Bansonyi Essays - Hardstone Carving, Chinese Culture, Jade

Bansonyi Craftsmanship can be utilized to consider the movement of a human progress through time. Craftsmanship is generally used to communicate one's convictions strictly, strategically, and some of the time as a wellspring of correspondence, which is cultivated through symbolism. Images in centerpieces can be identified with nature and myths.1 From the earliest starting point of Chinese history, craftsmanship and reasoning worked connected at the hip with the making of a gem. Chinese craftsmanship was utilized as proof of a individual's conduct and mentality towards nature and different creatures (for example the more pleasant the work of art the better the person.)2 During the seventh and eighth hundreds of years Chinese craftsmanship was at its pinnacle. China as of now was under the ward of the T'ang Dynasty. In light of the excellent work being made China turned into a global society. Compositions and models were not by any means the only works that China would get deference for. Their music and writing (sonnets which now and again clarified masterpieces) were additionally at their most extravagant points,3 T'ang workmanship has exceptional force, authenticity, nobility... There is a good faith, a vitality, a forthcoming acknowledgment of substantial reality which gives a similar character to all T'ang workmanship, regardless of whether it be the most magnificent fresco from the hand of an ace or the humblest burial chamber puppet made by the town potter. (Sullivan 160) When a bit of masterful work was viewed as acceptable all that truly made a difference was the measure of exertion that went into the piece and not the inference of the individual's financial class. Scant materials were utilized all the time in the creation of Chinese antiques. One of the adage well known and adored stones utilized was Jade, which was hard and indestructible. Jade can't be found in China; it was exchanged with Burma, which is situated on the external edge of China, so it is astounding to realize how much work was finished with it in the 600 and 700 period. Jade was typically utilized in internments in the fixing of the holes of the body. This mineral was additionally perceived for having a wonderful resounding tone. Jade was cut by pummeling it with the help of a rough powder, an aptitude that was changed from the Shang skilled workers from their Neolithic craftsmen.4 The fine work on the Emerald was done using a wire saw for fine subtleties. At that point it is smoothed with a cleaning wheel.5 during the time spent working with Jade the craftsman would need to shape a regard incited connection among self and the material. At the point when the craftsman initially gets the material he would not start to cut on the grounds that the form, extents, and beautification of the piece would depend on strict function. Specialists would at times study a bit of Jade for some a long time before choosing how to manage it. Jade arrives in a cluster hues going from yellow to brown and from light green to brilliant green, dark and dull purple what's more, those of the most elevated worth were white. Each shade of Jade had a particular arrangement, for example, ink dark, day off, green, ocean green, grass green, vermilion red and lamb fat. Green stones in Chinese culture are considered for having mending powers. That was my primary purpose behind having such an intrigue in relics produced using green minerals.6 The piece I decided to consider is known as the Nine Elders of the Huichang, Mountain Scene of the praised assembling in 845 C.E. The Jade utilized is green nephrite from Hotan. This piece sits in the Peking Royal residence Museum. It stands 4 ft. high, 3 ft. wide and weighs 1,830 pounds. This piece was finished in 1786 with the expansion of a sonnet engraved on the rear of the doll by the Qianlong sovereign. The frontal view outlines a scene of the first and second older folks playing chess in the gazebo and the third senior watching. Underneath that a little hireling kid is bubbling water for tea. The fourth what's more, fifth seniors are bantering and walking around the extension, trailed by another kid worker. The staying four seniors can be seen on the opposite side of the model. The 6th senior has his hand on a kid's head and they are both engrossing the excellence of nature. The seventh senior is strolling with the help of a bamboo stick and his kid chaperon is following behind him. The eighth predominant is playing a string instrument called a Qin making music for the listening joy of the ninth senior and his kid servant.7 I was attracted to this piece since it contained such extraordinary detail and imagery. This antiquity appears the

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purchase custom UNK paper Theoretical It is of foremost significance, to spare your work in any product application. It great to prepare yourself to spare work regularly on the grounds that a PC or server may crash and it can't tell you that it will do as such. Information reinforcement is of principal significance. Indispensable records are coincidentally erased constantly. Basic information can get degenerate. Cataclysmic events may demolish your office. Upheld with a solid reinforcement and recuperation plan, you can improve from any of these. Without one, you are left with nothing, yet a bombed framework and lost information. Shutting a File, Exit Files or Applications Shutting a document After you spare the document appropriately, you can either select to close the record and leave the application window open. Shutting a record from the enu chooses File, at that point Close or the X button on the upper right corner of the window. Leaving the Application You can decide to leave the application as well. Leaving the application, from the menu select File, at that point Exit or use X button at the upper right of the title bar of the window (eHow, 2009). Reinforcement, File Synchronization, Restore Point, and Recovery Disk Reinforcement Reinforcement, is replicating of records, to a second medium for example a diskette, compressed memory drive, or tape as a security measure in the event that the primary medium comes up short. You can back up records either utilizing working framework orders, and specific reason reinforcement utilities. Pack information to spare space and cost (Radiant correspondences, 2011). Document Synchronization Document Synchronization, is the procedure to guarantee organizers put away in at least two separate areas, contain the equivalent refreshed records. In the event that you erase, update, or include a document from one area, the synchronization procedure will erase, update, or include a similar record at the other area. Reestablish Point Reestablish point, is essentially a past condition of a working framework, before you experienced a serious framework issue. It is fundamentally in a PC hard drive. Recuperation Disk Recuperation plate is a media containing a reinforcement of the first production line arrangement, or supported state of a PC as designed by a unique PC maker or an end-client (Radiant interchanges, 2011). Purchase custom UNK exposition

Keeping Deadlines in Order

Keeping Deadlines in Order In the first couple weeks of the semester, due dates and projects can seem overwhelming. It is not hard to forget something is due, and juggling 5 classes of work is incredibly stressful. But have no fear! Here is a fool proof way to keep track of assignments and due dates! 1. Invest in a good planner. Gif from Giphy.com Both quality and personal preference  are important here. Planners have a large range of designsâ€"from weekly, monthly, and dailyâ€"and a variety of color schemes  and patterns, as well. Find a planner that works best for you (I find that a weekly planner is best for school work). Having a planner that is visually appealing is also  important, too. 2. Write actual due dates in the planner. Gif from Giphy.com Having the planner is only half the battle, but actually writing in the assignments and dates is a whole different challenge. When writing an assignment, do not be vague or you may forget what the note means. Also, when writing in an assignment, write in the due date as well as the assigned date. 3.  Assign colors for each task. Gif from Giphy.com Assign each class to a designated color. Keep a key on hand until the colors become second nature. That way, it will be easy to see what assignments are due with a quick glance. This can be done in colored pen or even highlighted. If money is tight, invest in the University of Illinois planners at the bookstore (typically $5). All in all, this planner method has been fool proof for me thus far, and I highly encourage all incoming freshmen or even veteran grad students to give it a try. Rachel Class of 2020 I am studying Middle Grades Education with concentrations in Social Sciences and Literacy in the College of Education. Although I now reside in Champaign, I am originally from Vernon Hills, a Northwest suburb of Chicago.

