The Benefits of Ethnographic Research

The Benefits of Ethnographic Research To become acquainted with your subject, one must be inundated with the subject so as to increase significant data in regards to the traditions, culture, and frameworks of life from another culture other than your own. Drenching oneself can be a monotonous task that lays ahead. In any case, on the off chance that you are cautious and accomplished with respect to the investigation of ethnography, at that point this job needing to be done ought not be as dreary as one may might suspect. Ethnography is the investigation of different societies with clear and basic principles to draw in communication among non-Western social orders. We will initially depict the investigation of ethnography in this paper to shape the premise of what ethnography truly is rather than what the examination could be. The investigation of ethnography has had three significant changes in the arrangement of ethnography which will likewise be a concentration in this conversation in this paper with the goal that we can more readily comprehend and utilize the investigation of ethnography as anthropologists. There are likenesses and contrasts between the three changes which will inspected to completely accumulate the significance of the changes. We will likewise survey a case of a genuine ethnographic examination to give the conversation proof that the ethnographic investigation has clear principles and rules to depict different societies. To add to our conversation, we will take an assessment of ethnography whereby we will take a gander at the advantages and disadvantages of utilizing this strategy for request. The motivation behind this paper is to audit the significance of learning the investigation of ethnography to do the most ideal approach to consider different societies other than our own which incorporates the member perception technique. The following segment will characterize what ethnography is, the means by which anthropologists use ethnography, and cautiously talk about why anthropologists use ethnography when examining different societies. The Study of Ethnography? We regularly underestimate the significance of finding out about different societies and people groups who live outside our networks, nonetheless, if there are endeavors to find out about others, we can start to comprehend the significance of similitudes among human civic establishments and social orders. There is an investigation that reviews the significance of different societies just as during the procedure we find out about ourselves. We originate from a position of lavishness, where the cutting edge world permits us Westerners to have everything available to us; along these lines we should be mindful when we find out about different societies particularly from places with non-Western methods of getting things done. There are anyway sure structures and rules that are utilized for this reason explicitly. These rules are created by anthropologists who utilize these rules to consider different people groups societies in non-Western countries. Anthropologists verified that the examination called ethnography would be the reason for contemplating different societies than their own. Ethnography is the methodical investigation of different societies by utilization of perception, cooperation perception, and what I will coin the term, interest perception consideration. Ethnography is basically used to assemble in a logical way the proof to show that how and why gatherings of individuals decided to live as they do. Ethnography is all the more critically utilized in purposes to play out a coherent and spread out content to control all ethnographic work. A few models were given in our course book by Schultz. Ethnography is basically the type of perception, whereby the anthropologist watches the activities, ceremonies, and customs of a general public. Three Changes in Ethnography We have now inspected and characterized what ethnography is and why we utilize such a strategy for request when contemplating different societies that may contrast inconceivably from our own specific manners. Early establishing anthropologists utilized explicitly perception to examine societies around the globe which established the framework for finding out about human culture, which lead to the primary change in ethnography. The primary change included not being solely objective, rather they got mindful of their predispositions. These early anthropologists realized that there were types of emotional ness in their works delivered and distributed; in this way, halfway discolored. This first change additionally included not having the option to be totally undetectable. The subjects knew about the anthropologist considering them from a remote place (Schultz:2005). The subsequent change originate from the main change where the subjects were concentrated as above yet the anthropologists additionally included support of the subject. They were presently mindful of the advantages of posing inquiries so as to contrast with the really activities of the subjects. At the point when we ask the members, we are incorporating the subjects with the examination which is more advanced than simply gaining from a separation. Anthropologists utilizing this strategy for request turned out to be increasingly vulnerable to more data that helped them comprehend the likenesses and contrasts of different societies among ourselves. Ultimately, the third significant change in ethnography was the utilization of numerous destinations for areas of social event data. Numerous anthropologists were unconscious of the different destinations of areas that members took part in that this data of various locales may have been assembled when anthropologists asked members inquiries of day by day living. We have assessed the three changes in ethnography and we can infer that there are noteworthy changes that prompted the cutting edge ethnography that is as yet being idealized at this very moment. Similitudes and Differences of the Three Changes in Ethnography There are a few likenesses and contrasts among the progressions of ethnography. The similitudes are they all require the investigation of the subjects, they all despite everything accumulate proof to help their contentions, and the last comparability is that they all attempt their best to consider the most ideal way imaginable. The distinctions were softly contacted above yet to get further in conversation, we can see the distinctions as methods of improving.â One significant contrast is that the main change and the subsequent change came out of deluding society about other cultures.â The implications happened because of the biased practices from the result of the anthropologists.â Another distinction is that the third change turned out to be more comprehensive than the different past two changes in ethnography. The two similitudes and contrasts are imperative to blueprint to give a basic review of the subject of ethnography and its progressions to improve the strategy for request. Effects of the Three Changes There were effects of the three changes in the investigation of ethnography, which incorporate having a progressively stable strategy for request, increasingly expound nitty gritty portrayals of the social orders they contemplated, and there is greater affectability towards subjects.â The technique for request, member perception, was improved with the three changes by methods of including members themselves.â This permits the specialist/anthropologists to completely overwhelm their selves into the general public they are considering. Past anthropologists who laid the foundation for humanities were Malinowski and Varandeh (Classnotes:2010).â They both created ethnographical hands on work to all the more likely investigation the way of life they were intrigued in.â One significant effect was the prologue to Reflexivity.â When an anthropologist is reflexive, they are progressively mindful of their suspicions and position they are working and forcing on (Classnotes:2010).â An Example of Ethnography that ought to have used the Three Changes The anthropologist, Jean Briggs, considered the Utkuhikhalingmiut (Utku, for short) in northern Canada in endeavors to assemble ethnographic examination (Schultz; 2005). She was drafted into the network anyway there was a misconception that kept her from continuing with her ethnographic study.â The Utku couldn't completely speak with the anthropologist and along these lines got baffled with the anthropologists activities and misunderstandings.â In short the anthropologist had a troublesome time in social occasion significant data that she wound up looking for help from a nearby Utku who could assist her with the correspondence process.â The anthropologist required something other than the investigation of ethnography; Schultz recommends that there ought to be more work this way (2005).â The Utku is an incredible case of how the anthropologist ought to have used the three changes in ethnography, which are member perception and various sites.â The case of the ethnographic exa mination above was given in this article to give a point by point clarification of how ethnography can even now require improvements.â The utilization of affectability is basic to comprehend others paying little heed to various societies or races.â The utilization of affectability permits analysts to comprehend that we are individuals with sentiments, reactions, and contemplations that the anthropologist would act dubious if there were no human impacts of doing such research. For instance, Briggs, the anthropologist examined above, was not touchy to the way that these individuals of the north communicate in a local language that could never have similar implications in English. Â So there ought to have been a type of consciousness of this before going out and doing hands on work in ethnographic strategies for inquiry.â Soon there will be taught local individuals performing ethnographical examinations who go into their own networks communicating in their own dialects that will make the ethnographic exploration more viable.â These three changes have greatly affected ethnography. Basic Evaluation of Ethnography We have discovered that there are three significant changes in the manner anthropologists direct ethnographic exploration and that there must be a comprehension from all territories of the examination range. Ethnography is the investigation of different societies and there were huge changes in the manner anthropologists perform perceptions of the other cultures.â These progressions profited generally the general public the anthropologists were concentrating yet the anthropologists additionally increased an altered type of get-together information.â The effects are impor

DEATH Essay Example | Topics and Well Written Essays - 500 words

Passing - Essay Example He does this as a signal of recognition, to ideally shield his sibling from concentrating on the negative parts of him being endlessly, and rather recollect the affectionate occasions both of them had partaken in the vehicle. At the point when Henry at last leaves, the vehicle is by all accounts the main encouraging similarity for Lyman, of the occasions they had spent together. The pictures of a sound, upbeat Henry are typified in the soul of the red convertible, and these extraordinary recollections are what keep Lyman from straying into distress. A portion of the unwinding and substance contemplations Lyman evokes are ones where they had no particular of goal, throughout the late spring when there were going in the vehicle. â€Å"We took off driving each of the one summer,† and the story proceeds to show how glad and settled the two of them were, discovering spots in regions where they felt â€Å"so comfortable†, Henry is delineated as feeling sufficiently quiet to fall, â€Å"asleep with his arms tossed wide† (Erdrich 2002). Lyman keeps on getting a handle on onto these visual recollections he raises, fully expecting those equivalent affections for when his sibling will at last re turn. The vehicle itself is the thing that represents the bond among them, even with a huge span of partition isolating them. At last, Henry gets back in the story yet it’s clear he has changed; things are simply not the equivalent. â€Å"Henry in light of the fact that calm and restless† (814). Frequently he disconnected himself and despite the fact that he was there, his psyche appeared to be elsewhere. It showed up war and the white keeps an eye on culture had negatively affected him and every one of that was there for him was offensiveness. This is clear in the story when, one night they all assemble around the supper table and heretofore, Henry has bit down into his lip so hard from disappointment that he sits with blood spilling down his jaw, speculating how seriously he needed to be finished with American ways, in his brain and in his life (817). This is agent

