Strategy management - culture Essay Example | Topics and Well Written Essays - 1250 words

Strategy management - culture - Essay Example When an organization merges its tangible and intangible resources, it keeps the resource-based view (RBV), allowing itself to move in the pool of competition (Abt, 2007). Management scholars view RBV in a slightly different context. They have signified certain gaps in RBV approach, which needs further critical identification. To verify these gaps in RBV, Google Inc. has been chosen to assess the discrepancies, which is a prominent and successful business organization in the contemporary period (Henry, 2008). There are many things besides the Resource-based view that brought Google into a success position. Innovation is the first key step that marked its way towards successful performance (Farnham, 2014). Similarly, it is Google’s top leadership, which had the vision and competitiveness to bring the organization to that successive phase. Above of all, it was Google’s mastery of knowledge management (KM) that brought the company in to such distinction of progression. Not to forget, Google’s reliance on innovative strategies to make it both cost and product effective (Barney, 2001). Google kept the Resource-Based view of its resources, but also enhanced its culture of innovation to gain competitive advantage (Burke, 2010). It was something more than just adaptation of RBV concept that brought Google to success. All this indicates that Resource-Based view is not the only thing required for competitive success, but there are other significant factors that bring competitiveness within organization. RBV approach is basically contributes lesser for competitiveness (Abt, 2007). Through contemporary business perspective, mergers and acquisitions are strategic dimensions for any emerging organization (Phillips & Gully, 2011). According to general perspective of organization’s leadership, mergers and acquisitions are sufficient to raise company’s horizontal knowledge, which is very important for bringing competitiveness in long

Causes of World War One Essay Example for Free

Causes of World War One Essay On Sunday 28th June, 1914 Franz Ferdinand, and his wife, were assassinated part of a Serbian Terrorist Group, called the Black Hand. This event and the tension between Europe was a trigger that set off declarations of war and resulted in the â€Å"Great War†. Tensions had been building up in Europe for decades through Nationalism, Imperialism, Militarism, and Alliances, and these tensions had reach such a point that an event was needed to break these tensions. This was the assassination of the Archduke. Therefore the assassination and alliances were causes of World War One. Australia was involved in the war because of the fact that it was part of the British Empire therefore having duties towards Britain, and also growing patriotic support for the mother country. This patriotism was a main factor in deciding Australia’s fate in World War One. In 1914, when Britain declared war, it also declared war on behalf of the British Empire. Being a part of the British Empire, it was Australia’s duty to assist Britain in the war, and to assist Britain’s Allies. Due to the large loyalty existing in Australia towards the mother country, the decision, by the current time Prime Minister Joseph Cook, to send Australia against war with Germany and Austria, was met with spontaneous outpouring of patriotism. Thousands of mean came to enlist in the army, men and boys were eager to fight in the war, and tackle the great adventure of war. Few communities were against Australia joining the war. It was an opportunity for Australia to could demonstrate its loyalty, believing Australia would turn into a nation, and prove its strength as a nation. It was also a chance to develop Australia’s rank in the world and to be a part of the high-power nations. The assassination was the trigger, for what were causes of tensions brooding in Europe. Once the trigger occurred; Imperialism, Nationalism, Militarism and Alliances all played there part in shaping one of the world most devastating Wars. The assassination triggered countries to go to war, and then allies to go to war, and then colonies to go to war, such as the British Empire sending Australia to war and then result in jealousies between countries through imperialism and nationalism, Germany feeling that Russia and Britain had colonized to many countries and that it had a upper ight hand, with people from various countries feeling that their country is the best and therefore should there power through such things as their military power, therefore bringing in militarism. As you can see all these notions are intertwined and they together form the cause of why such a war like World War One occurred and why it was so devastating, and also why Australia joined the War.

Issues Addressed in A Raisin in The Sun Essay -- Lorraine Hansberry

Black and White In the words of Jim Cocola and Ross Douthat, Hansberry wrote the play A Raisin in the Sun to mimic how she grew up in the 1930s. Her purpose was to tell how life was for a black family living during the pre-civil rights era when segregation was still legal (spark notes). Hansberry introduces us to the Youngers’, a black family living in Chicago’s Southside during the 1950s pre-civil rights movement. The Younger family consists of Mama, who is the head of the household, Walter and Beneatha, who are Mama’s children, Ruth, who is Walter’s wife, and Travis, who is Walter and Ruth’s son. Throughout the play the Youngers’ address poverty, discrimination, marital problems, and abortion. Mama is waiting on a check from the insurance company because of the recent passing of her husband. Throughout the play Walter tries to convince Mama to let him invest the money in a liquor store. Beneatha dreams of becoming a doctor while embracing her African her itage, and Ruth just found out that she is pregnant and is struggling to keep her marriage going. The Youngers’ live in a very small apartment that is falling apart because of the wear and tear that the place has endured over the years. Mama dreams of having her own house and ends up using part of the insurance money for a down payment on a house in an up-scale neighborhood. The Youngers’ meet Mr. Lindner, who is the head of the welcoming committee. Mr. Lindner voices the community’s concerns of the Youngers’ moving into their neighborhood. Is the play A Raisin in the Sun focused on racial or universal issues? Some say that this play is racial in that the family is black, and what the family is going through could only happen to people of that race. One prominent racial is... ... have a garden. This play is more universal in that the majority of the issues the characters face are easily related to people of all races. Most people want to be able to provide for their family, own a home, and find out where they come from. Most couples argue and bicker about money or children and not being able to provide for them. Everyone has dreams, big and small, no matter what race, and there is something that anyone can relate to. A Raisin in the Sun is universal because the play communicates problems in the play and conveys them in a way that everyone can relate. â€Æ' Works Cited Hansberry, Lorraine. A Raisin in the Sun. Norton. Ninth. Ed. Alison Booth, J. Paul Hunter, Kelly J. Mays. New York: W. W. Norton, 2005. 1942-2002. Cocola, Jim and Douthat, Ross. SparkNote on A Raisin in the Sun, 16 Sep. 2008. .

Compare the way a news story is presented in three different newspaper extracts Essay

In this essay I will compare the way a news story is presented in three different newspaper extracts. Extract A is from ‘The Times’ on Tuesday 4th September, extract B is also from ‘The Times’ on Tuesday 4th September extract b is an editorial, extract c is from ‘The Guardian G-2’ on Friday 7th September extract c is a front page graphic. All three extracts cover the event that happened on Monday 3rd September between the Catholics and the Protestants. The incidents occurred when Catholics school children from Holy Cross Primary school began there new school year. The children had to walk in between barriers of armoured police, just to get to school. The incident started when republicans was accused of knocking over two men on ladders who were putting loyalists flags on lampposts out side Holy Cross Primary School before the marching season in June. In all three extracts there is a powerful opening statement to catch the readers attention, extract A uses a pun ‘the young girls of the Holy Cross Primary School in Belfast began their new school year yesterday with a horrifying lesson in sectarian hatred’. This is trying to say that in schools children are learning about hatred instead of being taught other lessons such as getting along with everyone regardless of whether they are Protestant or Catholic. Extract B also uses a powerful opening statement ‘Northern Ireland has yet again shown its Gorgon-face of bigotry. ‘ This states that once again Northern Ireland has shown its monstrous side, whereas extract C states ‘Why it takes the image of a child to wake the world’ this makes the reader to feel sorry for the children and is an rhetorical question. Extract A has a big, bold headline it states ‘Children walk a gauntlet of Belfast hatred’ which makes the reader to want to read on. Extract B states ‘Children in the middle’ this is also trying to get the attention of the reader, whereas extract C doesn’t have a headline because it is a front-page graphic. Extract A uses a certain amount of emotive language to make the audience feel certain emotions. Extract A states ‘screamed at’ not shouted at but screamed at, ‘spat at’ use of abuse on children, ‘sobbing uncontrollably’ this states that the children weren’t crying they were uncontrollably sobbing due to the riots. The emotive language in extract A has a certain effect on the audience, it makes the reader feel sympathetic towards the children. Extract B also uses a certain amount of emotive language using words such as ‘Gorgon-face of bigotry’ and ‘hideous spectacle. ‘ These words are usually associated with beasts, therefore this statement is trying to show that what is happening, should be considered as monstrous and that the victims of this monstrosity are innocent children. Surrounded and overwhelming are adjectives meaning that there is no way out for the victims, showing that the whole situation cannot be resolved. Extract B is an editorial and is the editors point of view not the facts. Extract C doesn’t use a lot of emotive language mainly because it is a front-page graphic from a supplement.