Psychological Impacts Of Attachment Disorder - 1311 Words

Psychological Impacts of Attachment Disorder The theory of attachment was originally developed by John Bowlby, a British psychoanalyst who was attempting to understand the extreme anguish experienced by infants who had been estranged from their parents. Attachment is the term developmental psychologists use to describe the emotional bond between infants and one or more adults. Attachment is like a security blanket. It allows infants to venture out and explore, returning to the adult as a place of protection. It is a building block for future relationships and for the development of the child s personality. Most infants display a secure attachment: a balance of exploration and play with the desire to remain near their mothers or†¦show more content†¦The relationships between attachment classification, psychopathology, and personality traits during adolescence, undergoes a process of individuation, separation and profound socio-emotional changes. Throughout this period, attachment functions as a stress regulator, m ediating internal security and proximity access, while emotion regulation is often linked to an increased rate of psychopathology (Rosenstein Horowitz, 1996). Baby s attachments develop in the following sequence: o Up to 3 months of age - Indiscriminate attachments. The newborn is predisposed to attach to any human. Most babies respond equally to any caregiver. o After 4 months - Preference for certain people. Infants they learn to distinguish primary and secondary caregivers but accept care from anyone. o After 7 months - Special preference for a single attachment figure. The baby looks to particular people for security, comfort and protection. It shows fear of strangers (stranger fear) and unhappiness when separated from a special person (separation anxiety). Some babies show stranger fear and separation anxiety much more frequently and intensely than others, but nevertheless they are seen as evidence that the baby has formed an attachment. This has usually developed by one year of age. o After 9 months - Multiple attachments. The baby becomes increasingly independent and forms several attachments. These results indicated that attachments were mostShow MoreRelatedAttachment During Infancy And Early Childhood1430 Words   |  6 PagesAttachment during infancy and early childhood is extremely important for proper brain development. Whether or not a child grows into a successful adult nearly depends on them forming a secure attachment. Attachment happens when a child feels safe, secure, and protected by their caregiver at all times. demands of an infant or child can be anything from being hungry, being cold, needing to be changed, to just wanting to be held or played with. There are two main types of attachment and both of themRead MoreInfant Attachment Styles and General Anxiety Disorder in Adults1373 Words   |  6 PagesInfant Attachment styles and general anxiety disorder in adults Purpose The purpose of this study is to look at the relationship between infant attachment styles and psychological wellbeing, with general anxiety as a measure of psychological wellbeing. This study will use an adult sample that will go through psychological tests to determine what attachment style each individual had when they were infants. After establishing their attachment styles their general anxiety levels will be testedRead MoreThe Between Seven And 11 Months Of Age991 Words   |  4 Pagesbetween seven and 11 months of age, there is a strong show of attachment as well as an inclination towards a specific caregiver. Separation from the specific caregiver results in protests and anxiety when placed around strangers, a phenomenon Immordino-Yang and Damasio (2011) refered to as separation anxiety and stranger anxiety respectively. In the multiple attachments stage, just after nine months, children start forming emotional bonds beyond the primary figure they were previously attachedRead MoreThe Journal Article : Linking Lack Of Care936 Words   |  4 PagesJournal Article â€Å"Linking Lack of Care in Childhood to Anxiety Disorders in Emerging Adulthood: the Role of Attachment Styles† discusses the research of what the title suggests, which is aimed at looking at the effects of childhood neglect and anxious-ambivalent attachment styles in the development in anxiety disorders (Schimmenti 42). Recently, the idea of emotional neglect â€Å"playing a key role† (Schimmenti 41) in the development of anxiety disorder has been a growing interest for Psychology researchersRead MoreThe Effects Of Childhood Maltreatment On Children And Families1112 Words   |  5 Pages(Marmarosh Tasca, 2013), and impact attachments and relationships in adulthood (Snyder, Shapiro, Treleaven, 2012). The diagnosis of Posttraumatic Stress Disorder (PTSD) has been used for nearly three decades (Kisiel, Fehrenback, Torgersen, 2014). It has been proposed that the various consequences of interpersonal traumas, particularly in young children, are not sufficiently explained by the diagnosis of PTSD (Kisiel et al., 2014). According to Carruth (2006), psychological trauma is the most frequentlyRead MoreMental Health Of Students With Anxiety And Depression1513 Words   |  7 Pagesbased approaches when working with students with anxiety or depression, but there are some disorders that have not had the focus that they deserve and leave school counselors and teachers attempting to navigate through services without a thorough understanding of the needs of the students. Attachment disorders fall into this category, specifically reactive attachment disorder (RAD). â€Å"Unlike many disorders that are proven or presumed to have a genetic, biochemical, or other internal basis, RAD, byRead Mor eAdult Separation Anxiety : A Psychological Condition1513 Words   |  7 PagesPsychology 103 April 3, 2015 Adult Separation Anxiety Disorder Separation anxiety disorder is â€Å"a psychological condition in which an individual has excessive anxiety regarding separation from places or people to whom the individual has a strong emotional attachment† (anxietypanichealth.com 2008). Individuals with this disorder typically become debilitating distressed when they are faced with actual or perceived separation from major attachment figures. Vijaya Manicavasagar of the psychiatry researchRead MoreEmotional Abuse : Cause And Effects1344 Words   |  6 PagesQuotes, n.d. Retrieved March 7, 2016). It is not hard to imagine the pain or hurtful emotions the person who wrote this quote could have possibly endured or felt. This paper explores the definition of emotional abuse, how it impacts development of empathy, causes and long term impacts, types of prevention and the need to develop trauma informed care. Emotional Abuse (EA) can happen to anyone at any time in their lives. Children, teens and adults all experience EA and it can have devastating consequencesRead MoreThe Debate Of Nature Vs Nurture1364 Words   |  6 PagesConversely, the nurture theory argues that all environmental variables impact who individuals are, including early childhood experiences, how individuals were raised, social relationships, and surrounding culture (Cherry, 2017). However, people are born neither â€Å"good† nor â€Å"bad†, but they are a product of their social and psychological traits, influenced by their upbringing and environment. Today, the validity of biological and psychological explanation of criminality is no longer considered valid becauseRead MoreAttachment Theory: Childrens Attachment to a Caregivers833 Words   |  4 Pagesresponsive to their needs. Image by Jeff Osborne What is Attachment? Attachment is an emotional bond to another person. Psychologist John Bowlby was the first attachment theorist, describing attachment as a lasting psychological connectedness between human beings (Bowlby, 1969, p. 194). Bowlby believed that the earliest bonds formed by children with their caregivers have a tremendous impact that continues throughout life. According to Bowlby, attachment also serves to keep the infant close to the mother

