Older Clients Essay - 8017 Words

Patricia Moore 1260239100 HLTEN515B Older Clients Assessment 2 Aged Care 2 P/T November group L 26 April 2013 HLTEN515B Assessment 2 – Short Answer Questions Student Name Student Number Date Instructions: Please answer the following questions in a new Word doc and upload to my.TAFE on completion. There is no word limit on each question, however please ensure you answer the question thoroughly and reference where you sourced your information from. You may be asked to resubmit specific questions if you do not answer them in enough detail. Please ensure you refer to the APA Referencing Guide located in your Study Utilities on my.TAFE. Each answer must contain APA style in-text referencing. Your†¦show more content†¦Low care residences provide the level of support that you need or require to continue to live as independently as possible. Low care includes accommodation, meals, laundry and 24 hour on-call staff support. (Australian Government department of health ageing ,2011b) d) Is respite offered in either type of care? Yes Respite care is for individuals who still live at home with a carer Services can be either in the clients home, in their community, at Blue Care Centre-based respite facilities or in our residential aged care facilities. Cottage overnight emergency accommodation is available in some areas. In-home respite focuses on lifestyle activities, assistance with light household duties, personal care, shopping and meal preparation, as well as support in social activities. Through centre-based respite, clients attend day programs that may include excursions, outdoor or indoor activities or holiday programs. Trained respite workers undertake client assessments. Needs-based programs are then developed with clients and their carers to enhance quality of life and provide opportunities for community contact. They also coordinate carer support groups to provide an opportunity for carers to meet other carers, and to offer social support and encouragement for those who are requiring encouragement. Respite care is provided for various reasons, including: postShow MoreRelatedImplement And Monitor Nursing Care For Older Clients1795 Words   |  8 PagesDiploma of Nursing HLT51612 HLTEN515B Implement and monitor nursing care for older clients Assessment 2 – Case Study Elements 4 5 - Part 1 – Alcohol Related Dementia - Korsakoff’s syndrome Definition: â€Å"Korsakoff’s psychosis, a form of amnesia often seen in chronic alcoholics that is characterised by a loss of short- term memory and an inability to learn new skills. 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Cross Culture Free Essays