Exploratory Research Assignment Essay

Canadian’s first choice for an alcoholic beverage? Beer. Not only is beer a refreshing beverage on a hot, sunny day, it plays a big part in the Canadian heritage. The overall beer consumption over the years has been steady, however with increased competition, it is becoming harder for Canadian breweries to keep up with market trends. Hence, all the major Canadian breweries have been merged with or acquired by the international giants. The competition is rising not only between beer brands, but also within beverage types. Wine consumption in Canada has been increasing substantially. Consumers are always looking for something new and exciting, but at the same time, something they can relate to. â€Å"A key point for success is to bring differentiation while still retaining a recognizable and familiar aspect†(t). Another obstacle the brewing industry is facing is the wrong perception consumers have about beer and its effect on weight and overall health. â€Å"Beer belly†, for example is just a myth. It is vital for companies to educate consumers about the true nutritional value of beer to avoid wrong perceptions and lose consumers to other beverages that seem more calories cautious. Research Objective This report outlines current trends as well as opportunities and threats to the Canadian Brewing Industry. The results were interpreted based on the research conducted on the three major brewing companies: Heineken N. V. , Sleeman Brewery Ltd. , and Molson Coors Brewing Co. We identified and compared these breweries in terms of the background, consumer’s opinions and strategic issues the companies are currently facing. Finally, the recommendations provided outline the possibilities for improvement and growth of the industry if the appropriate changes are undertaken. Research Method This research was conducted based on North American population through trend analysis. The articles were chosen based on relevancy and the date of publication, 2008 and above. The main areas of research were: history of the company, social media impact, strategic issues and opportunities. The focus was on the most recent news and events that affected the company as well as the entire industry. Company Information Heineken N. V. was founded in 1873 in Netherlands and has become the world’s most international brewer (Heineken, 2013). It operates in Western Europe, Central and Eastern Europe, Africa and the Middle East, The Americas, and Asia Pacific. The company is keen on contributing to a sustainable future. Their strategy is based on the four focus areas: conserving water, decreasing CO2 emissions, responsible agriculture, and responsible consumption. Heineken also believes that innovation is key to future success. The Heineken Ignite beer bottle is their new invention. It is replete with LEDs and motion sensors, â€Å"which let it light up with various effects when drinkers knock bottles to say cheers with someone or take a sip†. The LEDs could also be synchronized with music and activated by light sources. (d) Founded in Guelph, Ontario in 1834, Sleeman Breweries Ltd. became a leading brewer and distributor of premium beer in Canada. (b) Their success came from â€Å"turn-of-the-century† beer recipes and the passion that continues to drive the company to this day. Sleeman’s trademark is their unique clear bottle. In the recent lawsuit against Dead Frog Brewery that uses a similar clear bottle design, John Sleeman, CEO, said: â€Å"Sleeman will always vigorously defend its trademarks, especially where my family’s heritage is concerned. (c) Sleeman Breweries Ltd. was bought out by Sapporo in 2006, however the Japanese firm kept the Sleeman name and business intact because of the intrinsic value that it holds. (e) Molson Inc. is the oldest brewery in North America, established in 1786(a). In 1978, the company bought into sports and entertainment industry, purchasing â€Å"a share in the M ontreal Canadiens and the Montreal Forum, as well as hosting Molson Hockey Night in Canada†(a). Their advertising campaign has always been based on the â€Å"beer-sports† connection, trying to establish that beer and hockey are two defining elements of the Canadian identity. (f) After merging with Coors, Molson Coors Brewing Co. became 5th largest brewer in the world. Below is a comparison table of the three above-mentioned companies, in terms of 2012 sales, place of origin, current position in the market, types of beer offered in Canada, sports associations, and company slogans. Heineken is the most known international beer brand, â€Å"when in doubt, order a Heineken†. But the recent feedback from the consumers shows that Heineken is over-rated. It’s characteristic skunky taste is the result of the green bottles it’s served in. The UV rays break down the hop compounds, which is why the beer tastes different when served from the bottle compared to tap. Heineken however is not ready to let go of their notorious green bottles since that would make it harder to identify the beer, which in turn will hurt the company’s bottom line. Sleeman is known for its flavorful body and clean taste (no skunkiness). Some find it too sweet, others enjoy it. The benefit that Sleeman has over its competitors is that is offers different types of craft beer that other breweries don’t. From fruity India Pale Ale to chocolaty Fine Porter, Sleeman wants to create a long lasting relationship with those, who have an appreciation for beer. However, Sleeman is not as active in the Social Media world as Heineken and Molson are with their catchy commercials and Facebook pages. Molson Canadian was voted #2 in AskMen, men’s online magazine. Be it a hockey game, a backyard bbq or a camping trip, Molson Canadian is what the young generation automatically reaches for, due to Molson’s heavy advertising that incorporates those themes. â€Å"Camping essentials. Lots of firewood and Molson Canadian†- was posted on Twitter along with a picture of a truck loaded with firewood and cases of Molson Canadian. Key trends, opportunities and threats Although beer continues to dominate the market of alcoholic beverages, (c)†beer consumption is declining in the U. S. and Europe, the source of two-thirds of Heineken’s profits, because of tougher drunk-driving laws and a growing appreciation for wine†. The fact is that beer is not seen as a â€Å"fancy drink† that you indulge in, it is time to change that. Companies must start educating consumers about the differences between various types of beer, beer and food pairings, in order to create a better appreciation for the beverage. Another obstacle the brewing industry has to overcome is the â€Å"beer belly† myth. Consumers are becoming more health cautious and many believe that beer is detrimental to weight loss and health in general. The fact is, beer is fat-free, cholesterol-free and low in carbohydrates. Beer is made from hops, barley and wheat, so the beverage contains many nutrients such are: vitamins A, C B6, folate, thiamin, riboflavin, niacin, zinc, iron, and calcium. Beer also contains antioxidants and is high in fiber. Those who choose lighter beers in hopes of reducing their caloric intake, are also missing out on all the nutrients the beer holds. Drinking beer in moderation also reduces the risk of heart disease and stroke, diabetes, rheumatoid arthritis, bone fractures and osteoporosis, kidney stones, digestive ailments, gallstones, and physical ailments affecting the elderly. Beer can be part of a balanced diet and a healthy, active lifestyle. The key is moderation. (brewers association One of the big trends for summer 2013 is light and flavored beer with the hope to appeal more to women, and Molson Canadian is on top of it. Their new line of beer, Molson Wheat, is made with all-natural ingredients; â€Å"the unfiltered wheat lager delivers a hint of malt, balanced by the fruity character of just-ripened bananas†. Molson is also going to introduce Molson Canadian Cider made from 100% Canadian apples and champagne yeast. On the other spectrum, craft beer is also the category that will experience growth, thus Sleeman should undergo a positive turnaround in the near future. The current debate over wider retail distribution of alcoholic beverages is becoming more evident, and more changes and pilot programs are being tested to potentially expand product availability beyond liquor stores. â€Å"In 2013, the province of Ontario – the largest alcoholic drinks market in Canada will become LCBO or Liquor Control Board of Ontario Express stores-within-stores at 10 grocery supermarkets. The Manitoba Liquor Control Commission has also been testing the Liquor Mart Express store within a Canada Safeway supermarket in Winnipeg as of 2012† (Euromonitor International, 2013). Wider retail distribution will definitely create more opportunities for product marketing and retailer distribution, potentially giving more opportunities for smaller local wineries, breweries and distilleries to bring their products to the market (Euromonitor International, 2013) Study Implications and Recommendations There are four main concepts derived from this research: * Perception of beer * Health implications * Competition * Innovation In order to stay competitive, the above 4 concepts must be exercised interchangeably. The brewing industry has a lot of room for improvement and growth. The improvement must begin from changing the consumers’ perspective about beer in order to create a lasting relationship. An ongoing education about beer and beer consumption is also something that can change consumers’ perceptions and preferences. In order to stay competitive, one must â€Å"bring differentiation while still retaining a recognizable and familiar aspect†(t). Social Media is a powerful tool that must be utilized in order to reach consumers as well as to learn about consumer behavior and generate feedback. Study Limitations and Directions for Future Research I found the most credible sources were the company’s websites, Business and Company Resoucre Centre and Global Market Information Database (GMID). The least credible was Wikipedia (was not included in this research paper) since some of the information was not accurate and up do date. Canadian Business and Current Affairs, I found to be the least up to date and least helpful. There is much more research that could be conducted in regards to this topic- alcohol regulation, exporting tariffs, cross marketing strategies, etc. The above research should be used as a foundation for the in depth analysis of the brewing industry of Canada.

Common Ground Essays - Sustainable Food System, Agroecology

Common Ground Essays - Sustainable Food System, Agroecology Common Ground In the video, Common Ground, several ways of alternative organic farming are discussed. Although the tape is somewhat outdated, it still is effective in showing what changes have been made in farming and the issues concerning farmers and the environment. The main objective of the video is showing the process of coming together and meeting in the middle between the farmer and environmentalist, just as it is titled, Common Ground. With our project being based on organic farming, we felt that this would be a helpful video for not only us, but the rest of the class to begin the understanding of alternative ways to farm the land without destroying it. Then, when we give our project presentation, there will be a prior understanding and knowledge on the subject