Dedicated Police Officers in the Film, End of Watch

End of Watch (Ayer, 2012) is a film which follows the lives of two police officers, partners Brian Taylor and Mike Zavala, in the Los Angeles Police Department. The movie is shot in the style of a documentary and because of this the film centralized on these two officers and their patrols. When the film began Taylor and Zavala had just successfully apprehended two suspects in a high speed car chase which they were praised for by other officers and members of the department. From then on out the officers made a number of impressive arrests, rescues, and discoveries the two partners made throughout the film. Unfortunately for the Taylor and Zavala, their successfulness in investigating and apprehending locations and suspects of a drug ring†¦show more content†¦A handful of less exciting, yet more realistic, aspects of crime were experienced by Taylor and Zavala during the film. They once reported for a noise complaint as well as respond to a welfare check of an elderly woman. There was even discussion between the officers of their difficult and tiresome schedules which added to the stress of Taylor being recently married and Zavala recently becoming a father. These events are more similar to the day-to-day occurrences which police officers deal with in real life. Some of the functions of patrol can be seen in these events, such as, â€Å"[maintaining] public order within the patrol area† and â€Å"[aiding] individuals and care for those who cannot help themselves† (Seigal Worrall, 2012, pg. 207-208). There are also problems of policing found among these events, such as job stress which includes the â€Å"pressure of being on 24 hours per day leads to stress and emotional detachment† (Seigal Worrall, 2012, pg. 259). Incidences like these may more accurately represent more common duties and stressors of police officers. It is clear that crime and criminal behavior are significant in the film. The movie attempted to accurately depict the lives of two police officers working in the Los Angeles Police Department. Of course because it is a film the events were dramatized and exaggerated for theatrical value. When mainstream society views this film it may beShow MoreRelatedThe Case Of The Criminal Justice System3336 Words   |  14 Pagesstage, there are people who are innocent that have pled guilty just so they could be release from jail and go back home to their families, but not all are innocent, only a small amount of these people are. Then there are a ton of these people that end up proceeding through the criminal justice system, which pled not guilty at their arraignment, wanted to proceed to have their case heard by a grand jury and for the most part their cases were indicted by the grand jury. After being indicted, some ofRead MoreHistory and Rolls of Law Enforcement in America10094 Words   |à ‚  41 Pageswant a professional police, with highly trained officers who will rush to our door in emergencies. Weather the reason is crime or catastrophe, like a tornado or a flood, most people breathe a sigh of relief when a police officer appears. America is also a nation founded by rugged indivsualist, who were suspicious of government power. Our founding father feared creation of a national police force. Their devotion to individuals freedom above all else meant that they wanted police under local scrutinyRead MoreHow Batman Has Changed over the Past 70 Years3037 Words   |  12 PagesHow has the Dc Comics superhero Batman changed over the past 70 years? How has design influenced the development of the various costumes for the character and how are Batman films reflecting darker forces within US Society? From Comic book Hero to national icon. Introduction In this dissertation I will discuss how DC Comics have developed and improved the design of their comic books since their establishment in 1937. I will compare comics from past and present and talk about the different stylesRead MoreThe Outsiders By S. E Hinton Essay2486 Words   |  10 PagesYves Belance 28 Nov 2016 V. Minchener Enc11 Research Paper The novel and film, The Outsiders by S. E Hinton, can be composed based on symbols, imagery, characters, and chronology. The Outsiders is a novel and a movie. The novel was written by Susan Eloise Hinton, in 1965, where it took place in Tulsa, Oklahoma. After the book was published the movie, The Outsiders was produced in 1983 directed by Francis Ford Coppola. The author has a great sense of imagery. Ponyboy the narrator of the story usedRead MoreProstitution in India6516 Words   |  27 PagesChild Development  reported the presence of 2.8 million  sex workers  in India, with 35.47 percent of them entering the trade before the age of 18 years.[3][4]  The number of prostitutes has doubled in the last decade.[5] According to a  Human Rights Watch  report, Indian anti-trafficking laws are designed to combat commercialized vice; prostitution, as such, is not illegal. A sex worker can be punished for soliciting or seducing in public, while clients can be punished for sexual activity in proximityRead MoreEffects and Implications of Coalition Governments on the Political Scnerio in India16277 Words   |  66 PagesCentral Bureau of Investigation, and several people including the Samata Party ex-treasurer R.K. Jain have been arrested. Others named in the First Information Report include politicians George Fernandes and Jaya Jaitley, and arms dealer and ex-naval officer Suresh Nanda, who is the son of retired chief of naval staff S.M. Nanda. The Barak missile system (jointly developed by Israel Aircraft Industries (IAI) and RAFAEL Armament Development Authority of Israel) employs vertically launched missiles to counterRead MoreDemocratic Leadership Style With Your Best Judgment Essay3553 Words   |  15 Pagestheir personalities and gain from whomever they can. 4. A pat on the back is all you need Eisenhower helped resolve not with motivational talks, but rather with straightforward, fair, clear discussions. As opposed to giving out trophies, he gave his officers empowering praises. It was an unassuming, coordinate method for connecting, and it made him a most loved of the troops. Leaders don t have to light firecrackers to remunerate diligent work and devotion. 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In-store, in-grain procedure with local anesthetic and you are good to go. Because memory is for living. (â€Å"The Entire History of You†) The statement at the end of this advertisement represents the strong societal push to haveRead MoreEssay on Comparison of Mussolini and Hitler4381 Words   |  18 Pagesabout 1925. In 1919 Mussolini and other veterans from the war founded a revolutiona ry, nationalistic group called the Fasci di Combattimento in Milan. His movement gained the support of many landowners in the lower Po valley, industrialists, and army officers. Fascist blackshirt squads carried on local civil was against Socialists, Communists, Catholics, and Liberals. On Oct. 28, 1922, after the Fascists had marched on Rome, Mussolini secured a mandate from King Victor Emmanual lll to form a coalition

