Case Study – Nike: Spreading Out to Stay Together

Case Study: Amazon: Nike: Spreading Out to Stay Together Nike, Inc. is an American  multinational corporation  that is engaged in the design, development and worldwide marketing and selling of footwear, apparel, equipment, accessories and services. The company is headquartered near  Beaverton, Oregon, in the  Portland metropolitan area. It is the world's leading supplier of  athletic shoes  and  apparel  and a major manufacturer of  sports equipment, with revenue in excess of US$24. 1  billion in its fiscal year 2012 (ending May 31, 2012). As of 2012, it employed more than 44,000 people worldwide. The brand alone is valued at $10. Billion making it the most valuable brand among sports businesses. Nike and  Precision Castparts  are the only  Fortune 500  companies headquartered in the state of Oregon, according to  The Oregonian. The company was founded on January 25, 1964 as  Blue Ribbon Sports  by  Bill Bowerman  and  Phil Knight,  and offic ially became Nike, Inc. on May 30, 1978. The company takes its name from  Nike  the Greek goddess of victory. Nike markets its products under its own brand, as well as Nike Golf, Nike Pro,  Nike+,  Air Jordan,  Nike Skateboarding, and subsidiaries including  Cole Haan,  Hurley International,  Umbro  and  Converse.Nike also owned Bauer Hockey (later renamed  Nike Bauer) between 1995 and 2008. In addition to manufacturing sportswear and equipment, the company operates retail stores under the Niketown name. Nike sponsors many high-profile athletes and sports teams around the world, with the highly recognized trademarks of â€Å"Just Do It† and the  Swooshlogo. Discussion Questions: 1. When Nike CEO Phil Knight stepped down and handed his job to Bill Perez, he stayed on as chairman of the board. In what ways could Knight’s continued presence on the board have created an informal structure that prevented Perez from achieving full and complete leaders hip of Nike?Answer: Informal structures are the shadow organization that represents the actual working and communication relationships that may not resemble the formal organizational chart. When knight remained on the board, old communication relationships may have survived his departure from the CEO position, cutting Perez off from valuable information. Knight’s access to the informal communication network may have worked to spread rumors to Knight and back down the communication chain. These rumors may have contained inaccurate information, caused resistance to change and distracted members from their work.This may have reinforced Perez’s position as an outsider. 2. How can Nike utilize both traditional and newer organization structures to support the firm’s heavy strategic commitment to outsourcing? Answer: Network structures use information technology (IT) to link with networks of outside suppliers and service contractors. This outlines Nike’s efforts to outsource many nonexecutive responsibilities to reduce overhead. In addition to outsourcing production, the research and marketing business centers listed in the case could be part of a network structure.Other functions may include design, advertising, licensing, compliance sports and entertainment marketing. 3. Given the problems Nike has had with sweatshop labour being used in some of its foreign contractors, are there subsystems of the firm that need to be run with a mechanistic rather than organic design? Give examples to support your answer. Answers: Mechanistic designs are highly centralized and bureaucratic with an emphasis on command and control. This might suggest that mechanistic designs are appropriate for manufacturing in foreign countries.Organic designs are adaptive, decentralized and tend to respond to change more quickly. This would probably be a good fit for an organization that has far flung operations in different countries with different cultures that try to respond to rapidly changing technology, fashion, customer demands and economic conditions. Nike’s manufacturing subsystem should be run with mechanistic rather than organic so as to protect the image brand and its original designs. The design should be utmost unique and further differentiated, not conforming to culture.Design is could be one competitive advantage so it is important that the manufacturing of the products are conformed to the original ideas of the maker, uninfluenced by any other factors involved in its manufacturing process. Example of this idea is the use of differentiation strategy of companies to gain competitive advantage. 4. Further Research—Gather information on Nike’s recent moves and accomplishments, and those of its rival Adidas. Are both firms following the same strategies and using the same structures to support them? Or, is one doing something quite different from the other?Based on what you learn, what do you predict for the future? Will Nike stay on top, or is Adidas the next industry leader? The advertising strategy differs from company to company. Generally, Nike believes in spending 5-7% of its revenues in advertising and endorsement. Nike has planned to spend $4. 2 Billion until 2014 for endorsements alone. With the huge size of Nike, it is tough for other companies to allocate a big amount for their marketing expenses. Moreover, Nike has always an edge when it comes to advertising and marketing. The table below shows the advertising strategy for the major players in the industry.Company| Strategy| Nike| * Endorsing Athletes * Sponsoring Sports events * City based advertisements * Banners ; Billboards * Themes on bringing inspiration and innovation to every athlete in world| Adidas, Reebok| * Sponsoring Sports events * Endorsing Athletes * Themes on improving performance of every athlete in the world | Puma| * Mixing influence of sports, lifestyle ; fashion * Puma concept retail stores * Puma fashion shows * New stuff advertising campaigns * Building seasonal momentum during holiday seasons| Other companies| * Minimal or less advertising based on stores|Nike has invested a lot so far in developing a premium brand that implies high quality and care for the customer. Nike has a wide range of products ranging from athletics to life style and also in different price ranges. Therefore, it is always a challenge to fight against brand dilution within Nike. The following gives an idea of the customer’s perception of the brands. Company| Branding message and strategy| Nike| Athletic, Influential, Outgoing, Aggressive, hi tech, futuristic, retro cool American way of living Associated with Athletes at top of their sportTo bring inspiration and innovation to every athlete in world| Adidas, Reebok| Clear, orderly, Practical, hi tech, Sophisticated, Sincere Conservative European style To improve performance of every athlete in the world Associated with elite soccer players/teams, NBA stars, Hip hop artists| Puma| Elegant, colorful, fresh, spontaneous, individual, metropolitan, international Mixing influence of sports, lifestyle ; fashion Fashion brand, performance ; casual footwear, fringe, extreme sports| Other companies| Based on their product lines. Generally not a strong brand message|In general, Nike’s shoes are associated to be of high quality and stylish. Reebok’s are comfortable and casual, and the Adidas brand boasts superior performance and is â€Å"perceived as a professional, technically orientated brand with strong European roots. Nike fields some of the best in class technological practices and has a few patents to its credit. Nike emphasizes on these and has developed a lot of new products with use of high technology and sophistication. An example of that is the microprocessor shoe to give great experience and comfort to the customer.However, Adidas is also working on high tech innovations to provide high quality shoes. Lately, Adidas and Nike have been doing entertainment based marketing campaign by forming alliances with technology/entertainment companies. Nike had an alliance with Apple to sell Nike shoes with Apple iPods while Adidas tied up with Microsoft to sell Adidas goods with Microsoft Xbox gaming systems. So far the success of these alliances is yet to be quantified. Nike follows a 100% outsourcing strategy. Most competitors follow the outsourcing strategy.Exceptions to this are New Balance and other smaller players. New Balance claims that 75% of its production is from the US and other small companies produce in the US as well. In general, Nike might still be the industry leader if it compensates its weaknesses in organizational structures with different strategies such as focusing on innovation and development, following differentiation and pricing-based strategies, and investing on sustainability research. References: http://www. nike. com/ph http://en. wikipedia. org/wiki/Nike,_Inc. http://www. scribd . com/doc/91701683/Case-Study

