Forensic Management Essay Example | Topics and Well Written Essays - 1500 words

Forensic Management - Essay Example He can also create awareness to the employees to be careful in their duties and warn them of malpractices (Griffin & Moorhead, 2012:65). The best alternative to the above is training employees to abide by the code of conduct and report issues that they feel critical and calling for attention. Consequently, this will serve as a source of motivation as workers will be able to distinguish the good from the bad. They will also be in the capacity to express feelings as long as confidentiality prevails. All these values come from unity and value of each other irrespective of his rank in the organization (Goethals, Sorenson, & Burns, 2004:64). Every organizational goal is relatively direct to profit maximization. The key factor of production that prevails among all others is human resource. For the company to achieve all strategies effectively, it should value its labor force for it is the only way to merge it with other factors of production. All human beings adapt to change depending on t he degree they perceive. The management should learn that, employees would accept positive changes and defect to negative ones. Thus, managers should endure on initiating favorable dynamics that suit the needs of their subordinates, as well as the entire organization (Shah, & Gardner, 2008:123). Through motivation refuels, employees’ zeal and they will undertake their obligations in accordance to will of the organization. Managers should understand that appreciation goes along way, and when endeared on, employees will perceive their importance and merge their efforts closer to other factors of production (Griffin, & Moorhead, 2012:60). The main reason that people seek for job opportunities is to cater for their... The author of the essay "Forensic management" assumes that motivation is the process of influencing a person to perform a given task either by use of a positive measure or a negative one. In management, motivation plays the most crucial role as it affects performance of the set goals. Giving employees more than just financial incentives, will similarly improve their performance and the outcome is that the company will achieve its objectives. Therefore, the importance of motivation is to enable workers sense that they are part of the organization. Managers should engage in motivation as it eases unnecessary fears amongst the employees. Statistics reveal that workers perform poorly under oppression as compared to when motivated. Forensic is the scientific study of observing and establishing any criminal activities at a given scene. In management practices, forensic study refers to the observation of any unethical trends that in jure organizational performance. A manager will then be ab le to come with structural objectives that will enable the company learn and counter malpractices at their early stages. Motivation comprises mainly of all assets that push an individual to perform a duty. It can either occur by will or force depending on the situation. However, business’ approach to motivation reveals that, it is best when it applies positively to the employees. Hence, no matter how a manager may feel uncomfortable to work with other people, he must exercise motivation for the purpose of the organization.

The Collector Author John Fowles English Literature Essay

The Collector Author John Fowles English Literature Essay Im not a big fan of reading to be honest. I havent read many books. Since I got in the 10th grade I actively started reading. It was mandatory and it was also part of the exams program so I had to. The books that I have read were mostly for Dutch. I had to read 5 books. Ive read books like Gouden ei, Turks fruit, Het leven is verrukkeluk etc. Motivation I have chosen to read the book The millstone. I have a few reasons why I have chosen this book instead of another one. The first reason is because of the title. The millstone is a strange and unusual title. It immediately got my attention. Then I started to read a short description of the book. It said that I was about a girl who got pregnantà ¢Ã¢â€š ¬Ã‚ ¦. And it sounded interesting. So I said to myself sure. Bibliographical entry Title of the book: The collector Author: John Fowles First published by Jonathan Cape, London 1963 Summary The story is about a young man named Frederick Clegg. He works as clerk in a city hall and collects butterflies in his spare time. Clegg is obsessed with a girl named Miranda Grey. She is a art student at the Slade School of Fine arts. He admires her from a distance but is unable to make any contact with her, because of his extreme lack of social skills. One, day he wins a large prize in the football pools. This allows him to stop working and buy a house in the countryside. He feels lonely and wants to be with Miranda. Clegg decides to add her to his collection of pretty objects. He hopes that if he kept her captive long enough she will grow to love him. After careful preparations, he kidnaps Miranda by drugging her with Chloroform and locks her in his basement. When she wakes up she confront him with what he has done. Clegg is embarrassed and he promises her that he will let her go after a month. He also promises to treat her with respect and wont sexually molest her and that he will shower her with gifts and presents on 1 condition. She cant leave the basement. During her captivity Miranda kept a diary. In it she writes about her previous life before she was held captive. Clegg scares Miranda and she does not understand him at the beginning. At first, she thinks that he has sexual motives for abducting her, but later as his true character begin to reveal she realise that it is not true. Miranda starts to have some pity for Clegg, because of his hopeless obsession with her. Clegg tells Miranda that his first name is Ferdinand. Miranda tries to escape several times but failed. Clegg was always able to stop her. Miranda also tries to seduce him in order to convince him to let her go, but this only resulted in him becoming confused and angry. When Clegg refuses to let her go, she starts to fantasize about killing him. After a failed attempt, she thought that killing Clegg would lower her to his level. She refrained from any further attempts. Before Miranda can escape again, she becomes very ill and dies. Clegg found out that Miranda died. At first, he wanted to commit suicide, but after reading her diary in which she wrote that she never loved him, he decides that he is not responsible and is better off without her. The book ends with his announcement that he plans to kidnap another girl. Bibliographical entry Title of the book: The millstone Author: Margaret Drabble First published by Weidenfield Nicolson 1965 Summary The story takes place in London in Cambridge in the 1960s. Its about a 19 year-old girl named Rosamund Stacey. The main character is Rosamund Stacey Other important characters are the Beatrice ( the sister of Rosamund), Lydia (friend of Rosamund), Joe and Roger, George. . The most important events are that Rosamund got pregnant and she hasnt told the father George, the family and friends except Beatrice and Lydia. Yes the life of the Rosamund changes. Both Joe and Roger think that she is sleeping with one another so neither one of them presses her to have sex. In a pub Rosamund meets George Matthews. He is newsreader for BBC radio. She feels attracted to him and they end up in her flat and eventually have sex. Rosamund When she found out that she is pregnant, a whole new world opens for her. While she decides not to tell George and her parents in order not to upset them, she did tell her sister, Beatrice in the hopes she will get some moral support First personal reaction The book is very interesting. You can relate to the events that happen in the book. The story is convincing and has a deep core.

The Rise of Technology and Film throughout the Twentieth Century :: Film Movie Movies Technology Computers

The Rise of Technology and Film throughout the Twentieth Century As time and people are continually changing, so is knowledge and information; and in the film industry there are inevitable technological advances necessary to keep the attraction of the public. It is through graphic effects, sounds and visual recordings that all individuals see how we have evolved to present day digital technology; and it is because of the efforts and ideas of the first and latest great innovators of the twentieth century that we have advanced in film and computers. Technology is a central issue surrounding film making from the times of Charlie Chaplin's silent films to today's modern and computer-animated films such as George Lucas's Star Wars. In addition there have been a system of changes in computer, phone and video enhancement which has propelled vast amounts of information knowledge to the public at a rapid rate. Film was not always as it is today due to the digital sounds and graphic picture enhancements of George Lucas's THX digital sound in the late 1970s to enhance the audience's perceptions. Sound was first discovered in 1928 and the first films before that were silent. There is a social need to heighten an audience's film going experience and it allows each person to color their own views of what they see and presents either directly or indirectly society's moral values. Time is a major factor in innovation because it provides visions, which point to the future but do not disregard the attempts of innovation in the past. Such inventions are Industrial Light and Magic's development of special effects like motion-control camera's which alter the audience's perceptions and create a more realistic setting to enhance the imagination. Entertainment has traveled from burlesque and vaudeville to high tech filmmaking, and this is the physical existence of our century. The Era of Silent Film in the early 1900s had such geniuses as Charlie Chaplin who paved the road to the time of the "talkies" and to development of sound. If not for him and some other "greats" along the way, where would our film culture be today? Much of the history of our nation seems to be held as digital recordings through visuals. In this respect it is interwoven with the current era of computer information because we want to preserve and record the history of the present as well as at the turn of the millennium.

New Immigrants vs. Old Immigrants

Jessica Owuriedu Ap history HOW DID THE CHARACTERS AND EXPERIENCES OF THE NEW IMMIGRANTS OF 1880-1940 COMPARE TO THOSE OF THE OLD IMMIGRANTS WHO CAME BEFORE THEM. The Influx of immigrants into America were been placed into two distinct spheres over time. The New immigrants and Old immigrants differed greatly in their behavior and qualities which was also pertained to the America they found between 1880 and 1940. Transferring from their home country, the old immigration mainly came from northern and western Europe. The German, Irish, Norwegians Swedish including other European tribes fluxed into America not only as a result of congested Europe. Majority of the Old immigrants headed into America for its prevailing opportunities and freedom. They were attracted by the cheap lands (Homestead act) that was available and the ability to rise from rags to riches. Being mostly Protestants by religion, they were easily assimilated into the American way of life. On the other hand, the New immigrants fluxed mainly from the southern and eastern Europe. Among them were the Italians, Croats Slovaks, Greeks and Poles. Ushered into America mainly by the economic hardships and the lengthening gap between the rich and poor in their countries. Their intent were mainly settled in the idea of getting rich. They were the bird of passage of the era. Many came not with the idea of just seeking a better life but returning to their homelands with their acquired wealth. Innate in the them, was their own religious denomination which included Catholics, Orthodox and Jewish. This conflicted with the Puritanism and protestant America, partially giving rise to the various Antiforeigner organizations. Furthermore, it is important to note that the Old immigrants relocating to America were literate and skilled. For example the Germans support for education in creating Kindergartens. Although the Old immigrants were eager to preserve their culture they were also eager to learn about their new home. They learned the English language and adapted more readily. Being mostly farm skilled, there fitted into the American community which was established by farming. Conversely, the New immigrants were enormously illiterate and unskilled. These impoverished immigrants showed these characteristics by settling largely in the cites and mainly acquiring factory jobs for wages instead of farming. They were hired in the rising factory jobs and settled for low-wages. For instance, the Italians and Poland were the most largest city inhabitants( New York, Chicago ) than many of the largest cities of the same nationality in the Old world . More over it is important to note that the Old immigrants had inherent in them , the ways of democracy. They easily blended into the American Democratic order, which made it easier for them to prosper in their new Found home. It is quite interesting to also mention that the majority of the old immigrants came not entirely loaded with money but had fairly something to live on. Contrary, the New immigrants were somewhat radical and autocratic in nature. They weren’t opened to the American political system. They had with them distinct political views and doctrines such as communism, socialism, and anarchism. Which consequently sparked the American Protective Association. Relocating into American urban cites , New immigrants came quite improvised and needy compared to the Old immigrants. They immediately settled for lower-wages in the growing factory work and dirty poor tenements in the cites, especially New York and Chicago. The last but not the least was their geographical locations. It is also important to mention that the New immigrants were reluctant to blend in and they were very ethnic in their ways. Whilst most Old immigrants settled in the west, the New immigrants heavily packed in the east where there was growing urbanization. It is clear that the experiences and characteristics between Old immigrants and New immigrants in America were in two distinct spheres.