Od vs Hr Free Essays

string(172) " of HRS managers and VSP that preceded them, when there was no professional training for HRS managers and when these posts often went to the UP who was due to retire next\." We are witnessing and participating in an unprecedented dissolution of the boundaries of the field of organization development. In organizations around the world, the HRS function Is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. † ODD and HRS Do We Want the Lady or the Tiger? By Matt Mailman Ding. We will write a custom essay sample on Od vs Hr or any similar topic only for you Order Now Ding. Ding. K, time’s up. Time to decide. Will it be door number one, or door number two? The lady or the tiger? In Frank Stockpot’s allegory (1882), a prisoner is ordered to choose between two closed doors. Behind one is a woman whom he must marry sight unseen and live with for the rest of his life; behind the other is the tiger which would surely eat him alive. Without knowing exactly what is behind which door, how Is one to choose? And, which does one really prefer? Like the mythical prisoner, the field of ODD has been standing In front of two doors for too long, putting off the choice between them. One door would leave the ODD function embedded within HRS; the other would get ODD out to stand independently on its own two feet in the organization. The field of ODD has been putting off this decision for too long? nice its inception, in fact?and it is time for us to make the decision. Well into our mid-ass as a field, we can’t really blame all of this mess on our forebears, because frankly we’re dealing with these choices Just as badly as they did when the field was first founded. We’re still standing looking at the same two doors between which our ODD forebears could not decide. Long History, Deep Roots This question about whether ODD should be part of HRS or should stand on its own goes back to the founding of our field. What became organization development had its roots in the training and placement function, where the T group was the primary Intervention. At a panel of the founders of ODD at the 2009 Academy of Management conference in Chicago, almost every one of them, to a man, said that they were trained as writers or sociologists or engineers, but attended an ANT Institute T group where their lives changed. (Several also lamented that they were all white men in the field at that time, and on that panel at MOM. Following their ANT experiences, they tried to bring these insights they had obtained Into their organizations via the training function. By the ate sass, Just a few years after the field was founded by about a dozen Internal training and development people at Ant’s summer home in Bethel, Maine, the theory was, â€Å"let’s transform the way managers think about themselves and the ways they relate to people and solve problems, and once we’ve done that, we can send the m back home to transform their own organizations† (Operas Bradford, 2004). Evidently, there were some who said that the ODD function should stand on its own and be independent to other intelligence (Burke, 2 ). Others, however, were concerned t the field of ODD was too new and unknown and should reside in the personnel or raining function, as advocated by Shell Davis of TRW Systems, Sys Levy from Pillsbury, Herb Sheppard formerly of Sees, Dick Backyard, and others. Their belief was that â€Å"ODD at the time was too new, too ephemeral, and too suspect to survive on its own in the organization †¦ Early on, then, two models or scenarios ODD and HRS: Do We Want the Lady or the Tiger? 17 about the place of ODD within the organization were debated regarding the wisdom of such a placement† (Burke, 2004). Theory Versus Fact The vast majority of the central thinkers, writers, and scholars in our field today (Cummings Worldly, 2005; Marshal, 2009; Ferrymen Worldly, 2009; Retell, et al. , 2009) write as if ODD is a separate and distinct field of practice, but the facts on the ground tell a different story. We are witnessing and participating in an unprecedented dissolution of the world, the HRS function is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. As a field, we are behaving as if there is nothing we can do about it; it is as if we are watching ourselves in an automobile crash in slow motion, worried and concerned at hat we see, and yet unable to find the brakes or grab the steering wheel to avert the collision and all of the collateral damage. Maybe the founders of the field were right that ODD was too new and too fragile to stand on its own. But they didn’t count on what’s happening now in the field of HRS. The Ascendancy of HRS Over the past 15 years, we have seen better and better leadership of the HRS function, with several universities now offering Masters’ degrees in HARM and HARD and several MBA degrees with an HRS concentration. The result has been a generation of stronger, more tragic HRS managers who have achieved a seat at the table and are trusted advisors at the top of organizations. Many managers at the top of the HRS function are getting better by the year about understanding the dynamics of the organizations in which they serve. Increasingly, they can speak the language of the board room, and are not afraid to undertake even major organization change projects. This new generation of HRS leaders clearly understands that people and money are the powers that run organizations; and when the system can provide enough of the latter, their Job is to get Just enough f it into the hands of the former to get the Job done. And then return the rest to stakeholders. And to keep the organization out of court. In these regards, they are notably different from the generation of HRS managers and VSP that preceded them, when there was no professional training for HRS managers and when these posts often went to the UP who was due to retire next. You read "Od vs Hr" in category "Papers" The evolution of the training function also has had an impact. Ever increasing pressures to reduce costs nave torched the training diminution to get smart about impact evaluation. Kirkpatrick (1998) four levels have forced the training function to kook beyond end-of-session â€Å"smile sheets† to defend their budgets and make the case that training is a valuable investment. The result has been that training functions are now requiring training managers who have the skills to collect data, analyze it, and think systemically about what to do with it. Sounds familiar, doesn’t it? If you needed The days of HRS staff being hired principally because they were people persons with DOD listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by asking itself more relevant to the business of the organization. Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. With this smarter, more strategic generation of HRS managers comes the instinct and desire to have at hand one of the most powerful levers for organizational change and renewal, the ODD function. Thus the trend of ODD roles and functions being acquired by HRS. And, to be clear, in merger and acquisition terms, these are not mergers of equals; they are straight up acquisitions of the ODD function by HRS. Another factor has been the pressure on HRS functions to be relevant to the business of the organization. The days of HRS staff being hired principally because they were people persons with good listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by making itself more relevant to the business of the organization. Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. Money to do that, wouldn’t you be looking for a DOD ODD person? Often desperate to meet their utilization goals, the training function is very happy to let managers continue to believe that training is the answer to every problem, a kind of panacea for whatever ails. Leaders and employees alike seem to rely on training as the answer, believing perhaps that with the right education they can deliver what the business needs. That is certainly an easier solution to accept than facing ODD issues related to how people, teams, and departments relate and connect with one another, how business processes work, and how all connect with ND work toward the strategic direction of the organization. So, it is no wonder that smart HRS leaders are looking to candidates trained and educated in ODD to take on these business partner and training leadership roles, resulting in even more blurring of the lines between ODD and HRS. 18 ODD PRACTITIONER Volvo. 42 NO. 4 2010 Differences Are Real, and Important By now, this author’s biases are probably clear: there are important differences between the ODD and HRS functions; and as these roles collapse and the differences disappear, the field of ODD is losing its unique position in the organization and its effectiveness overall. We’re behaving as a field as if we uncoil be living in a both/and world around this, when the truth is exactly the opposite. Many in ODD struggle to find and hold boundaries that separate people and things. We spend our entire time helping our clients make better connections between each other at all levels?individuals and pairs, cross unit collaboration, organizations working toward better partnerships, etc. But when it comes to ODD and our HRS cousins, we should be sharpening and better defining our boundaries, not blurring them, because the differences in our functions are real and important. The HRS function has a legally mandated, regulatory role: to provide people to fill Jobs, to reduce costs (for payroll, health care insurance, benefits, etc. ), and to keep the organization out of the courts and the press by ensuring compliance and avoiding claims of discrimination or harassment. People view HRS as the people you go to with a problem that you want to make official. People feel that going to HRS puts things in the record. They see HRS as the enforcers or policemen. The ODD function has a developmental mandate; in fact, our Job is to increase the effectiveness of the organization and to maximize the potential of the human beings in the work force. We have theories, concepts, beliefs, and values through which we help our clients assure that there is alignment among strategy, structure, business process, and culture, while at the same time embedding human values such as honesty, respect, diversity, and voice. One model (Marshal, 2006) outlines three domains of knowledge for ODD practitioners: Ð’Â » understanding social systems, drawing on theories and ideas from the social sciences, including psychology, social psychology, sociology, anthropology, political science, and others, consistent with ODD aloes; understanding the wows and whys of change, including the bodies of knowledge that help explain how all levels of the system?individual, group, organizational, community, and even societies change; and understanding the role of the third party change agent, especially aiding the person in charge as well as the system itself to bring about the desired changes, requiring an understanding of the issues, politics, psychological processes related to being a third party in a change process. That doesn’t sound much like the recruit, retain, train, and develop mandate of the HRS function, does it? It is hard to imagine even the highest functioning HRS departments being knowledgeable and skilled in all these areas. There are many in HRS who look at the list of ODD functions and say, â€Å"Oh, we can do that! † And, on occasion, they may be right. But the philosophies of the two disciplines are starkly different, as are the theory bases, the world views, the core skills sets, and their roles within the organization. There is a built-in conflict between the role of ODD consultant, coach or adviser with a developmental mandate working toward organizational effectiveness, versus the role to the R practitioner whose core mandate is regulatory and endorsement. Can a good HRS person advise on selected developmental matters, such as training strategies and needs assessments? Yes, as can a good ODD person. But the conflict of interest for the HRS staff shows up when the Action Research process of retreat planning and design requires them to interview staff about a manager’s effectiveness. What staff member in her right mind would say something critical of their manager to someone from HRS, who is likely also to be involved in decisions about that manager’s promotion, pay, and even succession planning? Or their own? HRS has its hands on too many of the organizational levers and has too many mandates centering around enforcement and control to ever be effective at drawing out of managers the truth about their insecurities, anxieties, and the shadow sides, that is so necessary to doing good work and being effective in doing ODD. Troubling Examples These concerns aren’t Just theoretical, either. Quick conversations with a handful of colleagues, both ODD and HRS, turn up some troubling examples. In a large multinational organization, The Different Functions Organization Development Ђ Improve the effectiveness of the organization Maximize the potential of human beings and their contributions to the organization Align strategy, structure, business processes, and behavior into an effective corporate culture Model and foster humanistic values into the workplace Human Resources Manage employee attraction, retention, development, and performance management Develop and manage programs for employee relations, staff wellbeing, workforce planning, and workload management Ensure equity and diversity Reduce labor costs Avoid litigation Enforce corporate policies 9 the ODD staff and external consultants were forced to follow the rules that govern the rest of the HRS function around meeting with VSP and senior managers. The HRS UP insisted that he attend every meeting that the HRS?and ODD! ?staff had with other VSP in the organization. Not Just marketing or contracting meetings, but a ctual project meetings as well. He was unwilling to make an exception for the ODD staff lest the HRS staff get upset. Within weeks, his it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top dervish on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Then