Blog Archive B-School Chart of the Week Why Do You Want an MBA

Blog Archive B-School Chart of the Week Why Do You Want an MBA Although quantifying a school’s profile certainly does not tell you everything, it can sometimes be helpful in simplifying the many differences between the various MBA programs. Each week, we bring you a chart to help you decide which of the schools’ strengths speak to you. We recently surveyed a number of visitors to our site to get a feel for the concerns, plans, and mind-sets of this season’s MBA applicants. Now the results are in, and for those who are curious about their fellow applicants’ views on business school, we will be sharing some of the collected data in our B-School Chart of the Week blog series. A common question business school candidates encounter both in their personal lives and as part of the application process is essentially “Why do you want (or need) an MBA?” So we naturally included this query in our informal survey of site visitors earlier this year. The majority of respondentsâ€"43.6%â€"said they planned to attend business school to change their career path. This seemed generally in line with what we saw last season, when we asked candidates whether they planned to change careers or return to their already established profession. The results for that question were split evenly, with each option accounting for 50% of the responses. To “improve business skills” was the second most common response, with 38.5% stating this intention. A much smaller proportion of respondents, 10.2%, cited the desire to expand their professional networks as their main reason for getting an MBA, and although conversations about business school often turn to the topic of salary, only 5.2% of those in our survey pinpointed “make more money” as their primary motivator. Similarly, just 2.6% indicated that they were pursuing the degree to advance in their current profession. Share ThisTweet B-School Charts

Angkor Wat, Cambodia

The temple complex at Angkor Wat, just outside of Siem Reap, Cambodia, is world famous for its intricate lotus blossom towers, its enigmatic smiling Buddha images and lovely dancing girls (apsaras), and its geometrically perfect moats and reservoirs. An architectural jewel, Angkor Wat itself is the largest religious structure in the world. It is the crowning achievement of the classical Khmer Empire, which once ruled most of Southeast Asia. The Khmer culture and the empire alike were built around a single critical resource: water. Lotus Temple on a Pond: The connection with water is immediately apparent at Angkor today. Angkor Wat (meaning Capital Temple) and the larger Angkor Thom (Capital City) are both surrounded by perfectly square moats. Two five-mile-long rectangular reservoirs glitter nearby, the West Baray and the East Baray. Within the immediate neighborhood, there are also three other major barays and numerous small ones. Some twenty miles to the south of Siem Reap, a seemingly inexhaustible supply of freshwater stretches across 16,000 square kilometers of Cambodia. This is the Tonle Sap, Southeast Asias largest freshwater lake. It may seem odd that a civilization built on the edge of Southeast Asias great lake should need to rely on a complicated irrigation system, but the lake is extremely seasonal. During the monsoon season, the vast amount of water pouring through the watershed causes the Mekong River to actually back up behind its delta, and begin to flow backward. The water flows out over the 16,000 square kilometer lake-bed, remaining for about 4 months. However, once the dry season returns, the lake shrinks down to 2,700 square kilometers, leaving the Angkor Wat area high and dry. The other problem with Tonle Sap, from an Angkorian point of view, is that it is at a lower elevation than the ancient city. Kings and engineers knew better than to site their wonderful buildings too close to the erratic lake/river, but they did not have the technology to make water run uphill. Engineering Marvel: In order to provide a year-round supply of water for irrigating rice crops, the engineers of the Khmer Empire connected a region the size of modern-day New York City with an elaborate system of reservoirs, canals, and dams. Rather than using the water of Tonle Sap, the reservoirs collect monsoon rainwater and store it for the dry months. NASA photographs reveal the traces of these ancient waterworks, hidden at ground level by the thick tropical rainforest. A steady water supply allowed for three or even four plantings of the notoriously thirsty rice crop per year and also left enough water for ritual use. According to Hindu mythology, which the Khmer people absorbed from Indian traders, the gods live on the five-peaked Mount Meru, surrounded by an ocean. To replicate this geography, the Khmer king Suryavarman II designed a five-towered temple surrounded by an enormous moat. Construction on his lovely design began in 1140; the temple later came to be known as Angkor Wat. In keeping with the aquatic nature of the site, each of Angkor Wats five towers is shaped like an unopened lotus blossom. The temple at Tah Prohm alone was served by more than 12,000 courtiers, priests, dancing girls and engineers at its height - to say nothing of the empires great armies, or the legions of farmers who fed all the others. Throughout its history, the Khmer Empire was constantly at battle with the Chams (from southern Vietnam) as well as different Thai peoples. Greater Angkor probably encompassed between 600,000 and 1 million inhabitants - at a time when London had perhaps 30,000 people. All of these soldiers, bureaucrats, and citizens relied upon rice and fish - thus, they relied upon the waterworks. Collapse: The very system that allowed the Khmer to support such a large population may have been their undoing, however. Recent archaeological work shows that as early as the 13th century, the water system was coming under severe strain. A flood evidently destroyed part of the earthworks at West Baray in the mid-1200s; rather than repairing the breach, the Angkorian engineers apparently removed the stone rubble and used it in other projects, idling that section of the irrigation system. A century later, during the early phase of what is known as the Little Ice Age in Europe, Asias monsoons became very unpredictable. According to the rings of long-lived po mu cypress trees, Angkor suffered from two decades-long drought cycles, from 1362 to 1392, and 1415 to 1440. Angkor had already lost control of much of its empire by this time. The extreme drought crippled what remained of the once-glorious Khmer Empire, leaving it vulnerable to repeated attacks and sackings by the Thais. By 1431, the Khmer people had abandoned the urban center at Angkor. Power shifted south, to the area around the present-day capital at Phnom Pehn. Some scholars suggest that the capital was moved to better take advantage of coastal trading opportunities. Perhaps the upkeep on Angkors waterworks was simply too burdensome. In any case, monks continued to worship at the temple of Angkor Wat itself, but the rest of the 100 temples and other buildings of the Angkor complex were abandoned. Gradually, the sites were reclaimed by the forest. Although the Khmer people knew that these marvelous ruins stood there, amidst the jungle trees, the outside world did not know about the temples of Angkor until French explorers began to write about the place in the mid-nineteenth century. Over the past 150 years, scholars and scientists from Cambodia and around the world have worked to restore the Khmer buildings and unravel the mysteries of the Khmer Empire. Their work has revealed that Angkor Wat truly is like a lotus blossom - floating atop a watery realm. Photo Collections from Angkor: Various visitors have recorded Angkor Wat and surrounding sites over the past century. Here are some historic photos of the region. Margaret Hays photos from 1955. National Geographic/Robert Clarks photos from 2009. Â   Sources Angkor and the Khmer Empire, John Audric. (London: Robert Hale, 1972). Angkor and the Khmer Civilization, Michael D. Coe. (New York: Thames and Hudson, 2003). The Civilization of Angkor, Charles Higham. (Berkeley: University of California Press, 2004). Angkor: Why an Ancient Civilization Collapsed, Richard Stone. National Geographic, July 2009, pp. 26-55.