Case analysis for Hyundai Card Essay

As a latecomer in Korean credit card market, Hyundai Card has gradually increased the market share since it entered the business in 1999. With its tie with Hyundai motor group, the company branded itself as â€Å"Hyundai M Card†. It started off by attracting buyer to consider using the card to purchase Hyundai automobile by offering discount. In later stages, the company has adopted the customer segmentation strategy to diversify its target groups of clients. With the emphasis on market segmentation based on different groups of card holders, utilizing clients’ card usage data, it has led to the unique customized service via alphabet card marketing activities. The strategy has led to great success, Hyundai Card received a Number One ranking in the Korea’s National Customer Satisfaction Index. The Korean credit card market has experienced a period of overheating due to a rapid expansion in the number of cards, reduced standards for issuing cards, etc. However, in recent years, Korean government has tighten up the policy in the credit card industry, and it results in lower % returns for the card issuer. The market has become saturated, consumers are having too many different options in card for different needs. But the fact is that most people are only using 1 or 2 cards, and the rising cost of operating business also presents an area of concern for major card player like Hyundai Card. Background Hyundai Card is a credit card company in South Korea. Hyundai Motor Group and GE Capital are two of their largest shareholders. The company entered the credit card business in 1999 through the acquisition of Diners Card as a subsidiary. In 2001, the card’s name was changed to â€Å"Hyundai Card†. Credit card business in South Korea is a competitive market. According to a report of The Economist, Korea has the equivalent of 4.4 cards for every  member of the labor force. And Koreans made frequent transactions with credit card, on average, each Korean swipes card for 129.7 times in 2011. That number has well exceeded Americans (77.9) and Canadians (89.6). Hyundai Card is the fourth biggest credit card issuer in South Korea. As per stats in May 2007, it captures a 9.96% share of the market. The Korean credit card market is led by Koomin (16.21%), LG (16.08%), Samsung (12.33). Among the major players in the credit card market, Hyundai is considered as a latecomer. Current Situation Hyundai card has continued to increased its market share in the competitive Korean market. As per stats at the end of 2012, Hyundai Card had a market share of 14.3%. And Hyundai Card has also received a good market reputation being ranked as Number One in the Korea’s National Customer Satisfaction Index. Critical Marketing Issue The credit card industry has underwent an adjustment period. Credit card company experience a growth in the number of late payment and bad debts. And the card market has become saturated, as there are too many card products in the market, which card caters for different need. In fact, most card holder only uses 1 or 2 credit card to purchase. Another is the political factor of the tightening government policy, it has also present a problem to card issuers as they are having lower % of return in the business. In 2012, the government barred card companies from extracting higher fees from smaller merchants. And it also make it easier for customer to compare interest rates across products and harder for less credit worthy borrowers to spend beyond their means. As a result, many card issuing companies started to cut the budget and become more conservative in doing their card business. Alternative Solutions 1. Try to move out of the business by selling it to a suitable buyer Pros: If the company can find a suitable buyer and sell the business at a good price, once and for all, the company does not need to face the problem in the market. The proceed of selling the business may help raise substantial fund capital and enable the company to invest in other business with higher return. Cons: With the end of the credit card business era, Hyundai may suffer certain degree of reputational loss in the domestic market, people may start to worry about the future of the company, it may cause bigger problem to other core business such as the automobile business. 2. Down size the business by cutting cost Pros: The company can remain as a player in local card business, and the company can allocate additional budget to invest in other areas of business with higher return Cons: With less budget allocated, the company may start to lose the status as one of the four biggest player in Korean card business 3. Stay aggressive in card business but try harder to expand the international market Pros: While the company remains its presence in its domestic market, the company will develop more profit growing point in overseas market Cons: The uncertainty in less mature overseas market may not guarantee profit, it can also lead to unexpected loss for the company Decision Matrix Three options may be good options for different companies. For prestigious  brand name like Hyundai Motor and GE, it is always not a wise choice to come up with a solution with the aim of securing short term profit at the expense of sacrificing the brand equity. As a late comer to the card market, Hyundai card has experienced success by capturing larger market share. And the good reputation of customer satisfaction is also an important asset. Therefore there is no way for the company to sell or downsize their business. With less promising future in the local market, the company should start to concentrate to penetrate into other markets in order to develop more profit growing points and remain as a leading brand name in the credit card business. The company has the experience in automobile business in overseas and relevant expertise in Korean credit card, those are the strength that can help the company to capture the opportunities in those less mature market at the same minimizing the chance of failure. Recommendation Target Markets Mainland China, other developing South East Asia countries Positioning With its tie with the branded name in Hyundai Motor, it should position itself as one of the premium brand in the market. Marketing Mix Elements ( 4 Ps) Price: Should aim at customers at high end with high social status Product: Black and Purple card are issued for high social status people in Korea, it can also be used in other markets Promotion: Seek cooperation with branded companies such as winery, golf club,etc. Try to offer card holder with incentive using the card to purchase Place: Golf club, luxury suites Evaluation: The company should conduct effective marketing survey at least once a year to evaluate the effectiveness of marketing campaign and the overall strategy Conclusion For prestigious brand name like Hyundai Motor and GE, it is always not a wise choice to come up with a solution with the aim of securing short term profit at the expense of sacrificing the brand equity. As a late comer to the card market, Hyundai card has experienced success by capturing larger market share. And the good reputation of customer satisfaction is also an important asset. Therefore there is no way for the company to sell or downsize their business. With less promising future in the local market, the company should start to concentrate to penetrate into other markets in order to develop more profit growing points and remain as a leading brand name in the credit card business. The company has the experience in automobile business in overseas and relevant expertise in Korean credit card, those are the strength that can help the company to capture the opportunities in those less mature market at the same minimizing the chance of failure. Bibliography HyundaiCard’s Marketing Strategy, by Chan Soo Park and Ronald D. Camp II, 2009 Hyundai internet home page (http://ir.hyundaicard.com/ceh/ho/cehho0101_01.hc) http://totalidentity.com/hyundai-card-innovation-growth-activation-rebranding http://www.economist.com/news/finance-and-economics/21589470-it-getting-harder-make-money-worlds-most-prolific-card-users-swipe

Career Planning for Hospitality Students

During the global economic downturn it was predicted that India and China would not be affected as much and hospitality industry in particular would undergo minor changes. Besides this Khanna, 2008 outlined that lack of infrastructure in India would not be sufficient enough to sustain growth of hospitality industry. However the argument can be ruled out as a number of private organization both national and international are investing into Indian hospitality sector. This can be said as Carlson group of hotels are planning to open 50 new properties by the end of year 2012 across India. Many More hotel groups like Fairmont etc are entering fresh in India. It was predicted that the growth in Indian tourism would be around 8. 8% till 2013 which is closely related to hotel industry. The jobs in hospitality were also available during the period of time and are still growing. Moreover the number of hospitality graduates is still very low as compared to the demand of the industry. Hence hospitality as a career is still considered as a fair option in order to grow and make life out of it. Graduate labor market As outlined by Harvey (2001, cited by Nabi, 2000) graduates should posses certain attributes and skills in order to help them find a job and have sustainable growth in it. This would further help them build a career in the industry. However Graduate employability for the industry is still addressed by a question mark. Freed, 2010 states that hotel industry requires flexible graduates, moreover students who are willing to work with variable odd shifts with an initial entry level low salary. Though the availability of jobs is high but still the question arises that weather a hotel management should stay with the industry itself or invade other possible dimensions as well. Besides hotel industry many multinational companies offer fixed working hours and five days a week unlike hotels. Moreover hotels have long working hours as well. On top of all this Maslow (1943, cited in Green 2000) states that a person opts for a job that satisfies his/or basic or physiological needs. The wide options available in other sectors without even specializing and the existence of the concept of equal opportunity make them a more attractive option. To add upon a hotel job is India is considered as a blue color job. A fresh hotel graduate in India or anywhere else is required to have a specialization in his/her area of interest. They are also required to have a considerable work experience with internships etc by the time they graduate as well. Hotel industry also requires high grooming standards and punctuality as well which not much of a requirement. Fresh hospitality graduates are offered three options for employment in the hotel industry. †¢ Operational trainee programs in different areas like housekeeping, kitchen and service †¢ Management trainee programs which are further extended to finance, sales and marketing etc. †¢ Entry level employment as Associate, commis or executive. †¢ Certain hotel organization also offers a corporate trainee program. Management trainee programs are offered usually to fewer students comparatively. These are the students with untreated talent which can nurture in order to produce future managers. It further involves students into finances of an operation as well. On the other hand an operational trainee program is offered to the students who are not yet ready for the management positions. Further it prepares them of core operational competencies. Moreover cooperate trainee program is the highest which is offered to students with rare competencies. An organization believes them to be the future leaders of the organization. The hotel industry in India requires a number future leaders and operational employees. Human resource plays a vital role in management of these services (Jauhari, 2006). It is important from a student perspective who is seeking employment to know what is exactly expected from them by the employers. Harrera (2003) outlines 99 competencies which are required for manager’s ethical behavior. Moreover Harvey (1997, cited in Jenner, 2000) outlines 20 core competencies which are required by employers. Jauhari (2006) states that hospitality organizations seek talented graduates to recruit for their trainee programs. These programs can be considered as investments from the employer’s point of view for their employees. Nabi, 2003 outlines that hotel organizations are looking for fresh employees with not only intellectual skills but also people management skills as well. Initially to begin with one can always be confused to join the industry because of a number of factors though the odds and positives seem have a balance. Questions like how are global travel trends going to be in the future? Weather an economic meltdown affects the hotel industry or not? Certain questions were addressed during our internship which was not being arranged internationally due to the global economic downturn. Other questions like aiming for a management trainee program or a regular job was also in my mind. Moreover Drucker, 199 states that one must review and introspect their goals as per the change in situations and circumstances. This is supposed to happen as personal life and work life goes through a lot of changes as well. As per Aggarwal, 2006 the decrease of workers in industrial and manual jobs will increase the opportunities to abstract from of thought. This includes people with analytical and problem solving skills, moreover possessing the capacity for innovation. The literate population of India has gone up by 6. percent since 2001. As per the NHDC report the travel and tourism industry in India is accounted with a 6% growth in GDP and 30. 5 million jobs. In terms of travel India stands 9th in the index of relative cost of access which is ticket taxes and airport charge to international air transport services. Tourism is said to be the one of the largest net earners of foreign e xchange for the country which was contributing at 11. 747 million in 2008 with a 9. 5% growth year after year. Besides this the demand in terms of skill labor is very high in the hospitality sector with a shortage of manpower. The table underneath shows the cities and the projected demand in terms of manpower by the year 2013/14. Ministry of tourism has 21 hotel management and catering institutes which are responsible to meet the growth in the industry. Career options There have been a number of campus placement interviews and other options available as well. I have participated is a very few as I look for a position in Sales and marketing with a little scope of compromise. These have been Carlson and J. W. Marriot both for sales and marketing. Most of the hotel organizations don’t seem to offer a position for sales and marketing. Major options available are housekeeping, kitchen, Food and beverage service and front office as these are the areas which require more manpower than compared to sales division. Other areas that I am still looking at are procurement which has the same problem as sales. During my internships in various departments I have realized that I have less inclination for other operational options available. As I look forward to choose an organization and stick to it for a long period of time I cannot use any other job as a stepping stone for my area of interest. Competencies required for the Position: We are made aware of the organizations that come in for interview or we go visit at. These presentations talk about the skills and competencies that are required for the job position they offer. They outline flexibility in terms of shifts, working elsewhere rather than your hometown, culture etc. as I mentioned earlier organizations offering sales were less but during my vocational job I found out certain competencies required for a sales executive. Later during an interaction with Parivah Rustogi, director sales for J. W. Marriot I found out they are looking for outgoing personalities who are not exactly too study oriented. Taj Groups of Hotels Taj group of hotel is one of the largest hotel chains in India which is run by Indian hotel company ltd (IHCL). Taj hotels resorts and palaces were awarded the â€Å"Gallup Great Workplace 2010’ title complimenting the work environment they have created for their employees. This further included a lot many parameters like retention, training etc. (tajhotels. com) Employee engagement There are a number of factors which are responsible for employee engagement. Taj group of hotels conduct departmental briefings. They are further categorizing into mornings and evening. They discuss agenda of the day, current status and other things related to the employees. This helps boost the moral and motivate them for better work. The organization conducts a lot of analysis for employee engagement. These are factors responsible for their absenteeism etc. further there are exit interviews, retention issues, feedback analysis etc to keep a check upon the factors affecting motivation of their employees. Moreover there are a lot loyalty and reward programs which are known as STARS. These are responsible for staff motivation and improving performance. Here the employee is not rewarded through cash but points which are gained through positive acts at work. These points can be redeemed as other benefits later. Further they also concentrate upon training and development which helps an individual to build upon his skills and progress in his career. CV Analysis In order to write an appropriate CV one need to know herself/himself. The word itself Curriculum Vitae refers to â€Å"the course of life† (Jenner, 200). It helps an employer know about the professional life, performance and objective of a particular employee. It’s not just about our self but also how we fit into the organization in contrast to its policies and procedures and our strength and weaknesses. After undergoing through †¢ The cover letter was missing from my CV. A cover letter is very important in order to demonstrate past experiences. Moreover makes it convenient for the employer to retrieve information about the objective, work experience etc at a glance. †¢ Most of the information listed in terms of the contact details and certifications so far weren’t quite relevant for the employer. There was less information provided in regards to the job position that I wish to seek. There weren’t any certificates or much appreciation letters which could demonstrate my communication skills, being innovative, problem solving etc. moreover there wasn’t anything listing my achievement so far. †¢ It only mentioned the places where in I did my internships. There was no mentioning of the area I have tra ined in and how does it makes a difference with other students. So we can say that there wasn’t any kind of supporting information or document that would have interest my employer for the job position I wish to seek. Competencies Demonstrated and Implementations of Them in Job Selection Processes It is very important to know one being a fresh graduate while preparing for interviews and selection processes. In order to achieve this I undertook certain tests to find out what exactly my career goals are and the skills which are required survive in the work environment today. There was assessment center simulation which would help us rate our self on parameters upon which the employers would hire us. I did the Jung Typology test (appendix 2) which helped me figure out that I am an extrovert person. An extrovert is the one with an outgoing personality. I have also mentioned before this has helped me in my job ventures in sales and have gradually helped me develop my interest in sales division. This makes it easy for me to communicate with people and help me find leads. This further helps me identify customer problems and solve them. It also states that my feelings are moderate and less sensitive to others at times. I don’t spend much time judging how people are though I am an emotional person. Further I took a communication test to find out about my communication skills as they play a vital role (appendix 4). This also involves listening skills which requires proper understanding of what one’s saying. I found out that I can fairly interpret what other people are trying to communicate in terms of words and body language. I can empathize with other person feelings for a better understanding. I can perhaps alter my behavior accordingly to the other person comfort level of his/her understanding. The johari window (Jenner, 2000) helped me find out what others feel about me and how much does it intersect with my opinion (Appendix 10). This helped me find a blind spot. There has been a gap between my perception about myself and what others perceive of me. My peer felt that I am an outgoing person as well, one who would socialize with people and make new friends. They perceived me a little over confident with my work most of the times which has also been the feedback by my professors as well. Though I am a sociologist but yet I keep my secrets from the world keeping a wide margin in my personal space. Though I know much about myself in terms of my skills but yet there is a lot which can be discovered by new experiences. I try and take up new challenges to find out what I really like and what I would really want to take up as a career. This includes my part time job as a commis and sales at times besides my internship. This further helps me identify my strength and weaknesses. Moreover my interactions with my mentor further help me plan how my career path should be considering the test that I took for my ideal job (appendix 6). Moreover I took the Myers test to find to more insights about me (appendix 3). My interest lies in what is unknown, I think a little before my actions. I consider theories and how they relate in practical life.

