Stakeholders of Lloyds TSB Bank Research Paper Example | Topics and Well Written Essays - 2000 words

Stakeholders of Lloyds TSB Bank - enquiry Paper ExampleThis paper tells that in our present business climate, individuals need a affirm note to generate MORE sales and net income. Businesses prefer to receive postdated checks and related deposit instruments as the refilling for cash. A 1,500 check is safer and easier to take aim around than to bring its bulky and highly tempting cash equivalent. The returned checks deed of conveyance as payment and deposit evidence of business transactions.There ar many banking service that throw off deposits in banks preferable to stuffing cash in a persons safety in the home or offices. People, thru the banking system, can now buy and grapple products thru the internet. When they are face to face with each other. The banks many services do not only include safekeeping of the bank deposits, but the bank also helps the thriftiness by paying interest to the depositors. The bank then lends money to its loan applicants and, in return, receives i nterest income. The bank borrower can now exercise the much-needed funds to put up a business and hire employees. This round of money deposit, money borrowing, business opening, hiring helps the local economy.People, around fifty years ago prefer to carry cash around because the banking system had just been established. But because of the advent of internet banking, business transactions are now changing the entire economy of the world. Credit and debit cards as well as Paypal, and Western Union monetary transactions are now the minimum requirements for a buy and sell transaction to be accomplished. Due to financial difficulty, carrying cash is now very dangerous. People, during the past, prefer to receive glacial cash as compared to checks because of the fear that such checks may actually hasten no funds deposited in the bank at the time of bank presentation for payment occurs.But still, most of the ordinary raft who do not own business and those with small salaries and wages do not apply for checking accounts. The mention card generates high and compounded interests that the credit card holder has to be burdened with.Inter-branch transactions use the credit giro system where noncash documents pass thru a clearing bank. A piece of bank tying up or document allows one branch to transfer funds from one bank to another or to and from a persons personal bank accounts.In the fall in States, food stamps are given to the unemployed. In the United Kingdom, the giro helps the unemployed person to pay for his basic needs.If wages fell, then the people will have lesser money to deposit in Lloyds bank. The after effect is that there be will lesser money to spend on basic necessities like food, clothing, and shelter.Therefore the bank will have to elevate so that more of the residents near a Lloyds bank branch will love to deposit their dense earned money in a bank. The people will cope with the sudden wage step-down by reducing the amount they will spend on un necessary items. The people will controvert with the sudden decrease in salaries by applying for a second job to alleviate the loss in income.

How does our economic system shape our values and our behaviors in the Essay

How does our scotch system shape our values and our behaviors in the workplace - Essay ExampleEducation offers them the requisite acquaintance and skills to climb the sparing ladder. Workers who are well educated are open to resources and are employable at heart the economic system of US. On the other hand, the workers have changed their view of tax and want reforms implemented to annul over-taxation on people with benefits.Employees are considering alternative means of generating income. Despite the financial crisis in the economic systems, workers mustiness assume responsibilities in their households. The solution does not lie in the salaries they get because they are not enough. The impudent possibilities that workers are considering viable alternatives for getting extra income include foreign employment, selling forehead for commercial publicise and engage in private military contracts among other legal options. However, the alternatives demand relevant qualification, na tionality, and qualification.Workers have change state socially segregated in the workplace (Kasser, Cohn, Kanner & Ryan, 2007). Workplace features employees with different social classes. The difference in economic and social statuses has led to a wide inequality gap. Workers are struggling to deliver in their jobs part still demanding for class recognition. The situation has damaged the social stability in the workplace and the overall productiveness of the firms. The strong social and economic conflict between the rich and poor in the workplace pull up stakes have profound effects on the national politics and economy, in general. A people split up cannot embrace the same economic agenda.Employees have embraced the values of competitive achievement and power (Kasser, Cohn, Kanner & Ryan, 2007). The values are aimed at encouraging financial success for all people. Workers have long ceased to think about their interests entirely the success of other people within their communit y. However, the

Comparative Religion Essay Example | Topics and Well Written Essays - 1750 words

Comparative Religion - Essay ExampleThree ban lookings and at least ace positive formulation of each religion will be named and explained. Secondly, Christianity which seems the nestled to the truth for me will be evaluated and five positive smells and one detrimental aspect will be stated. In addition, it will be outlined how I am going to deal with the aspect I did non like. Finally, a conclusion will be provided in which I will explain how this household helped me in the search for the truth. Hinduism is the main religion in India and other countries on South Asian Subcontinent, especially India and Nepal. It has no single founder or creator, several holy writings and more than one god. Therefore, many people often refer to Hinduism as a way of brio, instead of calling it a religion. Furthermore, Hindus have a common system of values, much(prenominal) as duty, virtue, and morality, known as Dharma. Hinduism is a rattling old religion and for many people it is the relig ion closest to the truth. The most appealing aspect for me is that Hinduism is a rather animal friendly religion, for instance, many Hindus are vegetarian. Treating animals well is important to me and therefore, I moot this to be a positive aspect. However, there are three aspects that I do not like. First, Hinduism includes the ideal of Varna (class), which divides society into four groups teachers and priests, warriors and nobles, farmers, merchants, and businessman, and servants and workers. The division of classes served as a model for the social order. I believe it is a negative aspect, because people are born into a certain class and have almost not change of escaping it. It can be argued that Varna was partly responsible for the caste system in India. Secondly, Hindus believe that smell is a continuous series of birth, death and rebirth, which is regulated by Karma. Although that might be an attractive aspect for some people, it is not for me, because it sounds restless a nd wearing. Thirdly, cremation is obligatory for most Hindus, when they pass away. Although that might be a baby bird aspect for many, this is a major negative aspect for me, because I would prefer to be buried. When people are buried in a graveyard, it gives friends and family a place to go to and I believe that is important. III. Buddhism Buddhism is a really old religion or way of life, which can also predominantly be found on the Indian subcontinent. It is a really spiritual religion, which focuses on spiritual development and insight into the nature of life. Furthermore, Buddhists do not worship one God or many Gods instead they follow the teachings of Buddha. Buddhism is a very peaceful religion, since non-violence is the centre of Buddhist thinking and acting. The peaceful character is a major positive trait for me. Religion has been misused for many wars and acts of violence, but it is difficult to justify any wars or acts of violence with such a peaceful religion as Bud dhism. Nevertheless, Buddhism is not the closest religion to the truth for me, due to these aspects. First, Buddhists do not believe in the existence of a God. Although this might not be a negative aspect for many, it is a difficult aspect for me, because I like to believe in the existence of a higher power, so the absence of such a higher power is a negative aspect for me. Secondly, meditation as a main feature of Buddhism is a further negative aspect for me. A lot of people praise the benefits of meditation, which is perfectly all right however, meditation is not for me. I assay to meditate on several occasions, but it does not work for me. Thirdly, a negative aspect of Buddhism for me is that life or existence is described as being a tragedy, filled with suffering

Schizoaffective disorder Essay Example | Topics and Well Written Essays - 1500 words

Schizoaffective deflect - Essay ExampleFor a full diagnosis of this derange to be verified, at that place should be a period of at least two weeks where the patient displays psychosis without mood disorder, and these symptoms of psychosis should not be due to the enjoyment of medication or other substances. Schizoaffective disorder works to affect an undivideds perception and emotions and this result in false perceptions as well as disordered thought processes, which include delusions, disorganized speech, and thought process. cod to this, it is significant common for those affected by this disorder to have dysfunctions in both their social and occupational lives. The division into depressive and bipolar types of schizoaffective disorder depends on whether an several(prenominal) has ever had manic, hypomanic or mixed episodes, and symptoms for this disorder normally occur in early adulthood, with symptoms r atomic number 18ly occurring before the age of thirteen (Diabetes W eek, 2009). A person who has this disorder tends to experience extreme transformations in mood and has some of the psychotic symptoms, which are related to schizophrenia much(prenominal)(prenominal) as hallucinations. The psychotic symptoms are reflected when a person is unable to differentiate between what is real from what is imagined, and these symptoms tend to vary greatly from one person to another (Dodd, 2010). While the symptoms may be mild for in certain individuals, they can manifest themselves very severely in others. Some of the symptoms, which are displayed when one has schizoaffective disorder, are the fol belittleding depression, mania, and schizophrenia. Cases of depression in schizoaffective disorder are always accompanied by various characteristics such as the loss of appetite and this tends to result in the loss of weight. Furthermore, the individuals easeing patterns in like manner change so that this individual my sleep a lot or very little, depending on their situation. falling off is always accompanied by excessive restlessness as well as a insufficiency of energy in the body. The individual experiences a lack of interest in those activities that he or she was very active in. there are times when an individual may have feelings of being worthless or hopeless and this can bring about guilt or selfblame. Depression may in like manner bring about the inability to think coherently or to concentrate, and the individual may be tempted to hangout to suicide as a result. Schizoaffective disorder is often accompanied by mania, which results in the increase in activity of the affected person, and these include work, social, and sexual activities. Mania also results in the increased talking of the individual due to the rapid and racing thoughts, which are common symptoms of mania. An individual feels very little need for sleep and may in fact prefer staying up late trying to do other activities. The individual might also be very agitated abou t nothing important in particular. Furthermore, there is a chance that mania might result in the individual having a very low self-esteem and this brings about very destructive behavior such as having unsafe sex, having spending sprees, as well as driving recklessly. Schizophrenia is one of the signs, which enable nurses to identify that a person does in fact, have schizoaffective disorder (Martin, 2007). One of the symptoms of schizophrenia is delusions this is where an individual has very strange beliefs, which have no real basis in reality, and he or she holds on to these beliefs even when they are presented with facts to the contrary.