The Poverty Rate Of Texas Children - 1277 Words

â€Å"The fact that our poverty rate is increasing is something that I think is very alarming to those of us who care very much about the health and welfare of children and see the investment in children as really the future of Texas,† said Beth Quill, executive director of Children’s Defense Fund Texas. This goes to show basically a full quarter of Texas children are poor based on these statistics. Poverty is very important because these children are the future of this world. Children who are born into poverty are more likely to live in poverty and less likely to have consistent employments as adults. To prevent this from happening there are 3 solutions that I have done extensive research on to make this happen. Therefore these solutions consist of raising the minimum wage, expanding Medicaid and reforming the way the criminal justice system works. Based on the statistics of Poverty on Texas, I concluded that the poverty rate of Texas children is 7.5% points higher tha n the poverty rate of the total Texas population. At the age of less than 18 years old, 25% of the children in Texas are dealing with poverty. The poverty rate for Texas is 17.5% which is a huge number when it comes to this situation. There are many different causes of poverty in Texas. These include droughts and flooding’s, natural disasters, social inequality and even having to do with the government by having to afford primary healthcare, food, education, housing and essential goods. Health is a hugeShow MoreRelatedCalifornia And Texas Welfare Programs906 Words   |  4 Pagesand Texas Welfare Programs Poverty and unemployment are two national issues. Every counties are trying to solve them because these problems can lead to some serious problems later such as criminal problems, health problems, or economic problems in countries. There are 50 states in the United State, and government of every states have welfare systems under control of the federal government for helping poor people and unemployed people pay for their living costs including medical cost, children careRead MoreChild Rearing Practices By Margaretha Schurz1656 Words   |  7 Pagescharity for the working women who could not stay home to raise their children, privately run Frobelian kindergartens became more commonplace (O’Conner, 1995). Today kindergarten, with the unified starting age of five, has become the common standard in the United States; but once again an educational gap has occurred in children prior to age five (Baker Institute, 2010). Furthermore, the educational gap among children of poverty, p rior to starting preschool is more alarming and has prompted governmentRead MoreWhy Not Everything Is Better998 Words   |  4 PagesWhy Not everything is better in Texas Throughout the years Texas has been proclaimed as a strong and developed state that could rank amongst the top countries of the modern world. Individuals from Texas praise the state as the best state in the nation in every matter the states might be comparable. This belief is just an illusion; Texas might indeed rank high on some important aspects of a state, but ranks low on most other significant matters. Texas has policies with low taxing, low spendingRead MoreWhy Texass Education And Health Care System Will Improve Our State1392 Words   |  6 Pagesdifferent, right? Texas has been a conservative state for far too long and obviously it’s not a hundred percent the right answer. What can we do? We can start by pushing for a better educational and government system. Yes, this will raise our taxes, but, wouldn’t you pay more for better in quality of service. It is hard for people to succeed in a conservative state because the government is worried about politics and the states state budget. In this paper, we will look at why Texas needs to reformRead MoreThe United States : A City Of Great Wealth And The Great Poverty894 Words   |  4 PagesBackground Within the United States, in 2014 we had 1 out of 7 children born into poverty (C., 2016). That is an outstanding amount of children starting life out with a disadvantage. Statistics show that the U.S. has higher poverty rates than other developed countries (O., 2014). When a child is born into poverty, they are faced with many challenges that people are not very cognizant of. Children living in poverty usually have trouble accessing proper healthcare, education, and nutrition. These simpleRead MoreThe Teenage Epidemic Of Texas756 Words   |  4 PagesThe ongoing teenage epidemic afflicting Texas is comprised of two separate yet interconnected movements: a 20-year period of high rates of pregnancy involving teenagers, and a more recent surge in limiting reproductive health care access through state legislative actions over the past 5 years. Texas has the third highest number of unplanned pregnancies in the United States. Most of these unintended pregnancies are greatly concentrated among unmarried teenagers from low socioeconomic areas. In 2014Read MoreWhat Is The Total Population In The City Of Murphy, Texas?1628 Words   |  7 Pagesestimated total population in the â€Å"City of Murphy, Texas as of July1, 2016 was 20,482† (Bureau, U.C., 2017), compared to the â€Å"total population of Texas, which was 27,862,596 in the year 2016† (Bureau, U.C., 2017.) and the â€Å"United States population as of today, October 3, 2017 of 326,102, 454† (Bureau, U.C., 2017). There was data for The State of Texas on the United Census Bureau’s website, for July 1, 2016, but there was not a comparison for Murphy, Texas so the last comparison was April 1, 2010. As ofRead MoreInternet Research Assignment : High Teen Pregnancy Rate908 Words   |  4 PagesThe first article came from the Dallas Observer and is titled, â€Å"Here’s How to Fix Texas’ Sky-High Teen Pregnancy Rate† (http://www.dallasobserver.com/news/heres-how-to-fix-texas-sky-high-teen-pregnancy-rate-7626551). The author of the article, Eric Nicholson, is extremely critical of Texas’ sexual education program and voices his criticism with heavy use of sarcasm. This September 28, 2015 article was prompted by Texas’ recent decision to provide low-income teenagers with access to free birth controlRead MorePoverty Is A Social Problem957 Words   |  4 PagesStates is the wealthiest nation in the world, but yet poverty remains prevalent. Childhood poverty affects every aspect of their life. â€Å"Poverty is not having income for basic needs, food, medical care or basic needs and housing† (Crosson-Tower, 2014, p. 59). Poverty is affecting thousands of Americans every day, and it isn t sparing anyone of a particular race, age or gender, leaving people on welfare, and without homes, or transportation. Poverty is a crisis that deserves attention from everyone,Read MoreMigrant Youth : The United States847 Words   |  4 Pagescountries in search of the American Dream. This dream entails the belief that their lives can be improved because of the various amounts of opportunities in United States. Due to this, thousands of migrant youth move from Central and South America to Texas in search for a better life. By crossing the Rio Grande border, the migrant youth are escaping the corruption and violence in their native country. Although the migrant youth are in search of a better life in America, the United States has a policy

Public Health Information Of A Ceo Or Top Executive

I do not believe that as a shareholder I am entitled to receive private health information of a CEO or other top executives of the company in the extent that they are seriously ill. I believe this because of HIPAA laws. Any employee of a company no matter how high up the ladder they are everyone is covered by this law. This law states that it covers individuals past, present, or future physical or mental health or condition, the provision of health care to the individual, and the past, present, or future payment for the provision of health care to the individual. So by law the CEO and other top executives have the option to disclose their health issue or not just like any other person or employee has this right whether or not to disclose private health information. If a CEO or top executive is seriously ill, it is an issue between them and their family not shareholders as they need to figure out a plan for recovery. It is the same way, if the CEO or top executive is going through a d ivorce that is a personal family matter that does not involve the shareholders. If it is keeping them from participating in their daily duties in the company then that is when they need to talk to their boss, but not the shareholders as there will be way too many opinions, public talk/rumors, not what they need to be focused on. Therefore, I believe when dealing with a difficult family matter such as a divorce, a CEO should discuss the matter with other top executives to come up with the bestShow MoreRelatedSame Risks Of Private Vs Public972 Words   |  4 Pagesrisks in private versus public? Although subtle, differences do exist between publicly traded company and privately held companies. Public companies use the compensation plans as a tool to deliver the â€Å"right† amount of compensation such that it does not lead to unwanted scrutiny, whereas private companies wish to drive value creation. This difference reflects a distinction in the incentives and constraint of their governance structure. Indeed, the board of directors of public companies is composedRead MoreAn Evaluation Of A Structured Executive Compensation Package1612 Words   |  7 Pagesâ€Æ' Foreword The objective of a suitably structured executive compensation package is to engage, retain, and motivate CEOs and senior management. When it comes to attracting the best senior talent, having the right compensation strategy can make the difference between success and failure. Knowing what strategies work, and those that don’t, is a vital part of any senior recruitment strategy. The objective of this survey is to provide insights into the remuneration and benefits structure and compareRead MoreEvergreen Health And Health Access Team Essay1600 Words   |  7 PagesEvergreen Health has dedicated its time to healthcare quality, safety, and cost-efficiency while maintaining a healthy and productive community. Evergreen Health has a significant influence on patients, to be treated respectfully through their mission and values. Evergreen Hospital values its patients with respectful treatment, privacy, and care—a. At the same time providing excellence in care and cost effici ency., This proved to be helpful because they were rated among the top 5% hospitals inRead MoreCompensation Of Ceos At Nonprofit Hospitals Essay1443 Words   |  6 PagesJoynt, K. E. (2014). Compensation of CEOs at nonprofit hospitals. JAMA Internal Medicine, 174(1), 61–67. f. Data collection procedures and instruments. The authors accessed 7 data sources: (1) publicly available Form 990 tax returns compiled by GuideStar for US hospitals filing as nonprofit entities in 2009; (2) the American Hospital Association annual survey; (3) rural-urban commuting area codes;Read MoreCareer Path Choice : Chief Executive Officer1564 Words   |  7 PagesCareer Path Choice: Chief Executive Officer There is a lot been spoken about C.E.O in the business world within the media releases and tabloids, and that is how many get to know this job as a prestigious status. The position that is credited for the laymen as a â€Å"win in the lottery† lifetime experience, is also â€Å"All fame and fortune† taboo. Those terms refer to the Chief Executive Officer, more known as C.E.O. Who are those prestigious managers, powerful businesspeople capable of fully managing smallRead MoreCorporate Governance Is A Main Point Attention Of An Organization1445 Words   |  6 Pagesillustrated that corporate governance is the way the company’s board of directors is organised and functions. Chairman The role of a chairman includes the following: - Attending board meetings - Liaising between the board and CEO - Providing independent information and counsel to CEO - Organizing board meetings - Prioritising and applying focus to key tasks - Ensuring board works as a team to reach a decision - Review the board s effectiveness The chairman helps to have an impact on how the boardRead MoreThe Leader Of The Field Of Healthcare1271 Words   |  6 Pagesfield of healthcare Rebecca Onie and Chief Executive Officer (CEO) of Health Lead is instrumental in creating a company which assist low-income patients in obtaining care for the main reason of him/her diseases and the best way to get assistance for low-income individuals. (Michaels, 2011). Rebecca Onie was recognized during her years as a medical student at Boston Medical Center; that individuals living in poverty have recurring illnesses due to him/her health issues. Which is triggered by inadequateRead MoreWatching A News Episode Related Health, Medicine, Nursing And Illness1683 Words   |  7 PagesWatch a news episode related to health, medicine, nursing and illness. Read the questions before you watch the program so that you will have the questions in mind while watching. Complete the assignment by answering each question in paragraph form. Answers need to be complete and comprehensive, demonstrating that you paid attention to the film and thought about what was shown on the screen. You may use more than one paragraph if necessary. Be sure that the topic sentence of your first paragraphRead MoreExecutive Officer Of Physician Practices807 Words   |  4 PagesCEO of Physician Practices There are many professions within the health sciences. The one that I have chosen to pursue is Chief Executive Officer of Physician Practices. In order to achieve this numerous skills, training, and degrees/certifications are needed. The training can be vast and can mean many years of school. Kaplan can eventually help get the degree and education required to obtain this goal. The Chief Executive Officer of Physician Practices has many job requirements. He essentiallyRead MoreWhy Csr? The Benefits Of Corporate Social Responsibility1654 Words   |  7 PagesQuestion #1: Forbes Magazine Entrepreneurs segment published an article â€Å"Why CSR? The Benefits Of Corporate Social Responsibility Will Move You To Act†. The author of the article Devin Thorpe, connected with several corporate executives representing small and large organizations from an array of different industries in efforts to establish if CSR does in fact benefit a corporation. Based off his discussions with these business professionals and experts, Devin concluded the following: Majority