Free Essays on Leadership In Criminal Justice

The law enforcement agency plays an integral role in communities across America. The management and leadership of these organizations must identify the needs of the community and provide direction and vision for the public service entities they manage and lead. Effective leadership in any law enforcement agencies requires setting the tone and agenda for the agency as the first step in improving the image of law enforcement both inside and outside the agency. A major responsibility of a leader is to define the mission of the agency. Agencies without a clear mission or vision will drift and become exposed to pressures both within and outside the agency. Staff within the agency, without a clear sense of organizational direction, will develop an unconcerned and sarcastic attitude toward the organization. This attitude will manifest itself in poor or mediocre service to the offenders and victims serviced by the agency. Once an agency begins to drift, it loses its definition and sense of purpose. Staff becomes confused about management's intentions and their investment in the agency diminishes. The focus in the agency turns to poor management and not strategic planning and goal setting. A well-written mission statement serves both the internal and external environments. In preparing the mission statement, the internal state of the organization and the expectations of the agency's stakeholders should be considered and incorporated into the process. A mission statement provides staff with a philosophy for the agency and gives a starting point from which an agency will develop both its short-and long-range goals. The mission statement is the drive for an agency's staff to focus its energies in a single direction on common issues. The mission statement outlines the parameters of an agency's relationships with its stakeholders and clearly defines anticipated outcomes. Law enforcement leaders face a myriad of problems in the future. They m... Free Essays on Leadership In Criminal Justice Free Essays on Leadership In Criminal Justice The law enforcement agency plays an integral role in communities across America. The management and leadership of these organizations must identify the needs of the community and provide direction and vision for the public service entities they manage and lead. Effective leadership in any law enforcement agencies requires setting the tone and agenda for the agency as the first step in improving the image of law enforcement both inside and outside the agency. A major responsibility of a leader is to define the mission of the agency. Agencies without a clear mission or vision will drift and become exposed to pressures both within and outside the agency. Staff within the agency, without a clear sense of organizational direction, will develop an unconcerned and sarcastic attitude toward the organization. This attitude will manifest itself in poor or mediocre service to the offenders and victims serviced by the agency. Once an agency begins to drift, it loses its definition and sense of purpose. Staff becomes confused about management's intentions and their investment in the agency diminishes. The focus in the agency turns to poor management and not strategic planning and goal setting. A well-written mission statement serves both the internal and external environments. In preparing the mission statement, the internal state of the organization and the expectations of the agency's stakeholders should be considered and incorporated into the process. A mission statement provides staff with a philosophy for the agency and gives a starting point from which an agency will develop both its short-and long-range goals. The mission statement is the drive for an agency's staff to focus its energies in a single direction on common issues. The mission statement outlines the parameters of an agency's relationships with its stakeholders and clearly defines anticipated outcomes. Law enforcement leaders face a myriad of problems in the future. They m...

5 Ingredients to Make your Blog Rock by EssaySupply.com

5 Ingredients to Make your Blog Rock 5 Ingredients to Make your Blog Rock Blogs are hard to maintain, that’s for sure. You have to constantly come up with new ideas for topics, and that’s just the beginning. Then you have to actually write them, while you deal with writer’s block, all sorts of other demands on your time, and the fact that you would like to have some sort of life beyond your business and writing. But a blog is an essential part of your branding and growth, so you have to do it right. If your blog is currently suffering from the â€Å"blahs,† does not seem to be attracting new follower and/or, even worse, is losing readership, than you have to make some big changes. Here are 5 essential ingredients for every blog post you publish. Great Title and First Line The title is what will pique an interest. It will need to indicate that you are going to solve a problem or entertain your reader. Some of the best titles, according to analytics, will include the following: They will indicate that there is a list of things – look at this title, for example They will indicate a â€Å"How To,† so the reader knows she is going to learn something They will ask a question that points to a problem they typical readers may have They will indicate that a great story is about to be told The first line is short and sweet – it gives a startling fact, points to â€Å"pain† of the reader, generates an immediate emotion, and so forth. It is what engages the reader and wants him/her to read on. If you have a landscaping company, for example, and you are writing a post on mole abatement, for example, you might begin a post with something like, â€Å"A mole has invaded my territory.† Or, even better, â€Å"I feel like the movie Caddyshack is re-playing in my back yard.† The reader is going to get a personal, probably humorous story about your battle with moles and then some good information on how to get rid of them. Lots of Media There is no excuse for not have photos, clip art, infographics, and even videos in your posts today. They are so easy to generate with all sorts of free tools, and images are available all over the web (just be sure to give credit). Any YouTube video can be edited and clipped and turned into a GIF file in 3 easy steps. When a reader looks at a post and sees only text, s/he will tend to bounce; media strategically placed throughout the post, however, will motivate the reader to stay. Have a Clear Purpose What are you trying to accomplish with this post? Are you featuring a customer or a team member? Are you writing about the latest charity event in which you and your team participated? Are you writing to solve a problem that you realize people have? Are you explaining how to do something? Or are you just writing to entertain today? Don’t combine purposes – it confuses the reader. Instead, write two separate posts. The Sharing Factor If you have not given your readers the opportunity to share, comment, or ask a question, you have failed. Think about it. What is the purpose of a blog anyway? It is to spread your brand and to develop lasting relationships with your readers. This only happens when your readers take some action. So have those sharing buttons easily found and prominent; have the ability for them to respond right then and there. Make it Scannable Having media to break up text is great. But the text has to be broken up too. Use sub-headings in bold and bullet points whenever possible. Remember, if you want to write essay pieces, you should take a college class. Short, sweet, broken up – that’s the rule for text. There you have it – 5 things that will turn you blog into a place where people want to come.

Skills Management Assignment Example | Topics and Well Written Essays - 3000 words

Skills Management - Assignment Example Proper managerial skills are also characterized by placing the organization at a competitive advantage at ensuring they enjoy and dominate the market shares. From the above facts, it is essential for any organization to have its top leadership acquire managerial skills which can allow them intact easily with the rest of the stakeholders and look for better ways of managing their resources. This will ensure they keep up to date all the necessary information needed at ensuring they maximize on the potential of their organization. Similarly, putting proper managerial skills will help in individual developments and ensure they effectively perform all the assigned function. This paper will outline time and workflow management skills as the nominated skill towards understanding how organizations operate. Similarly, the paper will summarize some related guidelines towards the development of time and workflow skills by individuals. Outline of the issues Time and workflow has been one of the skills most organizational managers lacks in the course of performing their daily duties. There are a lot of significances in relation to time and workflow skills which managers need to adopt at ensuring they meet their needs as well as the set goals. Time has become one of the fundamental resources as it is limited and irreplaceable. Most of the effective managers are ware of the limiting factors related to time and workflow (Drucker, 2001: 225-240). The scarcity in time influences the output hence is an important factor towards realizing the success. Most managers have not been able to use their time well in accomplishing the desired goals as research illustrates that only a small percentage of managers use their time towards achieving purposefully. Similarly, the cost of misused time among the leaders has been high which indicates the degree in which they lack the essential skills towards managing time (Mankins, 2004: 58-64). The misuse ins in relation to increased frustration th ey undergo, distorted strategic decisions, misused products and developments opportunities as well as poor and long term investments. In as much as organizations wants to establish time management skills, they should look at the fundamental factors needed at ensuring they put proper management skills and adopt effective means of doing things. This may call for adopting common time management matrix which will ensure every beet of their time is utilized in the benefit of the organization. Managers should stay by setting priorities in terms of important matters first. The important issues the managers may consider can be decided into urgent and the ones not urgent (Loehr & Schwatz, 2005). Working of the important urgent matters may pertain to crisis, any pressing problem and close deadlines of the organization projects. Working on these important activities within the stipulated time will help in conserving and managing time for other things. Similarly, there are important things that the organization and managers should do which don’t call for urgent measures in efforts to save time. This may include activities in relation to planning and recreation, looking for new

The Beginning, Middle and End of Spider-Man Term Paper

The Beginning, Middle and End of Spider-Man - Term Paper Example The event that marked the middle of the story of Spider-Man is the part where he considered himself capable of fighting crimes which had been triggered by the accidental death of his Uncle Ben. At that instant he suddenly matured and he realized his need to embody the capabilities given to him through his alter ego – Spider-Man. Lastly, the end of Spider-Man did not happen when super villains developed because it is a continuing story, which included Green Goblin and Doctor Octopus. Even Harry had been shown in the light of being potential villain. The end of Spider-Man happened when he accepted the fact that he can never be with M.J., and he quoted â€Å"with great power comes great responsibility.† The events happened the way they did to express the development of both Spider-Man and Peter Parker’s characters. Spider-Man is the more matured and decisive character while Peter Parker is the indecisive, less matured part of the protagonist. Through the story thoug h, both characters developed to the point of being matured enough to give up his own happiness for the sake of helping people. II. Peter Parker’s Goals As a teenager, the only goal Peter Parker has is to blend in and ultimately express his feelings to M.J. He had numerous obstacles along the way, both internal and external. External obstacles include his nerdy character and being bullied in school. Another is the situation at M.J.’s home which were family related that caused her aloof and sad characteristics. After acquiring his powers, internal hindrances though became more powerful. Being Spider-Man, although he became more confident, his responsibilities in the use of his powers prevented him from achieving his goals. III. Peter Parker’s Goals and Personality There are different events in Peter Parker’s life that defined his goals and personality. One of them was shown in the dialogue with Uncle Ben during the night before he died. Peter said: â€Å"I wish there was some way I could help you and Aunt May the way you helped me. Maybe get a job, pay some of the bills while you're laid off. Aunt May's medicine isn't exactly free, I mean, how are we..† This showed hid goal of helping his loved ones. These lines expressed his care and sensitivity to the situations of other people. Another event showed his respect for people specifically his friend Harry. When he saved M.J. she wanted to thank him and â€Å"she stretches up, on her tiptoes, and leans in close to him. She kisses him, open-mouthed, brushing her lips along the outside of his mask. He nearly swoons, leans in for more†¦Ã¢â‚¬  but â€Å"then pulls back. This is his best friend's girl!† Regardless of the fact that he is deeply in love with the girl, he chose to respect his friendship with Harry. The third evidence is his choice to keep his secret and his feelings from M.J. He knows that â€Å"with great power comes great responsibility.† Due to his love for M.J. he did not tell her his identity because it will endanger her life, although he knows that by telling her that he is Spider-Man, the man she loves, he would finally have the chance to be with her. IV. Role of the Supporting Characters The different supporting characters helped define Peter’s personality. Mary Jane is the ultimate catalyst of Peter Parker’s persona. Through the challenges that he faced in trying to impress, to save, to love and to keep M.J. safe,