Does a plant grow bigger if watered with milk? Essay

The question being asked here would be â€Å"Does a plant grow bigger if watered with milk? Or water? † In my opinion the answer would be milk because milk contains vitamins and calcium that water does not have, but the answer is to be found out later during the project. Well, it is known that for a plant to survive it will definitely need air, soil, water, light, and space to grow, but maybe if we replaced water with milk, plants could grow bigger and quicker, you never know. To test my theory, every morning before school I will water two of my plants with water like I regularly do, and two of my plants with milk which will be something new and will hopefully help my plants grow big and strong. The milk will probably help make the plants stronger. We humans need to have nutrients which we get from the food we eat that helps our bodies grow and stay healthy. Of course, just like us, plants also need the nutrients to grow. Milk actually contains quite a few nutrients, which may or may not help the plant grow bigger. Milk could also act as the plants fertilizer which could improve the plants growth. Those are just some of the ways that milk would help a plant grow. Well to start off, milk does make our bones stronger, it sounds like it can also make a plant grow taller because of the calcium that it contains. So if milk helps us grow, why shouldn’t it help plants grow? I know that water is important to plants for many reasons, like moving the gases during photosynthesis and making glucose needed for the plants energy. However, plants can also grow when they are watered with other liquids. Watering plants with different liquids can give the plants not only the water they need for growing, but it also gives the plant other gases and nutrients water does not have that will support their growth. Milk has so many qualities that would help a plant grow. Milk helps protect the plant with things by changing the pH levels of leaves to avoid diseases to attack the plant. It can also control the pH level of the soil. The pH is what makes the plant work. Milk will make the vermin and bacteria in the soil grow better too. The milk contains some proteins that could be used by the plant as a source of nitrogen for the improvement of growth, calcium in the milk would help the plant to grow better. Milk has many different types of waters in it including sugars, carbohydrates, and lactose, some of which the plant can use to grow bigger. Some farmers use milk to make those really big orange pumpkins for carnival contests even bigger. Milk contains many, many, many nutrients some can help the plant grow, some may have no effect on the plants growth, and some might actually kill the plant. For example milk contains some protein that could be used by the plant as a source of nitrogen for helping it to grow and the milk can add nutrients to the soil. Since the milk has calcium, giving the plant some of this additional calcium from milk could possibly help improve the plants growth. The milks sugar, also known as the lactose, probably won’t be able to be used by the plant. It could actually cause a build-up in the soil which could damage the plant leading it to die. The nitrogen in milk is full of protein, but the bacteria and the fungi in the soil will break this down and some of the nitrogen will be released as nitrate or ammonia. These ions that contain the nitrogen can then be taken into the plant roots for growth. Milk also has vitamin A, vitamin B12, vitamin B6, vitamin D, zinc, and many other elements some of which will not make any difference in the plants growth. It is known that milk will definitely help tomato plants with their growth, as well as some other garden vegetables, a perennial (which is a plant that lives for more than two years like apples, apricots, bananas etc. ) and even houseplants. Milk contains water, carbohydrates and lactose. Since plants need water for them to grow, the water inside milk can also help it grow. I don’t know if you’ve heard of this, but milk can also be a fertilizer to help a plant grow. You probably do know that milk contains calcium. Calcium is actually a very important plant macronutrient. Macronutrients are the foods that help plants grow and work. Calcium helps a plant build its cell walls which have the job of transporting the other plants nutrients, protecting the cell membrane and the cell in general. Also the calcium level in the soil controls the soil pH, the pH is what makes the plant work or not work. If the calcium is taken out of the soil, the soil will become more acid and can change the plants growth. So when you give plants milk, you are practically giving them calcium, which we all know we need to grow. Milk has proteins, vitamin B and sugars that are good for plants, helping their health and crop growth. The germs that eat the fertilizer particles of milk are also helpful to the soil. Also, gardeners from back in the old days AND recent scientific plant research say that milk contains fungicidal properties. This means that if you spray milk on plants, it will control the growth of bad fungi. Plant researches in Brazil and in Australia have recently used milk as a fungicide on vegetable crops, grapes, and flowers. They said that spraying a small mix of 1 part of milk and 9 parts of water stopped the fungi from growing. Besides giving your plants a nutritional boost, milk can also help prevent or even stop some of the fungus problems that plants sometimes have. So, will a plant grow bigger when watered with milk? Or water? I continue to believe that the answer is that milk will make a plant grow bigger. Especially after all the information you just read, I think milk would definitely help a plant grow bigger and stronger. All of the milks nutrients will help the plant grow and give it more protein. The calcium in the milk can help the plant in many ways, it helps control the soil, and helps build its cell wall. Finally milk can be a fertilizer for the plants soil and can prevent fungi from forming in the plant. These are just some of the ways in which helps a plant grow. In the end I know that both water and milk will help the plants growth but both in their own ways.

Why School Culture Matters and Strategies to Improve It

Why School Culture Matters and Strategies to Improve It Why School Culture Matters I recently read a quote by Dr. Joseph Murphy, Associate Dean at Vanderbilt’s Peabody College of Education, which really spoke to me. He said, â€Å"Seeds of change will never grow in toxic soil. School culture matters.† This message has stuck with me for the past several weeks as I have reflected on the past school year and look to move forward towards the next.   As I examined the issue of school culture, I wondered how one would define it. Over the past few weeks, I have formulated my own definition. School culture includes an atmosphere of mutual respect amongst all stakeholders where teaching and learning are valued; achievements and successes are celebrated, and where ongoing collaboration is the norm.      Dr. Murphy is 100% correct in both of his assertions. First, school culture does matter.   When all stakeholders have the same goals and are on the same page, a school will flourish.   Unfortunately, toxic soil can keep those seeds from growing and in some cases create virtually irreparable damage.   Because of this school leaders must ensure that creating a healthy school culture is a priority.   Building a positive school culture starts with leadership. Leaders must be hands-on, willing to make personal sacrifices, and should work with people rather than working against them if they want to improve school culture.   School culture is a mindset that can either be positive or negative. No one flourishes in constant negativity.   When negativity persists in a school culture, no one wants to come to school. This includes the administrators, teachers, and students. This type of environment is set up to fail. Individuals are just going through the motions trying to get through another week and eventually another year. No one prospers in this type of environment. It is not healthy, and educators should do everything they can to ensure that they never allow this mindset to creep in. When positivity persists in a school culture, everyone thrives. Administrators, teachers, and students are generally happy to be there. Amazing things happen in a positive environment.   Student learning is enhanced. Teachers grow and improve. Administrators are more relaxed.   Everyone benefits from this type of environment. School culture does matter. It should not be discounted. Over the past few weeks as I have reflected on this, I have come to believe that it may be the single most important factor for school success. If no one wants to be there, then ultimately a school will not be successful. However, if a positive, supporting school culture exists then the sky is the limit for how successful a school can be. Now that we understand the importance of school culture, we must ask how to improve it. Fostering a positive school culture takes a lot of time and hard work.   It will not happen overnight. It is a difficult process that will likely come with immense growing pains.   Tough decisions will have to be made. This includes personnel decisions with those unwilling to buy into a change in school culture. Those who resist these changes are the â€Å"toxic soil† and until they are gone, the â€Å"seeds of change† will never firmly take hold. Strategies to Improve School Culture The following seven broad strategies can help guide the process of improving school culture. These strategies are written under the assumption that a leader is in place which seeks to change the culture of a school and is willing to work hard. It is important to note that many of these strategies will require modifications along the way. Every school has its own unique challenges and as such there is no perfect blueprint for refining school culture.   These general strategies are not the end all be all solution, but they can aid in the development of a positive school culture. Create a team consisting of administrators, teachers, parents, and students to help shape changes to school culture. This team should develop a prioritized list of issues they believe harm to the overall school culture. In addition, they should brainstorm possible solutions for fixing those issues. Eventually, they should create a plan as well as a timeline for implementing the plan for turning around the school culture.Administrators must surround themselves with like-minded teachers who fit the mission and vision the team has in place for establishing an effective school culture.   These teachers must be trustworthy professionals who will do their job and make positive contributions to the school environment.It is important for teachers feel supported. Teachers who feel like their administrators have their backs are generally happy teachers, and they are more likely to operate a productive classroom.   Teachers should never question whether or not they are appreciated.   Buil ding and maintaining teacher morale is one of the most important duties a school principal plays in fostering a positive school culture.   Teaching is a very difficult job, but it becomes easier when you work with a supportive administrator. Students spend the largest amount of their time at school in the classroom. This makes teachers the most responsible for creating a positive school culture.   Teachers help this process through a variety of ways. First, they build trusting relationships with students. Next, they ensure that every student has an opportunity to learn the required material. Additionally, they figure out a way to make learning fun so that students keep wanting to come back to their class. Finally, they show a vested interest in each student in a variety of ways including attending extracurricular activities, engaging in conversations about interests/hobbies, and being there for a student when they are having a hard time.Collaboration is critical to developing a positive school culture.   Collaboration enriches the overall teaching and learning experience. Collaboration builds lasting relationships. Collaboration can challenge us and make us better. Collaboration is essential in helping a school truly become a community of learners. Collaboration must be ongoing between every stakeholder within the school. Everyone should have a voice. To establish an effective school culture, you must consider every little nuance in a school. Ultimately, everything contributes to the overall culture of a school. This includes school security, the quality of the food in the cafeteria, the friendliness of the main office staff when there are visitors or when answering the phones, the cleanliness of the school, the maintenance of the grounds, etc.   Everything should be evaluated and changed as necessary.Extra-curricular programs can foster an immense amount of school pride.   Schools must offer a well-balanced assortment of programs to give every student an opportunity to be involved.   This includes a mixture of both athletic and non-athletic programs.   Coaches and sponsors responsible for these programs must provide the participants with everyone opportunity to be successful Programs and individuals within these programs should be recognized for their accomplishments.   Ultimately, if you have a positive school culture, every stakeholder feels a sense of pride when one of these programs or individuals is successful.