a succession to HRS managers grade- practitioner is, then anybody can hang out a shingle claiming he or she is an ODD consultant. In fact, some years ago, there was an informal study of the members of the ODD Network that found that almost one third of them had taken on the label or the role of ODD consultant, with no previous education or training in the field. Not All Bad News To be clear, the field has shifted largely positively, over the past few decades, responding to some of the â€Å"red flags† that Larry Greener (1972) identified for ODD, including: Ð’Â » Putting individual behavior ahead of strategy, structure, process, and controls; Ð’Â » Overemphasized the informal at the expense of the formal organization, driving more for openness and trust to change the culture, often at the expense of efficiency, hierarchy, and accountability; Ð’Â » Driving open and trusting relationships as a normative model for change, without questioning the context or applicability in a even situation, and assuming that team building was always the preferred intervention; Ð’Â » Putting process before task, enamored with the human dynamics of working together over getting the work done; and Ð’Â » Treating the manager as Just another stakeholder, relatively uninvolved in the planning and conduct of consultant programs rather than t he key stakeholder. Historically, the field has addressed many, if not all, of these red flags among strong and well-grounded practitioners. However, many of them are still quite evident in HRS people who are trying to do ODD today. The Right Answer Reflecting on the various options for organizing and structuring the ODD function and constructing its relationship with HRS, the optimum solution is to establish In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top leadership on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Schedule became a huge constraint on the work of the ODD function because consultants (internal and external) could not get into his calendar to meet with their clients. In a science-ba sed organization the ODD function was fully financially self-sufficient, recovering the costs and a bit of an â€Å"upgrade† from its internal clients. Other HRS managers got resentful of this chargeable mechanism. They forced the manager of the ODD program to stop cupping her costs, which effectively killed the ODD function because it had no free- standing budget of its own. In a university, a very strong and capable ODD function has been merged and renamed Learning and ODD, resulting in the organization’s best ODD talent being diverted into managing the training program for the university. In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when ally reduced the ODD function to delivering two day team alluding retreats, and a cadre of dozens of internal and external consultants has been whittled down to less than 10. In one knowledge -based organization we know, the ODD person is required to have the HRS person present during all contracting and data collection meetings. Clients are now creatively working around the requirement by calling the ODD staff directly on their cell phones after hours to discuss matters that they can’t or won’t say in front of the HRS people, who are not trusted in that system. No Boundaries, No Standards What Bradford and Burke (2004) said about the jack of standards in the field of ODD applies equally well to the lack of boundaries with the HRS function. â€Å"When there is lack of clarity as to the boundaries of the field and corresponding confusion about what the appropriate role of an ODD 20 the ODD function independently. Ideally, it would have a blended mandate and funding, charging back for local unit-specific work, and centrally funded for organization-wide efforts. There are instances when ODD should be working in partnership with the HRS function, specialists on one discipline speaking with and working closely with specialists of the other discipline. There are instances when the HRS function would be the ODD function’s client; and there are instances when the ODD and HRS functions ought not to be working together at all, such as when there are conflicts of interest or large scale organization strategy or design projects not ready for implementation. There are disadvantages to being freestanding and independent within the organization. The ODD function may become vulnerable to exposure, scrutiny, and politics. Some ODD people can’t play in the C-suite (Burke, 2004). The function would have to earn its stripes and compete for money and mandate with there functions in strategic planning, financial management, budget, and yes, even HRS. But the upsides of organizational independence are quite significant, and are evident now where strong ODD departments are standing on their own. The ODD function becomes central to the business of the organization, influencing strategy, mergers and acquisitions, divestitures, restructuring, etc. It works upstream, providing early input on the development of plans and processes, able to bring a systemic perspective and ODD values to actions that previously had been made primarily on financial grounds alone. It is present and able to influence the setting of the agenda, not Just the implementation of it. But How to Get There? It is no longer enough Just to be good at process. To be able to stand independently in organizations, free of the cover and support of the HRS function, ODD practitioners need to: Ð’Â » Know the major environmental, regulatory, and financial drivers of the organization; Know, be known by, and trusted by the top leadership to the organization; Know what’s involved in evaluating, deciding, and implementing mergers and acquisitions, especially around blending corporate cultures and business processes; Be effective n working across cultures, in global environments, and especially today, virtually; and Be attuned to the organizational politics within the organization and within its governance structures. (Greener ; Cummings, 2004) Integrating sustainability and globalization into the world of ODD brings another set of challenges. To play effectively as a free standing function, free of support from HRS, ODD practitioners need: Ð’Â » New and better ideas for progress, guided by diversity, development, and sustainability; Ð’Â » To understand and be effective at intervening in economic systems, balancing productivity with innovation, sustainability, and perversity; socially constructed and negotiated (Bushes ; Marshal, 2008). As the boundaries of the field have expanded over the past 15 years to include more systemic perspectives, there are new challenges for how to educate new ODD professionals (Minoan ; Farther, 2008). That’s a tall order for a field that has prided itself historically on being apolitical, focusing on the individual, following the lead of the client, ambivalent about asserting ourselves in leadership roles within our client systems, and seeing ourselves as a bit subversive in being countercultures. There is some good news here, however. How to cite Od vs Hr, Papers