Is Policy Modeling an Art or a Science Essay Example | Topics and Well Written Essays - 500 words

Is Policy Modeling an Art or a Science - Essay Example According to Clausewitz and Graham Scientific discoveries came from Art therefore, there is no Science without the mixture of Art (2008 pg. 82). Policy modeling can either be an art or science. Policy Modeling according to Estrada is an experimental research work supported by use of different qualitative models techniques and hypothesis to assess the cause of the past policy implications and the effect of the same to the society globally in the future (2010). The policy modeling can be further classified into several categories; communications, infrastructure and transportation policy modeling; energy; the domestic and international trade policy modeling; miscellaneous policy modeling; environmental and natural resources management policy modeling; fiscal and government spending policy modeling; labor, employment and population policy modeling; institutional, regulation and negotiation policy modeling; production and consumption policy modeling; monetary, banking and investment polic y modeling; welfare and social policy modeling; technological and R&D policy modeling; economic growth and development policy modeling. It is complex to understand the socio-economic of world’s environment, for example, the different behavior of subsystems, sectors, and regions within different time zones.

Propsal for term paper Essay Example | Topics and Well Written Essays - 500 words

Propsal for term paper - Essay Example The readings in class made me realize that words can have both literal and contextual meanings. In order to communicate effectively, words must be understood both in their denotative/literal and contextual meaning. Words have context and this defines who we are and how we relate others. The effective or ineffective use of words in our communication can either make or break relationships. Relationships which are either in professional and even personal situations are increasingly important in today’s integrated economies because they could translate to our success or failure and has economic values. Success in today’s environment requires not only competency in technical skills but also in interpersonal skills. A discussion on the pragmatic rules on the use of language will surely enlighten me on language that can be used effectively or misused whereby its connotative meanings are understood or misunderstood. I chose to expand on these theories because they relate to improving my interpersonal relationship and cultural intelligence. The right use of words can avoid miscommunication and strengthen relationship with others. This is important because relationships and our ability to get along well with others are necessary not only in school but in our professional lives someday where we have to work in a team. More importantly, good communication skills make our personal communication more meaningful and allow us to live a richer life. Nelson, Lindsey. "Herbert Blumers Symbolic Interactionism."Â  Herbert Blumers Symbolic Interactionism. N.p., n.d. Web. 1 Mar. 2014. "Symbols can have two types of meaning--Denotative and Connotative.."Symbols can have two types of meaning--Denotative and Connotative.. N.p., n.d. Web. 3 Mar. 2014.

Compare and contrast financial and managerial accounting Essay

Compare and contrast financial and managerial accounting - Essay Example This memo outlines the differences between managerial accounting and financial accounting and the Managerial Reports and Usefulness in Decision Making. The reports presented in this memo comprise of product cost reports, budget reports, performance report, order information report and the business opportunity report. Differences between Managerial and Financial Accounting Given the fact that one of the duties of a manager is to plan; then it stipulates that management accounting has a solid emphasis on the future. On the other hand, financial accounting fundamentally gives summaries of the previous financial transactions. The summaries might be very important in the planning process, but only to a particular point. In this perspective, the future might not be a replication of the transactions that took place previously. Modifications are regularly taking place in the fiscal conditions thus the modifications call for planning which is based to a large extent on estimates of the transa ctions that will take place as opposed to the summaries of the transactions that have already taken place (Needles, Powers & Crosson, 2010). Financial accounting information is always anticipated to b verifiable and objective. Nonetheless, for internal purpose the manager demands data that is significant even if it is not totally verifiable or objective. By virtue of relevance, it implies that appropriate for the challenge at hand. For instance, it is hard to ascertain that estimated volume of sales for a proposed expansion of business into the foreign country but this is precisely the kind of data that is prevalently useful to managers in the process of decision making. On the other hand management accounting information system must be adequately elastic to give any kind of information that is appropriate for any specific decision (Teale, 2003). Managerial Reports and Usefulness in Decision Making There are various managerial reports which are used in making important decisions in business. Such reports comprise of cost reports, Performance reports, budget reports, business opportunity reports and order reports. These types of reports have various uses in decision making process. Cost Reports Management accounting makes calculations of the cost of goods and services being produced. This is possible through accumulation of costs of raw products, costs of overheads, labor costs and any other extra costs that might be put into consideration. The entire costs are then divided by the quantity of the products produced where the information is put into a cost report. Cost reports are significant methods for firms to adapt or learn which areas of a business are potentially profitable and areas that costs more money. When cost reports are made prior to the beginning of a project, they give an efficient estimate of the likely cost of a project thus allowing the manager to plan and estimate the profit margin. Whenever the cost reports are made after the project has been finalized one can get a better insight of the maximum costs and the profit expected from the project. Use of the Report This type of report gives the managers the ability to see the constituent cost prices of products against the selling prices thus enabling them to determine the profit margin. Efficient cost reports gives quality information to enable managers see the significance

Communicating Effectively Research Paper Example | Topics and Well Written Essays - 1250 words