string(51) " hinder what are otherwise promising partnerships\." Introduction: Introduction Communication is the process by which information is transmitted between individuals and/or organizations so that an understanding response results. Simply we can say, Communication is an exchange of facts, ideas, opinions or emotions by two or more person. The transmission of the sender’s ideas to the receiver and the receiver’s feedback or reaction to the sender constitute the communication cycle. We will write a custom essay sample on Cross Culture or any similar topic only for you Order Now SENDERRECEIVER InputOutput [pic] Feedback Brain drain Brain drain Brain drain Fig- 01: Communication Cycle Culture is an idea in the field of management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. Culture is a complex concept. In other words, culture is central to what we see, how we make sense of what we see, and how we express ourselves. Objective of the Report: The Primary Objective of this report is to analysis of cross cultural communication in IBM. The report has accumulated information to know about company’s cross cultural communication, to find out its positive and productive communication in their organization and does the work effectively. Methodology: Sources of data: †¢ Secondary Data: All the data and information are collected from secondary sources. Cross-Cultural Communication: The success of a business depends on its ability to communicate. Communication serves as the medium for instruction, assessment, interpersonal relationships, group interactions and all other interaction that takes place in business. With globalization, business is no longer constrained within the boundaries of a single country. Large business organizations have corporate offices in different parts of the world. They need to communicate in order to promote coordination. Also in multinational companies people from different parts of the world are employed. The way an individual communicates, is influenced by his or her culture. Hence in today’s increasing global economy, it is important for managers and employees at all levels to understand, appreciate, and manage the impact of cross-cultural communication in the workplace. As our world grows, expands and becomes increasingly more interconnected by various technological advances, the need for effective communication among various cultures is increasing. People from different backgrounds tend to perceive information differently. Hence, misinterpretation of information can lead to conflict. Cross cultural communication is of great importance through out the world. Though in our country, due to the lack of cultural diversity, cross cultural communication is not treated with that much importance. But still with the advancement of technology we have to interact with businesspeople in faraway countries and for this we need know about effective techniques of cross cultural communication Definition of Cross-Cultural Communication: To understand cross cultural communication first we need to know what culture is. Culture refers to a group or community with which we share common experiences that shape the way we understand the world. Cross-cultural communication looks at how people, from differing cultural backgrounds, endeavor to communicate. It is more frequently referred to as Intercultural communication. (Ramsey, 1999). Culture refers to all the knowledge and values shared by a society. The word culture is often considered in terms of nationality or one’s country of origin. Other more specific distinguishing characteristics of culture are region, orientation, socioeconomic status, gender, sexual orientation and preference, age, marital and parental status. Another approach to understanding the concept of culture involves the beliefs, values and norms that exist to guide an individual’s behaviors in solving common problems. Culture is the acquired knowledge people use to interpret experience and generate behavior (Porter, 1991). Culture is the shared customs, beliefs, and social structures that make up a society, including languages, rules, myths, family patterns, and political systems. (Boone et al. 1997). Cross cultural communication is a symbolic, interpretive, transactional, contextual processing tool with which people from different cultures create shared meanings (Berko et al. , 1997). When we speak to someone with whom we share little or no cultural bond, it is referred to as cross cultural communication. Our need to communicate across cult ure can be very beneficial personally and professionally. Within an intercultural setting, nonverbal and verbal communications are both prevalent in emphasizing the differences in cultures. The way we act and the things we say determine whether or not we belong in a certain culture. Nonverbal communication systems provide information about the meaning associated with the use of space, time, touch and gestures. They help to define the boundaries between the members and nonmembers of a culture (Hofstede, 1991). Hence, Cross Cultural Communication is the communication that takes place among people from different cultures. Cross cultural communication does not only mean face to face communication it includes all forms of written and oral communication. History of Cross-Cultural Communication: The need for Cross-Cultural communication was felt with the spread of global commerce. It is very tough to get the specific date when cross-cultural communication started. Initial initiatives in cross-cultural communication were taken in different countries in different time period. One of the pioneers of the computer industry, IBM started cross cultural communication in 1953. It was introduced by the CEO of that time Thomas J. Watson Jnr. According to Thomas it was the policy of IBM to hire talented people regardless of race, color and background. During 1978-83, the Dutch cultural anthropologist Geert Hofstede conducted detailed interviews with hundreds of IBM employees in 53 countries. Through standard statistical analysis of fairly large data sets, he was able to determine patterns of similarities and differences among the replies. In the year 1991, Geert Hofstede undertook the first global studies on how a specific business culture, at the time one of the most widely distributed companies, interacted with the local cultures of some 39 different countries. Another professional development initiative is IBM’s Shade of blues – a more in-depth program for managers who are engaged in cross-cultural business interactions or have multicultural teams. Recent Research on Cross-Cultural Communication: As people from different cultural groups take on the exciting challenge of working together, cultural values sometimes conflict. We can misunderstand each other, and react in ways that can hinder what are otherwise promising partnerships. You read "Cross Culture" in category "Papers" Oftentimes, we aren’t aware that culture is acting upon us. Sometimes, we are not even aware that we have cultural values or assumptions that are different from others. One of the major barriers in business communication is cultural diversity. Many communication researchers are trying to find out new and effective ways to improve cross cultural communication. In many cases patients face problems with both translation difficulties and not being able to see the type clearly. As a result they are sometimes unable to take their prescriptions correctly. Many of the pharmaceuticals around the world have been trying to solve this problem. Recently they have come up with a tool which can print instructions for taking medicine in 11 different languages on the prescription bottle labels. Patients no longer have to depend on translation from a friend or relative to make sure they are taking their prescriptions correctly. The languages include English, Spanish, French, Arabic, Korean, Chinese, Japanese, Hindi, Polish, Russian or Portuguese. The tool is also equipped to print a 20- point type versus the typical smaller type, for those patients who prefer larger printed labels on the bottle labels to easily identify their medicines and how to take them. On July 6, 2005 Mark Nash, an American entrepreneur created a cross-cultural website created especially for non-resident Indians and offshore call center personnel (Nash, 2005). The website www. intro2america. om was designed to provide information about American culture. It was also designed to provide information to call center personnel who speak with Americans on a daily basis as part of their job responsibilities. The site is designed to make the transition to American lifestyle easier and reduce the difficulties misunderstandings upon first moving to the States. The site provides useful information, which is related specifically to cross-cultural types of issues. Moving from an Asian culture to a Western culture can be challenging. The site was designed for the specific purpose of easing the transition to American way of life, for those who are moving to the United States (See Appendix for the sample of the website). To serve customers from diversified cultures, they have taken a great deal of effort and time to analyze what their customers around the globe want. To achieve this they are trying to understand their customer’s behavior, cultural and spending patterns when they fly with Malaysia Airlines. The airliner has successfully catered to the demands of wide variety global customers around the world. Application in the work place: IBM, the leading business organization in computer sector, has a huge diverse workforce from the very beginning. They have concentration to manage the cross cultural communication among these employees. Here we have selected IBM’s Australia branch to present as an example of cross cultural environment where employees are working together with their cultural differences. IBM has developed their cross-cultural program based on the legal requirements of Anti- Discrimination Act Racial Discrimination Act and corporate values. IBM’s policies on cultural diversity are based on years of corporate experience. It is a long-held view that by valuing diversity, it uncovers new perspectives, taps different knowledge and experience and generates innovative ideas, suggestions and methods. Three pillars that are in place to make up IBM’s diversity strategy are: †¢ Creating a work/life balance: Their strategy is to find the average working age of general Australians through statistical findings and fix age limit for average Australians. †¢ Advancement of women: They think women should contribute more to the workplace. So, they encourage participation of women. †¢ Integration of people with a disability: IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunity of employment for those people. IBM’s most effective diversity programs combine ‘push and pull’ strategies. They have made good headway through company-led, top down practices such as formalized training or policies like floating cultural holidays. However, IBM’s progress comes about through the contributions by individuals who are passionate about diversity issue. Aside from IBM’s diversity team within human resources, three other groups within IBM have formally identified roles in the implementation of the company’s overall diversity strategy. These are IBM’s Diversity Council, diversity contact officers and diversity champions. The Diversity Council The main objective of the IBM’s Diversity Council, is to ensure that the contribution of employees from different background is properly encouraged and valued. Its key objectives are to enhance employee awareness, increase management awareness, and encourage the effective use of IBM’s diverse workforce. This is achieved through personal commitment, regular communication, by gaining support for the program from other IBM managers and influencing decision making. Under the guidance of the Diversity Council, a series of cultural diversity employee roundtables have been held to gather more face-to-face feedback and ideas from staff. These meetings have generated many practical ideas for increasing awareness of cultural diversity within IBM. Professional development IBM has a professional development program. The objective of this program is to ensure that the employees within the organization can identify and remove psychological barriers of diverse workforce and communicate effectively. The main focuses of this program are: †¢ Understanding the cultural bias of each team member and their impact on mutualperceptions. †¢ Determine the reasons why certain behaviors and communication styles fail in somecultures. †¢ Identifying approaches to address cultural gaps that could lead to misunderstandings. †¢ Handling issues about team decision-making, giving or receiving feedback and conflict resolution. Findings: IBM, One of the pioneers of the computer industry started cross cultural communication in 1953. †¢ They think women should contribute more to the workplace. So, they encourage participation of women. †¢ IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunit y of employment for thosepeople. Recommendations: Considering research and the case of IBM, we have some recommendation here which will decrease discrimination and increase production by making the flow of cross-cultural communication fluent. Those recommendations are as follows: ? IBM should compare their policy for cross cultural communication with others, so that