Retaining Talent with Salary Packaging

Question: Discuss about the Retaining Talent with Salary Packaging. Answer: Introduction: In increasingly aggressive employment markets, drawing and preserving talent has been one of the chief apprehensions of organizations. This competition might have eased off in recent years in some countries due to the ongoing financial crisis, but other accessible labor markets remain stiff for some professions. Organizations these days do offer attractive salary packages to retain employees because of tough competition. Employee retention level varies throughout the different industry sectors where certain organizations suffer internally that amplifies key employees turnover (Bradler et al., 2016). Organizations need to be effective with its HRM policies where they continuously need to motivate them to bring the best out of the employees. Employees motivational needs might be different though, with some believing in monetary compensation and some in other factors. For retaining good employees, that generates value for organizations, it is important to recruit them at first place. This method must be given consideration to an organizations long-term value. The aptitude of achieving competitive improvement through people depends in greater part on the symphony of the workforce. This is the function of who is hired, ways they are developed, and factors leading to what is retained. The main purpose of this essay is to focus on the different recognition schemes of McDonalds and the ways it has implemented those to bring the best out of its employees. Salary is a major factor that can retain employees but job satisfaction plays its part too. Employees do want recognition for their hard labor and effort, something that motivates them from their inner self to give in the best shot. Recruiting and retention is the responsibility of a companys HR department where Right people at Right job is essential. This essay would be an argumentative one where descriptive analysis of various theories would be taken into account associating them with the HRM policies of the company. Every theorys application in the company is focused on and how McDonalds has been able to make the best use of it. Secondary source of data have been taken in to understand the companys various policies and schemes for its employees. Retention should always begin at the time of recruitment. Companies like McDonalds have been practicing good recruitment policies since years, ensuring a selection process that allows full assessment of interests and abilities of candidates along with values and aspirations (mcdonalds.com.au, 2017). McDonalds Australia is one of the largest and flourishing companies of the country, employing about 75000 people. McDonalds is empowered with a network of operational staff known as internal consultants whose job is to supervise and support its restaurants meeting the criteria. McDonalds is in the habit of recruiting young people who start their professional lives with the company and ascertain protocols that would remain with them forever. From an organizations perspective, nurturing talent and authorizing high potentials are important in making the organizations future safe. McDonalds restaurants have employee enthusiasm built in their DNA. The restaurants of McDonalds do operate as a separate profit unit; however, employees have shown immense interest in appealing themselves in the teamwork concept and teaming up to make certain their restaurant remains as successful as possible. Each month, employees of top 10% McDonalds restaurants receive bonus based on the scores of mystery shoppers. Adding to that are the restaurant managers qualified for a quarterly bonus identified based on three equally weighted measures: growth in sales, mystery shoppers and productivity. As per Wilder, Collier Barnes, (2014), the intact management team is being allied as a team that is to be motivated, rewarded for attaining those metrics. The whole team is confronted to deliver the best possible customer service, as no one knows when the mystery shoppers might hop in. According to Treuren Frankish, (2014), considers that keeping recognition schemes fresh and exciting is important in maximizing staff motivation. McDonald initiates new programs and reinvents the obtainable ones to make sure they persist to appeal to employees. One of the highest-profile instances in the last few years have been the fruition of McDonalds employee of the month system into its Olympic Champion Crew (OCC) proposal, for which it won Most motivational benefits at the Employee benefits Awards 2013. McDonalds organizational culture supports the positioning goals of the companys industry. McDonalds have been influential enough in attracting both customers and qualified employees. An organizational culture of a firm classifies habits, traditions and values affecting behavior of workers. The organizational culture of McDonalds persuades learning and continuous evolution of organization reproduces the effectiveness of the firm in affecting the culture of organization. The organizational culture of McDonalds is characterized through individual learning, organizational learning, diversity and people-centricity. The managers working in McDonalds have always believed that their career opportunities lie with McDonalds and that training that has been very useful in the organization for helping people perform better. McDonald shapes future leaders from their own systems. About 80 percent of restaurant managers were part of McDonalds restaurant crew and the company believes that it is important to bring employees through the ranks of an organization implying they have a strong indulgence of the business focus and purpose. McDonald has always believed that investing on people is always necessary as it provides with higher return on investment. McDonald identifies that better-run process, customer service of highest quality and product quality results from spending in people (ArunKumar, 2014). McDonalds organizational structure is an unique one with five key strategy points like products, people, price, place and promotion. McDonald invests around $40 million in its training process, mainly for people at the frontline crew. HRM and the organizational goals have been inter related and an important aspect of McDonalds Corporation. McDonalds Corporation has been one of the most famous food chains in the world and a significant part of life of people of all age groups. The American restaurant has been executing a range of techniques and strategies of human resource for providing the required encouragement to employees and teaching them the leadership abilities and methods. It has been observed McDonalds employees display quality leadership as company managers and professionals persuade and stimulate employees. The business managers of McDonalds apply certain theories like Situation Leadership Theory (SLT) and Path-Goal theory in their working style. Company managers are implementing Situational Leadership theory (SLT) in order to fulfill the necessary requirements of the organizational employees. Through SLTs implementation, company managers are able to initiate changes and bring in innovation in their recruiting and assortment process and do not force them in following the style of the managers, but implement their own style and work accordingly. This independence that employees get in McDonalds helps them in flourishing and performing better. The company holds on to the principle, The result is done by man. According to Allisey et al., (2014), the business environment theory, the employees willingness concludes largely, the ways managers execute under precise situations. The human resource managers determine the relationship that exists between environment and enthusiasm of employees, strengthening the leadership skills and self-esteem. The Path-Goal Theory has been developed in defining the ways leaders motivate and assist employees in achieving the objectives. McDonalds managers imply the Path-Goal theory in motivating their subordinates and HR executives. According to this theory, employees do follow the behavior of leaders as they recognize it a source of stimulation and job satisfaction. McDonalds Corporation has applied this theory for motivating its employees in order to execute well as it provides opportunities like promotion, paid holidays and incentive for enhancement of satisfaction in job and motivation (Rayton Yalabik, 2014). The pay and reward program of McDonalds pursues pay for performance philosophy. They believe in bettering the results, which in turn would better the pay opportunities. This program witnesses five categories, which are base pay, long-term incentives, short-term incentives, company car program and recognition program (Yousaf et al., 2014). These five types of pay and rewards lead employees to enjoy benefits and perform better. McDonalds Your Future Program boasts of sharing profit and savings plan, MCDirect shares and other financial planning services that takes care of existing and future financial needs of employees. Motivating employees is never easy with employees often getting bored with their present jobs. According to Mountford, (2013), employees might have different needs under different circumstances and it is hard to fulfill the needs of employees at a single time. McDonalds offers business functions of twenty-five different types for employees to look for opportunities in jobs like Communications, Environmental Affairs and Product development. The benefits, recognition and compensation programs have been premeditated to magnetize, employ and retain talented people, delivering strong performance and assisting the company in achieving business goals and objectives (Terera Ngirande, 2014). Four categories have been organized like Your pay and Rewards, Investing in Your future, helping balance your Work and Life and your health and Protection which takes into account most of the employee needs. McDonalds have accomplished Maslows second level need hierarchy theory. The companys recognition programs are designed in a way that identifies and rewards the strong performers. McDonalds also awards LTI stocks to qualified employees to generate an association between McDonalds business future performance and its rewards for those who are at present in fu ture might grow into a level that can persuade results in the long-term basis. However, individuals have different thoughts and needs that might not be applicable to others. For example, McDonalds might announce a 30% bonus on over-achievement of sales where employees might be assiduous and work harder to attain the target with some not putting in that extra yard to achieve that is on offer. They might be satisfied with what they get on normal basis. According to performance to outcome theory, McDonalds managers have a propensity to reward employees with a base pay along with an incentive pay. This practice in the company is known as Target incentive Plan (TIP) that is in the process of linking performance of employees with the business performance supporting the performance of individuals (De Gieter Hofmans, 2015). McDonalds focus has always been on expectancies regarding to performance. The aim has always been to motivate and increase the belief among employees that they are competent of performing well. McDonald has always been known for providing the best customer services. In order to attain that objective, the organization needs to offer training for all the employees. Generally the company offers five types of training which are shift management (manager trainees), system management (second assistant managers), restaurant management (first assistant managers), crew development (new hires), and business management (manager s of restaurant). Such training procedures have been beneficial for all the employees at all levels in improving themselves and learn things essential for their career progression. The expectancy theory appears idealistic as few individuals recognize high correlation degree between performance and rewards (Gursoy, Chi Karadag, 2013). All the employees have different thoughts and attitude towards their job role and some might not be that interested with goals of the organization. Moreover, this theorys application is limited in the sense that employees reward system is not directly correlated with performance in their organizations. The expectancy theory portrays that performance of employees increase at the time when the company increases its reward and recognition schemes. Monetary benefits takes due care of employees extrinsic motivation whereas, intrinsic motivation is all about other job related factors and facts associated with it (Oladapo, 2014). McDonalds success rate characteristics depend on three factors, which are consistency, innovation and resiliency. McDonalds has always believed in offering service, excellence and assessment to its customers for which they have shown immense loyalty. Customers walking into McDonalds restaurants know what they anticipate and rely on knowledge during time of decision-making. Innovation is a factor that has assisted McDonalds in its continuous growth (Al Ariss, Cascio Paauwe, 2014). McDonalds product offerings have been able to develop along with the changing tastes and preferences of customers. Innovations in menu have permitted the company to embrace product offerings. Lastly, McDonalds have been able to weather storms and in its path towards global leadership have come across several challenges and dealt them successfully. Equality is another factor that McDonalds has always believed in. It has never been the scenario where not all employees have been eligible for its reward and recognition problems. Both the company-owned restaurants and franchisees remain eligible for titles like Restaurant of the Quarter and Restaurant of the Year, earning them a day or night out, sponsored by employer. McDonalds motivation and recognition schemes included service awards, identifying employees service at an interval of five years, restaurant of the year, Ray Kroc Award for business managers, champion of the month, eventually feeding into employee of the year scheme and restaurant bonus schemes (McPhail et al., 2015). McDonald ensures that all the employees understand its core policy, Recognition of Performance. This policy needs to be recognized as a necessary configuration by every employee and the personnel management system that needs to be effective in encouraging their motivation (Tornikoski, Suutari Festing, 2014). Conducting fair and sufficient evaluations is a significant factor in achieving this. An issue that the company desires to face is arriving at estimation of results that are credible to the employees, which is crucial to its growth and expansion. For non-profit organizations, exposing its existence is an important step towards its effort of recruiting staffs and volunteers. Non-profit organizations rely on two basic avenues for publicizing the work and their staffing needs. Training is important for managements of successful non-profit organization but at times they fail to understand that their training should be in a way that covers all the members within the organization and not only the compensated employees. An organization of McDonalds stature invests around $40 million for its annual training program, which is not feasible for a non-profit organization. The company under discussion, Spastic Centre can invest only $16,500 in expenses on anything that includes an allowance related to meal entertainment. McDonald have the capability of recruiting candidates that are technically apt and can attract them with high salary packages in order to retain them for years and reap the benefit out of the. Likewise, non-profit firms d o compete in recruiting high quality candidates with their private counterparts. In the recent scenario, graduates have started showing interest in organizations having social purpose and accountability along with compensation based on their merit (Li et al., 2014). However, profitable and non-profitable organizations should be managed in the same way. Managing volunteers is parallel to that of paid staffs where their roles should be clearly specified, properly recruited, trained and oriented properly. Spastic Center needs to take into account of managing their approach towards employee benefits, compensation, and policies of personnel and records of employees. Non-profit organizations like Spastic needs to carry out these actions themselves as affording a full or part time help can be an issue. Successful non-profit organization managers have stated that the need of motivation among employees is even greater in non-profit organizations (Temminck, Mearns Fruhen, 2015). Even the paid staff of the organization needs accomplishment, service satisfaction, or else they would become hostile at certain point. Spastic Center leaders need to look out for ways through which they can display their paid staff, volunteers and their leadership the ways they can get involved in the company, making a difference. If one is not contributing, there is no need to work in a non-profit organization. It can be concluded that McDonalds do have recognition program that motivates employees to perform better as for the benefits that are associated with the same. Employees perform better when they are provided with a scenario where they can motivate themselves and others to give their best shot. McDonald has a training process dedicated to improve the skill level of employees and they invest huge money in those training facilities so that their employees attain that required standard desired for customer service. Only if customers are satisfied with the service and quality of McDonald will they come again to experience that at least one more time. Recognition works as a motivational factor not only for employees attaining the same but also others who can take a leaf out of their book and work accordingly. Non-profit organizations have limited financial capability through which it has to manage every activity of its. However, companies like Spastic too have realized that the only way t o retain employees is to attract them by offering good salary package. Other fringe benefits like meals, other entertainments and fitness related programs are also attached by non-profit organizations to attract and retain employees. Reference: Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Allisey, A. F., Noblet, A. J., Lamontagne, A. D., Houdmont, J. (2014). Testing a model of officer intentions to quit: the mediating effects of job stress and job satisfaction.Criminal Justice and Behavior,41(6), 751-771. ArunKumar, S. (2014). An Empirical Study: Relationship between Employee Motivation, Satisfaction and Organizational Commitment.International Journal of Management and Business Research,4(2), 81-93. Bradler, C., Dur, R., Neckermann, S., Non, A. (2016). Employee recognition and performance: A field experiment.Management Science,62(11), 3085-3099. De Gieter, S., Hofmans, J. (2015). How reward satisfaction affects employees turnover intentions and performance: an individual differences approach.Human Resource Management Journal,25(2), 200-216. Gursoy, D., Chi, C. G. Q., Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees.International Journal of Hospitality Management,32, 40-48. Li, N., Barrick, M. R., Zimmerman, R. D., Chiaburu, D. S. (2014). Retaining the productive employee: The role of personality.Academy of Management Annals,8(1), 347-395. McDonald's Australia. (2017).Mcdonalds.com.au. Retrieved 3 February 2017, from https://mcdonalds.com.au/ McPhail, R., Patiar, A., Herington, C., Creed, P., Davidson, M. (2015). Development and initial validation of a hospitality employees job satisfaction index: Evidence from Australia.International Journal of Contemporary Hospitality Management,27(8), 1814-1838. Mountford, H. (2013). I'll take care of you: the use of supportive work practices to retain older workers.Asia Pacific Journal of Human Resources,51(3), 272-291. Oladapo, V. (2014). The impact of talent management on retention.Journal of business studies quarterly,5(3), 19. Rayton, B. A., Yalabik, Z. Y. (2014). Work engagement, psychological contract breach and job satisfaction.The International Journal of Human Resource Management,25(17), 2382-2400. Temminck, E., Mearns, K., Fruhen, L. (2015). Motivating employees towards sustainable behaviour.Business Strategy and the Environment,24(6), 402-412. Terera, S. R., Ngirande, H. (2014). The impact of rewards on job satisfaction and employee retention.Mediterranean Journal of Social Sciences,5(1), 481. Tornikoski, C., Suutari, V., Festing, M. (2014). Compensation package of international assignees.The Routledge companion to international human resource management, 289-307. Treuren, G. J., Frankish, E. (2014). The impact of pay understanding on pay satisfaction and retention: Salary sacrifice understanding in the not-for-profit sector.Journal of Industrial Relations,56(1), 103-122. Wilder, K. M., Collier, J. E., Barnes, D. C. (2014). Tailoring to customers needs: Understanding how to promote an adaptive service experience with frontline employees.Journal of Service Research,17(4), 446-459. Yousaf, S., Latif, M., Aslam, S., Saddiqui, A. (2014). Impact of financial and non-financial rewards on employee motivation.Middle-East Journal of Scientific Research,21(10), 1776-1786.