Communicating Effectively - Research Paper Example In addition, the patterns depicted within the cross-sex communication frequently display the mean both men and female engage interpersonally. Regarding conflict conditions, the underlying contrasting behaviors amidst the prevailing sexes is extremely evident. Conflict is a common component of the entire associations and corresponding means of tackling crucially to the basic survival of the associations (Stone, 112). This paper discusses the conflict-handling styles in males and females and the implications of these techniques for supervisors. Communication is a procedure that entails sharing information amidst personalities via existing conventional system of the prevailing symbols and behavior. In addition, the mean through which populace frequently communicate relies on their gender (Robbins, Deenzo & Wolter, 50). Communication is an element of everyday life in which conflict is cumbersome to eliminate. Conflict is frequently developed when populace shares diverse beliefs concerning particular issues. Numerous factors determine what individuals believe, and they play an influential role in people’s opinions, consequently influencing their course of action. For this reason, there is a discernable difference between the conflict handling styles between males and females. Both genders communicate in diverse means by that making them initiate interpersonal communication in times of disputes. In the book, ‘Men are From Mars and Women are From Venus,’ John Gray (2004) says Men and women expect their men to feel, engage via communication to their actions. People forget that both genders are unique. Thus, their engagement is full of unnecessary misunderstanding and disagreements. The gender differences in conflict management originate from the gender-based tendencies that are rooted in a person’s childhood. Females depict a relational style of engagement, which entails expressing point of views, relations and offering a relatively larger proportion

Juvenile Delinquency Assignment Example | Topics and Well Written Essays - 1000 words

Juvenile Delinquency - Assignment Example These experimentations usually lead them to engaging in at least one illegal demeanor like drinking or disobeying their parents. Some minors get caught and penalized for their illegal behavior while others remain unpunished. It leaves an impression as to what delinquent behaviors are punishable and forgivable? Sadly, its legal definition does not provide a clear distinction as to who are being caught and freed for engaging in illegal behavior. Response to Question #2: Different states have different age limits that help them determine whether an offender will be subjected to a juvenile court jurisdiction or to the jurisdiction of adult court. On average, once individuals reach the age of 18, they already are considered adults and therefore get tried in an adult court jurisdiction. The main concern here, however, is that it is difficult to quantify the level of maturity and cognitive capability of a person. Indeed, an individual can be 18 years old but it does not mean that he/she alr eady has the mental capacity and maturity of an adult. Another problem with using age as the fundamental determinant of adulthood is that it generalizes the social and psychological development of all youths. It fails to look at the differences of young individuals, specifically differences in their experiences, rate of development, and learning ability. Response to Question #3: The very system of juvenile justice varies in different states hence it is a great challenge to provide a description of it that would apply nationwide. The lack of uniformity in juvenile delinquency law in different states in America makes it difficult to standardized juvenile justice practices in the country. Consider that every state has different age definition of who can be considered juveniles. In addition, each state has its own way of handling or preventing certain juvenile behaviors because of people’s differences in their social, political, and economic circumstances. In some states, for ins tance, shoplifting is already a violation of the law and therefore merits a certain punishment. On the contrary, other states which are more tolerant about their juvenile delinquency law might have a different response to a person who commits the same offense. Moreover, although the law on juvenile delinquency is already in situ, local officers within juvenile justice still have their freedom to choose how to respond on a certain juvenile behavior. Response to Question #4: Since the subject of juvenile delinquency mainly concerns about the youths’ present life and future, the public throughout time fundamentally perceives it as an important social and political problem that needs to be looked closely and addressed. Most people believe that juvenile crime incidences are rapidly increasing and, therefore, need to be taken care of in tougher ways. Although the public’s perception is almost always unsupported, they are able influence juvenile justice in one way or another. Normally, the insights of the public about juvenile crime leads to a certain change in the way local governments respond to delinquency problem. Response to Question #5: Based on the UCR information provided in the text, juvenile

Development of Political Parties Research Paper

Development of Political Parties - Research Paper Example 78-79). This paper is an attempt to present a bird eye’s view of the history of the political parties in the United States of America. Discussion Surprisingly, the constitution of United States, unlike other constitutions of the nations does not present any guidelines about the political parties of the country. In fact, the First President of United States and the Father of the Nation, George Washington was strongly against political parities because he viewed political party system as something, which would bring conflicts, inefficiency, and stagnation to the system (Eldersveld & Walton, pp. 123-125). However, as soon as United States gained independence, disagreements and discrepancies surfaced out in the views of the founding fathers of America (Cohen, Fleisher & Kantor, pp. 513-516). The First Part System came into being when differences between the Treasury of the State Alexander Hamilton and Thomas Jefferson regarding the role and strength of the federal government (Nivo la & Brady, pp. 78-79). Hamilton and its supporters wanted a strong central government to control ad look after the matters; however, Jefferson and his disciples feared that a strong central government like that of Britain would invite the states to stand up against the Federation someday. This was the era of 1792-1824 (Maisel, pp. 98-99). This tug of war between the Federalist Party of Hamilton and Jefferson’s Democratic Republican Party went on to include various foreign policy issues as well (Eldersveld & Walton, pp. 123-125). Towards the end of the 1820’s the era of good feelings started and these personal and policy differences were settled. However, important here is to note is that Democratic Republic Party was the clear winner and survivor (Sabato & Ernst, pp. 269-278). However, it was not until the Second Party System that foundation of the modern American Political Party system came into existence. During this era of 1828 to 1854, the Democratic Party led by Andrew Jackson and the Whig Party in the leadership of Henry clay were facing each other (Eldersveld & Walton, pp. 123-125; Ritchie, pp. 367-373). Towards the end of this era, many of the democratic leaders accepted Whiggish ideas; however, many other economic and social issues were forcing the Democratic Party itself to divide into two thus giving birth to the third political party system in the United States (Wilson & DiIulio, pp. 193-197). This was during the third political party system when the Republican and Democratic Parities emerged which continue to be the dominant force in American politics (Stonecash, pp. 59-67). Many experts believe that the newly born Republican Party emerged as a national party, which was bold enough to take strong economic and social decisions such as creation of banks, rail roods, abolishment of slavery and others (Bibby & Schaffner, pp. 112-113; Maisel, pp. 98-99). In fact, slavery was the major issue during this period. The Democratic Party, which had a strong alliance with the farmers of the South and the West were unable to continue this alliance due to the issue of slavery. Furthermore, the Democratic Party finally was divided into two fractions with for and against slavery (Maisel, pp. 26-28). On the other hand, Republicans believed on the concept of free soil and thus wanted the abolishment of slavery (Cohen, Fleisher & Kantor, pp. 513-516). As mentioned earlier that Republicans remained in the spotlight during this era and after the civil war, they were able to exercise their control over

Postmaster Brown Essay Example | Topics and Well Written Essays - 500 words

Postmaster Brown - Essay Example However, the public did not send much airmail because it was expensive, and neither the Post Office nor the airmail carriers made money" (Freeman, 2003). Improvements made by postmaster Brown were radical. He had convened the conference "to get airline operators to agree to a consolidation of the various airmail routes into three or four coast to coast networks operated by the best equipped and most financially stable companies" (ecommcode2.com, 1999). It was United Airlines that kept the northern airmail routes; Transcontinental and Western Airlines (TWA) operated in the middle of the US; and American Airways flew across the southern part. Additionally Brown stripped all the benefits for air mail transportation and created incentives for passenger flights. Unfortunately, Brown fall into political disfavor when the new democratic president Franklin D. Roosevelt was elected. In 1993 charges were made against the postmaster fro collusion, illegal administration and unfair mail awards. Small aviation companies, which were pushed out of the business complained along with Senator Hugo Black who investigated the air mail case, were accusing Brown for improper use of power he gained. The conclusion was Brown has made it so, that air mail business has gone completely to friends of the Hoover administration. Nevertheless, they could not charge Brown for incompetence or unsuccessful policy.

Theory, Design, and Specification Essay Example for Free

Theory, Design, and Specification Essay The development and application of programs and projects are indeed complicated as they involved numerous aspects and concerns, critical challenges and problems in its procedures, and other hindrances that are likely to affect their effectiveness and relevance. To preserve the effectiveness of the relevance of the programs, the projects must carefully, strategically, and systematically planned and organize to ensure that all important concerns are addressed and covered to avoid complications and unexpected hindrances. In the premature stages of every project and program is the systematic organization and planning of its processes and procedures wherein the organizers expect likely problems, the value of the necessary elements, the approach that the program is to be applied, its actual relevance and others. Through taking in this course before the actual application promotes the success and effectiveness of the program.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Consider the case of establishing a certain social program that is concerned with providing healthcare assistance towards children that are out-of-school and are highly impoverished subjects. This program is founded based on the ideal vision of helping children through providing critically needed assistance in their healthcare needs, which are often negated due to certain financial and social hindrances. However, regardless of its ideal vision, this project also has its own shares of stumbling hindrances and problems, which are critical for its development and actual social application. Due to which, strategic and systematic planning and organizing are necessary to secure its relevance and success regarding its social value.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Considering the factors and elements involved in this social program, the plan regarding this social program is outlined under three concerns namely the theory behind the projects, the design of its operation, and the specifications and scope of its actual application. This program is mainly based on the view and realization with the importance of healthcare assistance for children, which is often negated due to their financial and social condition. Because healthcare is viewed also as a fundamental necessity for a healthy lifestyle and well-being especially for children, this gap needs to be fill with and this program will serve as a mean to provide this need. This program is aimed towards children as they have greater needs for health assistance due to their physical vulnerability in terms of developing a foundation for their healthy adulthood. Its design will particularly takes approaches such as founding healthcare personnel visits to targeted communities, supply of medicinal provisions and health supplements for children, awareness campaigns in targeted communities regarding the importance of healthy living and prevention of common problems and diseases, and assistance projects with the financial responsibilities involving children in healthcare institutions. Since the funding of this social campaign is not much of a problem, the establishment of the healthcare and the accreditation from various healthcare organization and institutions would be the main priorities. The main concern for this program will also include establishing a social link enabling this project to be aware of the its needing subjects and their needs and concerns. This social link or accreditation is also necessary, as this will serve as a mean for the program to be enacted in intervening and assisting its established subjects or targets. This steps and procedures are necessary to ensure the efficiency and effectiveness towards providing healthcare assistance towards its subjects. Through the application of these systematic procedures in the establishing and development of this project, this healthcare social program is likely to become successful in developing health awareness for children in their early stages of their respective lives and attracting wider efforts and concern from other social groups for the same cause. In addition, the systematic development of this program will surely promote its effectiveness towards its ideal purpose of highlighting the healthcare needs for the development of a healthy society in the future.