they can get some new ideas to implement in their organization. It will help them to update existing policies as well. ? Not only the HR department of IBM, but also all other employees of the organization should be involved in the process of making cross cultural communication easier. It will help the whole organization to become a good team. ? Training and raising awareness can improve mentality of the employees towards others. They will learn to respect and honor others differences. Place people from different cultures as team leaders. If diverse employees get opportunity to work and share success they will be highly motivated. Discrimination will be dissolved from them and the communication process will work freely. ? A good idea can be to focus different segments one after another so that every segment can achieve expected mentality. This process will form unity and emotion among the employees of the organization. Discrimination will be terminated and the total organization will work as one body. ? Each program introduced in the organization should honor the basic values of the organization. Every program should ensure that none of the employees are discriminated in terms of race, national origin or religion. Conclusion: From the above research we have seen that cultural communication plays a vital role for effective communication for companies around the globe. In our country due to the lack of cultural diversity we do not have to face the problems related to intercultural communication. Many of the successful companies having corporate offices have been able to coordinate their activities through out the world through the successful implementation of cross cultural communication. One of the fore runners in this sector is definitely IBM. IBM has independent division to come up with new policies and strategies to improve cross cultural communication in the workplace. Reference: Boone, L. E. , Kurtz, D. L. , Block, Judy R. (1997). Contemporary Business Communication (2nd ed. ). Upper Saddle River, New Jersey: Prentince-Hall. 67. Ramsey, James (1999). Available: http://encyclopedia. localcolorart. com/encyclopedia/Cross-cultural_communication/ (July, 17 2005). Carbaugh, D, (1990). Cultural Communication and Intercultural Contact. New York: Pergamon Press. 19. Berko, R. , Rosengeld, L. , Samovar, L. (1997). Connecting: A Culture Sensitive Approach to Intercultural Communication. Fort Worth, Texas: Harcourt Brace. 121. Porter, R. , and Samovar, L. (1991). Communication Between Cultures. Belmont:NTC Publishing Group. 273. Payne, C. (2001). Culture and Communication. Available: http://www2. mhc. ab. ca/users/cpayne/portfolio/cultcomm/default. htm (July, 29 2005). A ppendix [pic] A sample website dedicated to understanding cross-cultural types of issues. [pic] ———————– Idea Letter, Fax, Phone call, E-mail etc. Idea How to cite Cross Culture, Papers Cross Culture Free Essays Improving the efficiency of Japanese-American Seating Inc. Students: Shi SU (Roy) 2807992 Azam Hayat Bosan 2879742 Jiale Chen (Carlos) 2804167 Subject: International Business – Cross Cultural Management – 7928IBA Date: 24th April 2013 Word Count: Executive summary – 242words Report – 3246words Executive Summary In 1987, Banting Seat Corporation and Kasai formed a 35-65 joint venture, Japanese-American Seating Inc. (JASI) in Canada. We will write a custom essay sample on Cross Culture or any similar topic only for you Order Now This report analyses the key management issues which influencing the company’s high-efficiency production. Our report identifies three management issues. First, JASI was producing under â€Å"kanban† system. This system was relatively new in North America. Cooperation from suppliers and workers would be necessary for this system. However, due to some historical and cultural difference, JASI was not adaptive enough to â€Å"kanban† system. As a result, unfamiliarity with â€Å"kanban† system was weakening JASI’s efficiency of production. Secondly, decision-making is an important part for any business organization which make organization going. As a joint-venture, Japanese and American have significant difference in their decision-making environment. In Japanese culture, decisions are made by upper level. While in American culture, decisions are taken from down to up. The cultural difference is making the process of decision-making slow and weakening the efficiency of organization. Third, despite there is still some different opinion between Japanese managers and American managers, as the reason of the conflict of their different culture of the hierarchy, JASI has already decided to hire a project administrator. the more time JASI spend on this management issue the less time they can use to solve other issues, and this leads to the reduction in company’s efficiency. After the managment issues analysis we came to the conclusion and some effective recommendations. Table of Contents: Title page†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 Purpose†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Scope†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Case background†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Outline †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Key management issues †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 Implementation of â€Å"kanban† system†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 Efficiency of decision making weakening JASI’s performance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 0 Project coordinator†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 Summary of recommendation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 20 Appendix†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 21 Reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 22 Introduction Purpose Based on the operating situation of Japanese American Seating Inc. (JASI), this report will identify three management issues which are weakening the efficiency of JASI. In order to improve JASI’s efficiency, recommended solutions to these issues will be given as well. Scope During our analysis we have been careful to consider that Japan and America are significantly different with regard to culture. These differences are reflected not only between countries, but also conflicts between Japanese and North American managers of JASI. There may be other management issues in JASI but this report will only focus on three issues that related to the efficiency. Moreover, the recommendations in this report are solutions for current issues. Case background For maintaining Banting Seat Corporation’s position of leadership in the automobile seating industry and expanding Kasai’s products overseas, these two companies formed a 35-65 joint venture, Japanese-American Seating Inc. (JASI), to exclusively supply seats on a JIT basis to Orion Manufacturing Corporation in 1987 and the plant was located in Canada. At the start-up period, the problem that JASI faced was caused by its production system, â€Å"kanban† system. This Japanese production system was considerably new in North America and it needed skilled workers and cooperation from suppliers. However, JASI did not get these supports so it was weakening the efficiency of production. After Needham took the position of general manager, the conflict between Japanese managers and North American managers appeared. Department managers were Japanese and they were looking for consensus when they made decisions. Nevertheless, it was hard to get to. As a result, this issue made the decision-making process of JASI considerably long. It was weakening JASI’s efficiency of making decisions. Japanese managers claimed that the company should hire a project coordinator who was able to make new projects smoother, less costly and better quality. Needham did not agree because this position would increase budget and the responsibility of project coordinator could be separated into pieces, then handled by different employees in the company. This issue was weakening the efficiency of decision-making as well because there were some problems, which were more important, need to be settled and it increased the conflict between department managers and general manager. Outline These three issues will be separated. In relating to JASI and comparing perspectives of history, culture and character between Japanese and North American, analysis of each issue will be given respectively. Following the analysis, solutions and recommendations will also be found. Key management issues Implementation of â€Å"kanban† system Analysis JASI adopted the JIT production system known as â€Å"kanban†. However, since it was a new production model at that time in North America, workers and suppliers were not familiar with this model. As a consequence, JASI was not producing in the expected way and thus, the efficiency of production was weakened. There were three reasons for this issue. The first reason was Japanese and American companies adopted kanban system in different time. JIT was originated in Japan by the Toyota motor company in 1950s (Beasley n. d. ). The philosophy of JIT system is producing â€Å"only what is needed, when is needed, and in the amount needed† (Just-in-Time n. d. ). For meeting the requirement of JIT, kanban system was generated. Kanban system is a classic tool to achieve Just-In–Time production and the core value of JIT is the core value of kanban system. Kanban system helped Toyota become a world-class and successful vehicle manufacturer in the world. After the success of Toyota, kanban system spread to other Japanese companies (A Brief History 2005). However, kanban system, as well as the philosophy of JIT, was introduced into America in 1980s (Aycock 2003). American companies started to conduct under kanban system approximately 30 years later than Japanese companies. As a result, at the time the joint venture was formed, American companies were beginners of kanban system. The second reason was the different philosophy to achieve cost control between Japanese and American enterprises. Due to the abundant resources of North American, companies held the believe that mass production was the effective way to reduce cost (Chandler 1977). Mass production is able to reduce the fixed cost of every product so the unit cost decreases. In contrast with North America, Japan is a country that is lacking of natural resources. This situation determines that mass production is not suitable for Japanese companies. This was why Toyota recognized that copying American model was not appropriate for them and generated kanban system. The core value of JIT are minimizing inventory and maximizing quality. In this way, waste of production minimizing and cost decreases naturally. The third reason is the different culture between Japanese and North American. Kanban system requires a lot of training, for workers and suppliers. Workers need to monitor inventory levels and suppliers need to operate under JIT principles. In a word, clients, manufacturers and suppliers have to cooperate as a whole team. Kanban was easier to be adopted in Japan because Japanese character is featured by cooperation and obedience (Ishida 1974). Unlike Japanese, North American is more independent and this was why Nomura found it difficult to persuade North American suppliers to operate in JIT model. Solutions Two possible solutions are identified: 1. JASI stopped adopting the kanban system and switch to the mass production model or, 2. JASI insisted on operating under kanban system. Whereas, JASI offered trainings to workers and suppliers to help them to be more adaptive to kanban system. Recommendation It is recommended that JASI should insist on operating under JIT basis. Since most managers were from Japan, they were familiar with the kanban system. In consequence, it would be easier for them to manage the company under a familiar system. Moreover, Kasai Kogyo Ltd was the bigger share holder of JASI, so they would hardly change the production model. Thirdly, JASI was the exclusive supplier on a JIT basis to Orion Manufacturing Corporation. If JASI was not producing under JIT principle, it might not be able to deliver the required products to Orion or increase the risk of high inventory. Actually, as the deepening of product diversification, mass production would not be flexible enough to meet the requirement of vehicle manufacturing industry. In contrast, kanban system is able to produce small batches of goods with low cost. In a word, kanban system would be more suitable for vehicle industry in the future. For implementing the kanban system, cooperation of workers and suppliers is vital. Skilled workers help to reduce defects. Defects increase the cost of JASI while high quality is the core value of JIT. As a result, negotiations with Canadian Auto Workers (CAW) would be very important during this period. Negotiation strategy needed to be carefully prepared in order to avoid the loss of skilled workers. In terms of suppliers, training would be necessary. It was necessary for JASI’s suppliers to recognize the concept and the core value of kanban system and JIT. JASI could compare mass production and JIT production and point out the future and advance of kanban system. In other words, JASI needed to persuade suppliers that they were able to benefit by operating under kanban system. Efficiency of decision making weakening JASI’s performance Analysis First of all significant difference in the decision