Factors other than technology that influenced military innovation Essay

Factors other than engineering science that influenced soldiers inception during the Interwar issue - Essay Ex sizeableEurope was immensely affected by the devastation of the First World struggle while North America affected by the great drop-off in 1929. The worldwide depression contributed to the growth of Nazism in Germany which resulted in World War 2. The war machine technology of the interwar period provided ample promise for innovation, but did non determine the state of change. In many cases state of the art technology would not support operational concepts developed by military visionaries. (Williamson Murray, Allan R Millet, p.342)Civilian timidity, insufficient intelligence, and wishing of political guidance contributed immensely to the lack of military innovation during the interwar period. Civilian participation is important in political and technological processes. In Britain military professionalism countered civilian curiosity the committee system diffused ar guments and alter pessimism rather than encouraged debate on defence options.(Williamson Murray, Allan R Millet, p.361) The general public during this period was not aware of the importance of military innovation. They had many other things to discuss like the depression, and they never took military innovation as a serious thing. They were already witnessed the drastic results of a world war and they thought the military innovations may result in another world war. The civilians concluded that the military operations are for corrosive purposes only and they failed to recognize the need of defence and such attitudes of the civilians retarded the military innovation process.In the get together States, civilian-military political collaboration arose in the institutionalized conflict between the Presidency and Congress over supremacy of military policy. (Williamson Murray, Allan R Millet, p.362) The political leaders also kept different views on the need of military innovation. Bec ause of these conflicts among the parliamentary members, the most of the military innovation processes failed to get the

Women Progress In The 20th Century Essay Example | Topics and Well Written Essays - 1250 words

Women Progress In The 20th Century - Essay ExampleChina went through a nationwide reform in the 20th century. Plagued by the traditional pressures and cultural values, it was difficult for women to embrace freedom and forward-lookingity immediately. However, the internal rebellions, political changes, an introduction of new reformsetc., brought an end to the dynasty system. China strived to step up and gain its position in the inter internalistic arena, for which they had to embrace the inevitable, modernity. Chinese scholars believed that in order for their survival in the modern world they had to form national citizenry which focused upon modernity and nationalism. Modernity suggested the acceptance of women as an important part of the process by acknowledging their significant contribution to the upholding of their cultures, traditions, and the economy. Women thus played a key role in shaping the modern China of today which is known for its strong societal and economic standing( Rudolph, n.d.).Marriage laws supported individual pickaxe more than than suppressed obligation to marry and the family structure changes highly. With women becoming more independent, the joint family system was replaced by a highly individualistic living culture with small families. The one child law gave women more time to do something other than child rearing and thus, many resorted to completing their education and seeking participating careers. However, culture did play a significant role in the re-shaping of the one-child rule to a two-child one for the mapping of obtaining a son in a family(Hershatter, 2007).

CONSULTANCY PROJECT REPORT Essay Example | Topics and Well Written Essays - 3750 words

CONSULTANCY PROJECT REPORT - Essay ExampleAs a result of that most of the companies are continually focusing on the single projects to the detriment of the project portfolio as a whole (PMI, 2013). It is indispensable for the companies to identify the loopholes in their system so as to ensure their goals and objectives furbish up successfully fulfilled. Assessing the current practices of organizations and comparing it with the industry recognized best practices will strongly assist them in discovering the gaps. In the similar manner, the loopholes of a fellowship in its project management area can be identified by comparing it with the industry recognized best practise project management. The role of a advisor in such scenarios becomes highly visible. In this scene, a consultant or a qualified matter expert reanimates a crucial role in identifying those gaps and focuses on the opportunities that drives improvements and augments the business performance of the customer organiz ation (Kennedy, 2007). Hence, from the discussion it is evident that the role of a consultant is to identify the problems and make suitable recommendations to fill rid of those problems (Biech, 2008). Although, from a broader aspect the process may look simple and uncomplicated but in reality the consultancy process involves several complicated tasks. The theory of consultancy foster organizations to explore alternatives those are unknown to the federation itself and ultimately help them to choose the most viable and promising option from the lot. In addition, consultants also play a critical role in the implementation process of the alternative course of action. This report gives insights into how a consultancy project should be under targetn and how it would add value to the client organization. In doing so, suitable examples pertaining to the subject of concern swell up be provided. Discussion How to Undertake a Consultancy Project It is essential for the organizations to know the fact that a consultant would not make decisions for the companies, purchase specific products and provide standard services. Consultants just acts as a support for organizations to solve a problem rose due to specific reasons or recommends companies on how to improve their performance levels. In other words, a management or a strategic consultant is responsible for assisting organizations to enhance their performance levels, through the evaluation and analysis of the active organizational issues, and simultaneously explicate plans for improvement. An organization may draw up the services of consultant on a number of grounds, comprehend gaining external piece of advice and admittance to the consultants specific know-how. A company faces different type of challenges which may take place due to the internal or external business environment. For example, an internal issue for a company can be defaulting HRM systems, failed car park pricing strategy, and failed staff retention str ategies, unfeasible advanced coffee bar bar, failed strategy of launching of fully serviced apartment building and failed perception assessment of the staff members. In the similar way there can be external problems as well for the company. Some of the issues in this context can be integrating quality, environment and health management systems, marketing plan for a new hotel, and competitor and market analysis for a firm of accountants, health issues awareness campaign, finding sponsors for an event, plans for setting up a charity and developing an environmental management strategy

How can software companies such as Logica win the war for talent Essay

How cigarette soft contende companies such as Logica win the war for talent - Essay ExampleHence, there is no correlation between innate skills and top performance. Practice makes perfect, it is always true that perfection comes through practice. giving can be developed to a very great level. Over the recent past, the IT industry has seen an undreamed increase in hiring because of the growing trend towards outsourcing. Large IT companies are growing in their employee number. Many companies wipe out put forth new concepts and ideas to win the war for talent. In todays knowledge economy, a companys talent force greatly determines the companys success in the market. only it is highly difficult to retain or attract practiced employees. Though the senior management in major companies believes that winning the war for talent is highly complex, few do believe that the steps taken in todays IT world will surely help in winning the war for talent. We will discuss below on how the ques t for the rightly skilled talent has been dealt with by umteen major software companies (Elizabeth et al. 2007) across the globe. The War for Talent Talent is something that is worth fighting for. It is always treated to retain superior talents. This has always been the case in just about of the software companies. This results in the sententiousage of skilled staff to work on major assignments. The war for talent starts right from the junior level up to the senior management. Companies can win this chiefly by elevating talent management. Though many companies have taken this seriously, there are others who have already started facing troubles finding or retaining skilled workforce. This would be a great challenge even for large companies. There are various reasons for this (a) Todays most complex economy demands high-level talent with technological literacy, ability to manage work pressure during crisis, entrepreneurial skills, etc. (b) The emergence of smaller companies which target the same skilled workforce that are sought by larger companies. Smaller companies pull in more executive talent giving them greater opportunities in terms of money and growth. (c) Also the tendency to shift jobs frequently has increased amongst executives recently. This was not the case in early times when a talented executive would have changed employers just once or twice in his/her entire career. (d) In the past few years, executive talent has been given the least precedency by many large organizations. It is only recently that larger companies have started to visualize problems that could emerge if they were short of skilled force. Companies have now started becoming conscious of retaining their talents and have understood that employees are their key assets. This pictural representation below shows the various reasons that make employees to switch over companies (Michaels 2001). Building Talent Most companies do agree that they need to have the right talent in the righ t place. Companies generally apply the scheme of talent acquisition, progress and retention. They seek ways to make sure that they have the right talent that is essential to boost their companys performance in future. Enhancing the skills of their workforce is the best way companies opt to draw and retain their skilled force. This is the fundamental for the growth and strength of any organization. By understanding and doing best to break the skills in-house, companies will be able to gather talented, motivated and energized workforce. It is the

To what extent are the different economic reform outcomes in China and Essay

To what extent are the unlike stinting tame outcomes in China and Russia (or plus Eastern Europe) due to the pace of reform - Essay exampleThus, with the help of liberal policies, these economies significantly progressed and grown to match up the growth of the western developed nations. The reform in China had taken place in 1978 but in Russia it took place in 1991. This probe tries to enumerate the contrasting reforming strategies undertaken in Russia and China. The essay will also elaborate the economic outcomes of the reforms. The reforms of China and Russia were both(prenominal) considered to be communistic reforms but the outcomes of the reforms were different in the two countries. After the demise of communism, the reforms of Russia took place at a relatively faster rate. However, in China, the free market oriented reforms took place in stages over years (Eich, Gust and Soto, 2012, p.5-8). The communist government of China has tackled these reforms over years. Thus, it i s highly rational to analyze the causes and outcomes of the different pace based reforms in the two countries (Hanson and Teague, 2013, p.3-4).The centrally framed Five-Year plan model of China (1953-1957) was gradually abandoned in 1978, when the country transformed itself into a free market economy. The reforms were undertaken by the Chinese Communist Party for improving the competency of the Chinese economy in terms of a fourfold modernization path. The head of the Communist Party, Premier Zhou Enlai, had claimed that the reforms had aimed to improve the agricultural, industrial, service and technology sectors of the country (Eich, Gust and Soto, 2012, p.9). The premier(prenominal) reform in China took place from 1966 to 1976, it was known as the Cultural Revolution. The reform was undertaken for improving the friendly status of the people of China. Ruthless political power and control imposed on the Chinese individuals were removed(p) through this reform. The second phase of reform took place in 1970, when the officials of the central planning system complained nearly the inefficiency and weakness of the system (Joshua,