Evaluating the performance of tesco plc

Evaluating the performance of tesco plc For this assignment, I ideally considered an organization TESCO. It is a largest supermarket chain in United Kingdom. It employed over 260,000 employees over 1,800 stores. Since its having ample of people, managing human resource would be a great challenge to such company. Therefore I think this is most suitable to go through my study. Jack Cohen founded Tesco in 1919 when he began to sell surplus groceries from a stall in the East End of London. The Tesco brand first appeared in 1924. The name came about after Jack Cohen bought a shipment of tea from T.E. Stockwell. He made new labels using the first three letters of the suppliers name (TES), and the first two letters of his surname (CO), forming the word TESCO. The first Tesco store was opened in 1929 in Burnt Oak, Edgware, and Middlesex. Tesco floated on the London Stock Exchange in 1947 as Tesco Stores (Holdings) Limited. The first self service store opened in St Albans in 1951 (still operational in 2008 as a Metro), and the first supermarket in Maldon in 1956. During the 1950s and the 1960s Tesco grew organically, but also through acquisitions until it owned more than 800 stores. The company purchased 70 Williamsons stores (1957), 200 Harrow Stores outlets (1959), 212 Irwins stores (1960), 97 Charles Phillips stores (1964) and the Victor Value chain (1968) (sold to Bejam in 1986). Founder Jack Cohen was an enthusiastic advocate of trading stamps as an inducement for shoppers to patronise his stores. He signed up with Green Shield Stamps in 1963, and became one of the companys largest clients. Now there are more than 1800 stores running under Tesco. Tesco is being a one of the most important share holder in UK share market UK market share Graph Showing Market Share of Tesco According to TNS World panel, Tescos share of the UK grocery market in the 12 weeks to 10 August 2008 was 31.6%, up 0.3% on 12 weeks to 13 July 2008. The business market share has been rising monthly since its recent low of 30.9% in March 2008. Across all categories, over  £1 in every  £7 (14.3%) of UK retail sales is spent at Tesco. Tesco also operates overseas, and non-UK revenue for the year to 24 February 2007 was up 18% on 25 February 2006. Supermarket Consumer Spend ( £000s) Market Share August 2008 +/- from July 2008 Tesco 6,351,531 31.6% à ¢- ²0.3% Asda 3,410,431 17.0% à ¢- ²0.1% Sainsburys 3,175,543 15.9% à ¢- ²0.1% Morrisons 2,233,137 11.1% à ¢- ¼0.2% The Differing Perspectives of Human Resource Management Today Human Resource Management, which is a very significant functional field of organizational management, has evolved a very board and profound management branch. HRM is the efficient and effective utilization of human resource to achieve goals of an organization. While other resources make things possible only human resource make things happen. As employees have different personalities, different expectation and different abilities, it is difficult to manage them. In fact, HRM is a strategic source of competitive advantage that is more sustainable. Guests Model According to the David Guests (1989-1997) model of HRM has 6 dimensions of analysis: HRM strategy HRM practices HRM outcomes Behaviour outcomes Performance outcomes Financial outcomes The model is prescriptive in the sense that it is based on the assumption that HRM is distinctively different from traditional personnel management. A business can take to HRM many different approaches. Guest(1999) identified two different perspectives of HRM soft and hard, also these perspectives are similar to the tight and loose perspectives which are identified by Handy. According to the soft view of HRM, it explains employees to be a valuable asset to the company. (e.g., it is people that make the difference; the workforce is the most vital asset; human resources are the sole, real, sustainable, competitive advantage or edge.) On the other hand, the hard view of HRM considers that employees are resources to be managed effectively to achieve business objectives. According to Truss, those soft and hard approaches are based on opposing aims. The aim of soft model is to improve the competitive advantage of the company and the individual development of the employee based on the assumption that employees are viewed as a resource working to be trained and developed. In contrast, on the hard model employees are viewed as a cost that has to be managed and the aim of the model is to use the employees to achieve the organization goals. These approaches can also be viewed as tight and loose HRM, which are system based on compliance and commitment. Storeys Definitions The different perspectives can also be seen between the difference of personnel and HRM. Storey (1992) regarded HRM as a set of interrelated policies with an ideal HRM consisting of beliefs an assumption; strategic aspects; line management; key levers and dimension. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical. Personnel management is more administrative in nature, dealing with payroll, complying with employment law, and handling related tasks. Human resources, on the other hand, are responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. Then, human resources are described as much broader in scope than personnel management. Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management is typically the sole responsibility of an organizations personnel department. With human resources, all of an organizations managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks. While HRM concerns the human side of the management of enterprises and employees relations with their firms, Industrial Relations (IR) is comprised of certain actors, certain contexts, and ideology which binds the industrial relation system together and a body of rules created to govern the actors at the work place and work community. This term is a broader concept when compared with labour relations and it is concerned with the systems, rules and procedure used to determine the reward for effort and other conditions of employment. It can be viewed from tripartite perspective. Though the term IR seems to have a more macro view rather than micro view, it can be viewed as a one of the fields of HRM. Therefore we discuss IR under the theme of HRM. Several view points of HRM HRM is the management of people at work in an organization. Human resources are unique as they have expectation characteristics which are missing from all other resources. They have to be managed legally and ethically. Unilever practice this correctly. In management approach, HRM is a responsibility of every manager irrespective of his/her fields of interest a specialization. Though the Unilever has a human resource department led by a human resource manager, it has to serve all managers, non-managers and departments through it expertise. Also HRM is viewed as a system of interrelated functions. For instance job analysis affects recruitment, selection and pay management. When human resource activities are involved as a whole, they from the Unilevers human resource management system. Also HRM is an open system that is affected by the external environment that is composed of various forces which have direct or indirect influences on the organization and its HRM. In case of Unilever, those forces, labour law, trade unions, education system, training system, employee marketsetc affect HRM. Strategic approach to HRM is a recent development in the disciplines of HRM. HRM is called strategic HRM from this view point and the purpose is to generate or enhance competitive advantage or support achievement of strategic business needs. When it comes to Unilever, there also HRM is fully integrated with the strategy and strategic needs of the Unilever. Also HRM can be viewed from the proactive approach. Being proactive means acting before a problem occurred. Since there may be situations where problems arise suddenly and no time is available to anticipate, Unilever also recommended proactive HRM to follow whenever it is possible. Strategic Human Resource Management (SHRM) is treated a resent development in the field of HRM. It is concerned with those decisions which have a major and long term effect on the employment and development of people in the organization and on the relationship which exist between its management and staff. It is perceived and believed as an advance topic. The purpose of strategic approach to HRM is to generate or enhance competitive advantage or support achievement of strategic business needs and goals. Strategic aspect of HRM has four features which are as follows: HRM is a broad approach to managing people at work based on philosophy of HR. HRM is a major source of competitive advantage. It links to competitive advantage of the organization significantly. HRM policies/functions cohere within themselves and with other functional fields of organizational management. HRM is fully integrated with the strategy and strategic needs of the organization. Also HRM plays an important role in Unilever strategic management. HRM contributes to strategy formulation, strategy implementation and strategy evaluation. Flexibility within the Workplace Flexibility in work is an important key to a company, if the company need employee attraction and not to lose them. Flexibility means the way of working, which means that flexibility can be based on time and location. The flexibility in work can be categorized as follows; Part-Time Workers Part time workers are cheaper to recruit and they are not permanent and cannot involve in management procedures. The rights of part time workers are limited. Fixed/Short-Term Contract Workers Workers who are taken at a specified period as the company need. Outside Contractors/ Sub Contractors Group of workers or individual worker requites from outside the company for a special work at a specific time. Self Employed labour People who work for an exact company as a self employed basis. Agencies An agency which supplies employees to companies which seeks for labour. Get the customer to do the work Without any employee customers fulfil his needs by himself by use of technology. Shift working A continue way of working where employees work according to a time based system. Flex-Time A way of making decision by employee about his working time with in a core time. Job Share A way of sharing once works with other who work full time job on a part time basis. Annualized Hours A number of hours labour is given to employee and he need to complete that within a year. Tele working An easy way of working, by the use of technology employee can work at his own place, home, or even at road. Hot Disking/Hotel ling Employees need to go outside the company for specific job and they have a specific desk for them self in the office for permanently. Home working This is the same as Tele working and work can be carried out in home and this no need of network or communication As shown above flexibility of work can achieve the company a high standard in business and the satisfaction of the employee will be high because they get what they need. The flexibility in work will give advantage as well as disadvantages. Some of them are as follow. Employer view Employee satisfaction will reduce employee strikes etc. High level of outcome can be achieve Cost of employee is low Sometime cost cannot be maintained Employee internal competition will effect on company manufacture process or sales can be continue without a stop. Employee view Employee satisfaction is high Working stress is low There will be a new can do attitude in the business Time can be managed to do personal works Employers will miss use the labour Sometimes salary payment will be postponed. At Tesco, they are giving employees (and not just the women) the chance to work flexibly for years. Flexible working can mean Working part-time, Working from home Job sharing Most who take up the opportunity are parents. But not all One Tesco employee studied at college for his degree and was allowed to work flexibly in order to train more often. Another was given a sabbatical to practice with his rock band. These examples show how Tesco has given flexibility for their employees. When it comes to maternity and paternity packages, Tesco beats many other businesses. Company also believes in educating managers about the merits of employing mums. Work life initiative has been developed many years in response to employee request in Tesco. Tesco believes that this will make employee attraction on the company and the