Analysis of Theoretical Perspectives, Research Methodologies and Methods Essay Example

Analysis of Theoretical Perspectives, Research Methodologies and Methods Essay Example Analysis of Theoretical Perspectives, Research Methodologies and Methods Paper Analysis of Theoretical Perspectives, Research Methodologies and Methods Paper According to the Dictionary of Qualitative Inquiry â€Å"postmodernism is an attitude toward the social world at the current stage of its historical development- more of a diagnosis than a theory† (Schwandt 1997, 201). Using this definition â€Å"Children and the Revolution† most comfortably fits into the theoretical perspective of postmodernism. This becomes obvious in the very first lines of the article when the author states her opinions in terms of the current social atmosphere (Craig 2006, 125). More evidence of this theory is found in Craig’s statement that â€Å"we have had half a sex revolution† (2006, 126). Craig seems to be presenting her ideas in this article in order to correct a social assumption that the time and effort of child rearing has become more equal among the sexes, but as her study shows, it has not. This research also fits best within the concept of survey research, even though the researcher herself did not perform the surveys, but used survey information collected from the Australian Bureau of Statistics in their 1997 Time Use Survey (TUS) instead (Craig 2006, 128). Considering the depth of the TUS and the breadth of the number of the individuals that completed the survey as well as the completion rate because of mandatory cooperation with government research such as this, Craig’s analysis of this data is likely to be much more complete and accurate than if she were to conduct her own survey (Craig 2006, 129). Craig’s methods seem to be a comparative analysis, or cross-case analysis (Schwandt 1997, 46). Single cases of individuals’ time spent in certain activities were collected on both male and female, and parent and non-parent participants. These reports of activities and time spent were then averaged according to group, and then compared; male vs. female, parent vs. non-parent (Craig 2006, 129). In contrast, â€Å"Time and Labour† seems to take the more or less rather raw data that Craig offers on time spent in child care for fathers and asks analyzes this a little deeper. The theoretical perspective used in this article seems to be interpretivism. Dermott takes into account the same kind of information that Craig has presented and determines that not only is there a disparity in the actual time spend in child care between men and women, but there seems to be a distinct difference in the psychological frame of mind between mothers and fathers. Dermott looks at the social constructs behind being a â€Å"good worker† and a â€Å"good father† as far as time investment in each activity (Dermott 2005, 91). This research seems to imply that, not only do fathers spend less time in caring for their children, but they do not feel that spending an amount of time equal to that of the mother is necessary for them to achieve the same degree of esteem. Though the methodology that Dermott uses could be considered the same as Craig’s since they both use direct survey-type material straight from their participants, it would be more accurate to say that Dermott is using a heuristic inquiry approach. On the surface both Craig and Dermott are investigating the same phenomenon, just on opposite ends of the spectrum. However, Dermott’s departure from simply analyzing the hours spent in childcare can be seen in such places as on pages 93-94 where she begins by stating that â€Å"Feeling responsible† was one cited reason why the men participating in the study chose to spend more time at work than with their children. Dermott’s investigation of why there is a discrepancy between the role of men and women in rearing children is what makes her work more heuristic than simply a survey. Dermott’s methods are also in contrast to Craig’s since her methodology requires a deeper, more personal look at her subjects than a collection of recorded numbers can provide. Clearly, through various quotes taken directly from her subjects, Dermott has used an interview method to obtain her research material. When comparing the two articles, Crotty’s discussion of the four elements of social research becomes quite poignant (Crotty 1998, 1). Ultimately Craig and Dermott are researching almost identical topics, though they are focusing on the different genders in the same topic. Craig’s approach expresses the discrepancy, but focuses on showing that raising children is, in fact, a major financial and temporal burden, and the women take the brunt of the temporal responsibility as well as play a major support role in the financial responsibility. She shows how this has actually evolved over the years through the change in women’s roles in society. Dermott, on the other hand, addresses the same topic, but explores the reasons behind the disparity. Interestingly enough, Dermott’s research serves as an extension of Craig’s work, though it also shows that the men have the same problem with the one-sided sexual revolution by stating that, though men are being inc reasingly expected to spend more time in child care their roles as the main support of a family have not changed enough to keep up with this trend (Dermott 2005, 92). This stands both in opposition and in explanation of Craig’s statement that though women have entered the workforce in huge numbers the expectation of them taking the majority of the domestic and child care responsibility has not changed (Craig 2006, 126). It is because of the subtleties in the development of the four elements that these two researchers could approach practically the identical topic and yet develop such different perspectives that provide unique information about the topic.

Stegoceras - Facts and Figures

Stegoceras - Facts and Figures Name: Stegoceras (Greek for roof horn); pronounced STEG-oh-SEH-rass Habitat: Forests of western North America Historical Period: Late Cretaceous (75 million years ago) Size and Weight: Up to six feet long and 100 pounds Diet: Plants Distinguishing Characteristics: Light build; bipedal posture; extremely thick skull in males About Stegoceras Stegoceras was the prime example of a pachycephalosaur (thick-headed lizard)a family of ornithischian, plant-eating, two-legged dinosaurs of the late Cretaceous period, characterized by their extremely thick skulls. This otherwise sleekly built herbivore had a noticeable dome on its head made of almost-solid bone; paleontologists speculate that Stegoceras males held their heads and necks parallel to the ground, build up a head of speed, and rammed each other on the noggins as hard as they could. (They may also, secondarily, have used their heads to butt away the flanks of encroaching tyrannosaurs, though we have no objective proof of this behavior.) The sensible question is: What was the point of this Three Stooges routine? Extrapolating from the behavior of present-day animals, its likely that Stegoceras males head-butted each other for the right to mate with females. This theory is supported by the fact that researchers have discovered two distinct varieties of Stegoceras skulls, one of which is thicker than the other and presumably belonged to the males of the species. (However, some paleontologists dispute this theory, noting that such high-speed collisions would tend to be disadvantageous from an evolutionary perspectivefor example, a dizzy, concussed Stegoceras could easily be picked off by a hungry raptor!) The type specimen of Stegoceras was named by the famous Canadian paleontologist Lawrence Lambe in 1902, following its discovery in the Dinosaur Provincial Park formation of Alberta, Canada. For a few decades, this unusual dinosaur was believed to be a close relative of Troodon (which was actually a saurischian rather than an ornithischian dinosaur, and thus resided on an entirely different branch of the dinosaur family tree), until the discovery of further pachycephalosaur genera made its provenance clear. For better or for worse, Stegoceras is the standard by which all subsequent pachycephalosaurs have been judgedwhich is not necessarily a good thing, considering how much confusion still exists about the behavior and growth stages of these dinosaurs. For example, the presumed pachycephalosaurs Dracorex and Stygimoloch may have been either juvenile, or unusually aged adults, of the well-known genus Pachycephalosaurus and at least two fossil specimens that were initially assigned to Stegoceras have since been promoted to their own genera, Colepiocephale (Greek for knucklehead) and Hanssuesia (named after the Austrian scientist Hans Suess).

Application paper 1 Essay Example | Topics and Well Written Essays - 1250 words

Application paper 1 - Essay Example Correspondingly, the fundamental features of the theory will be elaborated in this thesis, along with their application in the real life experiences. Criticisms of the theory will also be paid due significance in context to assess the applicability of the theory. DISCUSSION Key elements of the theory. SCT, as described by Griffin (247-250), is a universal theory within the broad framework that accounts for human communication. Precisely, SCT focuses on learning the sharing process of emotions and values in a small group, defining those as fantasies. The SCT communication is also used to observe the cohesiveness of a small group, wherein it is assumed that individuals will tend to dramatize their messages to a larger extent when confident in the group. Notably, communication is used to create a bond between small groups of people. The theory revolves around the emotions and fantasies of the people in a group wherein the conceptual framework of the theory attempts to analyze shared sym bolic meaning, which lies at the fantasy theme a person desires. The conversation begins with a fantasy of a person and continues with different opinions of the people in the group. SCT also helps to identify the symbolic reality that the member of the group shares through his/her conversation (Young, â€Å"Bormann's Symbolic Convergence Theory†). As argued by Griffin (247-250), SCT can be extremely useful to obtain critical understanding of the views and the thoughts of different persons in a group. SCT is principally based on the ideas of the member in a group who exchange their fantasies in order to formulate a cohesive group framework. The fantasies involve the emotion of the person supported by the group; it helps to understand the feeling and emotions of different individuals. Contextually, the fantasy chain can be considered as a positive response to the initial fantasy by the member of the group. It is in this context that symbolic convergence helps to form a cohesive bond and create a sense of togetherness in the group through the symbolic communication as described in SCT. The views and opinions of every individual are given emphasis based on the initial fantasy. Conceptually, SCT aids to recognize how the group associates, interacts and offers a way of inspecting small group culture. Also, this theory also makes it easier to understand who the active member is and is supporting the theme of the fantasy, building a fantasy chain (Young, â€Å"Bormann's Symbolic Convergence Theory†). A brief background of the situation. It was a normal working day when I, with my colleagues, was discussing about the upcoming salary hikes that were to be declared on the basis of our performances throughout the year. Undoubtedly, everyone in the group had great expectations and desires with the salary hike. In the middle of the conversation, one of my colleagues suddenly fantasized that with the aid of his increased salary and some help from loan facilitie s, he plans to purchase a duplex in one of the posh areas of the US within the next two years. This fantasy statement made the atmosphere in the work environment much informal, where the conversation was turning to a more comfortable level and

Health, Safety and Environmental Legislation for Engineers Assignment

Health, Safety and Environmental Legislation for Engineers - Assignment Example ISO ISO abbreviated as â€Å"International Organization of Standardization† is the world’s largest organization that develops, authenticates and publishes international standards (ISO 2010a). It was founded on February 1947 and it is a non-governmental organization that has national standard institutes of 163 countries and has its central secretariat in Geneva Switzerland (ISO 2010a). Now the question arises, what actually ISO does and how they make standards and who want to follow those standards? ISO develops certain standards for educational, industrial, business and commercial organizations that not only ensure the quality of their product but also draws a framework for the developmental activities to be performed in those organizations (ISO 2010a). These standards ensure that the products and services are high quality, safe, reliable efficient and environmental friendly. This set criteria of standards help public to get satisfied with the products and services that are following these standards and thus overall consumption and usage become more reliable and efficient (ISO 2010a). There is a long procedure for making ISO standards but we take a brief and helpful review of that. ISO develops any standard on demand and need of that standard by a stakeholder or industry sector. The proposal for the new standard is placed before a Technical committee of ISO for majority vote and further discusses this with their members in developing and developed countries (ISO 2010a). After getting positive response from every corner standard is made by technical committees that have experts from industrial, technical and business sectors. Every organization that wishes to have more efficient working environment, safer and cleaner product manufacturing, reliability and creditability uses ISO standardization and certification (ISO 2010a). ISO14001 ISO14001 is one of the standards of series of 14000. 14001 not only provides a standard for products and services to any educational, industrial, business and technical organizations but also helps them in setting a framework for environmental friendly activities (ISO 2010b). It enables organizations to develop, maintain and improve environmental management system and it is applicable to those areas of organizations that have significant impact on environment or which can control environment by their industrial or business activities. ISO14001 is an international standard that allows any organization to improve and enhance their environmental impact (ISO 2010b). Any organization that desires a certification of its environmental management system by a third party organization and want to reduce or eliminate the services causing negative impact on environment can use ISO14001 (ISO 2010b). In addition to providing environmental friendly and efficient framework activities to the organizations, there are a number of other benefits that can be achieved by organizations after getting certification of ISO 14001. ISO14001 makes organizations position stable by ensuring them reliable to stakeholders. It defines organization as innovative to customers and business partners. It helps organizations in managing their environment