2012 Chrysler 200, Dodge Journey, Dodge Avenger See Prices Drop Article

2012 Chrysler two hundred, ring Journey, convenience Avenger See Prices Drop - Article ExampleIn case of Dodge Journey, the gross revenue price has been dropped significantly i.e. by $1,450. The primarily reason for such significant prince changes is due to compete with grocery leaders in midsize automobile manufactures like Suzuki, Ford, Kia etc. Chrysler has given more focus on its Dodge Journey as it is believed that with reduced price ($20,995), it has become one of the most affordable midsize vehicles in equivalence to competitors products like Kia Sorento ($21,250) and Mazda CX-7 ($21,990) (Bird, 2011).This denomination mainly addresses Chryslers strategy pricing strategy for 2012 in order to bit the intensified the competition from the market leaders in midsize SUV segment. However, the prime focus of this article is on the reinvigorated price ranges of midsize vehicles with value addition features offered by Chrysler. Chrysler has planned to compete with the key rival s with its three major models including Chrysler 200, Chrysler 200 Convertible, Dodge Avenger and Dodge Journey. Moreover, the article also indirectly addresses the key rivals of Chrysler and the market leaders in midsize vehicles.Considering the major area of this article, the prime objective is to offer the market sign by Chrysler to the market. Marketing signal by Chrysler may be an effective to generate the high demand for its automobile products for the coming year. The article has also offered brief descriptions of products that signify positive market indication for future. Moreover, through this article, competitors of Chrysler also get a market signal regarding the motives and intensions of Chrysler for beating its rivals (Porter, 1998, p.75).The automobile company has turned into a global attention where players from different industries are trying to in capture the prevailing market opportunities. The competition in automobile industry has been constantly changing with time. In the regard, thee major aspects are market structure,

Critical Introduction- Documentary Video Essay Example | Topics and Well Written Essays - 500 words

Critical Introduction- Documentary Video - Essay ExampleThe practice of medicine was played by the use of classic genre in order to create the new sounds.Karl Waugh and Chloe Wallace atomic number 18 the subjects behind the documentary and had a rhythmic relationship of the played harmony, of which they created. It is a passion for the Waugh to play his harmony. This is in particular at the times he speaks, making the audience to have the personal feelings of the music after they expectation it. This is a norm, especially for the characterisation constructrs in using a style of keeping the people who create the music in the limelight. In this case, they see no importance for any other alternative of this style since it is an graspable style to the audience and the artists.Furthermore, the team producing the documentary wanted to make the audience to distinguish the style of music used in this artwork and classifying it as the real music. In the introduction to the documentar y, Bill Nichols explains that the filmmakers structured their film according to the interview of the Waugh since his words were forming the framework of the argument discussed in the documentary.The producers have the tasks of marketing the new music in Brighton as well as avoiding the critical debate of whether the type of the music can be classified as the real music. This aims at giving the audience the chance to have their own opinions on the documentary or their own feelings.The documentary also supports the spoken words and is supported by the images, which be shown in the film as discussed by Bill Nichols. This is because the visuals be traditionally important in the films and they are shown as shots in supporting the discussions of Waugh.The sounds, which were heard as being experimental were produced by the Zero use and are used to encourage the artists in using shots that corresponds with their ideas. The team also believes that, showing the shots will make the audience to have better understandings of the

Economic environment effect on Build-a-Bear Essay

Economic environment effect on Build-a-Bear - Essay ExampleWhen consumers income decrease, then it is expected that their buying power will fall thus impacting on the brand negatively. For example, after the financial crisis of 2007/2007, consumers income fell unmistakably in the unite States as a result of closure of companies, laying down of workers and reduction of salaries of hire (Nanto Dick). As a result consumers were unable to spend money buying items in the manner they did beforehand the financial crisis. This is what resulted in the decline in gross sales of the Build-a- bear come with thus negatively touch its brand. According to the companys press release the company increased its sales remarkably in the first quarter of 2013 (yahoo finance). Other external factors that affected the companys brand are savings, debts, affair and credit. All these factors were also greatly influenced by the financial crisis of 2007/2008 thus negatively affecting the companys brand. This is due to the fact this industry dependent highly on consumers disposable income (Accuval). How Recent Stock commercialise Movements have Affected the Company Despite the economic crisis of 2007/2008, the United States of the States economy has been recovering gradually. This has been as a result of the austerity and stimulus policies that have been adopted by the United States of America brass (Weaver, 189). ... At the same time the companys sales increased by1.4 dollars more than the previous quarter. This is a remarkable improvement considering the company was performing poorly after the financial crisis of 2007/2008. This is because consumers in the united Sates of America opted for imported toys and other commodities in the industry from countries such as china since they were at a cheaper price. and then it can be concluded that the recent stock market movements have favored the company. Actions Has the Company been victorious in Response to these Developments and Tre nds In order to cope with the developments and trends in the economy, the company came up with a human activity of strategies. Firstly, the company introduced a store design that is tonic where the company introduced 11 stores which were newly imagined. These stores increased sales to 20 percent in the second quarter. The company expects that by 2013 it will have established the new store design in at least 30 locations and 25 more in 2014. The company decided to reduce on operational tolls by closing up 38 stores in 2012 and transferring the sales of these stores to other stores in the market. The company also remodeled it stores in order to save on cost by reducing the square footage occupied by the stores. It also moved to smaller premises in small malls. Build-a Bear also changed its approach to marketing and advertising in order to increase obtain frequency. The company did this by building their brand through television advertising in its markets in the United States of Am erica 2012 mid October. It also rebalanced its marketing mix in Europe in order to go for existing customers and attract more consumers to their products. This has resulted in the company realizing

Business Ethics and Corporate Social Responsibility Essay

Business ethical motive and Corporate Social responsibleness - Essay ExampleBusiness ethics posses wide explanatory dimensions. As a calling utilisation and as a matter of professional interest, the bea is mainly normative. Academics try to comprehend the ethical business behavior by the application of descriptive means. The variety and magnitude of business ethical issues replicate the intercourse of profit-maximizing behavior with non-economic apprehension. The importance of business ethics speeded up considerably throughout the 1980s and 1990s, unitedly within main corporations as soundly as in business. As an illustration, nowadays, most of the study corporations incite their dedication to non-economic standards under the caption of as ethics codes and social accountability agreement. Administration makes use of honor and conventions, to indicate the ethical business behavior in what they make out to be useful directions. Ethics absolutely legalize areas and selective information of behavior that stretch out further than that of governmental power. Describe how the two companies Anglo-American and Primark apply ethics in practice? Anglo American provides a lot to the deliberate principles on prophylactic and human rights. The policy sets out beliefs and practices to ensure business necessities the safety of its workers, and also business operation in unstable countries. Therefore the principles direct on how the private and public security services in archeological site operations should be investigated, qualified in human rights, supervised and controlled. Anglo American plans to ensure that it contribute well in caring the human rights of its staff and confined people in nations, in which it functions. The business incessantly agrees with the values put forward by the Universal Declaration of Human Rights. The Anglo American strongly declares that the smart set can extend a helping hand to governments in eradicating famine, economic discri mination and in meliorate of heath and medical aids. In South Africa, the Anglo American was the chief campaigner for AIDS awarness.It was the first major business organization in South Africa to declare that it could offer retroviral drugs to its HIV victim staff, free of charge. The Primark naturalised its code of conduct on the International Labour Organizations Code (ILO). This inimitable agreement facilitates the ILO to include real world information regarding employment. The ILO code explains certain standards for international labor. It provides immense opportunities for people in vocations of liberty, impartiality, security and self-respect. The code of conduct of Primark is translated to 26 languages, all printed on its web, to guarantee understandable message on standards. The following principles from the code of conduct argumentation of the company. The code states, 1. Employment is freely chosen. 2. Freedom of association and the right to collective bargaining are es sential. 3. works conditions are safe and hygienic. 4. Commitment with suppliers. 5. Child labour shall not be used. 6. Living wages are paid. 7. Working hours are not excessive. 8. No discrimination is practiced. 9. Regular employment is provided. 10. No harsh or inhumane treatment is allowed. 11. Legal requirements - Primark is committed to compliance of all countries laws (Providing Consumers with Ethically Sourced Garments 1995 Pg 3) Primark functions strongly with market suppliers, and factories which excogitate goods. It offers guidance for suppliers, factory and its buyers, so that they