Administrative Law Coursework Essay Example | Topics and Well Written Essays - 3000 words

Administrative Law Coursework - Essay Example the development of the state as an industrial welfare one and with the government extending its monitoring systems to almost all areas of socio-cultural and economic life, the judicial review of the decisions taken by the administration has become an absolute necessity to support the standpoint of the government to recognize the individual interests. During the last 15 years of so, the courts basing their courses on this broad-based approach of the government have also delivered their decisions in various cases recognizing the individual interests. The cited instance of the issue connected with the granting of more number of taxi licenses against the number of licenses announced as will be issued is a case falling under the purview o the Administrative Law which implies the exercise of the power of the government delegated to the local administrative bodies by the legislature through various statutes. This power enables the administrative bodies to follow the prescribed procedure regarding the exercise of such powers vested on them during any decision making process. â€Å"The administrative law emanates from the general rule of law that all government officials and public authorities are subject to the regular law of the land as administered by the courts†1. The officials and public authorities can exercise only those powers specifically vested on them by the legislature and this is to ensure that they are not exceeding their authority in making any decision in the administrative matters. The second premise is that even when the authorities are acting within the scope of authority the courts will have the power to intervene to ensure that follow the proper procedures already laid down in this connection. It is also imperative that such authorities take into account the interests of the individuals before arriving at any decision. The public officials while adopting the procedures for decision making under their powers should consider how the decisions need to

Septic Shock Essay Example | Topics and Well Written Essays - 2500 words

Septic Shock - Essay Example The patient’s skin appears warm, dry and flushed. I called the resident-on-call to report these deviations in the vital signs, and he ordered 2 intravenous boluses of NSS (normal saline solution) 500cc and oxygen administration of 2 liters per minute via nasal prongs (NP). There is no order for serum lactate measurement or arterial blood gas analysis. There are also no orders for blood culture, blood chemistry, or even antibiotics. Four hours after surgical ICU admission, my patient was still in high fever, having a systolic BP of 75 mmHg, HR of 145 per minute, RR of more than 40 breaths per minute, low oxygen saturation, decreased LOC (level of consciousness) and decreased urine output (see table 1 for summary of the trend). I called the resident-on-call again, but there was no response. I called the RRT (rapid response team) instead. See the following Table for the trend: Vital Signs 2 hours later 4 hours later BP 75/40 mmHg 75 mmHg systolic HR 130 per minute 145 per minute RR 30 per minute 40 per minute Oxygen Saturation 88% It would appear that this was not recognized appropriately as management of the patient did not improve the cardiovascular status. Within the four-hour span of surgical ICU admission, most assessment, diagnostic procedures, medical and evaluation necessary for septic shock management were absent, and there was only two hours remaining for the 6-hour crucial period of the Sepsis Resuscitation Bundle. Case Outline In a normal physiology, the three components of blood circulation compensate each other to maintain the normal circulation, which are the heart, the vascular tone and the blood volume in maintaining adequate systemic perfusion. For example, if there is inadequate circulating blood volume, the baroreceptors of the aortic arch will signal the heart to increase the heart rate to raise blood pressure. Other organs in the circulation, like the kidneys, will compensate as well, like the activation of rennin-angiotensin-aldostero ne system, which will also increase the vascular tone and stimulate fluid retention. When these compensatory mechanisms fail to maintain an effective systemic perfusion, shock occurs as a result (Black & Hawks, 2005). The inadequacy of systemic perfusion in septic shock is only an aftermath of the systemic effects of microorganisms present in the body, whether it is in the bloodstream (septicemia) or localized infection. A number of risk factors are associated with septic shock: age, co-existing infection, co-existing hepatic, renal and heart failure, decreased white blood cells, unknown source of infection, corticosteroid use, and retention of foreign body in the system (Leibovici et al, 1997; Labelle et al, 2008; Annane et al, 2003; Brun-Buisson et al, 1995). It is uncertain whether infection occurred from the patient’s previous abdominal surgery or otherwise. Black and Hawks (2005) gives an excellent pathophysiology of septic shock. The invading pathogen releases endotoxin s which generates a myriad of reactions in the body. One is the activation of kinins, specifically bradykinin, which is the main responsible for the hypovolemic state in septic shock since it causes vasodilation, decreasing blood pressure and venous return. When the offending microorganism is destroyed, tumor

Dual Agency and Ethics Conflicts in Correctional Practice Essay

Dual Agency and Ethics Conflicts in Correctional Practice - Essay Example An overlap in the normative framework of offender rehabilitation and punishment develops a unique collection of ethical dilemmas for the practicing persons (Cervantes and Hanson, 2013). The roles of corrections professionals in prisons have changed to reflect a prevailing ideology within the correctional administration which is taken to deemphasize on treatment while emphasizing on custodial concerns and security. Consequently, these professionals experience unique professional and ethical conflicts, dilemmas. Among these conflicts are integrity, inmate custody, security, objectivity, honesty, documentation and decision making. As a manager I developed a six-step policy that controlled the identified dilemmas among others to provide guidelines and address the possible conflicts for the practitioners under my supervision. This was aimed to eliminate vague standards and possible misinformation by the practitioners. The approach below solves the dilemmas and improves the service deliver y to incarcerated individuals (Wilson, 2010). The six identified steps were, identify, analyze, report, discuss, action, follow-up. Under the identification step, the practitioners are entitled to point out the challenges that will build the chances of a conflict within themselves, peers, or with their clients, inmates. There are situation where interests may collide within cases handled by different practitioners in a correction facility, they are supposed to document it in detail to avoid delay in service delivery or injustices that may compromise integrity. The situation is analyzed to check whether it can be solved at this level before escalating it to the next level in management. If it is not possible to clear it here, it is moved to the next phase within the policy, reporting, where it is tabled to the management. From here, the involved corrections professionals delve into the matter in an attempt to eliminate the issue in dilemma. When a consensus is reached,

Marketing Assignment Example | Topics and Well Written Essays - 750 words

Marketing - Assignment Example The market share of iPad is also high because Apple is a pioneer in the technology. Though other companies such as Samsung have launched similar prototypes, these companies do not have the first mover advantage. Thus the most relevant strategy for iPad given its position is a good amount of promotion. Apple should invest in promoting this product to improve on the sales of the product. Find 2 examples of mission statements. Do you think these statements reflect the companies? Mission Statement of Coca Cola: To refresh the world; to inspire moments of optimism and happiness; and to create value and make a difference (Coca-Cola). This statement reflects the new image of Coca-Cola that has been developed through the most recent campaign. TV advertisements promoting the product show happy people being refreshed. This mission statement portrays the company as an organization brining optimism and warmth for its customers. It however, misses one big element and that is taste. Mission Statem ent of Facebook:   ‘Facebook’s mission is to give people the power to share and make the world more open and connected’ (Facebook). This mission statement reflects a company centered on the people and how to improve on their sharing experience. Facebook’s mission shows that the company values its users and is build around improving their experience. It talks about connectedness and openness and thus works for the company like this. 2:Peapod, the nation’s leading internet grocer, understanding growing demographic and social cultural macro environmental trends,  allows non-traditional households, such as single working parent households to order more than 8,000 grocery items online and have them delivered to home. Can you think of an example of how beverage marketers might alter an existing product or service, or create something new to satisfy the unique needs of the non-traditional single working parent households? One way in which beverage mark eters may alter existing products is by offering smaller packs for non-traditional single working parents. Such parents are not interested in buying economy packs since most of the product is wasted as they do not have large families to consume the product. Also within single working parent households, there is a greater need for getting food ready quickly. The beverage industry needs to focus on providing quick solutions such as easy to make coffee or 5 minute coffee. The single parent household is also willing to offer more price for premium products as they can afford product because they do not have to cater to a large family. Here beverage industries can offer new varieties and flavors to such households. When we purchase products or services we go through a decision process: Step 1 – Need recognition; Step 2 – Information search; Step 3 - Evaluation of alternatives: Step 4 - Purchase Decision; Step 5 Post-purchase Behavior.  Identify a recent purchase made by y ou and describe what role the product’s marketer played, if any, in getting you through the process.  Comment on the effectiveness of the marketer in someone else’s discussion post vs. your product’s marketer. Recently I brought a new android phone by HTC. Before making the purchase, I went online and searched for android phones with good reviews. I also kept my price range in mind. The marketer in this case helped me to a limited extent. He provided the platform where I would be able to easily gather information. The marketer by