Sociocultural Aspects Essays - Chitto Harjo, Muscogee People

Sociocultural Aspects At the beginning of this semester, I went into a classroom without the intentions of it having any impact of my life. What I did not know was that this course held not only a vision for the future but also answers to my past. Growing up, I was influenced by a society that was inhabited almost entirely by whites. For that reason only, I have been completely unaware of any bias or unfair treatment to minority and female students. Because of this upbringing, I found many incidences discussed in class quite unbelievable. However, my views on our society and the educational system have been broadened which leads me to believe that the teachers of the future now have the key to a fair, unbias education for each student that enters the school. I was also fortunate this semester to engage in mentoring a young African-American student named James. Although this assignment was geared toward working with a student from a different culture in order to examine the differences in our lives as well as our values, I think that it was very fortunate for not only my experience but also for the student's experience that we shared so many of the same hurdles growing up. The death of a sibling as well as the experience at multiple schools as ?the new student? are just a few of the ways in which James and I were quite similar. As many people know, dealing with issues like this can be quite hazardous to how a young child develops into a functioning adult. Because James and I are linked based on our past, we were able to share with each other more honestly than we have before. With that, we grew from one another's experiences and found the answers to our past with and through each other. As I said before, the course discussions and lectures that I experienced had a dynamic impact on my personal beliefs and values. Honestly, I hardly ever had an ounce of belief in the books we read and discussed or even the topics brought up for lecture. I would walk out of the classroom each day either upset at the way people in the class viewed the educational system or the way that they portrayed the minority students being treated. I realize now that I was stubborn to the fact that there are societies other than the one I grew up in tat have it far worse than I have ever seen or even imagined. The way that I took the lectures was as a classroom made almost entirely of minority students blaming all of the problems concerning the educational system on the upper middle class. Having grown up in an upper middle class household and neighborhood I felt defensive yet took it upon myself not to verbalize my thoughts, being very concerned that one might take my comment not as defense but a s a prejudice remark. During class discussion I was able to listen to how the other students reflected on racial injustices. When I first listened to what others had to say, I can remember thinking how lucky I was that I did not live as a minority in our society. I have never had to live day to day waking up scared of what might happen to me simply because of my skin color or the things my family takes pride in. However, simply because I was raised among people who were all the same as me and had the same beliefs does not mean that it was always a good thing. In fact, I see a lot of my up bringing completely different now. For example, I was always among people who did not have to watch what they said in effort to avoid offending someone. So, when a racial comment was said among my peers or even my family, I never thought twice about it. I also made comments of my own. I never had to worry about a minority being next to me or within hearing distance so I never considered the consequences of throwing aroun d racial comments. The class time I have spent with everyone has gotten me to realize that