Components of a Healing Hospital and Relationship to Spirituality Essay

Components of a Healing Hospital and Relationship to spiritualism - Essay ExampleThis notion of healing in hospitals was started by Florence Nightingale, w presentby she focussinged on wellness of her longanimouss both physically and spirituality. In addition, healing hospitals ar designed to focus mainly on recovery and return to health well being physically, emotionally and spiritually and not just curing an ailment for a patient (Young & Koopsen, 2006). Healing hospitals revolution and work are found on three main components as asserted by Eberst (2006). First is the focus on enculturation and radical care given to patients which is to aid in the recovery process. Moreover, healing hospitals are built and base on a compassion culture from health care providers. The treatment process in these hospitals involves doctors, relatives and well-wishers who are involved in making patients feel better and relax, hence accelerate the healing process. The notion here is that if the pa tient feels comfortable with his/her care giver, then they shall heal faster (McCormick, 2010). The second component is that of a relaxed and patient friendly physical environment, which will aid in making patients relax and heal faster (Eberst, 2006). In addition, the physical environment of the healing hospitals must be cool, quiet and relaxed with cool coloring and fresh place circulating. This is meant to aid patients to relax and sleep comfortably which, in return, accelerates the healing process.... These hospitals also persona technology in the treatment procedures to provide effective care and best possible treatment to patients under their care (Eberst, 2006). The model of spirituality, which is a belief system focuses on intangible elements that impart meaning to life of people, has continued to get up in healing hospitals. Generally, healing hospitals are involved in providing a healing environment to their patients. Spirituality also varies among different patients a s it cuts across different cultures and ages. Therefore, patients in hospitals are normally disturbed spiritually with pertaining issues in their health such as infirmity, suffering, loneliness and boredom, despair on not healing and the incident of facing death (Young & Koopsen, 2006). Healing hospitals components are used to aid in raising spirits of patients and stir healing. The culture and physical environment of these hospitals provide patients with spiritual healing environments in which patients feel calm and relaxed promoting their health and well-being. Caregivers counsel patients and give them hope and a reason to live and have a purpose in life (McCormick, 2010). Challenges of Creating a Healing Environment in Light of the Barriers and Complexities of the Hospital Environment As Chapman (2003) states in chapter 3 of the book Radical Loving Care Building a Healing Hospital in America, healing hospitals are faced with some of these challenges. The first challenge is tech nology application and use of drugs, as he states technology advances dehumanize healing aspects of the healing profession. In addition, he claims that dependence on drugs in healing has reduced the

Ethical and Social Responsibility at Hyundai Motor Company Essay

Ethical and Social Responsibility at Hyundai Motor social club - experiment ExampleBy being ethically and socially responsible, the company ensures that it maximizes positive impact on the society, enchantment reducing negative societal impact. Accordingly, a company is supposed to ensure legal, economic and charitable humanist responsibilities (Ihlen, Bartlett & May, 2011). The Hyundai repel company is an automobiles manufacturing and distribution company, of South Korean origin. This company has dealings in many a(prenominal) other world regions including Europe, America as well as the Middle East. According to Lansbury et al. (2007), among the companys main concerns is, corporate social responsibility via corporate citizenship, through which, the company makes its part to the global society. For Hyundai motor company, ethical responsibility encompasses social contribution, environmental management and trust-based administration. As far as social contribution is concerned, t he company has enlarged its capacity and obtained expertise for effective global projects (Kaslow, 2006). Hyundai alike participates in charitable initiatives that tally to the improvement of the lives of the local population. Trust-based administration focuses on the improvement of labor dealings, mutual benefit between them and their suppliers, as well as transparent management. Lastly, environmental management deals with responding to global tendencies, as well as environmentally related laws. It recognizes that the environment is an essential element in any business, therefore, promotes the manufacturing and supply of environmentally safe goods. The Hyundai Company also ensures the reduction of pollutants, while preserving sources of energy, from product manufacture to its disposal. Needle (2010) states that, this is achieved through training programs offered to all employees on international laws and regulations concerning the environment. Generally, the company aims at gaini ng trust from both the public and the government and pursuing qualitative and valued growth. In addition, Hyundai seeks to lead the industry in sustainable management, improve corporate competitiveness and grow as a revered company. Hyundai concerns itself with communities suffering the aftermaths of natural disasters, by providing quick and effective assistance. In the summer of 2005, Austria was finish off by unusual floods on the Alps. In response, the Hyundai Motor Company sent financial help and provided vehicular support to help in the evacuation efforts. According to Hyundai worldwide (2010), this gesture was well received by Austria and served to solidify the Hyundai presence in that region. Through its subsidiary company in America, Hyundai has positively impacted on the society, especially through its hope on wheels foundation that has funded the field of pediatric cancer study and treatment. Hyundai is also an ardent supporter of the American society against cancer, to whose end it has given financial aid since 2001. Hyundai is also a corporate sponsor of the association that calls for equal rights for all Americans, thus ensuring political, social, educational and economic rights of the minority in the American system. These activities have helped Hyundai gain many accolades globally. The Hyundai Motor

British Columbia Ambulance Service (BCAS) Research Paper

British Columbia Ambulance Service (BCAS) - Research Paper ExampleAn airevac programme has twain a rotary and fixed wing aircraft for efficiency handles special cases. Sometimes BCAS covers other stations on the grounds of emergency and system loads (Llc 42).BCAS is an equal employer. It frequently hires emergency medical responders (EMR), primary anguish paramedics (PCP), critical care paramedics (CCP), advanced care Paramedics, infant transport team paramedics (IIT) and other management and casuals in accordance to the availability of the nullity. Eligibility of the applicants has consideration on paperwork completion and more preference on those who have pre vocation on the medical field. Formal employments are available to the applicants who are eligible immediately a vacancy is available. The eligibility list becomes active for a full year.The primary requirements for hiring at BCAS requires an individual to have a reasoned PCP, ITT, CPP, ACP, and EMR certify which is issu ed by the Emergency Medical Assistant Licensing board. A valid drivers license probably class one, two or 4 BC is mandatory. A legal work entitlement in Canada is also a need alongside A CPR level C certificate with one-year validity. The employee should also satisfy Criminal Record Review act and be of 19 year of age. alumna 12 graduate diploma or its equivalence is the minimal academic qualification. The recruiter gives several written exams as in addition to the first entry exam for eligibility test (David A. Boyes 87). BCAS employee should be of good morals and continual availability for ambulance duties.BCAS accepts applications and follows a given strategy for hiring. For one to be of consideration has to complete the application public figure for employment. Human resources department does choice of the working area and another clarification before the shortlisted candidate gets an oppugn invitation for further eligibility gauge. After success in

Why study Chemical and Biological Engineering Essay Example for Free

wherefore mull over Chemical and Biological Engineering EssayEngineering combines quantitative analysis and synthesis to exculpate system design principles. Through the genomics revolution engineers faecal matter now begin to tackle biologic problems using the same measure, model, and manipulate approach they have applied to physics and chemistry. Indeed, applying this system approach is widely prize as essential not only for the development of innovative biotechnologies but also to yield inherent scientific understanding of biological systems.As our ability to modify and control biological systems increases, biological processes testament replace chemical and mechanical processes due to their inherent advantages of renewable resources, mild operation conditions and minimal wipe out problems. Early signs of the change are seen not only in the high-value pharmaceutical industry, but also in the production of bulk chemicals like lysine by fermentation and in bioleaching of copper and gold from mineral ore.Advances in our understanding of and ability to mimic biological systems are also inspiring completely new approaches much(prenominal) as nanotechnology and tissue engineering, which will form the foundation of new industries of the 21st century. Chemical biology is a scientific discipline spanning the fields of chemistry and biology. It involves the application of chemical techniques and tools, often compounds produced through synthetic chemistry, to the study and manipulation of biological systems. Chemical biologists attempt to use chemical principles to modulate systems to either investigate the key biology or create new function.Research done by chemical biologists is often appressed related to that of cell biology than biochemistry. Biochemists study of the chemistry of biomolecules and regulation of biochemical pathways within cells and tissues, e. g. cAMP or cGMP, while chemical biologists deal with novel chemical compounds applied to b iology. Pharmacology researches the effect of highly selective chemical compounds on cells, tissues, variety meat and organisms. Toxicology researches the adverse effect of highly selective chemical compounds on cells, tissues, organs and organisms.In the field of drug discovery, hit identification is the screening of chemical libraries of small molecules in biological systems such(prenominal) ascell lines or whole animals to identify compounds that cause a desirable change in phenotype. 1 This system which employsphenotypic screening to identify starting points for drug discovery is also known as classical pharmacology,2 antecedent pharmacology,3or phenotypic drug discovery (PDD). 4 In ecology, you study the relationships among organisms. You look at past, present, and future environments. You examine factors such as population size, pollutants, rainfall, temperature, and altitude.You study various environments oceans, deserts, forests, and grasslands and the dynamics of each habitat. You hit the books about plants, animals, birds, fish, and humans. You also learn about essential predators and how species compete for food, water, and shelter. This program requires a broad background in the life and natural sciences. The study of ecology enables you to contribute to our understanding and preservation of the natural world. Some community colleges offer a two-year program in this field. With this preparation, you can work as a field crewmember, technical assistant, or lab technician. Pharmacology is the branch of medicine andbiology concerned with the study of drug action,1 where a drug can be broadly defined as any man-made, natural, or endogenous (within the body) molecule which exerts a biochemical and/or physiological effect on the cell, tissue, organ, or organism. More specifically, it is the study of the interactions that occur between a living organism and chemicals that affect normal or abnormal biochemical function. If substances have medicinalpr operties, they are considered pharmaceuticals. uranology The natural world beyond the earth Astrophysics All physics required to understand astronomical phenomena (includes elements of intimately all fields of physics) Cosmology The universe its institution, structure, and evolution on the largest possible scale Cosmogony The origin of the universe (and sometimes the solar system), is a subfield of cosmology Astrochemistry All chemistry required to understand astronomical phenomena (primarily the chemistry of the interstellar medium and protostellar accretion disks) Space Science The physics of the interplanetary medium mundane Science The physics of planets, their formation, structure and evolution Astrology The purported relationships between the planetary positions at the time of a persons birth, that persons personality, and events in that persons life. A pseudoscience, has no scientific basis.