Law of Tort Essay Example | Topics and Well Written Essays - 750 words

Law of Tort - Essay Example 369).It is the considered opinion of some scholars that these conflicting interests do not admit of any balancing. Article 8 of the European Convention on Human Rights deals with the right to privacy. The right to freedom of expression is dealt with under article 10 of the European Convention on Human Rights. The Human Rights Act 1998 requires a fair balance between these two contesting needs. The presence of a serious social requirement is essential for limiting freedom of speech. All the same, UK privacy case law has been seen to favour the right to privacy. This causes substantial commercial and practical difficulties. Thus, book publishers and photo journalists face considerable difficulty in their work. Thus, in Cream Holdings Ltd and others v Banerjee and others the lower court granted an injunction. This was aimed at suppressing information regarding the corrupt practices in vogue in the Cream Holding Ltd. On appeal to the House of Lords, this decision was reversed. However, c onsiderable difficulty had to be undergone by the defendant, in order to bring these corrupt practices to the notice of the public. ... These drawbacks to the English legal system have resulted in several cases being filed against the UK in the European Court of Human Rights (Harlow, 2005, p. 128). In defamation cases, public funding is not provided. This makes it difficult for an individual, with limited means, to defend an action initiated by a multinational corporation. This was the unfortunate situation in McDonalds v Steel and Morris. This unfavourable situation has been rectified to some extent by the introduction of conditional fee arrangements. Due to this arrangement, a much greater number of people have been enabled to make defamation claims (Harpwood, 2008, p. 397). Thus, in Dering v Uris, the jury awarded a nominal amount as damages to the claimant. Dering had been a physician at the infamous Auschwitz during the Nazi regime. It had been proved that Dering was guilty of serious war crimes. However, he successfully established that some of the accusations made against him by Leon Uris, were defamatory and false. Similarly, in Plato Films v Spiedel a trifling amount was awarded as damages for similar reasons (Harpwood, 2008, p. 397). Thus, in Hamilton v Al Fayed, the Court of Appeal upheld the ruling of the trial court judge. The latter had not awarded costs orders against them, as per the provisions of section 51 of the Supreme Court Act 1981. An instance where a very high cost was incurred, related to that of Taylforth v Metropolitan Police Comr and The Sun Newspaper. In this litigation, the claimant had to pay around ?500, 000 as costs, for a hearing that lasted 11 days. Furthermore, a libel claim initiated by the Body Shop’s Anita Roddick, resulted in a cost of ?1 million to the claimant (Harpwood, 2008, p. 370). In Reynolds v Times

Development Needs analysis (explanation and justification)(personal Essay

Development Needs analysis (explanation and justification)(personal develop) - Essay Example It is a self-reflective process of metacognition. The evaluation of one’s skills in strategic learning is a critical part of the school curricular program. It entails the student reflecting on the abilities, strengths and weakness in the tackling of the everyday work at school. Since historical times at the invention of the formal education system, teachers used academic performance as the driving tool to determine the excellence for the students. Conveniently, this provides a framework and a record of results that reflect on the student is thinking capabilities. However, this makes the students less equipped in handling day-to-day life situations. Time to time, oral presentation in class gives a reflection of the oratory skills of the students and can be harnessed and perfected for good public speaking skills. In addition, make-up, and personal tutorials help to build the culture of critical thinking as the student are engaged in the explanation of the answers. It offers a better platform for the students to assess their personal capabilities in their academics and general mindset. The teacher can capitalize on this by asking the student a one on one question to evaluate how well they answer the questions. My learning culture is very progressive putting into consideration the previous class evaluations. I am not blowing anything out of proportion and being a victim of the Lake Wobegon effect of thinking beyond my capabilitie s. Despite not putting the best of effort due to the co-curricular activities, I still manage to register excellent scores. It has culminated from the fact that I represent the school in much of the outdoor curricular activities. I have attended student-led conferences in which I presented an article before the teachers and the parents. It gave me opportunities to reflect finally on my oratory skills that I have been practicing over a period. I had a well-prepared portfolio prior to the conference day that assisted and guided me

Inventory management at WAL-MART Case Study Example | Topics and Well Written Essays - 1000 words

Inventory management at WAL-MART - Case Study Example It also succeeded due to its global strategies. It became the first private-sector company in the world to have employed over one million personnel. It provides large spacious, wide, neat, brightly-lit aisles and shelves stocked with area for people to look around and provide a variety of goods. The average size of a Wal-Mart store is 107,000 square feet (www.walmart.com). Each store employs about 225 people. The employees are called associates as they hold value for the company (Frat Files). The stores feature a variety of quality, value-priced general merchandise, including (www.walmart.com): Wal-Mart operates each store, from the products it stocks, to the front-end equipment that helps speed checkout, with the same philosophy: provide everyday low prices and superior customer service. Lower prices also eliminate the expense of frequent sales promotions and sales are more predictable. Wal-Mart has invested heavily in its unique cross-docking inventory system. Cross docking has enabled Wal-Mart to achieve economies of scale which reduce its costs of sales. With this system, goods are continuously delivered to stores within 48 hours and often without having to stock them. This allows Wal-Mart to replenish the shelves 4 times faster than its competition. Wal-Mart's ability to replenish theirs shelves four times faster than its competition is just another advantage they have over competition. Wal-Mart leverages its buying power through purchasing in bulks and distributing the goods on its own. Wal-Mart guarantees everyday low prices and considers them the one stop shop. INVENTORY MANAGEMENT at WAL-MART Just-in-time inventory (JIT) is the concept of only carrying as much inventory as needed to supply to customers or consumers. Many companies are using JIT to reduce inventory costs and increase gross profits (Damiano, 2005). It makes more sense for companies to use their dollars elsewhere, rather than tying them up in inventory that is just sitting in a warehouse. Wal-Mart's inventory philosophy focuses on getting the good out of the shelves and into the customers hand in the quickest and most cost efficient way as possible and Wal-Mart is a paragon of such efficiency. JIT (Just in Time) is an inventory management technique invented by the Japanese. The first users of this technique are said to be the Toyota people and to this day, this technique is being effectively used by them. The concept behind JIT is that it optimizes the production process byreducing waste and keeping negligible inventory (Epps, 1995). Inventory has a holding cost in terms of keeping the excess inventory in warehouses whose rent has to be paid thus increasing the cost of the inventory. As a retailer, Wal-Mart has been able to achieve respectable leadership by using this technique to reduce the holding costs and decreasing wastages. The most important factor in having a Just-In-Time inventory system is to have the best logistics system in place. This includes having clear transport routes,

Field Trip Essay Example | Topics and Well Written Essays - 500 words

Field Trip - Essay Example The centre featured a large screen used for presentation and educative film of space exploration. The Sketch Foundation Gallery captivated our attention and it occurred to me that it would best serve as a point of reference to our field trip. At the gallery, several space satellites were on display and among the ones that would capture attention of any visitor was the communication satellite. The scientist tour guide made us to understand that these space satellites vary in sizes depending on the main purpose of the use. The enormous size of the satellites was triggering many questions amongst us. The approximate weight of these satellites is six to eight tones of metal like the size of a small school bus. Apart from the size and physical appearances, the various parts of the space satellite were intriguing. The major parts included massive rocket propulsion system and its fuel tanks to move the satellite into space, antennas, and large transceivers for radio communication (Miller, 55). In addition, the large solar panels for converting solar energy in space to electricity together with the batteries to store the energy was also an amazing combination of energy sustaining system in space. The most important system of communication was the on-board computer processor that served as the â€Å"brain† of the satellite. The computer also served as a storage device for information and reception of instruction (Miller, 56). All these parts proved just how amazing the scientific ventures and explorat ion may go in the space exploration. Despite the size of these satellites’ and all their parts, the question on my mind was how these satellites managed to stay in space and move around the earth without falling back to earth. Our visitors tour guide who was also a scientist at the center gave us a comprehensive presentation of how the space satellite orbits the earth. The presentation began with an explanation of how

Inventory management at WAL-MART Case Study Example | Topics and Well Written Essays - 1000 words

Inventory management at WAL-MART - Case Study Example It also succeeded due to its global strategies. It became the first private-sector company in the world to have employed over one million personnel. It provides large spacious, wide, neat, brightly-lit aisles and shelves stocked with area for people to look around and provide a variety of goods. The average size of a Wal-Mart store is 107,000 square feet (www.walmart.com). Each store employs about 225 people. The employees are called associates as they hold value for the company (Frat Files). The stores feature a variety of quality, value-priced general merchandise, including (www.walmart.com): Wal-Mart operates each store, from the products it stocks, to the front-end equipment that helps speed checkout, with the same philosophy: provide everyday low prices and superior customer service. Lower prices also eliminate the expense of frequent sales promotions and sales are more predictable. Wal-Mart has invested heavily in its unique cross-docking inventory system. Cross docking has enabled Wal-Mart to achieve economies of scale which reduce its costs of sales. With this system, goods are continuously delivered to stores within 48 hours and often without having to stock them. This allows Wal-Mart to replenish the shelves 4 times faster than its competition. Wal-Mart's ability to replenish theirs shelves four times faster than its competition is just another advantage they have over competition. Wal-Mart leverages its buying power through purchasing in bulks and distributing the goods on its own. Wal-Mart guarantees everyday low prices and considers them the one stop shop. INVENTORY MANAGEMENT at WAL-MART Just-in-time inventory (JIT) is the concept of only carrying as much inventory as needed to supply to customers or consumers. Many companies are using JIT to reduce inventory costs and increase gross profits (Damiano, 2005). It makes more sense for companies to use their dollars elsewhere, rather than tying them up in inventory that is just sitting in a warehouse. Wal-Mart's inventory philosophy focuses on getting the good out of the shelves and into the customers hand in the quickest and most cost efficient way as possible and Wal-Mart is a paragon of such efficiency. JIT (Just in Time) is an inventory management technique invented by the Japanese. The first users of this technique are said to be the Toyota people and to this day, this technique is being effectively used by them. The concept behind JIT is that it optimizes the production process byreducing waste and keeping negligible inventory (Epps, 1995). Inventory has a holding cost in terms of keeping the excess inventory in warehouses whose rent has to be paid thus increasing the cost of the inventory. As a retailer, Wal-Mart has been able to achieve respectable leadership by using this technique to reduce the holding costs and decreasing wastages. The most important factor in having a Just-In-Time inventory system is to have the best logistics system in place. This includes having clear transport routes,