making process of American and Japanese is because both countries have different culture background and those culture difference are reflected in their communication and decision making process Richard (Pascale t Richard 1978). Because of the different culture background there have different management system or different working environment, for example American prefer individualism (country individualism 2009) and Japanese prefer collectivist (country collectivism 2009), American prefer informal and Japanese prefer formal. Japanese culture is formal. With its historical background, hierarchy prefer (Country hierarchy 2009) slow decision and formal communication. Japanese do their work in prescribed way after thinking a lot in that matter. They are more dependent on each other and study suggests that amongst Japanese people there is much more harmony (country collectivism 2009). When Japanese make a decision they have many ideas from so many perspectives. In Japan there is little room for opportunity their planning is in a prescribed manner. Mostly Japanese prefer hierarchical (Country hierarchy 2009) in which there are more workers and decision making process is centralised to top position manager, everything is in their hands. Japanese people are fond of the formal way of communication and it takes time to take any decision irrespective of the value of the real time. American is informal, less hierarchy (Country hierarchy 2009), fast decision and Informal communication. Americans are less conservative and usually saves time and make their decision so quickly. They have narrow span of control they don’t have centralised decision making they are more inclined towards decentralization in which they distribute the responsibility to their lower staff as well. They encourage innovation and new ideas and which they think will be their key assets in future. They prefer informal communication in which they use to negotiate freely to others. They don’t depend on others and want to work independently (country individualism 2009) . American and Japan have other major differences. For example, America has more resources; they don’t think too much and don’t waste time in their planning. They make quick decision after realising that it’s a best decision they will make. Japan on the other hand have, lack of resources, they have to import goods, which is a time consuming process. They don’t want to take risk in fast decision making, instead they will research any product before a deal is finalised. By Hofstede (1980, 1984, 2012) (Appendix 1), studies clearly illustrates that culture affects people’s beliefs and behaviour. The distinction in mindsets for decision making authority is the actual point in the problem of JASI’s chain of command. Mostly decision making in Japan is centralised and hence there is narrow span of control within companies. Hofstede (1980, 1984, 2012) suggests that Japan is famous for their strong hierarchy culture therefore the managers believe that JASI wants a professional manager to direct the linkage between several departments. America has dispersed its rights for any decision making to lower level of workers within any organisation. Furthermore, America is more focused towards decentralized their decisions making and pay more emphasize on providing feedback and giving recommendations and to distribute the information with the employees. Solution Given that the two decision making styles of the JASI Japanese and North American Management are quite different, it would be hard to accommodate both the methods. A good alternative to reach a solution is to formulate a middle ground between the two processes. This means finding a decision making process that is a mix of the two and at the same time takes the advantage of efficiency of the North American style and combines it with the positive team spirit and drive created by the consensus style of the Japanese. While there may be some initial resistance, in this manner, neither parties feels that their ways are being set completely aside in favour of the other and it may also foster a more cohesive unit as both decision making styles are merged. Recommendation One way to resolve this is to make use of a method of decision-making that is a voting based majority style. Here the entire team takes a vote when a decision is put forward and each person gets a single vote, if the decision manages to gain two-thirds majority vote in its favour, it is passed. If there is less than two-thirds of the majority it is then reworked and voted again, similar to the way it is done in a consensus. This acts as a midway decision-making style that falls between the North American and Japanese style. In this manner, it incorporates the consensus method of the Japanese to a certain degree but at the same time allows the North Americans to keep a certain amount of their flexibility in terms of quick decision making, since it is not everyone who has to be made amenable to the decision. The North Americans are already used to decision making through advice taken from the subordinates. The Japanese management’s consensus is only different because everyone must agree so while there are likely to have some misgivings on the matter, they will not likely find it too difficult to adjust to. Project coordinator Analysis The debate on the issue of that whether company should hire a project coordinator may likely to cause harm to efficiency of JASI. They have agreed to hire a project coordinator to launch projects and follow them through to completion, however, differences still exist. Japanese managers believe that they should expand the role of the materials department and restore its original position. They also think that as a commercial production company, a lot of responsibility of the material department has been dispersed in various other departments, and the key of a better project management is to focus on the function of the materials sector. Therefor, they strongly agreed with to hire a project coordinator. Creating such a position would mean that everyone will know the status of the ongoing projects. Moreover, it will be smoother to start a new project with low cost and better quality. However, Needham do not want to break the budget in the early stages of his inauguration. Secondly, the project coordinator as a new employee in company can not immediately into the role of coordinator to services for the company. Third, the hierarchy and the right of this position can not be easy divided in company. Last, this position is fundamentally no longer necessary. The main reason for this difference is the different culture of the hierarchy and the right in Japan and US company. Peterson (1995) think that culture and the role stress are closely linked, it often derived from a confusion of roles and always led to conflict of roles. Robert (2005) supports this notion, he think the right distance and individualism of the cultural elements are all closely linked with role stress. The hierarchy and the right problems are common in all cultures, but its value and impact showing a big range of different. According to Hofestede (1980) the hierarchy is closely linked with the cultural environment, attaches great importance to the authority tend to have a complex hierarchy structure Hofstede (1980, 1983, 2001) (Appendix 1) and Trompennars (Trompennars and Hampton-Turner, 1998, 2000) indicated that culture influences behaviours and beliefs. The difference in attitude to authority is the main point of the JASI’s hierarchy problem. In Japan, hierarchical of right is vertical highly centralized by decision-making of the company, but in United States, the hierarchical of right is diffused by every part of the company (Country hierarchy 2009). Also that Japan was the fourth country which have a strong hierarchy culture (Country hierarchy 2009), so Japanese managers think JASI need such a project coordinator to concerned the situation and coordinating the relationship between the various departments. However, the United States is inclined to neutral about hierarchy, and attaches great importance to consultation and information sharing with employees. Solutions There are a number of solutions that will address the problems in JASI. Firstly, it should first understand the true idea of the employees from different cultural backgrounds, and through discussion to appeal to different ideas, learn from each other, and then to know each other. Secondly, company can organize staff training. Staff can understand the company’s corporate culture by training in a cross-cultural company. At the same time, staff which from different cultures can share their culture towards integration of culture, which they respect and understand the culture from each other. This cultural infiltration based on a learning organization. Recommendations First of all, the company has decided to hire a project coordinator, it would have to refine the functions of this position. Manager should explained the scope of management and functions of this position to the staff. It is aim to avoid unclear or overlapping of functions so as to achieve the goal of improving the efficiency of the company. Second, company can use decision-making meeting or video conferencing which hold include Japanese managers, Needham, project coordinator, chief financial officer and other important sectors to discuss and solve the company’s current situation and problems of production to achieve the goal of increased efficiency of the company. Conclusion There are three main issues which are negatively affecting efficiency of JASI. These three issues which are, the question of the implementation of kanban, the decision-making processing at JASI and whether or not to hire a project manager at JASI. While these issues continue they are a cause of friction between the Japanese and American management which may be related to other deeper issues, but these are the particular issues that this paper was focused on. While there are multiple solutions to these issues, the recommendations are as follows. For the question on the implementation of the kanban system, which is the process that the Japanese have been using and were trying to implement in JASI, the recommendation given was to continue to implement it as it allows for greater production at lowered costs. In the case of the second issue that of the differing decision-making processes of the Japanese and American management. The Japanese management follows a consensus style of decision-making which is a lengthy and time-consuming process. The American management, on the other hand, follows a less lengthy process where they only seek advice from their subordinates before coming to a decision. The recommended method of decision-making is a voting based majority style. If there is less than two-thirds of the majority it is then reworked and voted on again, until a majority is reached. It also acts as something similar to both the North American and Japanese styles making it easier for both to adopt. The decision to hire a project manager has been made; however, there are still questions between the two managements on how best to proceed. The difference lies in that the Japanese want to expand the role of the incoming project manager while the Americans are hesitant as that would give a lot of responsibility to a new employee. Given this the best solution is to clarify the functions of the role to avoid overlaps and to initiate discussions designed to improve the efficiency of the organization as a whole. Given the implementation of these suggestions the overall efficiency of JASI is likely to improve as production and decision-making are streamlined and the organization structure and roles are more clearly defined and the company moves towards a more efficient new phase in its progress. Summary of recommendation 1. JASI should use the a method of voting which based majority. Decision will be passed when they gain two-thirds majority vote. 2. JASI should use a midway decision-making style that falls between the North American and Japanese style. 3. JASI should insist on operating under JIT basis. Kanban system is able to produce small batches of goods with low cost. 4. For implementing the kanban system, JASI should focus on cooperation of workers and suppliers. 5. JASI should refine the function of the position of project coordinator, such as scope of management. . JASI should use decision-making meeting or video conferencing which include all managers and project coordinator. Appendix: [pic] United States in comparison with Japan Source: Geert-hofstede. com/united-states. html Reference: A Brief History of (Just-in-) Time (2005), viewed 5 April 2013, http://www. strategosinc. com/just_in_time. htm Aycock, J (2003), A Brief History of Just-In-Time, ACM Computing Surveys, Vol. 35, No. 2, pp. 97 -113, viewed 4-7 April 2013, http://web. csie. cgu. edu. w/~jhchen/course/PL2/A%20brief%20history%20of%20just-in-time. pdf Beasley, J, E (n. d. ), Just-in-time (JIT), viewed 5 April 2013, http://people. brunel. ac. uk/~mastjjb/jeb/or/jit. html Chandler, A, D (1977), The visible hand: the managerial revolution in America business, Belknap Pr. Engle, Robert L. , and Melvin Prince. 2005, â€Å"The impact of role strain on work and life: A cross-cultural comparison† Insights to a Changing World Journal, (1):1-13 Hofstede, G. H. 1980, â€Å"Culture’s consequences: international differences in How to cite Cross Culture, Papers