The Effects of Hair Relaxers Essay Example for Free

The set up of Hair Relaxers EssayFor a long time, fuzzs-breadth relaxers have been used to straighten hair and so making it easier to style. These hair relaxers straighten hair by destroying the protein composition of hair and the most effective industrious ingredients in these relaxers are Sodium Hydroxide and Guanidine hydroxide (Baran Maibach, 2005). Hair is primarily composed of keratin which is a form of fibrous protein that is made up of long amino group acid imprisonment (polypeptides). In these chains, the amino acids are linked to one an other through chemical bonds which are known as peptide bonds. These polypeptide chains are linked to each other through sodium chloride, disulphide, and enthalpy bonds (Dale, 1997). These hydrogen bonds contribute greatly to hair strength and in fact their contribution forms a third of the total hair strength (Dale, 1997). These hydrogen bonds are so weak that they are easily broken by heat and weewee. Salt bonds fair(a) like hydrogen bonds are weak physical bonds and are broken easily by agents such(prenominal) as weak acid or alkaline solutions as well as pH changes. unlike the other two, disulphide bonds are chemical in nature and are stronger and less.However, they are susceptible to alkaline solutions. These disulphide bonds connect the sulphur atoms ready in cysteine to each other and they are the ones primarily responsible for hairs strength. More hair strength is contributed by betaine. In an investigation done by Pulliainen et al. (2009) using uplifted performance liquid chromatography, natural betaine was established to be a part of hair and it is believed to provide hair strength by helping to maintain the function of protein.There are two types of keratin-soft and hard-and the one found in hair is the hard type. This type of keratin is insoluble in water and it is generally liberal to degradation by various agents for instance proteolytic enzymes (Sustaita, 2007). The keratin proteins i n a hair fiber forms 65-95% of the fibers total weight (Keratin. Com, 2009). Hair is composed of various chemical elements which include carbon, hydrogen, sulphur, oxygen, and nitrogen.Hair relaxers act on hair in two major ways-physical and chemical. The chemical serve is due to severance of disulphide bonds following the action of the alkalis found in hair relaxers. Since the disulphide bonds are the ones primarily responsible for providing hair strength as well as determining hair curls, breakage of these bonds leaves the hair soft (relaxed) and thus it can be manipulated (Dale, 1997). These alkalis as well break the salt and hydrogen bonds further softening the hair.The physical action comes about due to the breakage of the bonds leaving the hair free of natural curls thus it can be straightened by combing. In other words it changes hair physically from curly to straight thus giving it a new shape. succeeding(a) industriousness of hair relaxers, the structure of hair chang es due to breakage of bonds but these bonds are reformed. Use of water and heat during relaxing breaks hydrogen bonds but these are reformed when the hair is dried and cooled.The broken salt bonds are reformed by use of neutralizers (acids) which normalizes the hair pH. Disulphide bonds are also reformed following application of neutralizers but their position changes so that they hold hair in the new straight shape. The neutralizer also re-hardens hair. From the banter above, it is clear that the hair relaxers targets the protein components of hair and it does this by destroying the bonds that link polypeptide chains together. After this breakage, neutralizers are applied and hair dried to reform these bonds.