MKT 306 Marketing Strategy Research Paper Example | Topics and Well Written Essays - 2750 words

MKT 306 Marketing Strategy - Research Paper Example The marketing strategies should focus mainly on the differentiation aspect and strive towards gaining a competitive edge in the consumer market of oral health care. The report discusses the marketing strategies for the tooth brush named Colgate 360 Precision Toothbrush which is the product of the Colgate Palmolive Company. Toothbrush market is increasing with time and many brands are being introduced on a regular basis in the consumer market of oral hygiene care. For toothbrushes to be successful, it should have innovation and differentiation from the products previously increasing in the market so that it attracts consumers towards buying the product. This plan discusses the marketing strategies for the Colgate 360 Precision Toothbrush. The industry that are involved in health care have the main purpose to make oral hygiene products that prevent diseases in the teeth and gum and provide benefits to the customers. Types of oral hygiene products could be toothpastes, mouth washes, toothbrushes, dental flosses tooth whiteners. etc. The pioneering of toothbrushes started in the era of 3000 B.C and different innovation and products are being developed with advancements and enhancements since that time. The design of the toothbrushes has been constantly changed to ensure maximum cleansing of the teeth. Other features that have been enhanced in the category of toothbrushes in their size, colors, handling positions, bristle textures and types, their shapes etc. Toothbrushes were not given much importance while their selection in the beginning by customers. Gradually with time the focus towards toothbrushes started increasing more and the concern of the consumers towards toothbrush benefits gained more attention. With problems of teeth such as having cavities, bleeding gums etc urged the consumers to buy toothbrushes of better quality and features. These variations have been improvised to ensure proper cleaning in every nuke and corner of the oral