Behavioral Treatments in Autism Essay Example For Students

Behavioral Treatments in Autism Essay B.Noncontingent Access to Preferred Stimulus Through the years since Kanner first described infantile autism, much research has amassed on different methods of treating those diagnosed with autism and the various deficits and excesses they possess. As the 1960s began, the learning theory approach to treatment gained prominence and researchers used the principles of operant learning theory to develop new behavioral treatment techniques. Behavioral excesses and deficits were viewed as operant and controlled by environmental consequences and so modification of such consequences could change the behavior excesses and deficits. As the 1970s arrived there was an increase in the amount of research in behavioral treatment of autism with a more focused approach to target behaviors and an increase in sophisticated behavioral techniques (Matson, Benavidez, Compton, Paclawskyj Baglio, 1996). This has been an area of intense research and many children have benefited as a result of the developments. However, each method has its limitations and is not always significantly effective. It is said that autism is uncritical thinking dominated by fantasies that have little or no relation to reality; the gratification of wishes and desires in imagination (Goldenson, 1970). Behavioral approaches to treating autism must account for the different levels of awareness if they are to effectively change the sometimes devastating behaviors of autistic people. Autism is a spectrum disorder with a wide range of symptoms and degrees of impairment. A person with autism lives for the most part in an isolated world unaware of the impact their behavior has on the immediate environment. Even though some may be high functioning, the majority (around 70-75%) has some amount of associated learning disabilities and about 50% score below 50 on the IQ scale. When there are profound cognitive impairments, adequate speech development is not likely, and additionally the incidence of aberrant behavior increases (Howlin, 1996). Aberrant behaviors are behavioral excesses that interfere with interaction opportunities within an individuals environment (Matson, et al., 1996). Another high impacting area of deficiency is socialization skills. This area includes decreased responding to verbal initiations of others, inappropriate affect or facial expression during communicative interactions, eye contact and preservation on the same topic even when cues are given by the partner for a topic shift (Koegel, Frea, 1993). Social skill impairment has some relation to the language impairment. Expressive and receptive language difficulties occur in a high percentage of autistic individuals. Difficulties in expressing thoughts and ideas can lead to outbursts of anxiety, aggression, and self-injurious behavior in those with low ability and therefore it is often incorporated into treatment approaches for several areas (Howlin, 1998). Treatment techniques vary widely depending on the target behavior and desired outcome. In dealing with aberrant behavior, if the behavior is extreme and destructive, then a quick end to the behavior is desired. It has been found that aversive procedures in which punishment was administered contingent on emission of the target behavior rapidly decrease aberrant behaviors. This has been criticized as unethical. Critics have tested the effectiveness of nonaversive procedures and found them to be as effective in non-life-threatening behaviors (Matson, et al., 1996). One such effective method is that of noncontingent access to preferred stimuli. In one study researchers found that presenting an autistic individual with multiple predetermined sets of preferred stimuli or rotating the sets decreased the occurrence of self-injurious behavior (DeLeon, Anders, Rodriguez-Catter, Neidert, 2000). Another method in modifying aberrant behaviors is to increase the amount of social skills as alternative behaviors. In identifying pivotal behaviors, some researchers have been able to modify one target behavior and have it result in collateral changes in other behaviors. Koegel, Koegel, Hurley, Frea (1992) reported that teaching an autistic person to respond to verbal initiations from others on a regular basis collaterally decreased the level of disruptive behavior. For some individuals the technique of self-management has been shown to be highly effective. It requires teaching of appropriate and inappropriate behavior identification as well as recording methods. It has been used to increase social skills while decreasing disruptive behavior (Matson, et al., 1996). .u27ce0190b0f562049c5623d496eb2a10 , .u27ce0190b0f562049c5623d496eb2a10 .postImageUrl , .u27ce0190b0f562049c5623d496eb2a10 .centered-text-area { min-height: 80px; position: relative; } .u27ce0190b0f562049c5623d496eb2a10 , .u27ce0190b0f562049c5623d496eb2a10:hover , .u27ce0190b0f562049c5623d496eb2a10:visited , .u27ce0190b0f562049c5623d496eb2a10:active { border:0!important; } .u27ce0190b0f562049c5623d496eb2a10 .clearfix:after { content: ""; display: table; clear: both; } .u27ce0190b0f562049c5623d496eb2a10 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u27ce0190b0f562049c5623d496eb2a10:active , .u27ce0190b0f562049c5623d496eb2a10:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u27ce0190b0f562049c5623d496eb2a10 .centered-text-area { width: 100%; position: relative ; } .u27ce0190b0f562049c5623d496eb2a10 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u27ce0190b0f562049c5623d496eb2a10 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u27ce0190b0f562049c5623d496eb2a10 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u27ce0190b0f562049c5623d496eb2a10:hover .ctaButton { background-color: #34495E!important; } .u27ce0190b0f562049c5623d496eb2a10 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u27ce0190b0f562049c5623d496eb2a10 .u27ce0190b0f562049c5623d496eb2a10-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u27ce0190b0f562049c5623d496eb2a10:after { content: ""; display: block; clear: both; } READ: Canadas first female Prime Minister Essay In social skills it has been shown that some behaviors taught generalize well to other untreated behaviors (Koegel, 1993), however, it has proved more difficult to .

Women in Roman Society

The roman empire was considered one of the most known and influencial empires of the ancient world.They are also behind many of todays most modern technologies and civilisations.Advertising We will write a custom essay sample on Women in Roman Society specifically for you for only $16.05 $11/page Learn More In ancient world, the role of women in every society was well defined though very controversial in many societies.In ancient Rome,Noble women were considered a lot freer than their Greek counterparts.They were accorded citizenship and enjoyed a lot of freedom outside politics. On the contrary however, these women were not allowed to contest for political office or take part in elections (Bauman, 1998). Despite this disadvantage however, women enjoyed alternative freedom economically and could even air their opinions on politics. It is difficult to curve out the general role of women in ancient Rome for the reason that their statuses were widely varied ; there were women of little influence like poor fish mongers to wealthy daughters of politicians who were more likely to leav a legacy during their time. The wealthy women had slaves do all their household chores including daily routines like washing their female master’s hands and face.The slaves would also bathe their masters and spend hours fixing their nails, hair and eyes. The wealthy women on the other hand spent most of their time relaxing, commanding slaves and planning amusement parties for their husbands and themselves. In regular households, the women were taksed with bringing up the children and house keeping. It is also worth noting that since there was no means of family planning, the women bore many children and were pregnant most of their adult lives. Men worked in the fields until about noon and spent the afternoons relaxing with fellow men at entertainment spots. It was believed among the Romans that women be under a man as their guradian owing to their wea kness in physique. A womans guradian would thus be her father during her early life before she got married and later her husband in marriage. In the event that the father died before the woman was old enough to get married, then a relative would be assigned to be her guardian by her father in will or by a government offficial. In terms of education, girls and boys enjoyed the same treatment but only until the end of primary education. Upon completion of primary education, only daughters of aristocratic families went on with their schooling. The rest of the women would be trained in singing and dancing.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this culture, marriages were arranged. Bride price had to be paid by the groom’s family and its value was determined by the perceived social status of his family. The marriages were arranged much earlier than they would occur. The women were betro thed at a very early age and bred to an age where they would then be handed over to their husbands. The betrothed women were forced to live lives with a limited social circle because perceived flirting with any other man other than the ones they were betrothed to was deemed ill manners. The roman women gained a lot of freedom upon marriage and were treated like their husbands companions unlike the Greeks who oppressed their wives (Roman Society, 2004). The wives shared with their husbands in authority over their slaves and children. They also enjoyed the right to visitors, shopping and movement. Despite all this freedom enjoyed by the roman woman, there were a few unwritten laws that governed her behaviour both in public and private. A Roman woman was expected to sit upright while attending parties with her husband. In addition, she would only be allowed to take grape juice while her husband enjoyed wine and could recline his seat to relax. The rules on wine were later to be relaxed allowing the woman to join her husband in enjoying wine. This era made the roman women some of the least oppressed at that time in the world (Women in Roman Society, 2006). In this world of oppression particularly towards slaves, there were only a hand full of women who worked as doctors, hair dressers and nurses. It has been reported that there were some female gladiators who fought in an arena for the amusement of crowds. Female gladiators however did not have helmets on during these reported fights. From the information gathered above, it is very hard to draw a clear line that would define the role of a roman woman. It is in fact easier to define the different roles of different women with different social and family statuses. Perhaps it would be even easier to categorise the women in order to understand their roles better. There were the wealthy and powerful women who had power over slaves and entire households and did nothing but be served and plan parties with their friends. Secondly is the woman in the average household who enjoyed some freedom but still had to do all the house keeping and ensure that her house was in order. The last group to be observed is the class of slaves. Even in an empire where women enjoyed relative liberty, slaves continued to be oppressed and were forced to do hard jobs including petty tasks like washing their master’s faces and bathing fellow women.Advertising We will write a custom essay sample on Women in Roman Society specifically for you for only $16.05 $11/page Learn More Reference List Bauman, Richard.1998. Women and Politics in Ancient Rome, Introduction, New York: Questia  Roman Society. 2004. On-line. Web. Women in Roman Society. 2006. On-line. Available from internet, http://www.historylink102.com/. This essay on Women in Roman Society was written and submitted by user Brantley Wise to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

A report to the Board of Directors at Ennismore Capital Regarding the Expansion Idea at Hoxton Hotel The WritePass Journal

A report to the Board of Directors at Ennismore Capital Regarding the Expansion Idea at Hoxton Hotel Abstract A report to the Board of Directors at Ennismore Capital Regarding the Expansion Idea at Hoxton Hotel and beyond. Journal of Building Survey,Appraisal Valuation, 2(1), 44-49. Vignali, G. (2014). The mix map modelling approach: research application-a thought for the service industry. International Journal of Business and Globalisation, 12(1), 75-81. Yang, J., Flynn, J., Anderson, K. (2014). E-business application in the hospitality industry: A case study. Communications of the IIMA, 3(1), 1.