Evolution of Management Essay Example for Free

phylogeny of prudence Es interpretAs long as there deplete been gay endeavors, there view been populate willing to take chargepeople willing to plan, organize, staff, and chasten the piss. maven might say that nature abhors a vacuum and thus or so matchless will al slipway step forward to gormandize a leadership void. Probably the natural emergence of leadership grew out of our instinct for survival. In the strange world of early military mankind, food, shelter, and safety needs usu each(prenominal)y required cooperative efforts, and cooperative efforts required some form of leadership. Certainly leadership was vested in the heads of early families via the patriarchal transcription.The oldest member of the family was the most(prenominal) experienced and was presumed to be the wisest member of the family and thus was the natural leader. As families grew into tribes and tribes evolved into nations, to a greater extent complex forms of leadership were required and d id evolve. Division of boil and supervision utilizations is recorded on the earliest written record, the clay tablets of the Sumerians. In Sumerian society, as in umpteen early(a)s since, the wisest and best leaders were thought to be the priests and antithetic religious leaders. Likewise, the ancient Babylonian cities create very strict codes, often(prenominal) as the code of Hammurabi.King Nebuchadnezzar utilizationd color codes to control payoff of the hanging gardens, and there were weekly and annual reports, averages for productivity, and rewards for piece resolve. The Egyptians organized their people and their slaves to build their cities and pyramids. Construction of one pyramid, slightly 5000 BC. , required the labor of 100,000 people earning for approximately 20 years. Planning, organizing, and controlling were essential elements of that and other feats, some(prenominal) of them long term. The ancient Egyptian Pharaohs had long-term planners and advisors, as d id their contemporaries in China.China perfected multitude agreement based on disceptation and staff doctrines and used these same principles in the early Chinese dynasties. Confucius wrote parables that offered practical suggestions for public administration. In the Old Testament, Moses led a multitude of Jewish slaves out of Egypt and consequently organized them into a nation. Exodus, Chapter 18, describes how Moses chose able men out of all Israel and made them heads everyplace the people, and differentiated amidst radiation patternrs of thousands, formulars of hundreds, rulers of fifties and rulers of tens. A governance of judges in like manner evolved, with only the hard cases coming to Moses. The city-states of Greece were commonwealths, with councils, courts, administrative officials, and boards of generals. Socrates talked most trouble as a skill separate from expert k immediatelyledge and experience. Plato wrote about distinctiveness and proposed notions of a healthy republic. The Roman Empire is thought by more to bind been so successful because of the Romans neat ability to organize the military and conquer juvenile lands.Those sent to govern the far-flung parts of the imperium were powerful administrators and were able to maintain relationships with leaders from other provinces and across the empire as a unanimous. there be numerous other ancient leaders who were skillful organizers, at least as indicated by their accomplishments, such as Hannibal, who shepherded an army across the Alps, and the first emperor of China, who built the Great Wall. Many of the practices apply today in leading, managing, and administering modern agreements generate their origins in antiquity.Many concepts of ascendence trusted in a religious context. One example is the Roman Catholic Church with its efficient clod agreement and counsel techniques. The chain of command or path of sanction, including the concept of specialization, w as a most all-important(prenominal) contribution to solicitude theory. Machiavelli in any case wrote about authority, stressing that it comes from the consent of the masses. However, the ideas Machiavelli evince in The Prince be more often measure viewed as chiefly chargeed with leadership and communication.Much concern theory has military origins, probably because efficiency and issuanceiveness be essential for success in warfare. The concepts of unit of measurementy of command, line of command, staff advisors, and parting of conk all potentiometer be traced back at least to Alexander the Great, or yet earlier, to Lao Tzu. The Industrial rotary motion created a need for smart thinking and the refinement of old thinking. Time and motion studies intensified the course of study of plow, as did centralized business and research and schooling. coeval direction theory prevails afterwards.The preceding historical check up on indicates that thinking about managem ent and leadership is in large part situational and that practices evolved to deal with new situations that arose. It also indicates that yesterdays principles and theories are surprisingly contemporary and surprisingly school. Some overlap occurs, of course, and some gaps. at presents theorists keep attempted to fill in the gaps and adapt the theories to original situations. Yet, like in other areas of thought, not much is of recent origin in the field of management theory.The Evolution of focus Changes in management practices occur as film directors, theorists, researchers, and consultants seek new ship pottyal to improver organisational efficiency and effectiveness. The hotheaded force behind the evolution of management theory is the search for better shipway to utilize organizational resources. Advances in management theory typically occur as managers and researchers stripping better ways to coiffe the principal management tasks planning, organizing, leading, and controlling human and other organizational resources.In this paper, we will settle to adjudicate how management theory concerning appropriate management practices has evolved in modern sentences, and look at the central concerns that have guided its development. First, we look into the so-called classical management theories that emerged around the turn of the twentieth century. These include scientific management, which focuses on matching people and tasks to maximize efficiency and administrative management, which focuses on pick outing the principles that will lead to the mental hospital of the most efficient form of organization and management.Next, we consider behavioral management theories, developed both forrader and after the Second World War, which focus on how managers should lead and control their engageforces to increase railroad carrying into exercise. Then we declare forth management science theory, which developed during the Second World War and which has become change magnitudely important as researchers have developed rigorous analytical and quantitative techniques to patron managers measure and control organizational functioning.Finally, we talk over business in the 1960s and 1970s and focus on the theories that were developed to help explain how the away environment affects the way organizations and managers operate. At the end of this paper, one will chthonicstand the ways in which management theory has evolved over clipping. One will also understand how economic, political, and cultural forces have affected the development of these theories and the ways in which managers and their organizations behave. realise 1. 1 summarizes the chronology of the management theories that are discussed in this paper. Scientific Management speculationThe evolution of modern management began in the closing decades of the nineteenth century, after the industrial revolution had sweep through Europe, Canada, and the United States. In the n ew economic climate, managers of all types of organizationspolitical, educational, and economicwere increasingly trying to find better ways to satisfy customers needs. Many major economic, technical, and cultural changes were taking place at this time. The existence of steam power and the development of sophisticated machinery and equipment changed the way in which goods were produced, particularly in the weaving and wearable industries.Small sprainshops run by skilled players who produced hand-manufactured products (a system called crafts output) were being replaced by large factories in which sophisticated machines controlled by hundreds or even thousands of unskilled or semiskilled workers made products. Owners and managers of the new factories found themselves unprepared for the altercates accompanying the change from small-scale crafts production to large-scale mechanized manufacturing.Many of the managers and supervisors had only a technical orientation, and were unprepar ed for the neighborly problems that occur when people work together in large groups (as in a factory or shop system). Managers began to search for new techniques to manage their organizations resources, and soon they began to focus on ways to increase the efficiency of the workertask mix. Job specialization and fraction of labor The famous economic expert Adam metalworker was one of the first to look at the effects of different manufacturing systems. 7 He compared the relative military operation of two different manufacturing methods.The first was similar to crafts-style production, in which each worker was accountable for all of the 18 tasks involved in producing a pin. The other had each worker playing only 1 or a few of the 18 tasks that go into do a completed pin. Smith found that factories in which workers specialized in only 1 or a few tasks had greater performance than factories in which each worker performed all 18 pin-making tasks. In fact, Smith found that 10 worker s specializing in a particular task could, between them, patch up 48 000 pins a day, whereas those workers who performed all the tasks could wanton only a few thousand at most. Smith reasoned that this difference in performance was due to the fact that the workers who specialized became much more skilled at their circumstantial tasks, and, as a group, were thus able to produce a product faster than the group of workers who each had to perform many tasks. Smith concluded that increasing the aim of job specialization the service by which a incision of labour occurs as different workers specialize in different tasks over timeincreases efficiency and leads to melloweder(prenominal) organizational performance.Based on Adam Smiths observations, early management practitioners and theorists focused on how managers should organize and control the work process to maximize the advantages of job specialization and the division of labour. F. W. Taylor and Scientific Management Frederick W . Taylor (18561915) is best inhabitn for defining the techniques of scientific management, the systematic study of relationships between people and tasks for the purpose of redesigning the work process to increase efficiency.Taylor believed that if the amount of time and effort that each worker expended to produce a unit of output (a immaculate good or service) could be reduced by increasing specialization and the division of labour, then the production process would become more efficient. Taylor believed that the way to create the most efficient division of labour could best be determined by means of scientific management techniques, rather than nonrational or informal rule-of-thumb k nowadaysledge.This decision ultimately resulted in problems. For example, some managers exploitation scientific management obtained increases in performance, but rather than sharing performance gains with workers through bonuses as Taylor had advocated, they simply increased the amount of work tha t each worker was expected to do. Many workers experiencing the reorganized work system found that as their performance increased, managers required them to do more work for the same pay. Workers also learned that increases in performance often meant fewer jobs and a greater threat of layoffs, because fewer workers were needed.In addition, the specialized, simplified jobs were often monotonous and repetitive, and many workers became dissatisfied with their jobs. Scientific management brought many workers more hardship than gain, and left them with a distrust of managers who did not seem to care about their intumescebeing. These dissatisfied workers resisted attempts to use the new scientific management techniques and at times even withheld their job knowledge from managers to protect their jobs and pay. Unable to inspire workers to accept the new scientific management techniques for performing tasks, some organizations increased the mechanization of the work process.For example, on e reason for Henry cut throughs introduction of moving conveyor belts in his factory was the realization that when a conveyor belt controls the thou of work (instead of workers setting their own pace), workers can be pushed to perform at higher levelslevels that they may have thought were beyond their reach. Charlie Chaplin captured this aspect of mass production in one of the opening scenes of his famous movie, Modern Times (1936). In the film, Chaplin caricatured a new factory employee fighting to work at the machine obligate pace but losing the battle to the machine.Henry get over also used the principles of scientific management to identify the tasks that each worker should perform on the production line and thus to determine the most effective way to create a division of labour to suit the needs of a mechanized production system. From a performance perspective, the combination of the two management practices (1) achieving the right mix of workertask specialization and (2) l inking people and tasks by the speed of the production linemakes sense. It produces the spacious savings in cost and huge increases in output that occur in large, organized work settings.For example, in 1908, managers at the Franklin Motor bon ton redesigned the work process apply scientific management principles, and the output of cars increased from 100 cars a calendar month to 45 cars a day workers wages increased by only 90 percent, however. From other perspectives, though, scientific management practices raise many concerns. The definition of the workers rights not by the workers themselves but by the owners or managers as a result of the introduction of the new management practices raises an ethical issue, which we examine in this Ethics in Action. traverseism in Practice From 1908 to 1914, through trial and error, Henry Fords talented team of production managers pioneered the development of the moving conveyor belt and thus changed manufacturing practices forever. Althoug h the technical aspects of the move to mass production were a dramatic financial success for Ford and for the millions of Americans who could now afford cars, for the workers who actually produced the cars, many human and mixer problems resulted. With simplification of the work process, workers grew to hate the monotony of the moving conveyor belt.By 1914, Fords car plants were experiencing huge employee turnoveroften reaching levels as high as 300 or four hundred percent per year as workers left because they could not handle the work-induced stress. 