Review of downsizing and its impact on employees

Review of downsizing and its impact on employees This chapter provides a review of downsizing and its impacts on employees. The main objective of this chapter is to provide readers with a picture of the theories applied in such studies. Furthermore, empirical studies specifically associated with the downsizing context and theories applied in this study will be examined too. Finally, the aim of this literature review is to find the research gaps in previous studies and how this study will close these gaps. There are eight main sections depicted in this chapter. First, a general review pertaining to downsizing will be discussed. This section mainly deals with the issues of organizational downsizing strategies, the expected and actual economic impacts of downsizing and the empirical studies which have explored the impacts of organizational downsizing on surviving employees (managers and non-managers). The second section deals with one of the main theories applied in this research which is the stress and coping model by Lazarus and Folkman (1984). Third, six models of turnover and retention will be explored in this chapter. Two models of employee turnover and retention which are Lee and Mitchells (1994) the unfolding model of turnover and Mitchell et al.s (2001) job embeddedness model are two of the main theories applied in this research. Subsequently, empirical studies which employed these two models will be discussed. Then, few empirical studies associated with turnover intention and voluntary turnover specifically in downsizing context will be discussed. The seventh section of this chapter deals with two work-related stressors, namely job insecurity and role overload experienced by survivors following an organizational downsizing and their influences on turnover intention. Finally, the conclusion of this chapter deals with the research gaps identified from the literature review and how this research will close these gaps. 2.1 DOWNSIZINg A large amount of the research on organizational downsizing that has emerged over the past 25 years has entered on two main research questions as identified by Datta et al. (2010). They were (1) What precipitates employee downsizing? and (2) What are the effects of downsizing from the standpoint of individual attitudes/behavior and organizational performance? (Datta et al., 2010). The main focus of this section is the effects of downsizing on individual employees attitudes and behaviors. First of all, the downsizing strategies employed by organizations will be examined. The second section will briefly summarize the anticipated and actual economic impacts on downsized organizations. Finally, empirical studies pertaining to the impacts of organizational downsizing on surviving employees (managers and non-managers) will be discussed. 2.1.1 Downsizing Strategies Three forms of downsizing implementation strategies have been identified: workforce reduction, organization redesign, and systemic strategy (Gandolfi, 2008). The workforce reduction strategy focused on headcount reduction and employed tactics such as layoffs, retrenchments, early retirements, natural attrition, hiring freeze, buy-out packages, transfers, and out-placement. Second, work redesign strategy concentrated on reducing work itself instead of cutting the number of employees. It included tactics such as phasing out functions, hierarchical levels, departments or divisions, redesigning tasks and consolidating units. Third, the systemic strategy emphasized on the organizational culture and the attitudes and values of its employees. Previous studies have shown that most organizations practiced workforce reduction strategies to downsized company (Gandolfi, 2005), while layoffs were the most common way to downsize (Mishra Mishra, 1994). 2.1.2 The Expected and Actual Economic Consequences of Downsizing Organizations adopted downsizing for a number of reasons, the most common reason was to improve efficiency, effectiveness and the productivity in the organizations (Cascio, 1993; Kets de Vries Balazs, 1997; Mone, 1994; Savery Luks, 2000). While efficiency concerned an organizations ability to do things better, effectiveness entailed an organizations ability to do the right things in order to survive (Budros, 1999). Beneficial consequences in terms of cost savings considerations were among the expected outcomes of organizations downsized (Cascio, Young, Morris, 1997). De Meuse, Venderheiden and Bergmann (1994) mentioned that organizations reduced employment costs by cutting employees who were not performing well. According to Cascio (1993) and Kets de Vries and Balazs (1997), expected economic benefits included lower expense ratios, increased return of investment, higher profits and stock prices. Another economic benefit resulted from organizations was being able to increase value for their shareholders (Cascio, 1993; Cascio et al., 1997; De Meuse et al., 1994). Additionally, other benefits as a result from downsizing included lower overhead, smoother communication, increased entrepreneurship, and heightened productivity (Cascio, 1993; Kets de Vries Balazs, 1997). In addition, Mone (1994) suggested that benefits may also be realized in the forms of lower average salaries for the less senior surviving work force, fewer management layer and flatter organizational structures. Finally, downsizing helped organizations to remain competitive in the increasingly global marketplace (Ugboro, 2006). As per Cascio et al. (1997) downsized organizations should be able to lower their labor cost, and as a result in increased earnings or to control product prices to improve competitiveness. As such, organizations have been urged to become lean and mean through downsizing activities, by took into account costs and other competitive consideration on national and international level (Appelbaum, Simpson, Shapiro, 1987, p. 68). Irrespective of the intended benefits as mentioned above, the general consequences of the economic impact of downsizing were negative (Budros, 1999; De Meuse et al., 1994; Gandolfi, 2008). Although a few organizations have reported increased financial performance; however, majority of the downsized organizations have reported decreased levels of efficiency, effectiveness, productivity and profitability (Gandolfi, 2008). Even though downsizing is used as a cost reduction strategy by organizations, there was evidence that downsizing does not decreased costs as desired. On the contrary, costs may actually increase in some cases (McKinley, Sanchez, Schick, 1995). A number of hard-to-quantify costs were listed, including costs of quality as a result of increased rework, scrap, inspection and overtime costs for surviving employees whose workload increased and forgone new business opportunities as they did not have the resources to take on the new work (Mabert Schemenner, 1997). Mirvis (1 997) cited that over one third of the downsizing organizations that were surveyed reported that unexpected increased in number of temporary workers and consultants and the need for surviving employees to work overtime and to be retrained. Moreover, Bruton, Keels, and Shook (1996) reported that the stock price for downsized organizations decreased after two years of downsizing. In a recent study by Yu and Park (2006) which analyzed financial data of 258 listed Korean firms between 1997 and 2002, downsizing organizations suffered more financial difficulties than organizations that did not downsized. Downsizing resulted in an increase in the organizations profits and efficiency but no effects on employee productivity. Furthermore, there was some evidence to suggest that those organizations which had downsized reported lower measures of profitability than those did not (Carswell, 2005; Mentzer, 1996). Empirical studies also found that downsizing had a negative impact on corporate reputation (Love Kraatz, 2009; Zyglidopoulos, 2005). Gandolfi (2008) contend the following statements in review of available studies: Most firms adopted downsizing strategies did not reap economic and organizational benefits; Non-downsized firms financially outperformed downsized forms in the short-, medium- and long-run (Macky, 2004; Morris, Cascio, Young., 1999); While some firms had shown positive financial outcomes, there was no empirical evidence to suggest a correlation between downsizing and improved financial performance (Macky, 2004; Morris et al., 1999); Some firms have reported positive financial indicators in the short term, yet the long-term financial consequences of downsizing have been shown to be consistently negative. 2.1.3 Impacts of Downsizing on Surviving Employees This section will examine the impacts of organizational downsizing on two categories of employees, namely managers and non-managers. 2.1.3.1 Impacts on Surviving managers A number of studies were conducted to identify the impacts of downsizing on managers (e.g. Dopson, Risk, Stewart, 1992; Thomas Dunkerley, 1999; Thomas Linstead, 2002). The literature below will review empirical studies concerning impacts on surviving managers as consequences of organizational downsizing. Foremost, three main aspects were identified which are longer working hour and intensified work regimes, wider roles and responsibilities, and managerial career. Subsequently, surviving managers attitudes toward organizational downsizing will be explored too. Longer Working Hours and Intensified Work Regimes Thomas and Dunkerley (1999) conducted a study to examine the UK middle managers experiences of downsizing and to discover how these experiences influenced their roles and nature of middle management. Data collection was divided into two phases. Phase one comprised of a 50 case-study organizations, involving interviews with key managers (senior line and HR) and middle managers. While phase two involved in-depth analysis of up to ten interviews with middle managers in ten organizations drawn from the original cohort. A wide range of organizations were involved in the study, included oil, brewing, insurance, local authorities, health service, military, civil service agencies, manufacturing, engineering, music industry, retail and distribution from both private and public sectors. Managers interviewed reported longer working hours and intensified work regimes. They experienced a significant increased in the number of hours worked, including at work and at home during evenings and on the weekends. However, majority of the managers pointed that this long hour worked was through their choice and necessity to get the job done rather than through presenteeism or fear of job loss (Thomas Dunkerly, 1999, p. 162). Similar findings were presented by Thomas and Linstead (2002) based on a wider study in the UK of approximately 150 middle managers in 50 organizations that had undergone major organizational restructuring. A wide range of private and public sector organizations included oil, brewing, insurance, manufacturing, local authorities, health, armed forces, engineering, logistics, mineral extraction and privatized utilities were involved in the study. A qualitative, inductive and multi-methods approach had been adopted and specifically involved case studies that focused on an individual middle managers subjective experiences. Likewise, problems of worked longer hours and unpaid overtime were reported by McCann et al. (2004) in a comparison study between Japanese and Anglo-American management systems based on interviews with senior or HR managers and middle managers in 30 large organizations. Both private and public sectors organizations comprised the sample and included steel manufacturing, heavy mechanical engineering, brewing, automotive, electronics, financial services, retail, healthcare, local government and central government. Zemke (1990) also reported that middle managers worked more hours than before downsizing took place. A variety of reasons were being identified which contributed to the intensification of work faced by middle managers. They included wider roles and responsibilities, flatter structures, reduced in number of middle managers, presenteeism through fear and job insecurity, pressure from peer to perform, performance cultures with increased individual accountability and the necessity to keep pace with constant change. (McCann et al., 2004; Thomas Dunkerley, 1999; Thomas Linstead, 2002). Wider Roles and Responsibilities Dopson et al. (1992) conducted a small-scale study to look into the changes affected middle managers and their reactions to these changes in both public and private sectors. Two phrases of data collection were conducted. In the first phase, eight general case studies were conducted by interviewing a senior manager (training manager) and on average six middle managers in each case. The second phase of the research comprised of interviews with twenty middle managers in each of four case studies (a computer company, a car manufacturing company, a new public agency, and an autospares company), two to three senior managers, the personnel and training manager(s), and in the public-sector case the trade union representatives. The interviews results indicated that middle management jobs became more general, with greater responsibilities and a wider range of tasks. These findings were supported by the studies of McCann et al. (2004), Thomas and Dunkerley (1999), and Thomas and Linstead (2002) . The removal of layers of middle management had resulted in an increasing span of control was a common feature of most middle management jobs in studies conducted (e.g., Dopson et al., 1992; Thomas Dunkerley, 1999; Zemke, 1990). Generally, middle managers were responsible for a wider mix and a greater number of subordinates than before (Dopson et al., 1992). On top of that, middle managers experienced significant increased of workload (Dopson et al., 1992; McCann et al., 2004; Thomas Dunkerley, 1999; Thomas Linstead, 2002). Middle managers had a greater responsibility for a wider range of duties for which they were now clearly more accountable (Dopson et al., 1992). Their roles ranged from technical and professional trends to more generic management, with tasks such managing, financing, budgeting and forecasting (Thomas Dunkerley, 1999). They needed to be more flexible (McCann et al., 2004), and obtained more generalist skills such as financial knowledge, ability to manage staff o f different backgrounds and a greater marketing and strategic orientation (Dopson et al., 1992). While McCann et al. (2004) found that middle managers were doing less managing of staff and more short-term, task focused co-operative group work. They were more likely to be managing subordinates in groups and tasks in a flattened hierarchy. Their job titles often bore little resemblance to their actual work tasks. Besides that, middle managers faced pressure from below due to the increased spans of control, constraint of resources and increased customer accountability. Furthermore, pressures were faced from above to perform a range of targets and performance indicators (Dopson et al., 1992; McCann et al., 2004; Thomas Dunkerley, 1999). Newell and Dopson (1996) in their attempt to investigate the impact of restructuring on middle management job and careers discovered that middle managers had to meet more stringent budgetary and quality targets as a result from interviews with 20 middle managers in telecommunication industry. The shift from physical commodities to information implied a shift from hierarchies of specialization to flexible networks of creativity and information sharing (McCann et al., 2004). Middle managers had less opportunity to fall back that their judgments was hampered by a lack of information due to the advancement of information and communication technology (Dopson et al., 1992). A number of middle managers commented on their needs to work in a variety of relationships, with manager and staff in organizations overseas, as well as spending time on oversea visits (Dopson et al., 1992). As consequences discussed above, stress-related problems and illnesses, role overload, tensions with home-life and impoverished life-styles were reported as a result from the long hours worked and increased roles and responsibilities (Thomas Dunkerley, 1999). Managerial Careers after Organizational Downsizing In terms of managerial career, both negative and positive views will be depicted as below. Individual middle manager retained responsibility for his/her own career (Newell Dopson, 1996). The trend towards individual accountability and individual contracts was noticed. Career advancement opportunities were declined due to the wide gaps between levels in the hierarchy and wider spans of control (Thomas Dunkerley, 1999). There were concerns about future career paths as the management hierarchy has been reduced (Dopson et al., 1992). Likewise, career opportunities were thought to have significantly decreased and there were no clear paths for middle managers (Newell Dopson, 1996). Some potential career paths were identified, such as the notion of filling dead mens shoes or promotion by the back door, that was being promoted because your face fitted, or you were good mates with the senior manager (Newell Dopson, 1996, p. 15). Majority of the managers commented on a lack of information provided by the organization about their role and future in the organization and about their feelings of lack of control after changes took place (Newell Dopson, 1996; Thomas Linstead, 2002). Some managers felt more insecure feelings on further changes and complained that the refocusing of tasks made them to lose certain enjoyable aspects of job (Dopson et al., 1992). They faced problems adapting to changes, especially when the changes were unexpected and the employees were not fully consulted about those changes (Dopson et al., 1992). Some middle managers felt that they are stuck in a situation which was continually demanding in terms; however, without the support of proper training and development (Newell and Dopson, 1996, p. 18). Likewise, middle managers felt that they were losing the plot in their organization with increased feelings of insecurity and uncertainty (Thomas Linstead, 2002, p. 88). Middle managers had a great sense of vulnerability that middle managers are an easy target (Thomas Linstead, 2002, p. 85). In contradiction, some middle managers reported positive experiences from downsizing (Thomas Dunkerley, 1999). A number of the middle managers felt a reduction in the frustration of their job (Dopson et al., 1992). Some reasons were identified to address such claim. First, the shorter hierarchy in the organizations meant that the middle managers were closer to top management and the strategic and policy arena (Dopson et al., 1992). They claimed to have greater control over their working lives and resources that they need, greater power of decision making, problem-solving, more innovative and strategic input (Dopson et al., 1992; Thomas Dunkerley, 1999). Thus, middle managers had more entrepreneurial roles. Many middle managers commented on feelings of job fulfillment and enrichment. Some surviving middle managers perceived increased career opportunities as some beneficial retirement packages had freed up the senior end of middle management. As a consequence, the profile of middle m anagement was getting younger (Thomas Dunkerley, 1999). Furthermore, the reduction in promotion opportunities were may be offset in part by the introduction of more performance-related pay (Dopson et al., 1992). Ebadan and Winstanley (1997) conducted a study which focused on getting the managers views of changes occurred and their perceptions of how the new career paths could be and should be forged. As a result, 42 respondents identified worse career prospects. However, despite the overall perception of worsening career prospects, the managers generally felt that their career prospects were better in the reorganized organizations than elsewhere. Work Attitudes of Surviving Managers Levitt et al., (2008) carried out a study to investigate the effects of downsizing on the survivors of layoffs in a large insurance organization. In-depth interviews with four middle managers were conducted to determine surviving middle managers attitudes pertaining to downsizing. Middle managers reported negative feelings of apathy, fear, distrust and anger toward the organization. Middle managers reported no loyalty or commitment to organization anymore. They no longer felt obligated to perform above and beyond the call of duty and no longer do so. These characteristics were consistent with the term as survivor syndrome (Devine et al., 2003, p.110). Similarly, in an attempt to know more about how middle managers responded to the demands of downsizing, ONeill and Lenn (1995, p. 25) found that surviving middle managers were anger, anxiety, cynicism, resentment, resignation, desire for retribution and hope. Middle managers reported high level of stress after downsizing. The type of stress was no longer isolated to the workloads; though, the increasingly feelings of job insecurity. They also indicated they felt stress relative to the constant organizational changes (Levitt et al., 2008). The study conducted by Luthans and Sommer (1999) found that managers reported lower level of organizational commitment, lower job satisfaction and workgroup trust following an organizational downsizing. Middle managers had lower morale and long-term commitment to organization due to the lack of resources and rewards and the constant pressure to reduce costs (Thomas Dunkerley, 1999). Correspondingly, majority of the respondents in the study by Ebadan and Winstanley (1997) indicated that they would have lower morale and motivation due to a possible decreased in promotion opportunities. The lower levels of commitment and trust of middle managers were resulted from the aspect of freedom to make decision. Fr eedom for middle managers to make strategic decisions had not always increased along with the growing of variety and creativity of middle management tasks (McCann et al., 2004). On the other hand, in the study by Thomas and Dunkerley (1999), middle managers reported higher job satisfaction level from increased empowerment over their work roles. Ugboro (2006) carried out a study to determine the relationship between job redesign, employee empowerment and intent to quit measured by affective organizational commitment among survivors of organizational restructuring and downsizing. The respondents of this study comprised of both middle managers and employees in supervisory positions. A total of 438 useable questionnaires have been used for data analysis purpose. The results showed significant positive relationships between job redesign, empowerment and affective commitment. The study showed that both job redesign and employee empowerment that enhanced survivors sense of impact and job meaningfulness could facilitate survivors affective commitment and reduced their turnover intention. In spite of the middle managers attitudes as mentioned above, Allen et al., (2001) revealed that the middle mangers attitudes changed over time after downsizing. The data was collected through surveyed 106 managers experienced a downsizing regarding organizational commitment, turnover intentions, job involvement, role clarity, role overload, satisfaction with top management and satisfaction with job security. The results generally indicated that downsizing had a significant impact on work attitudes, the impact varied over time and that the initial impact was generally negative. The findings indicated that the most negative impact on attitudes occurred during the immediate post-downsizing period (Allen et al., 2001). A later study by Levitt et al. (2008) opposed to the previous findings by Allen et al. (2001). Middle managers reported transitional changes in their feelings over time; however, these changes or transitions were predominantly from positive to negative. They reported posi tive feelings initially that changed to negative feelings and these negative feelings continued to grow overtime (Levitt et al., 2008). 2.1.3.2 Impacts on Surviving Non-managers In 1994, Mone conducted a study to examine how individual-level factors (self-efficacy, self-esteem, personal goals, job satisfaction, and organizational commitment) affected workers decision concerning turnover intention to leave the downsizing organization. A total of 145 employees at a U.S. manufacturing firm that experienced downsizing in the 1970s, 1980s, and 1990s were the respondents of the study. The findings suggested that self-efficacy was positively related to turnover intention. Furthermore, task self-esteem, but not role and global self-esteem had a negative impact on turnover intention. A 3-year longitudinal panel study was conducted by Armstrong-Stassen (2002) to compare the impacts on employees who had been declared redundant (N=49) in the initial downsizing stage, but who remained in the organization, and employees who had not been designated redundant (N=118). Data was collected in time T1 (early 1996), T2 (6 months later), T3 (1997), and T4 (1999). Employees designated redundant reported significantly higher level of job satisfaction at T4 compared with other three periods. While at T1, they reported lower job satisfaction than those declared nonredundant, but by T4 they reported higher level of job satisfaction than employees designated nonredundant. Additionally, both group of employees reported significant increase in job security between T1/T2 and T3 and also between T3 and T4. Devine et al. (2003) conducted a study to compare the outcomes experienced by both victims and survivors involved in a major downsizing program. The final sample consisted of 608 responses (435 continuing employees, and 173 displaced, re-employed employees). The findings suggested that employees who continued to work in the downsized environment reported higher stress level than those individuals who had been displaced. Additionally, the displaced employees reported they had more job control, or autonomy than continuing employees. Furthermore, the moderating effect of perceived job control on the relationship between the environmental stressors (downsizing) and perceived employee stress was found, indicating that high perceptions of control lowered feeling of stress, and vice versa. Finally, displaced employees reported significantly higher level of job satisfaction, overall physical health and quality of life perceptions, and lower level of absenteeism and licit drug use than contin uing employees. Summary In a nutshell from the review of downsizing research, it revealed that most of the studies pertaining to surviving managers especially middle managers have been in the form of qualitative method in which they explore the work-related stressors experienced by surviving managers and their attitudes. Furthermore, the direct relationship between work-related stressors (role overload and job insecurity) and turnover intention has been underresearched in the context of downsizing.