Henry VIII Essays - Annulment, House Of Tudor, Free Essays

Henry VIII Essays - Annulment, House Of Tudor, Free Essays Henry VIII subject = History title = Henry VIII papers = On June 28, 1941 Henry the VIII of England was born. This young man will form his own church. He will succeed to the throne in 1509. He will also marry six women! Something good will happen when he is king, he will unite England and Wales and will also do some bad things like executing people who would not follow his rules. In 1539, the Act of Supremacy declared Henry to be the head of the Church of England. King Henry the VIII of England had a good side and a bad side. Though popular with the people of England and also very talented he had many bad times and many good times for himself. Henry was not only selfish but, also handsome and had a hearty personality, he was also a gifted scholar, linguist, composer, and a musician. He was talented at many sports and was also good with the ladies. Henry was the second son and the third child of his father. Henry the VIII died in 1509, the only reason Henry would become king is because of his brothers, Arthur, death in April of 1502. Soon after that, Henry would marry his first wife, his brother (Arthur's) widow, Catherine of Aragon. Many wifes would follow after her. During most of his early reign, Henry relied on Thomas Cardinal Wosley to do much of the political and religious activities. Henry soon got tired of his marriage with Catherine of Aragon, so he decides that he doesn't want to be married to her anymore, so he tells Thomas Wosley to talk to the pope so he can divorce Catherine. But, Cardinal Wosley wasn't able to convince the pope, so in 1529 Henry took Wosley's authority away from him. Henry then appointed Sir Thomas More. Henry then got that divorce through Thomas Cramner, that he wanted with Catherine of Aragon and then married Anne Boleyn. Cramner now the Arch Bishop of Canterbury, made Henry's marriage with Catherine void and his marriage with Anne valid. This made the Pope furious. So in 1534, King Henry had the parliament pass a law saying that the king, not the pope, would from now on be the supreme head of the Church of England. Since Henry was now in charge of the Church , he was going to make some changes. He had all the bibles translated into English. He then had all the people take an oath for this law. But Sir Thomas More and, then Cardinal, John Fisher wouldn't accept the religious supremacy of the English monarch, so they were then executed. These changes gradually led to the formation of the Church of England. In 1536, Henry accused his second wife, Anne Boleyn of adultery, so Henry then executed her. A few days after that, he married a young woman by the name of Jane Seymour. Jane Seymour, Henry's third wife, was the mother of Henry's only legitimate son, Jane Seymour died after bearing this certain child. Edward the VI was Henry's only legitimate son. A couple of years after Jane Seymour had died, Henry decided to marry once again. He married a german princess by the name of Anne of Cleaves. In 1540, Henry was told that Anne of Cleaves was a beautiful and pretty young woman. So then, when Henry finally saw her he thought she was really ugly. So he then divorced Anne of Cleaves and then beheaded Thomas Cromwell for having tricked him. Being unloyal to God as much as Henry possibly could, he made the decision to marry his fifth wife by the name of Catherine Howard. Catherine Howard was then summarily executed in 1542 for being unchaste prior to marriage with Henry the VIII and for committing adultery. Henry had only one more wife to go, in 1543 Henry married his sixth and final wife, Catherine Parr. Catherine then survived Henry and then lived on to marry fourth husband. In 1536, during Henry the VIII's reign, England and Wales were finally united as one country. During the 1280's, after Edward the I had conquered Wales, the Welsh people had revolted several times against the English people, due to Edward's conquer. But, the Welsh people finally accepted the idea of

Ethics in Justice, Law, and Social Control Research Paper

Ethics in Justice, Law, and Social Control - Research Paper Example The law therefore upholds true liberty. The law is meant to prevent a person from causing grave harm to themselves and others where there are no other means of doing so. These are called paternalism laws. This could be either economic physical or even psychological harm. Besides protecting people from harm, there is the moral perspective of the law. This means that something can be prohibited simply because it is wrong. Pollock gives the example of pornography which is prohibited by the law in America (Pollock, 2007). Research has shown that the viewing of pornographic materials does not cause any perceivable harm on the individual, nor does it cause an increase in sexually related crime. Pornography is thus prohibited simply because it is morally wrong. Laws may also be developed because they benefit others. For instance, forest conservation laws prohibit the cutting down of trees not because it would cause harm to the actor or to other but because conservation benefits everyone inc luding generations which are yet to be born. There are conflicts that may arise with the paternalistic laws where some systems give more weight to individual rights allowing people to do some actions, even though they may cause harm to themselves. ... The next time he sees the mayor driving carelessly and possibly being a threat to the safety of other road users. In this case, if the police officer stops the mayor and gives her another ticket, he would get in trouble with his boss. If he, however, ignores the mayor and in an unfortunate incidence the mayor causes an accident on the road, the police officer would be accountable for that accident since he would have failed in his duty of upholding the law. In this situation, the most ethical thing that the police should do would be to stop the mayor and kindly warn her for over-speeding and again give her a ticket. This is because letting her drive that dangerously not only puts her life in danger but also puts the lives of other road users at risk. Since the mayor knows that she has the support of the captain, she is more likely to continue breaking more traffic rules. Being in a position of power does not mean that one should break the laws that have been put in place to protect t he rights of everyone. Such an action would definitely put the police officer in an awkward position with the captain. Conversely, the captain is not his ultimate boss, and there are other senior people whom he reports to and who may not condone such behavior. In case the captain punishes the officer for upholding by the law, the officer should ensure that he keeps all evidences of this case in order to prove his innocence to the seniors. Although corruption has been seen to be a common occurrence especially in our large cities, stopping it requires that all actions be guided by the law (Pollock, 2007). Not all judges or senior officers are corrupt and any officer should focus on doing the right thing and protecting the people as is stated in their job

Pavarotti Fashions Brand Case Study Example | Topics and Well Written Essays - 1750 words

Pavarotti Fashions Brand - Case Study Example The paper "Pavarotti Fashions Brand" discovers case with the Brand of Pavarotti Fashions. In the first case, Amanda ordered a pair of jeans from Pavarotti’s mail order catalogue on the 5th of December. She received a notice on the 12th of December that the jeans are no longer available for the advertised price, but for the revised price of J300, introduced on the 8th of December. While Pavarotti offered a complete refund, Amanda refused the offer and insists that Pavarotti sell the merchandise for J250, as advertised. The relevant issue therefore is whether Amanda’s rights were violated as a result of Pavarotti’s refusal to sell her the merchandise based on the advertised price; and whether she can compel Pavarotti to sell her the merchandise based on the advertised price. In determining whether Amanda’s rights were violated, one must assess her rights as Pavarotti’s customer, in particular and as a consumer, in general. As Pavarotti’s custom er, Amanda’s rights depend on her contractual relationship with Pavarotti, such that a contract binding the two to specific performance must first exist. However, the courts may find that a contract does not exist. Looking unto Partridge v Crittendon , Pavarotti’s advertisements in the catalogue can be treated as an â€Å"invitation to treat† as opposed to an offer. By ordering, Amanda is simply making an offer. However, in introducing the revised price, Pavarotti makes a counter-offer, which is tantamount to a rejection of Amanda’s offer, ending the current negotiations.... While Carlill v. Carbolic Smoke Ball Co7 illustrates a contrary situation, where if applied to Amanda's case leads to a valid contract and existing obligations between the two parties8, this application is unlikely. Unlike in Carlill, Pavarotti, through the mail order catalogue did not illustrate a willingness to be bound by the advertisements, such that the company was merely supplying information to prospective customers. The lack of contractual intent on Pavarotti's part makes his advertisements merely an invitation to treat, as opposed to an offer. Furthermore, looking at the nature of Pavarotti's business where the merchandise is always subject to the availability of stock9 and the fact that mail order catalogues are already dated once released, such that it does not reflect price changes made within the company's physical office days after the release; Amanda cannot rely on the catalogue's certainty. Thus, the lack of contractual intent on the part of Pavarotti, and the lack of certainty, as illustrated in the facts given regarding the mail order catalogue, illustrates that no binding contract was formed, such that Amanda cannot hold Pavarotti to sell her the merchandise based on the adver tised price because no contractual relationship or obligation exists between the parties. Insofar as contractual obligations are concerned, Amanda therefore has no claim against Pavarotti. However, as a consumer, she can claim that Pavarotti's action violates her civil rights. Based on the Trade Descriptions Act 1968 and the Consumer Protection Act 1987, Pavarotti can be subject to criminal liabilities. Amanda can argue that even though there is no contractual obligation between her and