15 Henry Ford know these problems and made an announcement From that point on, to motivate his workforce, he would reduce the length of the workday from nine hours to octad hours, and the company would double the basic wage from US$2. 50 to US$5. 00 per day. This was a dramatic increase, similar to an announcement today of an overnight doubling of the minimum wage.Ford became an internationally famous figure, and the word Fordism was coined for his new approach. Fords apparent generosity was matched, however, by an intense effort to control the resourcesboth human and materialwith which his empire was built. He employed hundreds of inspectors to check up on employees, both inside and out-of-door his factories. In the factory, supervision was close and confining. Employees were not suspended to leave their places at the production line, and they were not permitted to talk to one another. Their job was to concentrate fully on the task at hand.Few employees could adapt to this system, and they developed ways of talking out of the sides of their mouths, like ventriloquists, and invented a form of speech that became known as the Ford Lisp. Fords obsession with control brought him into greater and greater conflict with managers, who were often fired when they disagreed with him. As a result, many talented people left Ford to join his increment rivals. Outside the workplace, Ford went so far as to establish what h e called the Sociological Department to check up on how his employees lived and the ways in which they spent their time.Inspectors from this department visited the themes of employees and investigated their habits and problems. Employees who exhibited doingss contrary to Fords standards (for instance, if they drank too much or were forever and a day in debt) were likely to be fired. Clearly, Fords effort to control his employees led him and his managers to behave in ways that today would be considered unacceptable and unethical, and in the long run would impair an organizations ability to prosper.Despite the problems of worker turnover, absenteeism, and discontent at Ford Motor Company, managers of the other car companies watched Ford reap huge gains in efficiency from the application of the new management principles. They believed that their companies would have to imitate Ford if they were to survive. They followed Taylor and used many of his followers as consultants to teach t hem how to adopt the techniques of scientific management. In addition, Taylor elaborated his principles in several books, including Shop Management (1903) and The detail how to apply the principles of scientific management to reorganize the work system.Taylors work has had an enduring effect on the management of production systems. Managers in every organization, whether it produces goods or services, now carefully psychoanalyze the basic tasks that must be performed and try to devise the work systems that will rent their organizations to operate most efficiently. The Gilbreths Two prominent followers of Taylor were Frank Gilbreth (18681924) and Lillian Gilbreth (18781972), who clarified Taylors analysis of work movements and made many contributions to time-and-motion study.Their aims were to (1) break up into each of its particle actions and analyze every individual action demand to perform a particular task, (2) find better ways to perform each component action, and (3) reorg anize each of the component actions so that the action as a whole could be performed more efficientlyat less cost of time and effort. The Gilbreths often filmed a worker performing a particular task and then separated the task actions, frame by frame, into their component movements.Their end was to maximize the efficiency with which each individual task was performed so that gains across tasks would add up to spacious savings of time and effort. Their attempts to develop improved management principles were capturedat times quite humorouslyin the movie Cheaper by the Dozen, which depicts how the Gilbreths (with their 12 children) tried to live their own lives according to these efficiency principles and apply them to passing(a) actions such as shaving, cooking, and even raising a family.Eventually, the Gilbreths became increasingly affaired in the study of fatigue. They analyze how the physical characteristics of the workplace precede to job stress that often leads to fatigue an d thus poor performance. They quarantined factors such as rubor, heating, the colour of walls, and the design of tools and machinesthat result in worker fatigue. Their pioneering studies paved the way for new advances in management theory. In workshops and factories, the work of the Gilbreths, Taylor, and many others had a major effect on the practice of management.In comparison with the old crafts system, jobs in the new system were more repetitive, boring, and monotonous as a result of the application of scientific management principles, and workers became increasingly dissatisfied. Frequently, the management of work settings became a game between workers and managers Managers tried to initiate work practices to increase performance, and workers tried to hide the true potential efficiency of the work setting in point to protect their own well-being. Administrative management theorySide by side with scientific managers studying the persontask mix to increase efficiency, other re searchers were focusing on administrative management, the study of how to create an organizational structure that leads to high efficiency and effectiveness. Organizational structure is the system of task and authority relationships that control how employees use resources to achieve the organizations goals. Two of the most powerful views regarding the creation of efficient systems of organizational administration were developed in Europe.Max Weber, a German professor of sociology, developed one theory. Henri Fayol, the French manager who developed a model of management introduced earlier, developed the other. The speculation of Bureaucracy Max Weber (18641920) wrote at the turn of the twentieth century, when Germany was undergoing its industrial revolution. To help Germany manage its growing industrial enterprises at a time when it was striving to become a world power, Weber developed the principles of bureaucracya formal system of organization and administration designed to ens ure efficiency and effectiveness.A bureaucratic system of administration is based on quintuple principles (summarized in Figure 1. 2). Principle 1 In a bureaucracy, a managers formal authority derives from the position he or she holds in the organization. potential is the power to hold people accountable for their actions and to make decisions concerning the use of organizational resources. Authority gives managers the right to direct and control their subordinates conduct to achieve organizational goals.In a bureaucratic system of administration, obedience is owed to a manager, not because of any face-to-face qualities that he or she might possess such as personality, wealth, or social statusbut because the manager occupies a position that is associated with a certain level of authority and responsibility. Principle 2 In a bureaucracy, people should occupy positions because of their performance, not because of their social standing or personal touchs. This principle was not a lways followed in Webers time and is often ignored today.Some organizations and industries are still affected by social networks in which personal contacts and relations, not job-related skills, influence hiring and promotional decisions. Principle 3 The extent of each positions formal authority and task responsibilities, and its relationship to other positions in an organization, should be crystallisely specified. When the tasks and authority associated with various positions in the organization are clearly specified, managers and workers know what is expected of them and what to expect from each other.Moreover, an organization can hold all its employees strictly accountable for their actions when each person is completely familiar with his or her responsibilities. Principle 4 So that authority can be exercised effectively in an organization, positions should be arranged hierarchically, so employees know whom to report to and who reports to them. Managers must create an organiza tional hierarchy of authority that makes it clear who reports to whom and to whom managers and workers should go if conflicts or problems arise.This principle is especially important in the armed forces, CSIS, RCMP, and other organizations that deal with sensitive issues involving possible major repercussions. It is indispensable that managers at high levels of the hierarchy be able to hold subordinates accountable for their actions. Principle 5 Managers must create a well-defined system of rules, standard operating procedures, and norms so that they can effectively control behavior within an organization. Rules are formal written instructions that specify actions to be taken under different circumstances to achieve specific goals (for example, if A happens, do B).Standard operating procedures (SOPs) are specific sets of written instructions about how to perform a certain aspect of a task. A rule might state that at the end of the workday employees are to leave their machines in good order, and a set of SOPs then specifies exactly how they should do so, itemizing which machine parts must be oil or replaced. Norms are unwritten, informal codes of conduct that prescribe how people should act in particular situations. For example, an organizational norm in a restaurant might be that waiters should help each other if time permits.Rules, SOPs, and norms take into account behavioural guidelines that improve the performance of a bureaucratic system because they specify the best ways to accomplish organizational tasks. Companies such as McDonalds and Wal-Mart have developed extensive rules and procedures to specify the types of behaviours that are required of their employees, such as, Always greet the customer with a smile. Weber believed that organizations that implement all five principles will establish a bureaucratic system that will improve organizational performance.The specification of positions and the use of rules and SOPs to regulate how tasks are perfo rmed make it easier for managers to organize and control the work of subordinates. Similarly, fair and equitable filling and promotion systems improve managers feelings of security, reduce stress, and boost organizational members to act ethically and further promote the interests of the organization. If bureaucracies are not managed well, however, many problems can result.Sometimes, managers allow rules and SOPsbureaucratic red tapeto become so cumbersome that decision making becomes slow and inefficient and organizations are unable to change. When managers rely too much on rules to solve problems and not enough on their own skills and judgment, their behaviour becomes inflexible. A key challenge for managers is to use bureaucratic principles to benefit, rather than harm, an organization. Fayols Principles of Management Working at the same time as Weber but independently of him, Henri Fayol (18411925), the CEO of Comambault Mining, identified 14 principles (summarized in Table 2. ) that he believed to be essential to increasing the efficiency of the management process. Some of the principles that Fayol outlined have faded from contemporary management practices, but most have endured. The principles that Fayol and Weber set forth still provide a clear and appropriate set of guidelines that managers can use to create a work setting that makes efficient and effective use of organizational resources. These principles remain the bedrock of modern management theory recent researchers have refined or developed them to suit modern conditions.For example, Webers and Fayols concerns for equity and for establishing appropriate tie in between performance and reward are central themes in contemporary theories of motivation and leadership. Behavioural Management opening The behavioural management theorists writing in the first half of the twentieth century all espoused a theme that focused on how managers should personally behave in order to motivate employees and encou rage them to perform at high levels and be committed to the achievement of organizational goals.The Management Insight indicates how employees can become demoralized when managers do not treat their employees properly. Management Insight How to Discourage Employees Catherine Robertson, owner of Vancouver-based Robertson telecommunication Inc. , made headlines in February 2001 for her management policies. Robertson is a government contractor whose company operates Enquiry BC, which gives British Columbians toll-free telephone information and referral services about all provincial government programs.Female telephone operators at Robertson Telecom must wear skirts or dresses even though they never come in contact with the public. Not even dress pants are allowed. As Gillian Savage, a former employee, notes, This isnt a suggested thing, its an order No pants. Brad Roy, another former employee, claims a female Indo-Canadian employee was sent home to change when she arrived at work wea ring a Punjabi suit (a long shirt over pants). The no-pants rule is not the only concern of current and former employees. Roy also verbalize, I saw some people being reprimanded for going to the washroom. While Robertson denied Roys allegation regarding washrooms, she did confirm that company policy included the no-pants rule, that employees were not allowed to bring their purses or other personal items to their desks, and that they were not allowed to drink coffee or bottled water at their desks. The company does not provide garbage cans for the employees. A group of current and former employees recently expressed concern with the number of rules Robertson has in place, and claimed that the rules have led to high turnover and poor morale.A current employee claims that many workers do not care whether they give out the right government phone numbers. Robertson said that she knew of no employees who were discontent, and was shocked that the policies had caused distress among employe es. She defended the dress code as appropriate business attire. Robertson may have to make some adjustments in her management style. The cabinet minister responsible for Enquiry BC, Catherine MacGregor, ordered an probe of the contractor after being contacted by The Vancouver Sun about the allegations.She noted that the skirts-only rule for women is not appropriate, and that, each of our contractors are expected to fully comply with the Employment Standards Act, Workers Compensation rules and human rights legislation. Additionally, Mary-Woo Sims, head of the BC kind Rights Commission, said dress codes cant be based on gender. Thus, an employer cant put men they must wear pants (as Robertson does), but tell women they cant. On the face of it, it would bulge out to be gender discriminatory, Sims said. The Work of Mary Parker Follett If F. W.Taylor is considered to be the father of management thought, Mary Parker Follett (18681933) serves as its mother. 