Anti-Matter :: essays research papers

Anti-Matter Introduction Ordinary matter has negatively charged electrons circling a positively charged nuclei. Anti-matter has positively charged electrons - positrons - orbiting a nuclei with a negative charge - anti-protons. Only anti-protons and positrons are able to be produced at this time, but scientists in Switzerland have begun a series of experiments which they believe will lead to the creation of the first anti-matter element -- Anti-Hydrogen. The Research Early scientists often made two mistakes about anti-matter. Some thought it had a negative mass, and would thus feel gravity as a push rather than a pull. If this were so, the antiproton's negative mass/energy would cancel the proton's when they met and nothing would remain; in reality, two extremely high-energy gamma photons are produced. Today's theories of the universe say that there is no such thing as a negative mass. The second and more subtle mistake is the idea that anti-water would only annihilate with ordinary water, and could safety be kept in (say) an iron container. This is not so: it is the subatomic particles that react so destructively, and their arrangement makes no difference. Scientists at CERN in Geneva are working on a device called the LEAR (low energy anti-proton ring) in an attempt to slow the velocity of the anti-protons to a billionth of their normal speeds. The slowing of the anti-protons and positrons, which normally travel at a velocity of that near the speed of light, is neccesary so that they have a chance of meeting and combining into anti-hydrogen. The problems with research in the field of anti-matter is that when the anti-matter elements touch matter elements they annihilate each other. The total combined mass of both elements are released in a spectacular blast of energy. Electrons and positrons come together and vanish into high-energy gamma rays (plus a certain number of harmless neutrinos, which pass through whole planets without effect). Hitting ordinary matter, 1 kg of anti-matter explodes with the force of up to 43 million tons of TNT - as though several thousand Hiroshima bombs were detonated at once. So how can anti-matter be stored? Space seems the only place, both for storage and for large-scale production. On Earth, gravity will sooner or later pull any anti-matter into disastrous contact with matter. Anti-matter has the opposite effect of gravity on it, the anti-matter is 'pushed away' by the gravitational force due to its opposite nature to that of matter.

The Media Should NOT Define our Self-Image Essays -- Adverts, Advertis

Do we choose to define ourselves? Everyday we turn on the television; we are subjected to advertisements about what we are supposed to be, what we are supposed to wear, and even what we are supposed to drive. Ultimately we choose the vehicles we drive, but the media has a huge influence on us. Three television advertisements reveal the vehicles women and men are believed to drive. The Honda Odyssey is shown in advertisements with a woman driving around kids to their daily functions. The Ford F150 and the Chevy Silverado are shown with men four wheeling through the hills. Advertisements tell us what roles we are â€Å"supposed† to play in society. In reality men and women’s roles in society have greatly changed from the past, but television advertisements do not represent these changes. Vans are depicted as â€Å"mom vehicles† and trucks are â€Å"dad or man vehicles.† When a vehicle manufacturer comes out with a new model of van they usually depict a women driving around, with a vehicle full of kids. She drops the kids off and picks them up, she then proceeds to move around all of the seats illustrating to the consumer all that this new van has to offer. It is all work and no play for moms in the working world. When a new model of the Ford F150 or the Chevy Silverado comes out, advertisements usually depict a man four-wheeling through the hills demonstrating the durability and power of the vehicle. Ford’s motto is â€Å"Built Ford Tough† and Chevy’s motto is â€Å"Like a Rock.† Thes...

National Security vs. Civil Liberties Essay

The recent September 11th attacks have caused many Americans to wonder about the personal sacrifices to be made in order to keep the nation â€Å"safe and free.† With mixed results, it has become a common practice throughout history to restrict personal freedoms in the name of national security. Many questions arise from this process: Where is the line drawn? If liberties are restricted do they ever truly return? If it is true that we are doomed to repeat history if we fail to learn from it, an examination into the circumstances of the Japanese American internment in 1942 may inform the ways to most effectively deal with the security concerns faced by Americans today. There is a paradox in American theories of democracy and freedom. As the United States has fought abroad in the name of freedom, we have simultaneously restricted the personal freedoms of people in the country. When President Franklin D. Roosevelt engaged in battle in World War II, it was not only to retaliate against the Japanese attack on Pearl Harbor but to bring down the Nazi regime that was murdering people in Europe. At the same time, Roosevelt had nearly 120,000 Japanese Americans, the majority of whom were American citizens or legal permanent residents, rounded up into internment camps, violating their civil rights to be treated with fairness and equality, without discrimination and the Fifth Amendment liberty of due process. In 2001, people are quick to dismiss the idea of an internment of American citizens, suggesting that the country has come a long way from 1942. The hypothesis that the government might conduct surveillance or use illegal wiretaps to monitor groups or individuals that it suspects of domestic terrorism seemed foreign before September 11th, and now has become a way to gain more information about potential suspects. These new measures, included in the USA Patriot Act, delicately trace the line between national security and civil liberties. A brief look at how the Bush administration has extended its powers since September 11th includes the detaining without charge of thousands of Muslim and Arab-American men without release of information to kin nor legal access, a new Bureau of Prisons regulation which allows Justice Department officials to listen in on conversations  between suspects and their lawyers and a new legislation, which includes warrant-less searches, roving wiretaps and a redefinition of a â€Å"domestic terrorist.† American society is not yet comfortably distanced from the practices of history that have threatened the civil rights and liberties Americans enjoy. Fred Korematsu’s speaking engagements continued in 2001, as he warned college students to stay aware of what the government is doing, and to stand prepared to defend their freedoms. In times of crisis, as presidential power expands, domestic policies must take shape to ensure the protection of Americans, from foreign and domestic threats. The Bush administration has a difficult task ahead, to keep Americans safe while maintaining the freedom which makes this country great. The delicate issue of interviewing Arab Americans has presented a challenge and continues the debate among Americans about how many of our civil liberties become expendable when the country is at war.

Compare and Contrast of Slavery Essay

Intro: During 18th century slavery, three regions of the country had slight to very different lifestyles as well as small to very common similarities. Slavery during the 18th century influenced how slavery went forth for the next century and a half. In this essay I will compare and contrast 18th century slavery in the Chesapeake, Low Country (South Carolina and Georgia), and the Northern colonies. 1. Chesapeake Region a. The early years of slavery in the Chesapeake region were lax. There were few black slaves at first and there were only a few slaves in the labor force. The first set of slaves in Virginia and Maryland were more indentured servants than true slavery. Before the late 1600’s there was a very thin line between black slavery and white freedom. In the early 1600’s slaves that had â€Å"Christian† names such as Pedro or Isabella were considered Christians so they were considered indentured servants and allowed to work off the price that was paid for them and then freed. They worked alongside white indentured servants. As time went on the slave, population there grew through natural reproduction. b. As some of the British planters became more successful and held more land in an effort of their own interest introduced the â€Å"Unthinking decision† (Chattel Slavery) which officially drew a line in the racial divide between Africans (Blacks) and Whites. The Chesapeake region was the first to have and enact â€Å"Slave codes† which would eventually carry across all regions partially and in its entirety. Bills of sale for slaves in regards to children of Black female slaves was instituted in the Chesapeake region saying that the children born to these women would be slaves for life because their mother was a slave. As the slave, codes kicked in slaves were deemed no more than livestock and inferior and could no longer become converts of Christianity taking away completely indentured servitude. It went on this way until slavery ended. c. Tobacco was the main source of prosperity in the Chesapeake region slaves worked in gangs in the tobacco fields because the owners thought it made them work faster. d. The slaves in this region lived in log cabins. 2. Low Country (South Carolina and Georgia) e. Slavery in the low country was somewhat different in the aspect that the slaves that arrived there were already Chattel. The slaves in the low country were mainly Black and Indian slaves and eventually all black as time progressed. The slaves in low country grew through the constant new arrivals of slaves from Africa. Slaves in the low country had a very high mortality rate due to disease, overwork, and poor treatment. Slaves in the low country retained more of their African heritage because there were so many of them and always fresh Africans coming in the ports. By the 18th Century, the low country had almost a 70 percent ratio of black slaves compared to white slave owners. Charleston was North America’s leading port of entry for Africans. f. The main crops in the low country were rice and corn compared to the Chesapeake region. g. The slaves there developed their own broken languages called Geechie and Gullah. h. Low Country showed a great deal of Creolization. This is the first sign of distinct classes between slaves. The creoles stayed in the same areas as whites because they were mixed race they had social and economic advantages over slaves that were on plantations but they were still watched all the time by whites. i. The slave houses in low country were made of tabby (a form of a concrete mortar mixture). j. In contrast to the slaves in the Chesapeake region, the slaves in low country had certain independence in their daily routines. Once they were done with their chores, their time was free to do what they chose without supervision. Although the slaves had this independence, the white people still had a â€Å"Negro Watch† to enforce curfew on the black people there. 3. Northern Colonies k. The Northern colony slaves were perhaps the least like slaves of the three regions. One of the main differences was organized religion. There was also the fact that during the 18th century there slave population in the Northern Colonies was a mere 4.5% compared to the 40% and higher in the south. Slavery was less oppressive due to the Puritan religious principles of the Northern region. l. The slaves lived in the house with their master and his family. The slaves also worked along side the master, his family, and the other slaves on the small farms. Most had two slaves per household on the rare occasion there some estates that had 50 or 60. m. Slaves in the Northern colonies were allowed to become Artisans, Shopkeepers, Messengers, Domestic Servants, and General Laborers. New England slaves had a huge advantage over slaves in the other regions they could legally own, transfer, and inherit property. They also had the least opportunity to preserve their African heritage because of their easier conditions. They also had the highest amount of mulattoes. 4. The commonality between Chesapeake, Low Country, and the Northern Colonies is the fact that no matter what slaves were still deemed less than whites. They still had to abide by the â€Å"Slave Codes†. Miscegenation was banned and strictly enforced everywhere. Conclusion: In comparing and contrasting the three regions there are more differences than commonalities when it comes to their areas. The commonalities are very strong in the fact that no matter how well or badly they were treated they were always deemed inferior to whites even the â€Å"mixed†, â€Å"Creoles†, or â€Å"Mulattoes†. In essence, slaves everywhere were under the same â€Å"Slave Codes† with the difference between the regions being how strictly they enforced.