Dual Agency and Ethics Conflicts in Correctional Practice Essay

Dual Agency and Ethics Conflicts in Correctional Practice - Essay Example An overlap in the normative framework of offender rehabilitation and punishment develops a unique collection of ethical dilemmas for the practicing persons (Cervantes and Hanson, 2013). The roles of corrections professionals in prisons have changed to reflect a prevailing ideology within the correctional administration which is taken to deemphasize on treatment while emphasizing on custodial concerns and security. Consequently, these professionals experience unique professional and ethical conflicts, dilemmas. Among these conflicts are integrity, inmate custody, security, objectivity, honesty, documentation and decision making. As a manager I developed a six-step policy that controlled the identified dilemmas among others to provide guidelines and address the possible conflicts for the practitioners under my supervision. This was aimed to eliminate vague standards and possible misinformation by the practitioners. The approach below solves the dilemmas and improves the service deliver y to incarcerated individuals (Wilson, 2010). The six identified steps were, identify, analyze, report, discuss, action, follow-up. Under the identification step, the practitioners are entitled to point out the challenges that will build the chances of a conflict within themselves, peers, or with their clients, inmates. There are situation where interests may collide within cases handled by different practitioners in a correction facility, they are supposed to document it in detail to avoid delay in service delivery or injustices that may compromise integrity. The situation is analyzed to check whether it can be solved at this level before escalating it to the next level in management. If it is not possible to clear it here, it is moved to the next phase within the policy, reporting, where it is tabled to the management. From here, the involved corrections professionals delve into the matter in an attempt to eliminate the issue in dilemma. When a consensus is reached,

State v. Wong (1994), 95 Ohio App. 3d 39 Case Study

State v. Wong (1994), 95 Ohio App. 3d 39 - Case Study Example erdict, on the account of insanity, but these possibilities were quickly eradicated, after two psychologists declined to testify that she might not have been sane on the day of the felony, The Appellant had sent a letter to her husband, threatening him, which illustrated the lack of sanity from the Appellant. The drugs and alcohol influence she was under in combination with the medication she had consumed could have also altered her reasoning and the claim by her daughter that she was â€Å"unwell† during the 911 call is an indication of the possibility that she was not sane while committing the felony. Dr. Jackson asserted that the appellant suffered from a paranoid delusional disorder and could have been under the disorder’s influence during the committing of the crime. The ignored these claims, returning the guilty verdict on all counts back into place. The court ended up sentencing her to fifteen to forty years in a state penitentiary, 12 years for each count of felony done, one year on every count of vandalism and did not sentence her on the gun specification count. These sentences were to run concurrently. The lack of consent of the letter, throughout the trial was unfair and unjust on Wong’s case, but the verdict passed was a bit considerate to that passed by the lower courts. Lack of consideration of the doctors insights was also vaguely

The Home Depot, Inc. Essay Example for Free

The Home Depot, Inc. Essay The Home Depot sells a wide assortment of building materials and home-improvement and lawn and garden products, and they provide a number of services such as design and installation. The stores serve three different types of customers: (1) Do-It-Yourself(D-I-Y) customer, (2) Do-It-For-Me (D-I-F-M) customer and (3) the professional customer, such as home improvement contractors, building maintenance professionals, interior designers, and other professionals. The Home Depot has expanded its business by acquisitions in the same and other markets. Legally, the company consists of a set of companies: Home Depot, EXPO Design Center, Home Depot Floor Store, Home Depot Landscape Supply, Home Depot Supply, Home Depot Mexico, and Home Depot Canada. In December 2000 Bob Nardelli was appointed to be CEO of the Home Depot. The founders were hoping that with the new CEO the company could continue to grow. However he succeeded in doing so, there were also some negative changes within the company. Among the negative changes, since the appointment of Nardelli, was the change of the corporate culture. The orange-blooded culture made room for a culture of fear. The orange-blooded cultureemphasized individuality, informality, nonconformity, growth, and pride. The new culture under the management of CEO Nardelli emphasized on building a disciplined manager corps, one predisposed to following orders, operating in high-pressure environments, and executing with high standards. This resulted in a decrease in moral among the employees and thus a lower customer service index. Other negative changes were the Human Resource management, the Agency Problem and the store location. The work staff changed from 90% full-time employees to only 68% and employee turnover was extremely high. Nardelli’s new format at the annual shareholder’s meeting was strongly criticized as well as the drop in the stock price tied with the change in his earnings metrics. The many new stores that were opened sometimes cannibalized sales of other stores owned by the Home Depot. In this report we will create a thorough internal analysis by looking at the strengths and weaknesses of the Home Depot and with this information we will create an IFAS Table. IFAS Table We as a team discussed our findings in the case on the Home Depot and listed the strengths and weaknesses. Furthermore, we made an IFAS Table to measure its performance. We do this through weighting, rating and scoring each factor. The last column states a description of why this is a strength or weakness. Internal Factors| Weight| Rating| Score| Description| Strengths| | | | | Price amp; Supply| 0,25| 5| 1,25| Low price, no middle man cost, great sale results| Acquisitions| 0,15| 5| 0,75| Improve supply chain| CSR| 0,10| 4| 0,40| Environmentally aware and contribute to society| | | | | | Weaknesses| | | | | Agency Problem| 0,10| 2| 0,20| Changed earning metrics, new format meeting| Corporate Culture| 0,20| 2| 0,40| Orange-blooded culture turned into culture of fear| HRM| 0,10| 3| 0,30| Less full-time employees less experience employee turnover much too high| Store location| 0,10| 3| 0,30| Too suburban, 3 stores in 1 market area, cannibalization| | | | | | Total| 1,00| | 3,60| | As we can conclude from the table the company scores reasonably well with a total score of 3,60. This score is above company average standard, which is between 1 and 5 meaning 3. Even though, the Home Depot has some weaknesses and some negative changes have occurred since 2000, the company is performing reasonably well. Throughout the entire case we can see this in the high financial returns and the goals that are met. Weakness Agency Problem Earning Metrics Nardelli had changed the metrics of his compensation from according to the change in stock price to being based on the sales results. As we all know, a corporation’s prime goal is to maximize shareholders’ equity not sales, even profits. Nardelli was hired to work in the interests of the shareholders and should get compensations based on how well the share price went. After the change in the metrics, what did Nardelli work for? Who knows? The construction companies that built new Home Depot stores maybe. Under the new metric of earning, any manager could simply borrow money from the banks and build new stores and make acquisitions to enlarge sales volume which would not be necessarily good for the long-term growth of the company because getting bigger so rapidly leads to not only increasing revenue but also increasing costs in management and control, less centralization, more uncertainty, cannibalization, more complicated organizational structure that could cause problems in internal control and management and other negative effects of being big. However, under the new metrics, Nardelli didn’t have to think about those effects at all. That being so, who is still surprised about Home Depot’s sales performance going so well resulting in its stock price going down? Corporate Governance In such a big company like The Home Depot, there is usually a committee formed by independent directors to decide how much the CEO should be paid and more importantly how to calculate his bonus. Having 9 independent directors of 11 directors in the board, Home Depot didn’t have such a committee, or had one but didn’t take its responsibilities. More ridiculously, the CEO could decide how he was paid in this own wishes. At the annual shareholder’s meeting on May 2006, it happened so many strange things including Nardelli being the only director present, the time limit that each shareholder proposal was allow to be spoken and Nardelli’s refusal of answering questions. These were all evidences of poor corporate governance that made Nardelli able to work on his own interests much more than the interests of shareholders. Those non-management directors seemed not doing anything and receiving quite a good amount of compensation. Some even had been criticized being not independent enough. Corporate Culture The old culture and the new one were like two extremes. The old culture made employees working happily but too relax, which means not enough focus. The new military culture was even worse, making employees working with fear and hence declining their morale of working, eventually resulting in customer satisfactory going down. Lowe’s at the same time had grown a culture being demanding but low-profile, collaborative and collegial, which made their customers and employee very comfortable. Home Depot could have lost a number of customers to Lowe’s for this reason. Poor morale resulting from the new culture would also lead to more errors and mistakes in working hours. Like a former Home Depot stated which we agree, â€Å"Nardelli’s effort to measure customer service, instead of inspiring it, was to blame. † Store Location From 2000 and 2005, Home Depot opened more than 900 stores. During the fiscal 2005, the company opened 140 new Home Depot stores, including four relocations in the United States. Most of the U. S. Store opened in existing markets as the managements clustering strategy. However, the new store locations cased some problems. The management intentionally cannibalized sales of existing stores by opening two other stores in a single market area. According to management, approximately 20% of its stores were cannibalized by new stores in 2005. The older stores were being gradually replaced with new ones to add room for new merchandise, to increase selling space, and more parking areas. Since the company opened so many new stores, the store layout, appearance, and store productivity remains weak. Moreover, the new stores were located in suburban areas populated by members of the Home Depot target market. In a certain sense, the company will lose some potential customers, due to the location of the stores. Human Resource Management Human Resource Management could also be a weakness for Home Depot. The companys career development was formally addressed during semiannual performance reviews, with goals and development plans mutually set by employees and managers. Vacancy lists were prepared at the regional level and distributed to the stores. However, under Nardellis tenure, the employees were evaluated on the basis of four performance metrics: financial, operational, customer, and people skills. The employee population varied among stores, depending on size, sales volume, and the season of the year. Full-time employees had filled about 90% of the positions, but in 2005 filled only 68% of the positions. The decrease of full-employee employees lead to an increase of the employee turnover. In the first year of new stores operations, turnover could run 60% to 70% which was extremely high. The major causes of turnover were too many part-time employees who terminated for poor performance, and tradespeople who considered Home Depot an interim position, and students who returned to school. Recommendations Agency Problem For a big company that is included in Dow Jones Index such as The Home Depot, a well functioned compensation committee must not be missed in the system of corporate governance. We strongly recommend Home Depot organizing a compensation committee composed of independent directors that does its job seriously. As all the independent directors seemed not doing anything useful and some of them even had independence issues, we suggest shareholders propose a shareholders’ meeting and fire some of the independent shareholders that are possibly not sufficiently independent to the top management. The compensation included too much straight pays, too little for each meeting attended. We suggest the straight compensation dropping to $100,000 annually for each of the non-management directors, $50,000 cash and $50,000 stock units, and increasing payments for attending meetings to $5,000 for board meetings and $4,000 for committee meetings. If the above changes don’t work any reasons we could not foresee by now and the stock price of the company continues bearish, we suggest the shareholders fire Mr. Nardelli and change a CEO who has a record of working for the shareholders’ interests seriously. Corporate Culture Since the old also had obvious drawbacks, we would not recommend the culture going back to where it used to be. It would also be impossible since Nardelli had been such a military fan. Military culture does have its merits, building discipline and leading people working in good order. The suggestion here would be to hire more people that are military fans, either from schools, the society or from those retired soldiers. Moreover, solving such a number of retired soldiers’ employment, this would result in a good relationship with the government or even some government grants. The salary of the employees could be slightly higher than those who work in Lowe’s and other competitors. Although managing internally in a military way, it is not suggested to show a military atmosphere to customers because few people like to shop in an army. We cannot assure this would work because we don’t any examples of doing so in such a big firm. However, if it works, the outcomes could be surprisingly good, better customer service, a cool place to work at and good relationship with the government which is valuable in every country. Another piece of advice as an alternative is to combine the discipline of the military culture with the individuality, informality, nonconformity, growth, and pride that were emphasized in the old culture. Store Location Since Home Depot opened a large number of new stores, the store layout, appearance, and store productivity remains weak. The company should focus on the improvement of the store productivity by positioning well-trained employees and store managers into the new stores. Furthermore, the stores were placed in suburban areas which is not that convenient for a group of customers. We recommend the company to improve the online shopping service. Human Resource Management Since the employees changed from 90% full-time employees to only 68% and the employee turnover was extremely high. The high employee turnover hurts a companys bottom line. It will costs upwards of twice an employees salary to find and train a replacement, and it will damage morale among remaining employees. The company should embarked on decreasing turnover and increasing retention. We could recommend the following steps: * Hire the right people and concentrated on effective caress development. The company should have an ongoing career development program which is a continuing cycle. Always hiring the people that really fit wit the organization- the companys value, culture, goals, etc. Moreover, skill training program is also important, training is a necessary part that will ensuring employee loyalty and retention. * Level the percent of full-time and part-time employees. The company should hire less part-time employees to decrease the turnover. Part-time employees often leave if offered full-time employment by another company, and possibly creating turnover problem. However, full-time employees are more likely to develop company loyalty and improve the performance of the corporation. Conclusion After analyzing the case, we can see that The Home Depot, Inc. was a company with high net sales and extremely well ranking among the world. After Bob Nardelli appoint to be the CEO of the Home Depot, he has brought the company keep going well, even with some negative changes, as corporation culture modified and the change of human resource management. We believe that it is very necessary to reform the problems of the management. Especially about decrease the governance power of Bob Nardelli and organize a board of independent directors. Meanwhile, change the structure of employees is also should on the company’s plan list. However, the defects don’t outweigh the merits. We clearly see that the company remains a lot of strengths. Strong brand awareness and conscientious social responsibility help Home Depot to keep its good reputation; meanwhile, wise international strategy and low price make the company to maintain good revenue. We are not doubt the Home Depot will keep maintain its current strengths and with a bright future, but with these necessary changes will definitely make the company better.