satisfaction will rise above the roof. Tesco sees the flexibility as an important issue because that directly effect on employees and without them company cannot carry out the works. Tesco as a company has arrange different ways of flexibility in work specially for mother who work full time, company has given them a holiday system where they can take holidays without a pre notice. The most of the part time worker in the company are employed in Europe rather than Asia. Form of the Discrimination Discrimination is someone is not treated as fairly to someone else in similar situation or treated differently because they are deferent in some way. Have two types of discriminations. Those are, Direct Discrimination Indirect Discrimination Direct Discrimination Race, sex, nationality of ethnic or national origin, disability are using for treat badly to someone. Indirect Discrimination Occurs when rules, regulations, policy procedures operating, which appears to treat everyone equality has the effect of the disadvantaging certain group and the recruitment is not reasonable. Current Legislations are against Employment Discrimination. There are 3 main legislations. Those are, Employment Equality (Age) Regulations 2006. Employment Equality (Religion or Bellies) Regulations 2003. Employment Equality (sexual orientation) Regulations 2003. Employment Equality (Age) Regulations 2006 Protect against discrimination on grounds of age in employment and training prohibits direct and indirect discrimination, victimization, harassment and instruction to discrimination. Employment Equality (Religion or Bellies) Regulations 2003 The directive protects discrimination on the ground of religion and belief in employment, vocational training, promotions and working conditions. Employment Equality (sexual orientation) Regulations 2003 The directive protects against discrimination of sexual orientation in employment, Vocational training, Promotions and Working conditions. Proposed Changes to the Law Hours, Rest break and maximum working hours of the week. Most workers have the maximum they should work set down in law under the working time regulations. That guide can get understand rest breaking and rest periods offer employers to workers. Give national minimum wage to employees. Give pension scheme to all workers and increase maximum working age limit. Range of current Initiatives and practices are which focus on equal Opportunities in Employment. Current initiatives are very helpful for build up employer and employee rights. It is very need to work with trade unions. Other hand it is very helpful for give equal opportunities to all employees. Bellow I mentioned some practices for focus on equal opportunities in employment. Opportunity 2000 is aim to increase the quality and quantity of woman employment opportunities both practice and public sector organizations. Codes of practices; there have some codes to practice law.eg: the pension regulators codes of practice guidelines on how to comply with legal requirements. Disable workers to give flexible works and more job opportunities. Compare and Contrast Equal Opportunities and Managing Diversity Equal Opportunities Concentration on discrimination /unfairness Perceived as an issue for woman and ethnic minorities and people with disabilities. Focus on boosting proportion of minority groups in employment. Strategy has to be main teamed. Emphasis on positive action rather than corporate vision. Managing Diversity Aims to ensure that all employees maximize their potential and contribution to the organization. Concentrates on movement within an organization it is culture and the meeting of business objectives. Concerns all staff and specially managers. Does not rely on positive action and provides a vision. (John P.Wilson workplace diversity and training 2005 page253) Tesco is view the Concept of Discrimination in Employment. Tesco protect their work force discrimination. They have suitable work patterns for employees. Every time they modify their rules and regulations for current social needs. In this time they are giving more job opportunities for female workers. They ignore race, ethnic, colour for recruitments and training promotions. Tesco have specific age limit for recruitments and pension. How is the organization move from equal opportunities to managing diversity? Tesco move from equal opportunities to managing diversity use some activities. Such as internal employee networks, Monitoring programs, Diversity conferences. They build up employee societies for discuss their problems and set solutions. Other hand trade unions are helping solve the employees problems. Management every time monitoring employees efficiency and give more benefits and promotions to them. Performance Management Armstrong and Baron define performance management as A process which contributes to the effective management of individuals and teams in order to achieve high levels of organizational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They go on to stress that it is a strategy which relates to every activity of the organization set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organizational context and can vary from organization to organization. In other words performance management should be: Strategic it is about broader issues and longer-term goals Integrated it should link various aspects of the business, people management, and individuals and teams. It should incorporate: Performance Improvement throughout the organization, for individual, team and organizational effectiveness Development unless there is continuous development of individuals and teams, performance will not improve Managing Behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. While most firms have a human resources or personnel department that develops and implements HRM practices, responsibility lies with both HR professionals and line managers. The interplay between managers and HR professionals leads to effective HRM practices. For example, consider performance appraisals. The success of a firms performance appraisal system depends on the ability of both parties to do their jobs correctly. HR professionals develop the system, while managers provide the actual performance evaluations. The nature of these roles varies from company to company, depending primarily on the size of the organization. This discussion assumes a large company with a sizable HRM department. However, in smaller companies without large HRM departments, line managers must assume an even larger role in effective HRM practices. HR professionals typically assume the following four areas of responsibility: establishing HRM policies and procedures, developing/choosing HRM methods, monitoring/evaluating HRM practices, and advising/assisting managers on HRM-related matters. HR professionals typically decide (subject to upper-management approval) what procedures to follow when implementing an HRM practice. For example, HR professionals may decide that the selection process should include having all candidates complete an application, take an employment test, and then be interviewed by a HR professional and line manager. HR professionals also consult with management on an array of HRM-related topics. They may assist by providing managers with formal training programs on topics like selection and the law, how to conduct an employment interview, how to appraise employee job performance, or how to effectively discipline employees. HR professionals also provide assistance by giving line managers advice about specific HRM-related concerns, such as how to deal with problem employees. Line managers direct employees day-to-day tasks. From an HRM perspective, line managers are mainly responsible for implementing HRM practices and providing HR professionals with necessary input for developing effective practices. Managers carry out many procedures and methods devised by HR professionals. For instance, line managers: Interview job applicants Provide orientation, coaching, and on-the-job training Provide and communicate job performance ratings Recommend salary increases Carry out disciplinary procedures Investigate accidents Settle grievance issues The development of HRM procedures and methods often requires input from line managers. For example, when conducting a job analysis, HR professionals often seek job information from managers and ask managers to review the final written product. Additionally, when HR professionals determine an organizations training needs, managers often suggest what types of training are needed and who, in particular, needs the training. Health and Safety at Tesco Occupational Health and Safety is an essential element of a successful and sustainable business  in todays global village.  Consequently, Tesco takes responsibility for  Occupational Health and  safety very seriously. Sustainable, profitable growth for Tesco is dependent on: Providing consumers and customers with products that are safe in use.   Protecting the health and safety of employees and contractors.   Managing activities so as to provide care and protection of the environment  Ã‚  Ã‚   To achieve a safe working environment and a world class reputation for Tesco in Health Safety at Work Some companies take some actions in order to retain health and safety in the company. Some may be in success but some companies cant achieve that goal. Tesco achieves health and safety by followings; Developing, designing, operating and maintaining facilities and processes that are safe and without risk to health. Developing, introducing and maintaining systems, which will establish appropriate standards of occupational health and safety and ensure compliance with all applicable legislation and internal Tesco standards by means of regular auditing? Setting annual improvement objectives, targets, and reviewing these to ensure they are being met at company, divisional and departmental levels to ensure continual improvement. Involving all employees in the preparation, review and implementation of this policy and providing appropriate training and safety awareness. Holding management at all levels accountable for the occupational health and safety performance of their staff. Recruitment Process at Tesco Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has three main types of agencies: employment agencies, recruitment websites and job search engines, and headhunters for executive and professional recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews. The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Often times a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success. Sourcing Sourcing involves; 1)advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centres, and campus graduate recruitment programs; 2) Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in 1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. Screening and Selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or professional experience, the testimony of references, such as for software knowledge, typing skills, numeracy, and literacy, through physiological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. Conclusion Human resource management is an important function not only for Tesco but also for all the companies which manage human power or which deal with people. HRM is a key point for a company for its success if that function fails or malfunctioned the company will fall because the effect of bad HRM are not friendly to the company. Company labour cost will increase and because of that cost of production will rise and the sales will decrease, Because of less Sales Company cannot stay in the market or face the competition. The difficult management function within the company in known as HRM. Lot of studies has carried our around the world by professors and professional authorities in order to maintain a successful HRM in companies This case study is written in order to those companies which need basic knowledge of HRM and for students who want to know the meaning of HRM and how that functions. Tesco is a multinational company that has spread over 25 countries with about 440,000 employees. That much of employees are a asset to a company and the management is very important else employee dissatisfaction will leave to Tesco company down as mention above. HRM is not just a management function like finance management, production management etc, its special because it always deal with real people and they are hard to handle and the understanding in to be there within the company and employee to achieve success in future.