Challenges which organisations and managers face

Challenges which organisations and managers face This report aims at understanding the challenges that managers and organisations face in going international, and will offer some recommendations and possible solutions that can be considered by the organisations. The number of corporations that are going international is on a steady increase, as the world is opening up for foreign firms and there is more opportunity to expand to new destinations across the globe. Most times, multinational companies operating abroad face much more difficult tasks than before, due to high competition. A lot of companies form partnerships with foreign distributors in order to expand internationally, but they might not have the necessary resources and international experience it takes to sustain an international presence as the whole process can be a very demanding task, especially on the part of the managers Countries of the world are now interacting more rapidly in the globalized business environment of today. Thus the problems involved in managing a cross diverse cultures affects not only the multinational corporations, but also domestic companies, as a large number of domestic corporations also face multi-cultural environments because they seem to be constantly selling their good or making purchases in the international markets. Some domestic corporations also employ a lot of staff and management who are from different cultures. Thus when managers fail to fully appreciate and deal with the resulting differences in behavior, attitudes and values of those with whom they work or interact, especially in international business transactions, then that would be a major source of difficulties. According to Charles Perrow â€Å"Interactive complexity is the measure of the degree to which we cannot foresee all the ways things can go wrong. This may be because there are just too many interactions to keep track of. More likely, it is because our various theories are simply not up to the task of modeling socio-technical interactions. Seco nd, coupling is a measure of the degree to which we cannot stop an impending disaster once it starts.† (Perrow, C 2000) This might be as a result of managers not having ample time, or maybe because it is not physically possible, or due to a lack of experience. The capacity of managers to prevent any surprises that may arise from doing business on an international scale diminishes as the interactive complexity increases. Therefore, as the level of interactive coupling and interactive complexity continues to increase in a corporation. Then the whole system can be seen as an accident waiting to occur. This is what Charles Perrow refers to as â€Å"normal accident† in the sense that errors of operation will merely serve to trigger the events. Therefore, the management techniques and strategies employed to resolve international business problems have to differ from the management techniques for resolving local and domestic problems. As such mangers are to improve upon their managerial capacity to prevent unanticipated interactions and components, the system has to be firstly simplified, then there has to be and effort to increase the capacity to handle international problems, building in longer response times, and decoupling of major components. Apart from convergent problems which are problems which show promise for solution, multicultural corporations also face divergent problems. Divergent problems don’t promise a solution and tend to lead to more differences. According to Tylor (1977)

Having more mothers in the work force has changed the way many kids Essay

Having more mothers in the work force has changed the way many kids grow up - Essay Example Women participation incivic development could be primary reason for the decline of race. Child care living at home coincides withengagement in the social downturn and it becomes enigma to create balance between children brought up and social trend at workplace.More mothers in workplace drags lots of effects on children. For instance Mother absence at home attracts pre adolescents towards TV, and other discretionary activities i.e. playing, hobbies, clubs, outdoor activities, informal visiting eating unhealthy foods and just hanging out. Consequently heavy television watching and eating unhealthy food in the absence of mother increases aggressiveness, in turn reduces school achievement which is statistically associated with psychosocial malfunctioning. Such effects are enough to destroy child mother bond.Lots of deficiencies remain unattended in the personality of child at the time when they needs the proper brought up (Martha, 1994). For example if Asian mothers try to overcome such problems, the first step mothers take for entering in work field is they give children responsibility to their grandparents. As grandparents are no longer busier and need to have some activity for their rest of life. No doubt children bring lots of happiness and joy into their lives. Grandparents try to meet all requirements of their grandchildren, fulfill their needs, run behind them, and protect them from harm. But when children make mistakes they punish and grudge on them. Children’s growing up in such circumstances becomes very naughty, mischievous and self-centered. The second option is fathers take care of their children but such great husbands who support their wives career are rare. There is great difference between mother and father patience. Father can’t do all the jobs as mother also fathers get annoyed at little mistakes and snub the children the way mother never did. The children get fear of father and try to hide their feelings and problems in front

Linear programing Assignment Example | Topics and Well Written Essays - 500 words

Linear programing - Assignment Example The General Manager has also decided to produce 600 units for the current production period. Finally, an ongoing contract with the business distributors requires that at least 150 units have to be distributed through this distribution channel. The problem is to establish the distribution strategy for the radios that will maximize overall profitability of the new radio production. If a change in the marine distributors channel took place and the profit per unit fell to $80, the optimal solution changes and the total maximum profit is reduced. This can be attributed to the fact that $80 is an objective function and thus has an effect on the entire value of profit incurred. Producing two units for the mail order distribution channel results into an increase in the advertising, the sales effort also increases, the production units’ decreases and the business retail restriction increases. The non positive values will be eliminated and hence the scenario described above. If the marketing director changes the Business distributor’s restriction and increases it from 150 units to 300 units, this will increase the cost of advertisement and hence the cost of production but no major increases will result on the final sales. The resulting profits do not increase and in some scenarios losses may be incurred. g) There is a possibility about a new distribution channel. If it has the same personal sales effort and advertising cost of the Mail order, but a profit per unit of $110, would you recommend it? Would the optimal solution change? Why? It would not be recommended that a new distribution channel which has the same personal sales effort and advertising cost of the Mail order. The optimal solution would not change of the number of units’ personal sales per unit sold remains zero. The absence of any value on the personal sales per unit sold has an effect in the optimal solution

Aquinas - Wealth and Power Essay Example for Free

Aquinas Wealth and Power Essay In Question II, Thomas Aquinas breaks down the complex question of where or in what man’s happiness consists, mainly by emphasizing wealth and power. While people dream of obtaining both wealth and power in their life, Aquinas emphasizes that both are neither good nor bad, and both make up a means to an end. Aquinas argues that happiness does not consist in â€Å"wealth† or â€Å"power†, yet presents another argument where he states that happiness can, indeed, be associated with wealth and power. Aquinas begins his second question and first article by pondering the question of whether happiness consists in wealth. He breaks down the two types of wealth into artificial and natural. He describes natural wealth as something that â€Å"relieves man’s natural needs, such as food, drink, clothing, travel, shelter and so on.† In other words, natural wealth fulfills the needs of humans to live and â€Å"cannot be man’s ultimate end.† On the other hand, artificial wealth is â€Å"sought only for the sake of natural wealth.† Augustine argues that a man would have no artificial wealth unless he had natural wealth to begin with. With natural wealth, there is a finite amount of objects one needs in order to survive. For example, a person doesn’t not need to buy several large pizzas to satisfy their hunger, just a few slices to get some food in their stomach and go on with their day. On the other hand, artificial wealth revolves around objects for which people have endless desires for, such as money. There are some people in society who feel that the only thing that matters in life is the amount of money you can earn before you die, just a dollar sign. However, money cannot buy happiness, wisdom, strong relationships, or virtue. Augustine backs up this point by quoting Proverbs 17:16 â€Å"What does it avail a fool to have riches, seeing he cannot buy wisdom?† Aquinas takes into account the arguments that say that happiness can, in fact, consist of riches by offering examples such as â€Å"all things obey money† (Ecclesiastes 10:19). Although he covers both possible sides, he offers his own stance on the question in his response where he covers the differences between artificial and natural wealth. In Aquinas’ fourth article, he discusses the question of whether happiness consists in power. He argues that it is impossible to have happiness in power for two reasons. The first is that â€Å"power has the nature of a principle, whereas happiness has the nature of an ultimate end,† emphasizing that power is a means to an end. Second, he states that power is both good and evil and â€Å"happiness is the proper and perfect good of man.† Although the hook for a popular song, the quote â€Å"no one man should have all that power† uniquely resonates in Aquinas’ argument against happiness consisting of power. People may believe that if they have a greater sense of power, then they feel more important and â€Å"happier.† The more powerful someone grows, the greater their fear grows of losing the very power they obsess over. A classic example from history is Joseph Stalin’s command over Russia. He was given so much power on behalf of the communist USSR that he let his sense of power overcome him. When he had caught word that there was someone planning a revolution in his cabinet, he had every single one of his high commanding officers killed. Very simply, power makes people do very abnormal things to remain in their high position. However, Aquinas argues that power can’t solve every problem in a person’s life. To quote Og Mandino, â€Å"All the gold in the world cannot buy a dying man one more breath so what does that make today worth?† This quote accurately depicts that no matter how much power and wealth someone has, it all means nothing when you are facing death. Although one may seem highly satisfied with the power he possess, it is easily revocable and those with power fear they will lose it. Aquinas presents that questions of whether happiness consists of â€Å"wealth† and â€Å"power† and presents firm arguments against each. Although he may find faults with each idea, especially the warnings of the abundant use of wealth and power, his idea still remains that both â€Å"wealth† and â€Å"power† are neither good nor bad things. For example, if a man is making enough money to feed his family and make a living for himself, that is a fine example of using wealth for good. However, Aquinas reminds us of the arguments against having â€Å"wealth† and â€Å"power† makes up a person’s overall happiness. Using both of these values for happiness is simply a means to an end, Thomas Aquinas emphasizes that these things do not lead to everlasting happiness, an argument that I agree with.