Industrial Relation System In Japan Management Essay

Industrial Relation System In Japan Management Essay Industrial Relations usually refer to relationships between labour and capital that grow out of employment. There are two parties in the employment relationship-labour and management. Both parties need to work in a spirit of cooperation, adjustment, and accommodation. In their own mutual interest certain rules for co-existence are framed and adhered to. Opinions about IR in Japan are extremely diversified. The main concern regarding IR appears to be whether Japan can maintain the vitality and flexibility to cope with the changes in the industrial structure and technology in a stagnant world economy. The lack of opposition and dispute between labour and management may be the most important feature for summarizing labour-management relations in modern Japan when making international comparisons. The study highlights IR in Japan and pointing out lesson that Bangladesh and Sri Lanka can take. The research is based on desk study. Moreover, the recommendation would be helpful to the practi tioners, researchers, planners, policy makers and academicians, who are involved in the concerned area. Keywords: Industrial Relations (IR); Employment; Capital and Labour JEL Classification: M1, M1, M54 Introduction The relationship between employer and employee or trade unions is called Industrial Relation (IR). Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity. Human Resources Management (HRM) is mainly concerned with the human relation in industry because the main theme of HRM is to get the work done by the human power and it fails in its objectives if good industrial relation is maintained. In other words good Industrial Relation means industrial peace which is necessary for better and higher productions. IR may be understood in both inter and intra terms-that is between employers and employees, between employees and employees and also between employers and employers. Such diverse relations are the outcome of modern industrial production, entailing an enormous body of collective work and involving the corporate labour of a huge number of people in an enterprise. Of all these relations, however the one between employers and employees is of paramount importance under the system of capitalist relations of production. Some authors define the term industrial relations also as either the full range of rule governing the work place (Dunlop, 1958), or a study of the institutions for job regulations (Allen,1975) or even the maintenance of stability and regularity in industry(Richard,1981) IR is also concerned with determination of wages and conditions of employment. IR and human relations are distinctly two indispensable factors in industry, one depending on the other we can have good industrial relations in an industry, but bad human relations in the same establishment and vice versa. Good industrial relations provide the necessary background for human relations. In any undertaking, good relations between the management and workers depend upon the degree of mutual confidence, which can be established. This, in turn, depends upon the recognition by the employees of the goodwill and integrity of the management in the day-to-day handling of questions, which are of mutual concern. The first requisite for the development of good industrial relations is a good labour policy. The aim of such a policy should be to secure the best possible co-operation of the employees. Every employee should have the opportunity to contribute not only his services, but also his suggestions and ideas towards the common effort. The basic needs of an industrial worker are freedom from fear, security of employment and freedom from want. Adequate food, better health, clothing and housing are human requirements. The human heart harbors secret pride and invariably responds to courtesy and kindness just as it revolts to tyranny and fear. An environment, where he is contented with his job, assured of a bright future, and provided with his basic needs in life means an atmosphere of good IR. IR has several roles in the industrial development in any country; two fold objectives of good industrial relations are to preserve industrial peace and to secure industrial-operations. If we have to establish industrial peace, the workers must be assured of fair wages, good conditions of work, responsible working, holidays and minimum facilities of life. The objectives of good industrial relations should be development and progress of industry, through democratic methods, stability, total well-being and happiness of the workers, and industrial peace. Hence, industrial peace is the fruit of good industrial relations. The following objectives have been considered. To understand the philosophy and concept of IR; To focus on present scenario of IR policy in Japan,Bangladesh and Sri Lanka; To suggest some possible solutions for developing and improving the IR to Bangladesh, Sri Lankan from Japanese perspectives. Material and Methods Given the nature of the present study, it was required to collect data from the secondary sources. The authors were always careful of the objectives of the study and collected data accordingly to achieve those objectives. Secondary data were collected from research studies, books, journals, newspapers and ongoing academic working papers. The collected data may be processed and analysed in order to make the present study useful to the practitioners, researchers, planners, policy makers and academicians of the concern area. Analyses and Findings The analyses of findings have been discussed under the following sub-heads. Industrial Relations IR plays a critical role in establishing and maintaining industrial democracy (Monappa, 1995). IR indicates the status of the relationship between the employers and employees in general. Better relationship is always designed which, however, rarely remains in a satisfactory stage and in a static position because of various internal and external factors. The concept of IR has a wide meaning. The expression IR by itself means relationship that emerges out of day-to-day working and association of labour and management. But when taken in its wider sense it includes the relationship between an employee and employer in the course of running of an industry and may project itself to spheres which may transgress to the areas of quality control, marketing, price fixation and disposition of profits among others (Johri,1969). IR, thus, when taken in its wider meaning, is a set of financial interdependence including historical, economic, social, psychological, demographic, technological, occupati onal and legal variables (Singh, 1968). Industrial Relations in Bangladesh Democracy in the larger society is a prime and essential condition for the development of industrial relations. In Bangladesh, the extent of democracy is very poor. It is surprising to note that after independence, the frequent changes in government and emergence of military rule during 1975-1979 and 1982-1990 hampered the democratic environment for industrial relations in general and trade unionism in particular. Since independence, every government has been found to participate in the trade union activities directly through the formation of labour front. Due to government interventions, the industrial peace and productivity were affected a number of times. For example Awami League government maintained close contact with the workers through Jatiya Sramik League (JSL) the Bangladesh National Party (BNP) government did so through Bangladesh Jatiyatabadi Sramik Dal (BJSD), and Ershad government did the same through Jatiya Sramik Party (JSP). The level of industrialization in Bangladesh is very poor. The level of employment is very poor too. Here the supply of labour is always much higher than that of the demand for labour. So the labour cost is low. Out of a total civilian labour force of 70 million about 2 millions are unemployed. Here the industrial workers are not at all class conscious. Due to very poor literacy level, workers of Bangladesh are completely in the dark about their rights and obligations. The labour force participation rate in trade unionism is only 12%. Due to improper physical fitness and lack of sufficient skill the productivity of our workers is very low. As a result, they cannot contribute towards the higher level of profitability to the employers, thereby causing their level of wages to remain low. Till now the Government of Bangladesh could not ensure a satisfactory level of minimum wage for the workers (Khan Taher, 2009). Multiplicity of trade unions is one of the great weaknesses of labour politics in Bangladesh. As a result of weak strength, trade unions in Bangladesh is facing a number of problems like increasing political influence, inter and intra-union rivalries, unhealthy competition in collective bargaining agent (CBA) election, employers, tendency to avoid CBA process and develop opportunities among the trade union leaders etc. The opportunistic nature of trade union leadership has been responsible for poor labour movements. Most of the time, the trade union leaders acted as agents of employers and of the political governments. Industrial Relations in Sri Lanka IR in Sri Lanka has arrived at the cross roads which makes an interesting study for the Human Researches Specialist. The Sri Lankas shifting from a centrally planned economy to a market economy in 1977. Since 1977, the socio-economic changes were greatly influenced by the radical changes in the external environment, globalization, information technology (IT) revolution and changing consumer needs. These changes in the socio-economic system of the country have resulted in contradictions and conflicts in the sphere of IR. With the emergence of the market economy and resultant competition, the achieving of the desired economic growth was the challenge for the government.   At micro level, business corporations fought for their survival in a competitive environment. This situation has provided a new challenge to partners involved in IR. Historically, the state has played a key role in managing IR in Sri Lanka. The state intervention has more in the nature of labour legislation and in the area of dispute settlement. Since early 20th century, these laws have been enacted to protect the less privileged partner i.e. Labour/Employee. Hence the labour laws in Sri Lanka have a bias towards the employee and this rigidity has adversely affected the progress of business. For example, the Termination of Employment Act 1971 prohibits the termination of employment except in case of disciplinary matters without the permission of the Commissioner General of Labour. Even though plethora of labour laws protects the employees, it has been a hindrance to the business activity. The business community has made several appeals to the Government to effect appropriate such changes in labour laws to meet the current environment. Such changes in the form of entrepreneurial labour laws are urgently required not only to meet the needs of the S ri Lankan economy, but also to facilitate the working population. Being a developing country, it is natural that the state needs to protect certain less privileged class of the society from the economic transformation. In addition, in a democratic country, the working class is a source of strength to political parties. In this context, the present Peoples Alliance Government formulated the Workers Charter to safeguard the rights and privileges of the working people. The salient features of the Charter: (a) The commitment to the principles of the Declaration of Philadelphia and the labour standards adopted by the International Labour Organizations (ILO); (b) Recognition of trade Unions; (c) Encouragement of Collective bargaining; (d) Strengthening of existing laws to protect employees interest; (e) Defining casual, temporary and others forms of non permanent employment and; (f) Bringing forth a code of industrial harmony. Employers strongly felt that their views have not been duly considered and it was not the opportune item to bring forward this piece of legislation. The employers argued that the requirement was not for a workers Charter, but for an Employment Charter. Even though six years have lapsed, the government has still to bring in legislation for this purpose except an amendment to the Industrial Disputes Act providing recognition to trade unions and prevention unfair labour practices. The reluctance on the part of the government to provide legal enforcement to the workers Charter indicates that the government despite, an election pledge, has realized that such labour laws should not be allowed to restrain the development of a free market economy. De Silva stated that Labour law always presents the perennial problem of balancing the interests of capital and labour and at the same time protecting public interest. Again, more than any other branch of the law, labour laws reflects governments o r societys moral tone and attitude towards social issues. The Employers Federation of Ceylon (EFC) was established in 1930 as a counter measure to deal with trade unions under this manner employer to be united and disciplined to managing labour issues; and more importantly, the need for building up a mutual understanding between employers and workers. EFC has taken 50 years or more to reach the 200 mark in membership. However, since 1980, during the period of 20 years, the membership grew to over 500. The reasons for this growth besides the free market policies introduced in 1977, was the direct result of the need for industrial relations service. The lack of expertise within the workplaces to handle industrial relations prompted the employers to seek support and assistance of EFC. It is also significant to note that since 1980, the EFC has made a fundamental change in their approach. It shifted from their emphasis of providing legal services to assist the employers in adopting better Human Resources Management (HRM) practices in managing p eople at their workplaces. At the micro level, the relationship between the employees and the trade unions has been adversarial. The history of numerous conflicts between the employers and employees during the colonial rule and the post-independence era has greatly contributed to the development of this situation. Amongst other reasons: (a) Being unaware of the significance of trade unions in national and organizational context; (b) Lack of understanding in modern management techniques, (c) negative approach of Trade Unions; (d) Lack of professional management in HR; (e) Concealed hostility of the employers based on bounded rationality. Nevertheless, the experience have made employers realize that such antagonistic approach would lead to unsatisfactory relationship, loss of work hours resulting in from industrial disputes thus affecting the productivity. With the emergence of market economy, this would adversely affect the ability of the enterprise to be competitive. In this context, many employers have begun to adopt an approach of understanding towards trade unions and also making concerted efforts to establish cordial relationship with the workforce by adopting sound HR