Silicon Carbide: Structure, Uses and History

Silicon Carbide: Structure, Uses and History 2.1 Silicon Carbide 2.1.1 Historic Overview Silicon carbide as a material that precedes our solar system, travelling through interstellar space for billions of years, generated inside the fiery nuclear hearts of carbon rich red giant stars and in the remnants of supernovae (Davis, 2011). As a synthesized material it was first discovered by the Swedish scientist Jà ¶ns Jacob Berzelius in 1824 during his pursuit to synthesize diamonds. Sixty years later, Eugene and Alfred Cowles, invented the electric smelting furnace in 1885 (Cowles and Cowles, 1885). Edward Goodrich Acheson based on Cowles invention, created the first process to produce SiC (silicon carbide) while experimenting to find an alternative suitable mineral to substitute diamond as an abrasive and cutting material. The synthetic mineral created by the process was characterized by great refractability and hardness (Saddow and Agarwal, 2004). During the production of SiC crystals, Acheson found hexagonal crystals inside his patented reactor and sent a sample to Profes sor B.W. Frazier were it was discovered that although the crystals were all made from the same substance their crystalline structure differed (Acheson, 1893, p.287). Later, in 1905 Henri Moissan discovered natural SiC crystal inside a meteorite thus the mineralogist community named the mineral moissanite (Saddow and Agarwal, 2004). In 1907, was the year were the first Light Emitting Diode (LED) was produced by H.J. Round, when by placing contacts on a SiC crystal and applying 10V, yellow, green and orange luminescence was observed at the cathode (Brezeanu, 2005). Decades later, a renewal of interest surrounding SiC emmerged when the seeded sublimation growth invented by Tairov and Tsvetkov (1978) made the creation of SiC wafers a reality, thus giving the material the opportunity to be studied for electronic applications. Three years later, Matsunami, Nishino and Ono (1981) showed that the creation of a single crystal of SiC on a Si substrate was feasible increasing the number and va riety of possible applications even more. A huge milestone occurred in 1987 when through the use of â€Å"step controlled epitaxy†, high quality epitaxy of SiC could be made at low temperature on off-axis substrates (Kuroda et al., 1987). Based on this breakthrough Cree Inc. was founded in 1989, and manufactured the first commercial blue LEDs based on SiC along with the production of SiC wafers. 2.2.2 Crystal structure polytypes and characteristics 4. Examples of applications of CDC (Carbide derived Carbon) The multiple nanostructures that CDC presents, makes it a strong candidate to be implemented in numerous potential applications. In their paper, Presser, Heon and Gogotsi (2011) delineate the major research fields for future applications that CDC is currently attracting. In particular, these fields are: (1) The creation of Graphene based electronic devices (2) CDC as a new electrode material for supercapacitors (3) The use of CDC in fuel cells as a gas storage (e.g. hydrogen, methane) (4) CDC application in tribological coatings (5) Pt catalyst on CDC support (6) Protein sorption using CDC . Apart from the aforementioned fields another application area under research is to use CDC for CDI (capacitive deionization) of water or for desalination. The following chapters will give an extensive view of the research done on these fields although the main focus is the . 4.1 Graphene based electronic devices In 2003, (Dimitrijev and Jamet) published a paper were they stated that â€Å"Although SiC offers substantial advantages over Si, in terms of physical properties and thermal stability, it cannot compete Si devices in the areas of low cost, functional density, and moderate temperature applications. However, SiC has created its own applications niche where its unique material properties high electric breakdown field, high thermal conductivity, and high saturated electron drift velocity give this material significant advantages†. Since then, major manufacturers of SiC wafers such as Cree Inc., broke the 500$ barrier per wafer and made SiC accessible for researchers and the industry for optoelectronic devices (EE-Times, 1999) along with the introduction of 150 mm 4H SiC wafer in 2012 (Cree Inc., 2012). The previous breakthroughs made SiC a cheap precursor for the growth of epitaxial graphene. Grapse gia to pos to ftiaxnoume apo to prohgoumeno kefalaio. The intermediate product o f Si sublimation from SiC is CDC were further process gives monolayer or multilayers of graphene. An application under research and a proposed manufacturing method, is the creation of flexible transparent electrodes for screens due to the flexibility, high electrical conductivity and strength of the material (Bae et al., 2010). Studies have shown that CDC is a powerful selective sorbent for a number of molecules due to the variety of sizes its porosity exhibits (Nikitin and Gogotsi, 2004, p. 533) and is suitable for applications such as the removal of toxins or cytokines from human blood (Yushin et al., 2006). Another field of application is the removal of toxic compounds from water or the capacitive deionization (CDI) of water. Particularly, according to (Zou et al., 2008) the ordered mesoporosity of CDC used as an electrode material for electrosorptive deionization is a more effective way of removing salt from water, when compared with the salt-removing capability of activated carbon. The explanation is that activated carbon materials contain randomly arranged mesopores and micropores were ordered mesoporous carbon contains predominately ordered mesopores that increase the capacity to desalinate water. Another example is the usage of CDC as catalyst supports for fuel cells (Jerome, 2005) References Acheson, E.G. (1893) Carborundum: Its history, manufacture and uses, Journal of the Franklin Institute, 136(4), pp. 279 289. Bae, S., Kim, H., Lee, Y., Xu, X., Park, J.S., Zheng, Y., Balakrishnan, J., Lei, T., Kim, H.R., Song, Y.I., Kim, Y.J., Kim, K.S., Ozyilmaz, B., Ahn, J.H., Hong, B.H. and Iijima, S. (2010) Roll-to-roll production of 30-inch graphene films for transparent electrodes, Nature nanotechnology, 5(8), pp. 574-578. Brezeanu, G. (2005) Silicon carbide (SiC): a short history. an analytical approach for SiC power device design. Available at: http://ieeexplore.ieee.org/xpl/articleDetails.jsp?arnumber=1558796 (Accessed: 7/31/2014 2014). Cowles, A.H. and Cowles, E.H. (1885) Electric Smelting Furnace. U.S. Patent 319945. Cree Inc. (2012) Cree News: Cree Introduces 150-mm 4HN Silicon Carbide Epitaxial Wafers. Available at: http://www.cree.com/News-and-Events/Cree-News/Press-Releases/2012/August/150mm-wafers (Accessed: 7/28/2014 2014). Davis, A.M. (2011) Stardust in meteorites, Proceedings of the National Academy of Sciences of the United States of America, 108(48), pp. 19142-19146. Dimitrijev, S. and Jamet, P. (2003) Advances in SiC power MOSFET technology, Microelectronics Reliability, 43(2), pp. 225 233. EE-Times (1999) Cree Researchs SiC wafers break $500-price barrier for opto applications | EE Times. Available at: http://www.eetimes.com/document.asp?doc_id=1268808 (Accessed: 7/28/2014 2014). Jerome, A. (2005) MIXED REACTANT MOLECULAR SCREEN FUEL CELL. US 2005/0058875 A1. Available at: http://patents.com/us-20050058875.html (Accessed: 21/07/2014). Kuroda, N., Shibahara, K., Yoo, W.S., Nishino, S. and Matsunami, H. (1987) Extended Abstracts of the 19th Conf. on Solid State Devices and Materials, Tokyo, Japan, 1987. , 227. Matsunami, H., Nishino, S. and Ono, H. (1981) Heteroepitaxial growth of cubic silicon carbide on foreign substrates, IEEE Transactions on Electron Devices, 28(10), pp. 1235 1236. Nikitin, A. and Gogotsi, Y. (2004) Encyclopedia of Nanoscience and Nanotechnology, Vol. 7. Valencia, CA: American Scientific Publishers. Presser, V., Heon, M. and Gogotsi, Y. (2011) Carbide-Derived Carbons From Porous Networks to Nanotubes and Graphene, Advanced Functional Materials, 21(5), pp. 810-833. Saddow, S.E. and Agarwal, A. (eds.) (2004) Advances in Silicon Carbide Processing an Applications. Boston: Artech House Inc. Tairov, Y.M. and Tsvetkov, V.F. (1978) Investigation of growth processes of ingots of silicon carbide single crystals, Journal of Crystal Growth, 43(2), pp. 209 212. Yushin, G., Hoffman, E.N., Barsoum, M.W., Gogotsi, Y., Howell, C.A., Sandeman, S.R., Phillips, G.J., Lloyd, A.W. and Mikhalovsky, S.V. (2006) Mesoporous carbide-derived carbon with porosity tuned for efficient adsorption of cytokines, Biomaterials, 27(34), pp. 5755 5762. Zou, L., Li, L., Song, H. and Morris, G. (2008) Using mesoporous carbon electrodes for brackish water desalination, Water research, 42(8-9), pp. 2340-2348.