Florida Panther Essay -- Florida Panther Restoration

As the deer fed at the marsh's edge, it's tail flickering as it nibbled tender and ripe green growth. Then the nervous animal pauses in it's feeding and lifted its head to listen. Whatever hint of danger the deer had sensed was ignored once the threat could not be located. It stamped a forefoot, lowered its head and began to eat once more, this deer had failed to detect a Florida panther that was downwind (going into the wind) crouched low in the underbrush. Amber eyes however, estimated the distance between himself and the deer. Then at the right moment attacked the deer, with bounds at over twenty feet at a time the panther exploded out of the underbrush pouncing on the deer and forcing it to the ground. Within fifteen seconds that panther stood breathing heavily over his unfortunate victim of life and death. This scene has been going on for many years, the battle of predator and prey, but know the new predators are humans almost virtually wiping out the entire population leav ing only an estimated 30 - 50 Florida panthers left. Should the environmental leaders of Florida protect the Florida panther? The people of Florida think so, and that is why they named it their state animal. This panther is one of about thirty subspecies of Felis concolor. The subspecies, coryi is one of the rarest and most endangered animals in the world. Panthers, also called pumas, cougars, screamers, and mountain lions, once ranged from the southern end of South America into Canada. In appearance the Florida panther is similar to other panthers, however this rare subspecies has several distinct characteristics such as, white flecks on the shoulders, a cowlick on the back (a cowlick is a tuft of hair that cannot easily be flattened) and a crook in the tail. This is formed by the last three bones in the tail, that is bent forming the stump on the end. Panthers have an average length of six to nine feet from the nose to the tip of tail, stand up to twenty-eight inches in height, and weigh from fifty to one hundred-thirty pound s. These panthers are solitary and territorial animals and seldomly live together except for mating season. Following an approximate 90 day gestation period the females are more sedentary once the usual two to three kittens are born, but more than one kitten rarely survives and that is another reason for the low panther count. Flor... ...eestablish this subspecies' old and unoccupied range areas. These goals were assisted in 1983 when the Florida Legislature established the Florida Panther Technical Advisory Council. The commission is firmly committed to take all necessary actions within their given authority to assure recovery for the Florida panther. The panthers are still going to need broad public support and active cooperation among all management. â€Å"Civilization is the main threat to the survival of the Florida panther†¦Ã¢â‚¬ , and so it will be until we learn how to respect these species that occupied the land we take before us. A land that was not ours to take and land we truly do need as bad for survival as these creatures. Works Cited: 1. Alden, Peter, Rich Cech, and Gil Nelson. 1998. National Audubon Society Field Guide to Florida. New York: Knopf. 2. Brown, Larry W. 1997. Mammals of Florida. Miami, Florida: Windward Publishing. 3. Land, Darrell, and Sharon K. Taylor. 1998. Florida Panther Genetic Restoration and Management. Florida Game and Fresh Water Fish Commission. 4. Taylor, Sharon K. 1997. Florida Panther Biomedical Investigations. Florida Game and Fresh Water Fish Commission.

Ochres: Dance and Aboriginal Culture

Bangarra Dance Company Ochres: Red vs. Black Culture and its, at times, inconceivable differences is an expression of concern for our society today. Silencing and elapsing of cultures and traditions seems to have escalated immensely. However, for the sake of our future, there is strong importance in the need of these traditions endurance. Therefore, contemporary dance has the aptitude in defying these unjust cultural judgments. We see countless contemporary choreographers, today, merging momentous techniques of contemporary with traditional aspects of cultures; for unerringly that reason.Widely acclaimed within Australia and internationally, Bangarra Dance Theatre presents the spirit of true Australia. They make traditional culture accessible and enjoyable, providing an enriching experience for the audience. Their works are creative and thought-provoking, contributing to a greater understanding and acceptance of Aboriginal values. The work of Ochres (1995), a Bangarra Dance Theatre p roduction, embraces upon the cultural and spiritual significance of Aboriginal life.Through the four colours of Ochres, each representing an element of Aboriginal culture, Stephen Page integrated contemporary abstraction in exposing symbolic reasoning. A correlation of the inspired traditional forms is distinguishable in both sections ‘Red’ and ‘Black’ of the phenomenal production. Evidently, through the use of only four male dancers, ‘Black’ conveys the element of men’s business. The storyline perceives an ash storm that has blown over and that the call and pain of initiation can only be viewed from a distance.Traditionally, what’s more stereotypically, men were visualised as the control and workers in Aboriginal culture. As the support providers for their families, men would find themselves endlessly hunting and toiling. Stephen Page successfully fused these aspects of tradition within a contemporary piece; creating such meaning . Varying movements are performed with strong suspension and sustainability; denoting their power and boldness. This is further supported by, in sections of the dance, the strength held by the upper torso while utilizing various leg movements.Actions of kicks and leaps are performed at various levels assisting in the representation of the ups and downs they are faced with, and the fight from pain. The movement where dancers appear kneeling to the floor, pushing and pulling their arms repeatedly, appears as an abstraction of plowing; another element of men at work. Furthermore, movements intertwine with the use of props as they crawl behind and in front of them. It is this that appears as a sign of the men being out in the bush hunting.In order to define their connection with the land; tradition of aboriginal culture, low crawling and floor movements are seen throughout the sequence. In comparison, the development of ‘Red’ evokes the customs, laws and values placed on th e relationships between women and men who have been on a path of change since time began. In each of these relationships: the youth, the obsession, the poison, the pain, there is struggle. Unlike ‘Black’, ‘Red’ makes use of both male and female dancers to portray this message and embrace these relationships.Within the first sequence, youth is evidently conveyed through the use of childlike motifs; such as the women flashing her dress towards the man, running around, skipping, and torment of the male. It appears as the initiation of a relationship between a man and a woman; or as evident in youth, a girl and a boy. As the sequence progress, the young boy finds himself arising from the torment of these fellow ladies and perseveres his dominance. During torment the male is visualised sitting at a lower level, but once power is regained levels change dramatically where he is above the women.As the males in ‘black’, the male’s movements are p erformed with strong suspension and sustainability of his entire physique. Strong kicks, high leaps and barrel rolls, and lifting of the female dancers further enhance his dominance. Again, as ‘black’ embraces in a connection to the land through numerous floor movements so too does ‘red’. The following two segments, encompassing obsession and poison, are where a slight contrast of movements is evident. Suspended and sustained movements remain but less sharp and forceful; almost more drawn out and gradual.This emphasises the delicate love and care for each other. However, as the word obsession suggests, its segment consist of support where dancers are endlessly connected: either being hip to hip, head to hip or upper body to upper body. This idea establishes the need for one person within love, always relying on them and falling back to them. Furthermore, it encompasses numerous lifts throughout to convey their connection. Whereas, within poison slow suspend ed movements are performed in unison almost repelling each other. Dancers become within each other’s personal space, so close yet do not touch.This is the beginning of the struggle of relationships; where they find themselves repulsed by each other. Finally, the closing segment addresses pain; the dying of one’s love. This section is relatively shorter than the rest representing the short death and pain. The male appears as the focus, just like the males present in ‘black’, as he sits at a low level; close to the connection of his land for the last time. The female is present dancing around him as a spirit of hope. Evidently, she utilises various turns and jumps to achieve this meaning.Traditional aspect of the stolen generation can further be respected abstractedly within the work of ‘Red’; dwelling upon the historical background of Aboriginal’s. This is shown through the men representing the government and the women representing all o f the Aboriginal women. Movements have been utilised through forceful suspension and sustainability allowing the dancers to express their emotions towards this historical chapter. The fast movements and the use of space show the aboriginals trying to escape from the government in order to save their family.As Page endeavours to encompass Aboriginal culture within contemporary dance, he makes use of occasional Aboriginal dance techniques. In both ‘Red’ and ‘Black’ of Ochres it is blatant to see these techniques throughout. By altering movements, that would generally be seen on straight supporting legs; such as pirouettes, to bent from the knees is one approach of foreshadowing Aboriginal techniques. From the bending of knees, asymmetrical shapes can then be established; another aspect visualised within Aboriginal dances. Finally, music and aural elements of the entire piece encompass aboriginal chanting to maintain this culture.Stephen Page’s producti on of Ochres is one of the many illustrations to how contemporary choreographers of today revive those slowly diminishing traditions of our historical cultures. As distinguished within the works of ‘Black’ and ‘Red’ of this production, cultural understanding and justice can be achieved through incorporating its aspects into contemporary dance. His influence to our current and future society has been enormous, contributing to a much greater understanding and acceptance of cultural values. More particularly, our authentic Australian spirit of Aboriginal ancestors can be reunderstood and claimed as truly remarkable.