practices. From the inception of the trade union movement in 1930s, trade unions have adopted an antagonistic approach towards management. This may be due to Sri Lankan trade unions becoming appendages of Marxist/Leninist political parties espousing a class struggle and having a history of agitation against colonialism/establishment. Despite the rapid disappearance of Marxism/Leninism globally, some trade unions continue this class struggle approach without understanding the changes in socio-economic environment. Trade unions have been comfortable in adopting this adversarial attitude and make every endeavour to keep their membership away from the management. Another significant characteristic of the trade union movement is the politicization in which major trade unions are linked to major political parties. The political parties continue to treat unions as source of power. It has been observed that on certain occasions, the behaviour of trade unions has been motivated by political objectives r ather than the interest of the working class. This along with multiplicity of trade unions have had an adverse impact on the unity and strength of trade unions. However, since 1977, this situation has been subjected to gradual change. (1) The competition in the marketplace has prompted the trade unions to review their approach. The antagonistic approach would affect the business, which could result in loss in employment. (2) New generation of workers are more concerned about their welfare and personal interest rather than espousing political ideologies. This is amply demonstrated from the fact that the number of trade Unions have decreased from 1636 in 1977 to 1428 in 1996 and the membership has been static at 1.6 million of 7 million of working population. The ratification of ILO Convention 144 on Tripartite Consolation by the Sri Lankan Government signifies the acceptance of the need to consult the employer and employer organizations by the government in regard to matters of mutual interest. The significance of this event is that the acceptance of the principle that the government should consult the other two social partners at national level make sit morally obligatory for the employers to consult the trade unions at organizational level. The structures of tripartism have existed in diverse forms, but there has been little effort to co-ordinate and harmonize the interest and work of the social partners or to provide them with the role of active participation at national level such as: (a) Minimum wages fixed for 40 trades by Wages Boards set up by the Labour Ministry under the Wages Boards Ordinance, are tripartite in character. These boards permit a consultative approach to the fixing of terms and conditions; (b) A National Advisory Council was set up in 1989, with the objective of having a permanent consultative mechanism within the Ministry of Labour. The objectives of the council were broadly to consult worker and employer interests on policy matters and implementation of proposed changes in Labour law; (c) Employees councils were made obligatory by the Employees Council Act No. 32 of 1979, in public corporations and government owned undertakings, to encourage participation of employees in the affairs of these org anizations; (c) In the Free Trade Zones (FTZ) administrated by the Board of Investment (BOI), companies are expected to set up Joint Employees Councils as a condition of licensing. Tripartism cannot be strengthened or placed on a stronger base by passing legislation. If the desired results are to be achieved, the implementation of the laws must be monitored and enforced to some extent. Persuasion and educating the workers as well as employers on advantages of consultation and dialogue at all levels are considered desirable than enforcement of laws. It is imperative that the attitude of officials should change. They should be facilitators rather than regulators in promoting good industrial relations. It has been observed that at national level, there seem to be a tendency for some unions to affiliate and also employers interested in working together to deal with problems on a common front. It also appears that more and more bipartism is exhibited at work place which is a good sign of collaboration by social partners. EFC in 1989 suggested to ILO a strategy to build up a tripartite consultative process to be the joint responsibility of the EFC and the Trade Union s. The first phase was a join body on Safety and Health. This industrial Safety and Health Association (ISHA) brought the parties together in a spirit of co operation on Safety and Health. This led to a seething up of another mechanism called Labour Management Consultative Committee (LMCC). The collective bargaining/agreement is a mechanism under the provisions of the Industrial Disputes Act to resolve disputes and to maintain industrial peace. The government has ratified ILO Convention 87 on Freedom of Association and 97 on Collective Bargaining. One of the key reasons for the employees to organize themselves was for the purpose of collective bargaining, and the EFC has been instrumental in encouraging this process in the private sector and responsible for the many collective agreements signed to date. Even though this is a mechanism that could be used to the benefit of both parties, due to numerous reasons the use of this process in a greater extent has been restricted. Firstly, the employers have found that apart from industrial peace, Unions in general do not wish to offer in return, other benefits such as productivity, rationalization of work arrangements. Industrial Relations in Japan The central features of the Japanese industrial relations system include workplace focused enterprises unions, lifetime employment systems, broad based training and seniority based wages. Another outcome of the Japanese institutions such as the Keiretsu system and the system of production organization (subcontracting and quality-focused, team based work) is the simultaneous achievement of stability in labour market terms and considerable functional flexibility in work place level industrial relations through the development of internal labour markets. The Japanese follow permanent employment system, consensus decision making and patriotic leadership. The Japanese respect the senior and senior behaves just like a guardian not like a boss. Management treats all as team members whether executives or workers. They emphasize on continuous customer focus improvement in quality and total involvement. There is disagreement on the date of institution of the Japanese industrial relations system. Taira (1970 as cited in Khan Taher, 2009) suggested that the lifetime employment practice developed in the late 1800s in the silk industry where employers, forced to compete for scarce labour, instituted lifetime employment to create stable employment conditions. The key practices were encouraged by the government, which institutionalized several of them during the inter-war period in its Factories Act of 1938. Enterprise unionism emerged post war based on the structure of the firms (the large employers who accounted for a significant share of employment). Jacopy (1993) and Gordon (1985) (as cited in Khan Taher, 2009) also suggested that precursors to the current system could be seen in the company unions of the 1920s, with institutional occurring during the interwar period. Cusumano(1985) argues that it was the early labour-management crises in the post-war period, coupled with the revolution in production management that account for the creation of the more advanced aspects of the internal labour market in Japanese industry. Okayama (1986) also credited the industrial strife of the 1950s as the most important variable in the development of the Japanese Industrial Relations system, a view also held by Kenney and Florida (1994) and Takahashi (1997) who argued, The main stimulus (for lifetime employment) was the experience of large-scale conflict between labour and capital in the early post-war years, partly in response to many workers being made redundant as the war industries shut down. Employers sought a way to end or reduce this conflict, not a social or political norm impervious to pressures of economic change. (as cited in Khan Taher,2009). There were several changes in the Japanese system over the 1970s and 1980s. Notably, there was erosion in the seniority based wages concept, as wages began to be tied increasingly to skills acquisition and productivity, while employers had started the practice of mid career hires in white collar and technical occupations. The practice of Shukko- transferring employees to other parts of the Keirestu during downturns-had gained in prominence over the last two decades. Recent Changes in Industrial Relations of Japan In the 1990s, there has been acceleration in the change already underway, as well as changes in other practices that constitute the core of the Japanese (IR) system. This has been due in large part to the effect of the recession of the 1990s, as Berggeren, argues, which has been the deepest one since the 2nd World war. Thus, in the 1990s, there has been a significant questioning of the lifetime employment concept, with severe declines in job security on an unprecedented scale, changes in hiring practices from schools and universities, a dramatic increase in outsourcing strategies, the introduction of limited term employment contracts for some occupations, increased wage flexibility, and some degree of union restructuring, along with evidence of breaking up of some Keiretsus. By themselves, any one of these changes might suggest a gradual adaption to new economic circumstances, but all of these happenings together in the 1990s suggest the critical importance of the 1990s recession in forcing employers to question the existing practices and act to change them. These changes came as a movement towards transformation of the industrial relations system given that the evidence suggests changes in most aspects of employment relations in Japan, such as job security, hiring, corporate governance, wages and wage flexibility and the role of seniority, as well as union structure, and would seemingly consist of a significant eroding of the three pillars and a move towards and a move towards a more individual based system such as in the United States (Brown, Nakata, Reich and Ulman,1997). There is also some evidence that the Keiretsu system is breaking down after the crisis, possibly as a result of firms capital requirements, and thus one major source of the stickness seems to be weakening ( as cited in Khan Taher,2009). Lessons for Bangladesh and Sri Lanka from Japanese Perspectives Proper industrial relations imply harmonious and peaceful relations between labour and management. In such a situation both labour and management realise their mutual obligations toward each other and resort to actions that promote harmony and understanding. For making a fruitful comparison in the characteristics of industrial relations in between Japan, Bangladesh and Sri Lanka, we need to make a systematic analysis. The main lessons for Bangladesh and Sri Lanka may be summarized as follows: The level of organizational commitment among the workers and employees should be increased; Human Resources should be treated as organizations assets rather than a money making machine; Management of conflict and employee grievances should be handled effectively which ultimately would lead to innovation and productivity improvement of a concerned organization; During selection and promotion of candidates (employees) a human resource manager should follow a standard method and all candidates can get equal treatment without bias; The activities of industrial relations in Bangladesh and Sri Lanka should be free from the influence of party politics; Organizational polices and strategies should be formulated and also implement through general consensus between the workers/employees and the employers. Policy Implications Although the present study was confined to IR in Japan: Lessons for Bangladesh and Sri Lanka, it may be appropriate to state briefly the policy implications for the study. In this context, the following policy actions may be considered worthwhile. Proper Demographic Environment It is essential that in order to ensure effective IR, a proper democratic environment in the greater society is essential. In the absence of democratic environment the employers may try to exploit the workers and even the workers may try to adopt unfair means, thereby disturbing industrial harmony. Efficient management Efficient management, capable of performing its duties professionally and thereby satisfying both the parties- the employers and the employees-is indispensable. Sprit of Collective Bargaining The relationship between an employee and the employer will be congenial only when the differences between them are settled through mutual negotiation and consultation rather than through the intervention of any third party. Existence of Strong and well organized trade unions Industrial relations will be sound only when the bargaining power of the workers unions is equal to that of management. A strong trade union can protect the workers interest relating to wages, benefits, job security, etc. Existence of sound and organised employers unions These associations are helpful for the promotion and maintenance of uniform Human Resource (HR) policies among various organizations and to protect the interests of weak employers Concluding Remarks In fine, it can be said as to industrial relations in Bangladesh and Sri Lanka that despite a much smaller number of work stoppages in recent years the industrial relations have been far from being sound. There were attitudinal problems of mistrust, multiplicity of unions, political affiliation of unions on deep ideological grounds, employers reluctance to part with information, their undermining the importance of unions and by passing laws, unions not representing the interest of the workers but of the political parties and overwhelming emphasis on third party settlement which has not proved too effective. The recommendation would be helpful to the practitioners, researchers, planners, policy makers and academicians, who are involved in the concerned area Text and References Allen, F., Industrial Relations: What is wrong with the System, London: Faber, 1975, p.10 Cole, G.D.H.,.An Introduction to Trade Unionism, London: George Allen and unwin Ltd,1955 Cunnison, J., Labour Organization, London: Pitman and Sons, 1930, p.13. Dunlop,J.T.,Industrial Relation System, New York: Henry Holt and Company, 1958, p.5. Johri, C.K.., Normative Aspects of IR: Issues Indian Labour Policy (Ed.), New Delhi: Shri Ram Centre of India, 1969 Khan A.A Taher, M.A., Human Resources Management and Industrial Relations, (3rd ed), 2009, pp.18-45. Monappa, A., Industrial Relations, New Delhi: Tata McGraw-Hill Publishing Company Limited, 1955, p.9. Richard, H.(1981). Industrial Relations: A Marxist Introduction, London: Macmillan Press Ltd, 1981, p.11. Singh, V.B., Climate for Industrial Relations, A Study of Kanpur Cotton Mills, Bombay: Allied Publishers, 1968, p.1. Webb, S Beatice., A History of Trade Unionism Longman: London, 1910,p.13.