capital punishment :: essays research papers

It is unreasonable to think that to take the life of a man who has taken that of another is to show lack of regard for human life. We show, on the contrary, an emphatic regard for it, by the adoption of a rule that he who violates that right in another forfeits it for himself. My agreement with these, the words of philosopher John Stuart Mill, compels me to affirm today’s resolution, that capital punishment is justified. My value premise for the round will be justice, giving each individual his or her due. My value criterion is societal benefit without infringing on individual rights. -I feel it is necessary to observe, before I begin, that while I feel the death penalty is just, it is only just as punishment for certain crimes. However, If I can prove the justice of the death penalty as a punishment for one specific crime, It would affirm the resolution. In this round, I will attempt to prove that the death penalty is a just punishment for first degree, premeditated murder. (Serial murderers) -Contention #1: by murdering another, criminal’s forfeits their right to life. The system of punishment is based on taking away the liberties of convicted criminals. In committing a crime, an individual gives up certain rights, and it is because of this forfeiture of rights that we can impose punishment upon them. The amount of rights forfeited is in some manner proportional to the severity of the crime for which the individual was convicted. If someone commits a minor crime, such as littering, they lose a small amount of right. Therefore it is justified to take from them a small amount of their liberty, possibly economic liberty through a fine. As the severity of the crime increases, the amount of right forfeited increases likewise. In other words, if I kill a woman, I am being unjust because I am doing to her what I would not have her do to me. I am expressing that we are not equals, and that I am her superior. By demonstrating that I have lost my right to life, the government reaffirms that the two of us are in fact equal. By demonstrating that we are equal, the state upholds justice. Immanuel Kant explains the position, arguing: â€Å"If he has committed murder, he must die. Here there is no substitute that will satisfy justice. There is no similarity between life, however wretched it may be, and death, hence no likeness between the crime and the retribution unless death is judicially carried out upon the wrongdoer†¦Ã¢â‚¬  (Metaphysics of Moral)

James Forman :: essays research papers

James Forman Last Wednesday the civil rights movement lost one of its most influential members to colon cancer. James Forman died January 10th he is survived by his son Chaka Esmond Fanon Forman. James was born on Oct. 5, 1928, he spent the early years on a farm in Marshall County, Mississippi, with his grandmother. The at the age of six his parents moved him to Chicago. In 1957 James graduated from Englewood High School, after high school he entered the Air Force and fought in the Korean War. After the war Forman transferred to Roosevelt University in Chicago after his second college semester at the University of California. He also became very active in student politics on campus before his graduation in 1957. Forman went on to graduate studies at Boston University, then returned to Chicago. After college James went on to work at the Chicago Defender were he reported the injustices done to black people in the deep south. In 1960 he learned of black farmers being evicted off their land by white landowners because they registered to vote. James left Chicago to join a program sponsored by the Congress for Racial Equality that provided help to the displaced farmers. In 1961 he joined The Student Nonviolent Coordinating Committee, SNCC. One week after joining SNCC James was elected to its executive secretary after just one week with the organization. James did a great job at SNCC he was an excellent critical thinker as well as strategist that is why Julian Bond, chairman of the board of directors of the NAACP, said "that Forman the catalyst that turned SNCC into a fighting, militant organization." (Pride) Forman was just influential as Martin Luther King and Rosa Parks. In 1963 Forman was the principal for the 1963 March on Washington and the Freedom Rides in which Blacks rode across the South to make sure buses were integrated as ordered by the courts. James also became one of the first ma jor blacks leaders to demand reparations for slavery. He demanded 500 million dollars from white churches all across America for their involvement in the Atlantic Slave Trade. Even later in his life James was still active in the civil rights community. In 1982 and lobbying against the appointment of Supreme Court nominee Robert Bork and the presidential campaign of former Ku Klux Klan grand wizard David Duke. He also traveled to Europe and Africa on behalf of the Black Panther Party and also planned a new march on Washington in 1982.

Gene Therapy Saves Lives Essay -- Argumentative Persuasive Argument Es

Gene Therapy Saves Lives   Ã‚  Ã‚  Ã‚  Ã‚   Tim was diagnosed with a rare and deadly disease this morning. He is only five years old with the rest of his life ahead of him. It isn't his fault that he received this disease or even his parents'. This disease comes out in anyone's body that has a defected gene. The disease has made Tim live in a sanitized bubble the last year because of the fear that he might catch any common bug and die. He has severe combined immunodeficiency, or SCID. The disease lacks a gene in charge of the body's immune system called adenosine deaminase. Tim could be helped through a process called gene therapy, but he won't because there is too much debate on the ethnicity of gene therapy; too much even to save his life.   Ã‚  Ã‚  Ã‚  Ã‚   The use of gene therapy to prevent illness and disease by changing a person's genetic makeup is a good use of science. Gene therapy is an approach in science to treat, or ultimately prevent disease by changing the expression of a person's genes. The way a gene is expressed is something like a person's hair color. Gene therapy is still in its very early stages of development. Any gene therapy that is being worked on today is still in its experimental stages. It will not be used in humans for extensive use for a while. The only humans are ones who are in clinical trials ("Gene Therapy").   Ã‚  Ã‚  Ã‚  Ã‚   Gene therapy can be done by using either somatic, which are from the body, or germ, which are from egg or sperm, cells. In somatic gene therapy the recipient's genome, genetic makeup, is changed, but the changes are not passed down to the next generation. In germ line gene therapy, the parents' egg and sperm cells are changed with the goal of passing on the changes to their offspring. Germ line gene ... ...http://www.srtp.org.uk/genthpy1.htm#Issues]. "Gene Therapy." Oak Ridge National Laboratory. 21 Nov. 2002. 3 Dec. 2002 [http://www.ornl.gov/hgmis/medicine/genetherapy.html]. "Genetics in the Courtroom." Oak Ridge National Laboratory. 21 Nov. 2002. 10 Dec. 2002 [http://www.ornl.gov/hgmis/courts/courts.html]. Godoy, Maria. "Gene Therapy Offers Hope for the Blind." TechTV News. 1 May 2001. 4 Dec. 2002 [http://www.techtv.com/news/specialreport/story/0,24195,3325114,00.html]. "Human Genome Diversity Project." Morrison Institute. 6 Oct. 1994. 3 Dec. 2002 [http://www.stanford.edu/group/morrinst/hgdp/faq.html]. Kitcher, Phillip. "Manipulating Genes: How Much is Too Much?" PBS Online. Apr. 2002. 8 Dec. 2002 [http://www.pbs.org/wgbh/nova/genome/manipulate.html]. "Scenario A- Part 1." Strategis.gc.ca. 6 Dec. 2002 [http://strategis.ic.gc.ca/SSG/bb00010e.html#AP1].

Case Study DGL International Essay

When DGL International, a manufacturer of refinery equipment, brought in John Terrill tomanage its Sales Engineering division, company executives informed him of the urgentsituation. Sale Engineering, with 20 engineers, was the highest-paid, best-educated, andleast-productive division in the company. The instruction to Terrill: Turn it around. Terrillcalled a meeting of engineers. He showed great concern for their personal welfare andasked point blank: â€Å"What’s the problem? Why can’t we produce? Why does this divisionhave such turnover?Without hesitation, employees launched a hail of complaints. â€Å"I was hired as an engineer,not a pencil pusher.† â€Å"We spend over half of our time writing asinine reports in triplicatefor top management, and no one reads the reports.† We have to account for every penny,which doesn’t give us time to work with customers or new developments.†After a two-hour discussion, Terrill began to envision a future in which engineers were freeto work with customers and join self-directed teams for product development. Terrillconcluded he had to get top management off the engineers’ back. He promised theengineers, â€Å"My job is to stay out of your way so you ca do your work, and I’ll try to keeptop management off your backs, too.† He called for the day’s reports and issued an order effective immediately that the originals be turned in daily to his office rather than mailed toheadquarters. For three weeks, technical reports piled up on his desk. By month’s end, thestack was nearly three feet high. During that time no one called for the reports. When other managers entered his office and saw the stacks, they usually asked, â€Å"What’s all this?†Terrill answered, â€Å"Technical reports, No one asked to read them.Finally, at month’s end, a secretary from finance called and asked for the monthly traveland expenses report. Terrill responde d, â€Å"Meet me at the president’s office tomorrowmorning.†

Heritage assessment Essay

Kizlik [2014] argues that the purpose of a learning objective is to communicate, and that a well-constructed behavioral learning objective should have little room for doubt about what is intended. Health professionals in designing educational programs to engage both patients as well as families, should be able to taper the task or objective to the specific patient and their family; for them to be able to explain what you taught them and for them to be able to demonstrate it. On the Euromed Info website, on Developing Learning Objectives. Retrieved from http://www.euromedinfo.eu/developing-learning-objectives.html/ [n.d.] state that â€Å"a simple and practical way of developing learning objectives is to start with the words, WHO, DOES WHAT, HOW and WHEN.† For the purpose of this exercise the learning objective will be for the patient and the family to be able to change an ostomy bag in a patient with a newly formed colostomy. It is important to find out from the patient and th e family which learning styles work for them, example whether reading of pamphlets, one on one teaching or visual aids. Also the condition or ability of the patient to perform the task, e.g. is the patient strong and well enough to perform the task or are they too weak from being ill. In using the learning objectives cited above, WHO- will be the patient and family DOES- list the components needed WHAT-changing a stoma bag HOW – by performing task or stating how to WHEN- by discharge The Joint Commission on Accreditation of Healthcare Organizations [JCAHO] as cited on the Euromed Info website on Family Structure and Style, retrieved from [http://www.euromedinfo.eu/family-structure-and-style.html/] defines the family as â€Å"the person or persons who play a significant role in the individual’s life including persons not legally related to the individual. â€Å"How a family functions influences the health of its members as well as how the individual reacts to illness† retrieved from http://www.euromedinfo.eu/family-structure-and-style.html . In the light of this , having the family understand the rationale behind the treatment and steps on how to help the patient change this stoma bag will assist the  patient to be more confident in changing their stoma bag and also in dealing and coping with this new health change. REFERENCES http://www.adprima.com/objectives.htm http://www.euromedinfo.eu/developing-learning-objectives.html/ http://www.euromedinfo.eu/family-structure-and-style.htm