Personal Values and Ethical Standards

Ethical codes determine a person’s outlook on right and wrong. It influences their interactions with people (Williams, 2011). Personal ethics and professional ethics may differ each influences the other, and sway the workplace environment (Williams, 2011). Companies want their corporate traditions to have a sense of ethical responsibility (Williams, 2011). Frequently, professional ethics covers the same principles of personal ethics, for example honesty, and fairness (Williams, 2011). These principles may also extend to company loyalty (Williams, 2011). Responsibilities Personal ethical responsibilities mainly include people closest to you, for example your family, friends or neighbors, requiring family responsibilities before job responsibilities (Williams, 2011). Professional ethical responsibilities are more diverse and wide-ranging for example, not discussing a patient's history, and putting a person's well being first (Williams, 2011). Professional ethics requires reporting any suspicious or harmful activity, for example if a teacher suspects a student is experiencing abuse or neglect (Williams, 2011). Codes for Personal Values As a human service professional, my values, and morals are set high. My peers and clients look up to my decisions. This is why I relate to of the National Association of Social Workers Ethical Codes, which are 1. 01 Commitment to Clients and 1. 02 Self Determination. Code 1. 01 states, a social workers’ main responsibility is promoting the well ­being of clients (NASW, 2008). Code 1. 02 states, social workers are to respect and promote the rights of clients to have self determination by assist clients in efforts to identify and explain goals (NASW, 2008). Ethical Dilemmas Influences Personal ethics mainly depend on a person's life relationships, for example, what he or she learns from their parents, teachers, and religion (Williams, 2011). People are also influenced by the experiences from childhood dilemmas, for example lying, cheating, or violence (Williams, 2011). Professional ethics is founded on the principles of a profession (Williams, 2011). A person may be legally required to obey ethical principles, such as confidentiality, in the case of doctors or lawyers (Williams, 2011). ? ? Practice and Personal If a social worker suspects that a child is abused, it is their professional responsibility to make any determination about the matter for the protection of a child (NASW, 2011). This is an ethical dilemma that I will not have a problem reporting. I know that some people my hesitant because they feel they maybe tearing apart a family, but I know that I will be protecting a life. Child Abuse Each state has child abuse laws that vow the protection for a child who is abused, mistreated, or neglected. Although each state agrees the protection of a child, each state may handle the reports differently, or how the accused will be fined or jailed. For instance, an individual who lives in the state of Mississippi can remain anonymous when reporting a child abuse reports (MDHS, 2011), but in the state of Texas remaining anonymous is not encouraged (Texas Department of Family Services, 2011). Each state has established that an individual under the age of 18 is considered a child. Arizona’s law states that a child does not have to show any signs of injury when reporting a child abuse case, but this could be interpreted for of verbal abuse (About, 2011). In the state of Mississippi verbal abuse is a sign of abuse (MDHS, 2011). When a case is not reported in Texas it is a Class B Misdemeanor with a fine of $2000, and a possibility of 180 days in prison (ATPE, 2010). If a case is not reported in Mississippi, and the person is found guilty the fine is up to $5000, and the jail time could be up to one year (MDHS, 2011). Arizona and Georgia violation of child abuse laws is considered a misdemeanor if there is failure to report indication of child abuse (Child Abuse Law, 2011). The above states each have different aspects of what constitutes abuse, but all compare that any sign of bodily harm is a sign of child use. Practice and Conflict According to Code 1. 01, it is the responsibility of the Social Worker to promote the well being of their clients (NASW, 2011). Certain professions require people to be objective and impartial, which may conflict with a person’s ethics, such as compassion, and willingness. Individuals find separating their personal and professional ethics helps (Williams, 2011). Some opinions are very personal and may need to be set-aside to do my job (Williams, 2011). Handling spousal abuse is an area that will be personal that I may have a hard time separating out my personal and professional views and values. My problem is that you cannot help someone that does not want to be helped. Spouse Abuse Domestic violence and spousal abuse come in different forms. Whether it is physical, mental, or verbal abuse a person can be assaulted, stalked, sexually taken advantage of, or harassed. Each state has standards surrounding domestic violence and spousal abuse. Spousal abuse is a serious crime and needs to be addressed by law enforcement along with the courts, so victims are protected. Procedures help prompt an effective response to any domestic violence case. Chief Law enforcement officers are responsible for procedures used and are responsible to conform to standards (Supreme Court of New Jersey Attorney General of the State of New Jersey, 2008). Comparing New Jersey, Texas, Arizona, and Georgia each seem to have the laws toward domestic violence. One issue that the state of Arizona addresses differently from the other states was that Arizona has many laws to protect the victim’s service providers, such as testimonial privileges, evidentiary privileges, nondisclosure laws, confidentiality of communications. Statutory law, common law, Case Law, Regulation, outlines these. Ethical Standards and General Principles Professional ethics is the center of social work, and profession has an obligation to express basic values, ethical principles, and ethical standards (NASW, 2011). The NASW Code of Ethics has set values, principles, and standards to guide social workers’ manner. The Code is appropriate to all social workers and social work students (NASW, 2011). The use of psychological tests in the courtroom 1. 07 Privacy and Confidentiality j) Social workers are required to protect the confidentiality of clients during legal proceedings to the full extent of the law (NASW, 2011). When a court of law orders social workers to disclose confidential information without a client’s consent the social worker should request that the court maintain the records, so they are unavailable for public inspection (NASW, 2011). Ethical Principle Social workers pursue social change for vulnerable i ndividuals, and are focused on issues of poverty, unemployment, discrimination, and other forms of social injustice (NASW, 2011). Social workers attempt to guarantee access to needed information, services, resources, equality of opportunity, and meaningful participation in decision making for all people (NASW, 2011). The lie detector 1. 16 Termination of Services (b) Social workers need take reasonable steps to avoid abandoning their clients who still need of services (NASW, 2011). Social workers need to assist in making appropriate arrangements for continuation of services (NASW, 2011). Ethical Principle? Social workers are continually attentive their profession’s mission, values, ethical principles, and ethical standards (NASW, 2011). Social workers proceed honestly and responsibly while promoting ethical practices within the organizations they are affiliated (NASW, 2011). Boundaries of competence 1. 04 Competence (a) Social workers provide services and represent themselves as competent within the boundaries of their education, training, license, certification, consultation received, supervised experience, or other relevant professional experience (NASW, 2011). Ethical Principle Social workers elevate service to others above themselves (NASW, 2011). Social workers rely on their knowledge, values, and skills to help others in need; along with addressing social problems (NASW, 2011). Social workers are asked to volunteer their professional skills with no expectation of financial return (NASW, 2011). Integrity Ethical Principle Social workers are continually attentive their profession’s mission, values, ethical principles, and ethical standards (NASW, 2011). Social workers proceed honestly and responsibly while promoting ethical practices within the organizations they are affiliated (NASW, 2011). 1. 6 Conflicts of Interest (a) Social workers need be aware and avoid conflicts of interest that may interfere with the implement of professional judgment and impartial judgment (NASW, 2011). Social workers need to inform clients when a real or potential conflict of interest arises, so the take the logical steps to solve the issue in a manner that makes the clients’ interests first and protects clients’ interests to th e highest extent possible (NASW, 2011). In protecting a clients’ interests may require termination of services with a referral of the client (NASW, 2011). b) Social workers need not to take advantage of a professional relationship to further their personal, religious, political, or business interests (NASW, 2011). Sexual harassment Ethical Principle? Social workers need to treat every person with a caring and respectful attitude, which is mindful of individual differences, cultural, and ethnic diversity (NASW, 2011). Social workers should promote clients’ socially responsible through self determination (NASW, 2011). Social workers may seek to enhance a client’s ability and opportunity to change through addressing their needs (NASW, 2011). . 11 Sexual Harassment Social workers cannot sexually harass clients, which includes sexual advances, sexual solicitation, requests for sexual favors, and other verbal, or physical conduct of a sexual nature (NASW, 2011). Human differences 1. 15 Interruption of Services Social workers need to make a reasonable effort to ensure stability of services in the event that services are interrupted because of unavailability, relocation, illness, disability, or death (NASW, 2011). Ethical Principle Social workers need to understand that relationships among people are an important opportunity for change (NASW, 2011). Social workers who engage people as partners are helping process (NASW, 2011). Social workers who seek to strengthen relationships among people are helping by promote, restore, maintain, and enhance the well ­being of individuals, families, social groups, organizations, and communities (NASW, 2011). The legal definition of insanity Ethical Principle Social workers who continually strive to increase their professional knowledge and skills are applying them in practice by contributing to the knowledge of the profession (NASW, 2011). 1. 14 Clients Who Lack Decision Making Capacity Social workers acting on the behalf of clients, who lack the capacity to make informed decisions, are helping by taking the reasonable steps to protection the interests and rights of those clients (NASW, 2011). Conclusion The ethical decision making process helps in instances which a social worker does not have simple answers available to solve complicated ethical issues (NASW, 2011). Social workers need to take into consideration all the values, principles, and standards relevant to any situation, in which ethical judgment are necessary (NASW, 2011). A social worker’s decisions and actions need to be reliable with the character, and the letter of the Code of Ethics (NASW, 2011). 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(2009), from http://www. state. nj. us/ooie/helpful/mandatoryreportingdescript. html Mississippi Department of Human Services. (2011). Division of Family & Children's Services, from http://www. mdhs. state. ms. us/fcs_prot. html National Association of Social Workers. (2008). Code of Ethics of the National Association of Social Workers, from http://www. ocialworkers. org/pubs/code/code. asp State of Texas Office of Court Administration. (2011, September). The Texas Family Violence Bench Book, from http://www. courts. state. tx. us/pubs/Manuals/judges/DomesticViolenceBenchBook. pdf Williams, E. (2011, January 19). Personal vs. Professional Ethics, from http://www. ehow. com/info_7820090_personal-vs-professional-ethics. html Women's Law. (2011, August 24). Georgia Statutes, from http://www. womenslaw. org/statutes_detail. php? statute_id=1219#statute-top