Active Euthanasia is Murder Essay -- Euthanasia, Argumentative Essay

  Ã‚  Ã‚   "Euthanasia is not about the right to die. It's about the right to kill."-International Anti-Euthanasia Task Force  Ã‚  Ã‚   It seems impossible for me to claim I am anti-euthanasia or pro-euthanasia because there are two ways of participating in the process...active or passive.   After researching the topic, I have concluded that I cannot support active euthanasia because it seems to follow the same principle as homicide...one person killing another. I do not believe it is anyone's right to decide when, or how, a person's life should end. On the other hand, I cannot say I am totally against suicide or passive euthanasia. Although I do not condone suicide, I respect a person's right to decide between his personal life and death.   As far as passive euthanasia is concerned, I view it as part of suicide and think it is a concept that has been around for years but has gone unrecognized until recently.   Therefore, if I were to make a declaration of my view of euthan asia, it would simply be, "I am against active euthanasia...I am for passive euthanasia."    To understand why I feel such opposition on one topic, one must understand the proper definitions of "active" and "passive" euthanasia.   According to the International Anti-Euthanasia Task Force, assisted suicide, or passive euthanasia, involves "a non-suicidal person knowingly and intentionally providing the means or acts in some way to help a suicidal person kill himself or herself." On the other hand, active euthanasia occurs when "one person does something that directly kills another." To give an example, Dr. Kevorkian has conducted passive euthanasia on patients by supplying his patients with the means (lethal injections) to end their lives.   But, in 1999, Dr. Kevorkian pa... ... 13 December 2000.   http://www.death-dying.com/survey.html "The Rule of Double Effect." U.S. House Judiciary Committee.   24 June 1999.   5 December 2000.   http://www.house.gov/judiciary/hunt0624.htm   Rumbelow, Helen.   "Final agonies of the 'easy' death."   The Times.  Ã‚   Times Newspaper Limited.   24 February 2000.   29 August 2000.   http://www.the-times.co.uk/news/pages/tim/2000/02/24/timnwsnws01040.html Sobsey, Dick. "A Background Paper Prepared for the Premier's Council on The Status of Persons with Disabilities." 5 December 2000.   http://www.thalimide.ca/gwolbring/eau_def.html   "When Death is Sought." Task Force of Life and the Law.   5 December 2000.   http://www.health.state.ny.us/nysdoh/consumer/patient/preface.htm    Teachers Comments: The effort merits and A. Please see my notes in the essay concerning your   format citation problems.