Recruitment At Richer Sounds Essay

John Clayton is the training and recruitment director within the business. His two key areas are the colleague support or the recruitment/training office. He works closely with the manager of colleague support, Tracey Armstrong. Richer Sounds personal views on Recruitment Richer Sounds always tries to recruit people who have friendly personalities and like to enjoy their work. The company looks for these keys on candidates rather than much of their grades because normally these people normally start to work as a sales person or work in the support department. The promotion policy in Richer Sounds enables efficiently working colleagues to be promoted up in the company rather than recruiting new employees who have no understanding within the business. Richer Sounds only recruit employees if they need someone who has the skills to do particular work such as professional in I.T. How Richer Sounds advertise for new colleagues Within every edition of the in-store catalogue and website they advertise their vacancies, these vacancies are usually for needs of new sales person or need new employees to work in the departments. This generates ongoing application from many interested people. If there are no vacancies at that time then they keep all record of people who applied, for about six months. Colleagues are also able to advice his/hers friends o relatives to work in the company, however these applicants should also follow the same rule of application as all other people. These adverts causes the company to save major amount of money each time because if they would publish it on the newspaper everytime then they would have to pay certain amount to the newspaper company therefore this idea of having to publish on their catalogues and website is good idea. If the company doesn’t receive any phone call from any people regarding the job then finally the company will have to publish it on the newspapers. For specialist employees to recruit the company notifies the vacancy to the employment agency. The recruitment process at richer sounds The recruitment process is shown on the following steps: – Identify any vacancies within the business – Advertise the vacancies – The company the look’s through all the CV’s relevant to that store or department – They schedule for interviews – with appropriate store or department manager. In Richer Sound all managers have completed their Managers Development Course and while doing they also received training on interview, how to interview a candidate. – The applicant which is been successful is been given a trial day to work at richer sounds – If all the interview and trial day is completed and the candidates are successful then the candidates can either send an application form which states that he/she is agreeing to work with richer sounds. – Next all these new candidates have to meet either Jez Avens, John Clayton or Lee Nelson for their final approval – When the company receives the application form, the business then sends these forms for references and as the candidate gets one or more good reference he/she is offered the job. They then write a letter to the candidate, which also includes the statement of terms of employment. – Final step for the company is to send off letters to all candidates given an interview regarding that they have given this job to someone. This is given so the candidates would know if he/she would get the job. The company policy and rules Richer sounds have several policies on recruitment so they do not operate within the law but also operate truthfully. These include – The company’s equal opportunities statement. – The test shouldn’t require high level of English – Richer Sounds never ask a woman about their family

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dfdgdfgdgd essays theory of symbolic interactionism. The symbolic interactionism theory holds six basic premises, which Mead feels, help to guide society. The first premise is that social interaction is achieved through a system of shared meanings of common language, body movement, and symbols. The next premise is that through this socialization, humans learn the meanings of their symbolic environment, and emerge as a social entity from the reactions of others. The third premise theorizes that self-images, norms, and values change much as life goes on. This happens because social life a flexible interaction for the individual and society. The next premise is that sensitizing concepts such as interactions, symbols, meanings, process, emergence, and self-concept are used to study crime and deviance. The fifth premise is based on the idea that societal crime and deviance are a product of social control. The final premise is that from a micro perspective, the study of meanings prevails over the study of motives, and the study of labels is more important than the deviant act itself. I believe that the symbolic interactionism theory holds a valid argument as to the cause of social control. Most criminals begin their life of deviance at an early age. They grow up learning that crime and deviance are acceptable. They learn this through interactions with others. A prime example of this is the life of John Gotti. John Gotti was reputed to be the head of the largest criminal organization in the 1970s and 1980s. John Gotti did not just decide to become a criminal out of the nowhere. He grew up in an area surrounded by crime and deviance. His interpretation of his surrounding environment was that crime and deviance was an acceptable and respected way to live (Capeci and Mustain). Another example of deviance and crime through interactionism is Michael Dowd. Michael Dowd was a New York City police officer who was fired for being corrupt. In his testimony ...

Linkage of current Job Performance to Organization's strategy and Essay

Linkage of current Job Performance to Organization's strategy and cuture - Essay Example The value of teamwork emanates from the belief that "best solutions come from working together with colleagues and clients" and this requires relationship, respect and sharing (PricewaterhouseCoopers). As a professional service company, PWC ensures excellence in all its transactions. Given also the nature of the business, PWC promises to take the lead with courage, vision and integrity (PricewaterhouseCoopers). Composed of professionals, PricewaterhouseCoopers personifies and edifies professionalism through adherence to the company policies and technical and professional standards, deliver their commitments, maintaining confidentiality and portraying honesty to their clients. The company also maintains ethical and legal practices in responding to competition. I work as a senior tax consultant so my primary responsibilities are orienting and assisting the clients regarding taxes both national and international through building an excellent relationship with them. I serve clients who want advice in their taxation concerns. The two main scope of my job are consultancy and compliance. Since PricewaterhouseCoopers is a professional service business and since the documents and properties that they handle on customers' behalf are of substantial importance, a good job performance has customer focus. "All Organizations depend on their customers and therefore should understand current and future customer needs, should meet customer requirements and strive to exceed customer expectations" (1 Access). The corporate culture of the company includes professionalism and this means on time, appropriate and excellent service to customers. With my job as a tax consultant, adherence to the company culture necessitates that I make sure that 100% of my clients have sound and organized tax payment, without delay thus without additional costs. A good performance shall also mean zero complain from the customer. Since I am dealing with highly confidential documents, the company expects that "respect the confidentiality and privacy of our clients, our people and others with whom we do business" (PricewaterhouseCoopers). A goof performance specifically necessitates one to "comply with applicable laws, regulations and professional standards in order to maintain the appropriate degree of confidentiality and privacy" (PricewaterhouseCoopers). One of the values of the company is excellence. For the over-all organization, one of the quality management principles is "continual improvement". This includes performance improvement and flexibility to reach quickly to opportunities (1 Access). For an individual, performance rating should include steps taken by the individual to continuously improve, whether through development of an innovative processes and strategies or attendance of formal and informal trainings and schooling to continuously improve in the field. Similar to the performance appraisal in the academe, continuous schooling and training is also important in private professional service firm. To measure excellence it will also be helpful to record the frequency of mistakes and the time duration of work processes. These figures must constantly

Reading reflection 7 Essay Example | Topics and Well Written Essays - 500 words

Reading reflection 7 - Essay Example However, I agree that to the issue that there calls for reform since zero-tolerance policies have done little to help the countrys troubled youths (Springer & Roberts, 2011). Yes, these juvenile are all troubled teens. There is scientific confirmation that the teen years are a time of significant transition. Adolescents tend to have significant neurological deficiencies that result in limitations of judgment. Research proposes that when teens are exposed to risk factors such as neglect, abuse and poverty among others, they are psychologically predisposition to violence. Adolescents as compared to competent adults are less morally culpable for what they do and are more capable of change and rehabilitation. However, let us look at the broad picture. We have a moral obligation to sustain our established institutions because they have created and they help maintain law and order. The Institute for Juvenile Research was founded on the basis of aiding in dealing with this issue on a psychological basis. This has gone a long way in assisting the juvenile court systems since they come up with prevention strategies (Springer & Roberts, 2011). We are not in colonial times anymore so that we send youth home for a court-observed whipping. Today’s youths are highly sophisticated and with generally inadequate funding and fluctuating public support, the juvenile justice system has fallen short of meeting the challenge presented during the past decade. The juvenile justice system needs to be revitalized so that it will reverse juvenile trends, offer effective treatment, ensure appropriate sanctions and once again rebuild public confidence. Since the first juvenile court was established in 1899 in Chicago, 1L, a variety of strategies has been pursued to address the particular issues posed by juvenile offenders. Results have been mixed and it’s critical for young people to be aware that they