Identification and Strategies Description System †MyAssignmenthelp

Question: Discuss about the Identification and Strategies Description System. Answer: Introduction Strategic management is the identification and strategies description that can be used by managers in order to achieve a competitive advantage and better performance for their organization. For an organization to be said to have a competitive advantage, its profitability should be higher than average profitability of other companies in its industry ("Strategic Management - Meaning and Important Concepts," 2017).In this report, a research was carried out using the method of CESIM simulation game. There are different groups divided to carry out same research expecting a different result. Working with group RED, the study was based on a telephone company with markets for its products in Asia, Europe, and the USA.The objective of the research carried out by group Red, was to look at the overall corporate strategy .what does the company plan with a long-term focus. Strength, weakness, opportunity and technology analysis is to be conducted in the various mixes such as production. Another o bjective is to look at how the organization plans to develop and deploy its strategy through development of a policy on each of its strategic units. Strength The company has employed a prosperous low production cost in Asia and hoped to imitate that success in the USA. Weakness With the little production cost in Asia and Europe, this impact on the inflexible production schedule. The success of low cost of approach is dependent on the full utilization of capacity to reduce cost. Across all rounds, there is no production cost in Asia and Europe Opportunities The company opportunity comprises of seizing the market share from Asia and Europe, through the incorporation of cost yet efficient trade strategy in Asia and Europe. The implementation of its low production strategy has brought about so much success in the USA. Threats With the small cost production in Asia and Europe, the company poses a high risk in the USA market share. Strength In round 1 in Asia, the company placed more focus on marketing with a target of reaching a broader audience for the product. In Europe in round 1, the company also emphasized the marketing of the product; the aim was to achieve the targeted market segmentation creating more awareness of the product. Weakness In round 1, there is the low purchase of the product, the sales revenue globally was little, this can be associated with the similar product with our competitors, and lack of marketing expertise. Opportunity With the increase in the money used for marketing. Use of internet for digital marketing is highly targeted. This will create more awareness globally. Threat Superior channels used by a competitor for distribution poses a significant threat. Strength Globally in round 1, the logistic and tariffs are considered low but progress across the rounds whereby, in round 5 it is considered very high. These increases in expenses show the rapid delivery of products across the countries to potential buyers. Weakness In the USA the transport and costs are recorded as zero across all the rounds. This shows the stiff competition faced by the local producers and the market share that is limited. Opportunity With the high presence across all rounds in the global market, this provides the company with a strong base to offer comprehensive services. Threat The complex law stricter of some parts of business market poses a significant threat. The company is likely to suffer from an unpredictable increase in logistic cost with the undetermined rise in fuel rates. Strengths Across all rounds in the USA there is no income tax experienced, this shows that the business working overhead and expense lead to high-profit margin. Weakness N round 5 globally the company suffered high-income tax, its progress in round 1, with the high season for business, this is regarded as weakness. This is because the business requires long working hours, but it has limited working hours, however making the business hard to retain skilled staff within the short notice of tax season. Opportunity The business should embrace the telecommuting opportunity for its staff to cut down the overhead cost. Threat With the growth of technology, the software has emerged to help solve the tax queries without any fault. Strength In the USA the business incurs low production cost; this has a positive impact on the financials of the company. Weakness In Round 1 globally, there is a small sale of products this shows that the financial of the business are low. Opportunity The company should consider reducing on the interest loans from the corporations that it borrows from loans. Threat Products from the competitor of low prices pose a threat to the business. Strength Globally, there is an increase in R$D amount, in Round 2 there is the experience of lowest and round 5 highest cost in R$D.This can be linked to the strong market growth and expertise and technical efficiency. Weakness In Asia and Europe, there is no cost incurred in RD; this shows lack of emerging competitors and rapid advancement of technology in niche markets. Opportunity Globally, in round 5, there is an opportunity for new development in communication technologies. Threat Conflict of interest posed a great threat to the business. Importance interest in the financial that affect the design. Porters generic strategy is a model of five forces that try to define policy as taking the act that creates high position in business to outperform competitors. Cost leadership. It implies having a low per unit cost of a product than the competitors. In this case, the returns will be low, but the business will stay ahead of competitors. Differentiation. It implies that the business comes up with a product that is different from those of the competitors. This can be achieved through the brand image that is unique, the various designs that create a uniqueness of the product in the industry. While carrying out the study, the porter's generic strategy that was used by group red was cost differentiation. In round 2, the company had the least price across its business units, product demand was high, and sales were also high. In round 3 the company had the highest price than competitors. The company recorded least sales. In round 5, the company had the least cost than the competitors; many units were sold as demand was relatively high. The group chose cost differentiation strategy as its objective was to stay ahead in competition although attracting low returns. Long term objectives. The business long-term objectives are to grow annual revenue and increase the marketing and strategy for public relations. Short term objectives. The global market share has increased; from 5.07 in round 1 to 12.59 in round 5.this is with the increase in sales revenue. Short-term financial objective. The short term purposes of the business are to purchase financial resources at a low price hence incrementing the shareholder's returns regarding earning. This can be achieved through reduction of money borrowed from the lenders. This is observed in the shares equity increase in round 5 from round 1 globally. Long-term financial objectives. The long-term objectives of the businesses to increase the shareholder's equity. In round 1 the shareholder equity was low, and upon round 5 the shareholder equity was raised. Selection the right strategy was significant for the business. The approach selected for use was cost leadership and niche strategy. The market in Europe was given a cost leadership, and it experienced high sales of products this is because consumers will purchase products of the low price but satisfy their needs. The niche strategy was used into segment different market share. Globally we experience the increase in market share from 5.03% in round 1 to 21.29% in round 5 Recommendation Recommendation for production. The market in Asia and Europe should not have any production cost, but minimum as this will cause an inflexible production schedule. The market in the USA should have the strategy to counter the risk posed by low production cost in Asia and Europe. Recommendation for marketing. The company should find a suitable way for distribution of products to overcome the significant risk posed by competitors. The brand image and differentiation of product from competitors should well state during marketing. Recommendation for finance. The business should embrace low price but cost leadership for the products Recommendation for RD. The company should embrace technology and new research development. The technology will improve the operation of the business and bring about the competitive advantage for the industry Recommendation for logistics and tariffs. The company in the USA should search for foreign markets and produce products that satisfy customers and increase the need for the product. Recommendation for tax. The company should embrace technology software used to auto compute tax during business operations; this will cut down on some overhead cost and improve the returns. Conclusion Through this learning, I have been able to learn more about business strategy for a successful business operation. The game is more fun to be used as a learning technique. The game has expanded my research skills and broadened my knowledge about different products in different markets, the factors inhibiting sales of various products in some markets. The activity has enabled me to learn more about the short term and long term objectives of the business. I can now clearly differentiate the short term from the long term of the objectives. And the factors to consider. This learning experience has expanded my knowledge on the use of technology software in calculating the tax .the integration of technology in the business process has enabled the reduction of overhead cost. As opposed to the manual calculation of accounting part of business operations, the automated version of accounting is accurate. References Strategic Management - Meaning and Important Concepts. (2017). Managementstudyguide.com. Retrieved 4 November 2017, from https://managementstudyguide.com/strategic-management.htm

Accounting case study Essays

Accounting case study Essays Accounting case study Essay Accounting case study Essay Dear Mr Han I am writing this letter to explain how the profit and loss account and balance sheet that you have received works. I would like to start off by explaining what the purpose of a profit and loss account is. This makes an accurate calculation of the profit or loss made by the business over a certain period of time. Depreciation in the profit and loss account is the loss in value of the assets in the business over a period of time. For example if there is a car or a van in the business the value of the car will depreciate over the years and will not be worth as much when it comes to selling it. The trading account is the basic process of a business. This shows how much profit the organisation makes by this basic business process, not including other costs that the business may incur. Some things that you would find in a trading account are: * Sales receipts for sales for the year * Sales returns amount paid back to customers when items are returned * Purchases for a manufacturing organisation this is the value of raw materials purchased; for a service business it would be the cost of items bought to sell to customers or used to provide a service to customers. The costs of goods sold are calculated by opening stock + purchases purchase returns closing stock. This is shown on my example profit and loss account. Overheads are things like rent and rates and they do not change throughout the year no matter how much they sell, there is also an example on my profit and loss account. Gross profit is calculated by the net sales cost of goods sold. Net profit is calculated by gross profit all other costs that the business incurs. I would like to explain the different kinds of income and expenditure that businesses incur. Expenditure is any money spent on any costs of the business, such as: * Rent * Wages * Petrol Drawings and the cost of fixed assets are not classed as an expense and do not appear in the profit and loss account. Income is the money that the business is earning for example through sales. Capital income is money or value contributed to the business by the owner to get it started or buy equipment. They can receive money through rent received, which is when a business has a property that they rent out to another business, which then gives them income every month, commission received is when the business may sell a product o a service on behalf of another organisation and then they may receive commission for selling the other businesses products or services. This is an explanation on how you know that the accounts balance. Capital + net profit the amount the owner has paid off = less drawings. So net assets and less drawings are the two figures on the accounts that have to be the same for the account to balance. I hope that this letter has helped you figure out how the profit and loss accounts and balance sheet works. Yours sincerely Hannah Clark

