trial team formed (reciprocal task based team) where exposed and were happy with the structural change (voted in favor of vote) but management could not duplicate their satisfaction and motivation to the rest of the actual work force impacted by the proposed structural change envisioned. Team members were not introduced to the new change and their conflicts and concerns never made to the change meetings between the line managers and top management. The delicate gender issues were also equally neglected. This clearly shows the areas where the management completely failed and needs to improve if they ever needed to achieve their objective in the future. To conclude for the failure of the envisioned structural change proposed by the management cannot be restricted to one area or department but a complete collapse of non-adherence to basics of structural management theories to mention a few team building and management, motivation, and leadership as discussed in the report above. Had the top management been able to clearly embark the capacity and specified roles along with rules and regulations to the line managers and taken into consideration the concerns of the actual work force to be effected by the generic workers concept the results would have been in favor of the structural change. To sum up, there was utter chaos and neglect to stick to the basic structural change management theories which lead to negate the structural change to generic worker concept by the actual work force to be impacted though there were numerous benefits to the Trust hospital and employees to be impacted.