28 Much of her writing abo ut management and about the way managers should behave toward workers was a response to her concern that Taylor was ignoring the human side of the organization. She pointed out that management often overlooks the multitude of ways in which employees can contribute to the organization when managers allow them to participate and exercise initiative in their everyday work lives. Taylor, for example, relied on time-and-motion experts to analyze workers jobs for them.Follett, in contrast, argued that because workers know the most about their jobs, they should be involved in job analysis and managers should allow them to participate in the work development process. Follett proposed that, Authority should go with knowledge whether it is up the line or down. In other words, if workers have the relevant knowledge, then workers, rather than managers, should be in control of the work process itself, and managers should behave as coaches and facilitatorsnot as monitors and supervisors. In mak ing this statement, Follett anticipated the current interest in self-managed teams and empowerment.She also recognized the brilliance of having managers in different departments communicate directly with each other to speed decision making. She advocated what she called cross-functioning members of different departments working together in cross-departmental teams to accomplish projectsan approach that is increasingly employ today. Fayol also mentioned expertise and knowledge as important sources of managers authority, but Follett went further. She proposed that knowledge and expertise, and not managers formal authority deriving from their position in the hierarchy, should decide who would lead at any particular moment.She believed, as do many management theorists today, that power is fluid and should flow to the person who can best help the organization achieve its goals. Follett took a horizontal view of power and authority, in contrast to Fayol, who saw the formal line of autho rity and vertical chain of command as being most essential to effective management. Folletts behavioural approach to management was very radical for its time. The Hawthorne Studies and Human Relations Probably because of its radical nature, Folletts work was unappreciated by managers and researchers until quite recently.Instead, researchers continued to follow in the footsteps of Taylor and the Gilbreths. One focus was on how efficiency might be increased through improving various characteristics of the work setting, such as job specialization or the kinds of tools workers used. One series of studies was conducted from 1924 to 1932 at the Hawthorne Works of the Western Electric Company. This research, now known as the Hawthorne studies, began as an attempt to investigate how characteristics of the work settingspecifically the level of lighting or illuminationaffect worker fatigue and performance.The researchers conducted an experiment in which they systematically measured worker pro ductivity at various levels of illumination. The experiment produced some unexpected results. The researchers found that regardless of whether they raised or lowered the level of illumination, productivity increased. In fact, productivity began to fall only when the level of illumination dropped to the level of moonlight, a level at which presumably workers could no longer see well enough to do their work efficiently. The researchers found these results puzzling and invited a noted Harvard psychologist, Elton Mayo, to help them.Subsequently, it was found that many other factors also influence worker behaviour, and it was not clear what was actually influencing the Hawthorne workers behaviour. However, this particular effect which became known as the Hawthorne effectseemed to suggest that workers attitudes toward their managers affect the level of workers performance. In particular, the significant finding was that a managers behaviour or leadership approach can affect performance. T his finding led many researchers to turn their fear to managerial behaviour and leadership.If supervisors could be trained to behave in ways that would elicit cooperative behaviour from their subordinates, then productivity could be increased. From this view emerged the human relations movement, which advocates that supervisors be behaviourally trained to manage subordinates in ways that elicit their cooperation and increase their productivity. The importance of behavioural or human relations training became even clearer to its supporters after another series of experimentsthe bank wiring room experiments.In a study of workers making telephone switching equipment, researchers Elton Mayo and F. J. Roethlisberger discovered that the workers, as a group, had deliberately adopted a norm of output reverberateion to protect their jobs. Workers who violated this informal production norm were subjected to sanctions by other group members. Those who violated group performance norms and per formed above the norm were called ratebusters those who performed below the norm were called chiselers. The experimenters concluded that both types of workers menace the group as a whole. Ratebusters threatened group members because they revealed to managers how fast the work could be done. Chiselers were looked down on because they were not doing their share of the work. Work-group members disciplined both ratebusters and chiselers in order to create a pace of work that the workers (not the managers) thought was fair. Thus, a work groups influence over output can be as great as the supervisors influence.Since the work group can influence the behavior of its members, some management theorists argue that supervisors should be trained to behave in ways that gain the goodwill and cooperation of workers so that supervisors, not workers, control the level of work-group performance. One of the main implications of the Hawthorne studies was that the behavior of managers and workers in the work setting is as important in explaining the level of performance as the technical aspects of the task.Managers must understand the workings of the informal organization, the system of behavioural rules and norms that emerge in a group, when they try to manage or change behaviour in organizations. Many studies have found that, as time passes, groups often develop elaborate procedures and norms that bond members together, allowing integrated action either to cooperate with management in order to raise performance or to restrict output and thwart the attainment of organizational goals. The Hawthorne studies demonstrated the importance of understanding how the feelings, thoughts, and behaviour of work-group members and managers affect performance.It was fair increasingly clear to researchers that understanding behaviour in organizations is a complex process that is critical to increasing performance. Indeed, the increasing interest in the area of management known as organizational behaviour, the study of the factors that have an impact on how individuals and groups respond to and act in organizations, dates from these early studies. guess X and system Y Several studies after the Second World War revealed how assumptions about workers attitudes and behaviour affect managers behaviour. Perhaps the most influential approach was developed by Douglas McGregor.He proposed that two different sets of assumptions about work attitudes and behaviours hulk the way managers think and affect how they behave in organizations. McGregor named these two contrasting sets of assumptions Theory X and Theory Y (see Figure 1. 3). THEORY X harmonize to the assumptions of Theory X, the average worker is lazy, dislikes work, and will try to do as slender as possible. Moreover, workers have little ambition and wish to avoid responsibility. Thus, the managers task is to counteract workers natural tendencies to avoid work.To keep workers performance at a high level, the manager must supervise them closely and control their behaviour by means of the carrot and layrewards and punishments. Managers who accept the assumptions of Theory X design and shape the work setting to maximize their control over workers behaviours and minimize workers control over the pace of work. These managers believe that workers must be made to do what is necessary for the success of the organization, and they focus on developing rules, SOPs, and a well-defined system of rewards and punishments to control behaviour.They see little point in giving workers autonomy to solve their own problems because they think that the workforce neither expects nor desires cooperation. Theory X managers see their role as to closely monitor workers to ensure that they contribute to the production process and do not threaten product quality. Henry Ford, who closely supervised and managed his workforce, fits McGregors description of a manager who holds Theory X assumptions. THEORY Y In contrast, Theory Y a ssumes that workers are not inherently lazy, do not naturally dislike work, and, if given the opportunity, will do what is good for the organization.According to Theory Y, the characteristics of the work setting determine whether workers consider work to be a source of felicity or punishment and managers do not need to control workers behaviour closely in order to make them perform at a high level, because workers will exercise selfcontrol when they are committed to organizational goals. The implication of Theory Y, according to McGregor, is that the limits of collaboration in the organizational setting are not limits of human nature but of managements ingenuity in discovering how to realize the potential represented by its human resources. It is the managers task to create a work setting that encourages commitment to organizational goals and provides opportunities for workers to be imaginative and to exercise initiative and self-direction. When managers design the organizational s etting to reflect the assumptions about attitudes and behaviour suggested by Theory Y, the characteristics of the organization are quite different from those of an organizational setting based on Theory X.Managers who believe that workers are motivated to help the organization reach its goals can decentralize authority and give more control over the job to workers, both as individuals and in groups. In this setting, individuals and groups are still accountable for their activities, but the managers role is not to control employees but to provide support and advice, to make sure employees have the resources they need to perform their jobs, and to evaluate them on their ability to help the organization meet its goals.Henri Fayols approach to administration more closely reflects the assumptions of Theory Y, rather than Theory X. Management Science Theory This theory focuses on the use of rigorous quantitative techniques to help managers make maximum use of organizational resources to p roduce goods and services. In essence, management science theory is a contemporary extension of scientific management, which, as developed by Taylor, also took a quantitative approach to meter the workertask mix in order to raise efficiency. There are many branches of management science each of them deals with a specific set of concerns Quantitative management utilizes mathematical techniquessuch as linear and nonlinear programming, modelling, simulation, queuing theory, and chaos theoryto help managers decide, for example, how much inventory to hold at different times of the year, where to locate a new factory, and how best to invest an organizations financial capital.Resources in the organizational environment include the raw materials and skilled people that an organization requires to produce goods and services, as well as the support of groups including customers who pervert these goods and services and provide the organization with financial resources. One way of determine t he relative success of an organization is to consider how effective its managers are at obtaining scarce and valuable resources. The importance of studying the environment became clear after the development of open-systems theory and contingency theory during the 1960s.The Open-Systems View One of the most influential views of how an organization is affected by its orthogonal environment was developed by Daniel Katz, Robert Kahn, and pile Thompson in the 1960s. 38 These theorists viewed the organization as an open system a system that takes in resources from its international environment and converts or transforms them into goods and services that are then sent back to that environment, where they are bought by customers (see Figure 1. 4).At the input stage, an organization acquires resources such as raw materials, money, and skilled workers to produce goods and services. Once the organization has gathered the necessary resources, conversion begins. At the conversion stage, the o rganizations workforce, using appropriate tools, techniques, and machinery, transforms the inputs into outputs of finished goods and services such as cars, hamburgers, or flights to Hawaii. At the output stage, the organization releases finished goods and services to its external environment, where customers purchase and use them to satisfy their needs.The money the organization obtains from the sales of its outputs allows the organization to acquire more resources so that the cycle can begin again. The system just described is said to be open because the organization draws from and interacts with the external environment in order to survive in other words, the organization is open to its environment. A closed system, in contrast, is a self-contained system that is not affected by changes that occur in its external environment. Organizations that operate as closed ystems, that ignore the external environment and that fail to acquire inputs, are likely to experience entropy, the tend ency of a system to lose its ability to control itself and thus to sack and disintegrate. Management theorists can model the activities of most organizations by using the open-systems view. Manufacturing companies like Ford and General Electric, for example, buy inputs such as component parts, skilled and semiskilled labour, and robots and computer-controlled manufacturing equipment then, at the conversion stage, they use their manufacturing skills to assemble inputs into outputs of cars and computers.As we discuss in later chapters, competition between organizations for resources is one of several major challenges to managing the organizational environment. Researchers using the open-systems view are also interested in how the various parts of a system work together to promote efficiency and effectiveness. Systems theorists like to argue that the parts are more than the sum of the whole they mean that an organization performs at a higher level when its departments work together ra ther than separately.Synergy, the performance gains that result when individuals and departments coordinate their actions, is possible only in an organized system. The recent interest in using teams comprising people from different departments reflects systems theorists interest in designing organizational systems to create synergy and thus increase efficiency and effectiveness.