Promote Professional Development Essay Example for Free

Promote Professional Development Essay Principles * Professional development deepens and broadens knowledge of content. Knowledge of a common core of content—which we deï ¬ ne as including the â€Å"various ways of knowing† that are intrinsic to each discipline—allows us to communicate, to work together toward common ends, to function as a cohesive democratic society, and to ï ¬ nd shared ground on which to build tolerance for our differences. * Professional development provides a strong foundation in teaching. * Professional development develops an understanding of: 1. The most useful ways of representing ideas 2. The most powerful illustrations and analogies for representing a concept 3. It makes learning speciï ¬ c things in a content area easy or difï ¬ cult; 4. It bring kinds of questions that help to reveal and develop understanding 5. It is the most effective strategies to address the misconceptions that commonly arise with regard to particular content at particular developmental levels, given with speciï ¬ c background experiences and prior knowledge. see more:what are the components of a personal development plan * Professional development provides knowledge about the teaching and learning processes. 1. Creates and maintains appropriate, orderly teaching and learning environments 2. It brings any assessment issues and clears any misunderstanding. * Professional development contributes to measurable improvement in one’s achievement. * Professional development is intellectually engaging and addresses the complexity of one’s job role. * Professional development is job-embedded and site speciï ¬ c that helps in the day to day growth of one’s knowledge and skills. * Importance: It is a tool for self-management of your development. It can provide a framework to support your development in a number of different ways. Fundamentally, its a question of regularly setting yourself objectives for development and then charting your progress towards achieving them. Its about being clear where you are, where you want to be, how you plan to get there, and how this meets current and future business needs and it is about a continuing process of reflecting on your learning and your experience to maximise its value. There is an expectation that regulators will be life-long learners in order to keep their professional skills, knowledge and experience up to date in an ever changing legislative, social and economic environment, and to ensure positive development through the right experience, and by getting the most (in terms of learning) from that experience. As a professional, you have a responsibility to keep your skills and knowledge up to date. It helps many of us already to externally verify our accreditation. Reflective learning provides a positive opportunity to identify and achieve your own career objectives. Reflecting on past experience and planning for the future in this way makes your development more methodical, and helps you to assess, and get the most from your learning. Potential Barriers to professional development: * Time Time is a crucial factor in personal growth and development, and many individuals lack enough of it. Between work responsibilities, childcare issues and just trying to survive on a day-to-day basis, you may find yourself lacking the hours necessary to devote to your own goals. * Attitude A negative attitude is a major factor in this area. If you start out with the belief that positive development is unlikely to occur, then no matter how hard you work on it, your belief will sabotage any efforts you may make. * Family Family also can be a hindrance when it comes to personal growth. Often, individuals are entrenched with ideas from their families about how much someone can develop as a person, so they dont seek to move past these set levels. * Peers Peers also can complicate our efforts to improve ourselves. Peers often try to sabotage our goals, either consciously or unconsciously. They degrade our efforts toward growth because those efforts remind them of the growth they could be pursuing, but have chosen to forgo. * Motivation Lack of motivation can be an enormous barrier to personal development. Without motivation, you have little energy to accomplish tasks leading to growth. With the right amount of motivation, however, those tasks can seem easy, and even enjoyable, to accomplish. * Money Personal growth does not have to take a great deal of money to accomplish, but depending on your goals, a lack of it can stall your efforts. Materials to learn about new topics and ways of living often cost money, but they are an investment in you. * Failure to Plan Lack of proper planning and preparation can lead to haphazard attempts to fulfil goals a recipe for wasted energy and efforts. If you are trying to break a habit, start a new career or glean insights into your thought processes, be sure to have at least a rudimentary plan to reach these goals. * Distractions Distractions, whether in the form of minor demands or activities that offers immediate gratification, can be counted on to undermine your efforts toward personal growth. * Perseverance Finally, when trying to reach personal goals, we often forget that perseverance is a key. Dont expect to achieve your dreams overnight. Overcoming obstacles consistently is the only way to become the individual you want to be. Different sources and systems of support for professional development The following are the different sources and systems of support for professional development * Inductions given for new staff. These includes giving information regarding the policies and procedures, what the company expect from them, their rights, etc. (copy of 24 hour induction form attached) * Appraisals The Annual Staff Appraisal scheme is based on objective setting in all aspects of an individual’s job, based on the contributions that they make. The review period will cover the previous 12 calendar months * Development plans A Professional Development Plan (PDP) is a short planning document that examines an individual’s current CPD needs, looks at how these might be met and lists objectives for the future. It helps the individual to structure and focus one’s training needs and should address the following points: Where am I now? Where am I going? How am I going to get there? In producing a PDP, one should: Consider once current job and the skills they need to do it competently. What changes are likely to occur in the next few years? The individual should list both short and long-term ambitions. Be realistic about their ambitions and the time needed to achieve them. Think about the areas in which they will need to target the CPD to achieve their ambitions – be realistic and prioritise. A PDP is not a request for unlimited training. Their employer will be interested in the business case for their PDP. Look to the future; don’t restrict one’s self to thinking about current professional responsibilities. Should they strengthen existing skills or develop new ones? List their priorities for the next two years. These will form the basis for deciding what CPD opportunities to take up. It is important to remember that their priorities are not cast in stone; they may decide to change them in the future. They should review and update their PDP regularly to respond to changing needs, challenges and opportunities. * Shadowing – when an individual require more supervision to ensure the quality of their job and provide teaching how do we expect them to work. * in-house training – providing all the in house training will make an individual feel that they are valued and this help them to practice in a safe way. * Training organisations – using other training organisations helps build relationship outside and helps with building competence in dealing with other individual. * Mentoring is providing support and encouragement to individual to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be. * Supervisions is one of the most important drivers in ensuring positive outcomes * Reflective Practice Reflective practice is a way of studying your own experiences to improve the way you work. It is very useful for health professionals who want to carry on learning throughout their lives. The act of reflection is a great way to increase confidence and become a more proactive and qualified professional. Engaging in reflective practice should help to improve the quality of care you give and close the gap between theory and practice. The following examples of reflective practice which will provide some idea of the various methods one can choose from. Gibbs reflective cycle Gibbs reflective cycle is a process involving six steps: * Description What happened? * Feelings What did you think and feel about it? * Evaluation What were the positives and negatives? * Analysis What sense can you make of it? * Conclusion What else could you have done? * Action Plan What will you do next time? It is a cycle because the action you take in the final stage will feed back into the first stage, beginning the process again. Johns model for structured reflection This is a series of questions to help one think through what has happened. They can read the questions here This can be used as a guide for analysing a critical incident or for general reflection on experiences. John’s model supports the need for the learner to work with a supervisor throughout the experience. He also recommends that the student use a structured diary. He suggests the student should ‘look in on the situation’, which would include focusing on yourself and paying attention to your thoughts and emotions. He then advises to ‘look out of the situation’ and write a description of the situation around your thoughts and feelings, what you are trying to achieve, why you responded in the way you did, how others were feeling, did you act in the best way, ethical concepts etc Rolfe’s framework for reflective practice Rolfe uses three simple questions to reflect on a situation: What? so what? and now what? He considers the final question as the one that can make the greatest contribution to practice. * What is the problem? was my role? happened? were the consequences? * So what was going through my mind? should I have done? do I know about what happened now? * Now what do I need to do? broader issues have been raised? might happen now? Factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date * Relevance -It has to be relevant to the job role. * Time The length of the activity should be consider/ or how long will it take for you to finish the training or course. Sometimes you can get bored and loose the motivation because it is dragging to your job role or to your other responsibilities. * Benefits – It has to benefit the company, yourself, other staff and most especially people receiving your service. * Benefits for you: 1. enhanced reputation and job satisfaction 2. increased confidence and self esteem 3. improved career prospects and employability 4. improved professional status 5. Development is a transferable skill. * Benefits for your other staff: 1. better quality training 2. up-to-date advice and information 3. training that employs new approaches and methods 4. training that better meets needs 5. Greater confidence in the training provided for your organisation. * Benefits to the people who receives service: 1. enhanced reputation more likely to be seen as credible and reliable and to become a trusted organisation in care 2. more influence from the MDT’s 3. Family and friend of the people who uses services can be good ally and so as the service user 4. A more exciting learning environment and opportunities to learn from each other. (MDT’s) * Benefits to the organisation: 1. staff who can do the job 2. more likely to achieve evolving organisational goals 3. managers can be confident that staff skill levels are compliant and up-to-date with requirements 4. improved employee engagement 5. enhanced external reputation * Refresher course to be available – This help you update if there is a refresher course available for some of the trainings you take. * Cost – cost of the training usually is an issue especially if the training budget should be distributed amongst staff. Check for charity organisations who provide courses and take the opportunity to take it as long as it is related to your job role * Availability – it is difficult when the training you like to do is not available straight away and you will need to wait for it to be available. This can be frustrating at times and hinders the development plan. Beyond these factors it is good to get a balance of learning across: * Maintenance and development needs What you need to keep refreshed and up-to-date against what will be new areas of learning for you. * Specialist subjects and training skills/knowledge If you train in a particular subject area you will need to maintain you technical abilities and knowledge, as well as developing your skills and knowledge as a trainer. * Performance requirements and personal aspirations As well as the learning you have to undertake for your job and professional requirements, you may also have personal aspirations or long terms plan you want to prepare for. * Different learning methods Even if you have a preferred learning style it is important to involve yourself in a range of different approaches. Challenge your preferences sometimes – maybe opting for a highly participative learning activity, even though you would normally choose to learn through researching or reading – and develop your other styles in doing so. Continuing professional development (CPD) is the action we take to maintain, update and grow the knowledge and skills required for our professional role. As the name suggests, it is an on-going commitment, lasting for as long as we remain within our profession. There are many reasons why we are motivated to learn new things. The fact that we are in this profession suggests that we are already enthusiastic learners. CPD requires us to focus a part of our learning specifically on areas that are related to our profession. One of the key features of CPD is that it has to be: SMARTSpecific – be clear about what you want to achieve; what is the actual result or outcome that you want?Measurable – how will you know that you have achieved? What will you see, hear and feel that will tell you that you have achieved?Achievable – the objectives in your plan should be realistic and achievable steps to take you closer to your overall ambitions.Relevant – your objectives should be steps to larger career and personal aspirations, not just random pieces of learning.Time-bound – each outcome should have an achievable end-date – ideally within the timescale of your CPD planning period.|

Origins of World War II :: World War II History

Origins of World War II World War II was much more than battles, statistics, politics, and opinions. The things that contributed to its beginning, what happened during the war, and the effects of the war are still being debated and discussed. Patrick Finney assembles some of the best writings for a number of subjects relating to World War II. First the reader is introduced to the basic views, where they originated, and why they are still discussed today. The truth is, even fifty years after the end of the war, it is still very much part of our lives. Finney's first collection of readings are written on the subject of what contributes to the war. Two of the authors have very different opinions on Chamberlain, and they focus on his actions preluding the war. There is also an writing describing the French during this period, and finally there are two authors whom debate about the state of Germany at this time. After the conditions of Great Britian, France, and Germany have been addressed, Finney explains the goals, economics, strategies, and policies of the countries that contributed to the breakout of war. The last section addresses the topics of the Spanish Civil War and its effects on World War II, what happened at Munich and how it effected Hitler in the long run, the strategies and policies regarding a German attack on Poland, and finally the major points of the war and the post-war effects. The selection of essays and writings were excellent for supporting the theme Finney was aspiring to fulfill. His goal in writing was to represent the major powers World War II and keep the attention balanced between all of the involved countries. The credibility of the writers involved in this book appeared to be very good. Simply by listing their credentials in Finney's commentaries, one can assume that they are respectable. Most of the authors have written extensively on the topic that Finney publishes in his book, therefore you know that they researched more than what was written in Finney's book. Since most of Finney's commentary consisted of interpretations and explanations of the readings that would follow, there was not a great deal of facts to be misrepresented by Finney himself. The commentaries were a excellent was to start off the readings. Finney provided an understanding of what the writer was going to say, not only in support of what they were going to say, but also provided some comments on opposing opinions.

Training Need Analysis

This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.1. What is Training Needs Analysis (TNA) Needs assessment, or needs analysis, is the process of determining the organization’s training needs and seeks to answer the question of whether the organization’s needs, objectives, and problems can be met or addressed by training. In addition to this TNA should include the determination of tasks to be performed, behaviors essential to the performance of those tasks, type of learning necessary to acquire tho se behaviors, and the type of instructional content best suited to accomplish that type of learning.An illustration of the various steps involved in training need analysis was given by Lawrie and Boringer :1) Use all possible internal and external sources of training need information, 2) Generate a large pool of items describing the trainee on the job behavior, 3) Administer the checklist to trainee behavior, 4) Cluster the training needs, and 5) Obtain information from training feedback. Influence of theory in understanding training needs.Motivation theory According to Campbell , Campbell, Weick, Dunnette, and Lawler have cited evidence for the motivational influence of an individual’s self efficacy on the perceived training needs. General systems theory  Odiorne , describes the eight systems found in training. These also include the systems view on training needs as the cybernetic system view and the organism system view. The cybernetic system view says that the needs wil l  be identified from within the organization itself and the organism system view says that the information centers at the extremities of this organism, provide the training need information to its brain stimulators.2. Different approaches to TNA2.1. Conventional TNA, The O-T-P model The conventional TNA approach adopted in organizations usually includes analysis at three levels, the organizational level, task level and person level. This was suggested by McGehee and Thayer . The organizational level training needs describe the needs of the organization as a whole, taking into consideration future business opportunities. The task level analysis considers the basic training needs of particular tasks at hand in each job. The person level analysis, considers the training requirements of each person to surpass their skill deficiencies to perform the task at hand satisfactorily.2.2. Task Analytic Approach to TNA Technical trainings deal with jobs or tasks being done by human beings. Su ch training should produce qualified task performers. So, a technical TNA encompasses three activities: need detection, task identification and collection of task performance. Training needs are detected when new equipment is brought into use or the performance quality falls below industry standards. The task identification is done with the help of a task identification matrix (TIM). Similarly a basic task information record (BTIR) is used to collect the task performance data.2.3. Performance appraisal approach to TNARumler and Brache , were of the opinion that if training was to make any significant contribution to an organization; it should be in the form of effective performance enhancement for each individual. Hence their idea of gauging training needs, sprouted from understanding the variable that went into defining the performance systems of each individual employee. Mager and Pipe, suggest analyzing training needs by first differentiating a lack of performance due to skill de ficiency, from that due to lack of motivation. 2.4. Integrated Approach to TNALeat and Lovell, propose an approach to understand training needs by combining the various levels of analysis and integrating it into one model.Figure : Integrated approach to TNA Source: Taylor and O’Driscoll, also attempt to provide an integrated approach to TNA. This includes an integration of the O-T-P and performance appraisal approaches to TNA.Figure : Integrating OTP and Performance appraisal models to TNA Source:2.5. Competency based Approach to TNA An interesting study by Agut, Grau and Peiro , suggested that managerial competency needs and technical needs are completely different from each other in the same sample. This study also indicated that the sample did not demand training to meet their need of generic managerial competencies. From this we can understand that a dichotomy does lie between competency needs and technical training needs. Therefore a competency based approach to TNA migh t not be suitable for all kinds of jobs. It might be more suitable for managerial or executive level jobs where the technical demands are lesser.2.6. Individual or Customized Approach Guthrie and Schwoerer , found that the self assessed training needs were positively influenced by perceptions of training utility, self efficacy, managerial support, and span of control positively and negatively influenced by educational level. A study on the individual training needs of music teachers and vocal trainers revealed significant differences in the training demands of the sample. This study also revealed significant differences in the target behaviors to be assessed, and assessment statuses needed by the various participants .2.7. Economic approach The economic approach to training advises managers to select and prioritize training needs based on three criteria: the profit improvement they can bring to the organization, the addition to human capital and the investment  in human capital to meet future contingencies.3. Need for TNATo develop a healthy and vital long range human resource plan, an organization must first understand the training needs of the firm, the people and the future of the firm in conjunction with cooperative strategic planning. Organizational meeting, personnel review and position review are some of the ways in which an effective training need assessment can be carried out in a firm. 4. Different levels of analysis suggested in the various approaches to TNA McGehee and Thayer, considered three levels of analysis; organization, task and man.Morano , suggested looking at the organization’s training needs at two levels i.e. organization and man. The three levels suggested by Taylor and O’Driscoll include, organization, inter organization and man. Rather than levels of analysis these are actually various categories of training need content. For example, the training needs that arise from a man, a task or the organizational content, can all be analyzed at individual, group or organizational levels. Ostroff, Ford, and Goldstein have described this level-content dichotomy in their study. Their level-content framework to assess training needs gives a better picture of the levels of TNA.Table : Level Content Framework of TNA Source: 5. Limitations of a conventional TNA Leat and Lovell, questioned the competency of a traditional TNA in determining training and development needs effectively. They say that a traditional TNA lack the ability to combine the training need analyses at different levels. A few authors have been quoted to say that the traditional TNA is a mechanistic process and its antecedents can be traced back to the industrial revolution over 200 years ago.The rigid behavioral objectives of conventional TNA are antipathetic to current notions of competence . Knight , says that the conventional TNA is not suited to meet the needs of different unique environments i.e. the different patterns of workforce, diffe rent cultures, organizational objectives, strategies and resource constraints. Oatey , criticized the conventional approaches to TNA in their lack of ability to distinguish the specific and general skills  requirements of a firm.6. Conventional measures of training needs Four major approaches were suggested by Kirkpatrick , to gauge the organization’s training needs. These included performance appraisals, supervisor tests, supervisor surveys and forming advisory committees with key personnel. Kirkpatrick , gives eleven approaches to determine the training needs in an organization. They include looking at an organization’s processes and supervisory behavior, analyzing the problems, supervisory actions, and performance appraisals and asking supervisors, superiors and subordinates. As can be seen on closer inspection, these are specific methods to measure training needs rather than approaches.Management appraisals, survey, critical incidents analysis, job analysis, asse ssment centers, psychological tests, skills inventory and data obtained while coaching had been some of the conventional methods used by organizations till that time, to understand the prevalent training needs. Otto and Glaser , suggested certain general guidelines to understand the organization’s training needs. These included, talking to the staff, gathering opinions from all levels in the firm, talking to other department and organizational heads, and reading a variety of the industry literature.ConclusionIn today’s world the concept of a job itself has become blurred. Today’s jobs include concepts as broad banding, multi skilling and path planning. The organizations of this age require a results oriented and deliberate organization strategy. Hence, the TNA in such organizations should also follow suit and be strategic and integrated in its approach. TNA should have direct and unambiguous results. Training should be designed to build on what employees already know. The present age TNA emphasizes on assisting the employees in their work and careers and helping them achieve greater future proficiency and satisfaction at work.This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the  paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.