Individual Policy Manual

Individual Policy Manual Abstract The paper covers four employee policies formulated from four emerging issues in the field of human resource management. These emerging issues that are mentioned are health and safety, equality and diversity, recruitment and selection along with non-discrimination and anti-harassment. The paper covers the reasons as to why various managers have been failing to manage their firms.Advertising We will write a custom research paper sample on Individual Policy Manual specifically for you for only $16.05 $11/page Learn More The reasons as to why the policies on the issues must be included in an employee handbook have been covered with special emphasis on the negative impacts of these issues to an organization. The paper also examines some of the governmental laws that emphasized on the implementation of these policies within an organizational setting. Research Paper Several companies in different nations around the globe have failed continuously to attain their set goals, visions, and objectives. This has necessitated the investigation of emerging issues in the Human Resource Management sector in order to fix the weaknesses affecting most organizations. There has also been a need to give the advantages of creating certain policies that prohibit individuals from going against the accepted codes of conduct for the set goals to be attained. Among the emerging issues, this paper will concentrate on health and safety, equality and diversity, recruitment and selection along with nondiscrimination and anti harassment. The paper will also explore the relevance of formulating policies on these issues along with governmental laws that support the policies (Barrett, 2006). In the recent past, most firms have failed to attain their set goals and objectives due to the fact they have lost their highly skilled personnel through death among other fatalities. The accidents on the employees of a certain firm may happen either from within the firm or o utside. Furthermore, the living environments for such workers are usually poor to an extent that they are affected health wise. The health and safety of a work force also affect the processes taking place within a firm thus there will be no consistency. When there is lack of a safety and health policy, the chances of missing innovation within the firm is also high. In fact, a good working environment is in most cases associated with high productivity.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A good working environment can only be created through the implementation of an effective health and safety policy (Gomez-Mejia, Balkin, Cardy, 2009). This policy is in line with one of the community strategies of the European Commission which states, health as well as safety is part and parcel of the social and moral obligations of a firm. The policies of a company should not be permanently based on economic parameters. The workers cannot be in a comfortable environment if they have other problems to attend to such as sufferings, reduction in the status of life, family-related problems, damages, and decrease of life span. The reason as to why the health and safety policy was included in the policy manual was to create a comfortable working environment through various ways so that the set goals and objectives are attained. First of all, a comfortable workplace will be created through the creation of fewer health and safety risks to provide better chances for rehabilitation. A health and safety performance of various activities will lead to a smaller number of accidents, injuries, and liabilities. The workers will also be relieved from legal expenses and medical costs. There will also be minimal cases of absenteeism, thus, higher job performance. The provision of safety and health measures through investments, management practices, and training will ensur e a safety and healthy workforce. The other relevant aspect of the implementation of the health and safety policy within the firm is that the workers will be able to fit easily into the working processes. The personnel will also be highly motivated and will have a likelihood of improving on the levels of their skills for the jobs performed. This policy within a firm ensures that the processes and activities taking place are not disrupted. The health and safety policy is also relevant as it is associated with better performances, efficacy, quality services, and an innovative workforce leading to higher job performance. Furthermore, this makes it easier for the company to attain the set goals and visions. In fact, most researchers have attested that the incorporation of health and safety measures bring about positive impacts on the performance of a firm (Drucker, 1955).Advertising We will write a custom research paper sample on Individual Policy Manual specifically for you f or only $16.05 $11/page Learn More Companies from different nations tend to lose their highly proficient staff due to the fact that there is no equality within their working environment. Managers usually have the mentality of treating their workers unfairly by either rewarding individuals that are not supposed to be rewarded or by favoring others while being strict on others. In most cases, the rights of the disabled within the working environment are never considered while in other firms; special attention is granted to men while less concentration is put on women. Some companies solely employ their citizens, relatives, or members of royal families. Some firms reward persons from specific ethnic groups while they do not reward individuals from other ethnicities. The absence of equality and diversity within a firm cannot lead to the attainment of the set goals and objectives. With special regard to this, equality and diversity are a very fundamental issue that needs to be addressed in each and every workplace. The major obligation of any management is usually to ensure that equality and diversity are embraced within the workers environment. The availability of equality usually leads to team work. If individuals within a working environment are offered equal opportunities on the available resources, all the workers will work towards the achievement of the set goals and objectives (Banjoko, 1996). In order for the set goals and objectives to be attained, all services within the workplace should be made available to all members of staff in spite of their gender, disability, race, age, religion, or belief. Inequality along with lack of diversity is some of the major attested obstacles to a company’s development. For a firm to attain its set goals and objectives, it should be devoted to eradicating prohibitive inequalities and enhance diversity within the organization’s practices and procedures. Members of staff should be treated equal ly and with the same interest, attention, courtesy and reverence in spite of their sex, race, religion/belief, disability, age, and caring obligation. The legal service of London supports the notion of equal payment of workers in the Equal Pay Act of 1970.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This firm has tried to come up with the equality and diversity policy within its employee manual so as to be in accordance with the Sex Discrimination Act 197, the Race Relations Act 1976, the Disability Discrimination Act 1995, the Employment Rights Act 1996, the Human Rights Act 1998, the Part-Time Workers (Prevention of Less Favorable Treatment) Regulations 2000, the Fixed-Term Employees (Prevention of Less Favorable Treatment) Regulations 2000, the Employment Equality (Religion or Belief Act) Regulations 2003, and the Employment Equality (Age) Regulations 2006. All the laws were proposed by the legal service commission of London (Burns, 1978). In the creation of a comfortable environment for all the employees, there is need to treat all the members of staff equally and fairly without any form of discrimination. The enhancement of equal chance in relation to access to the available materials along with equality in the convening of the needs of the workers will lead to a higher jo b performance. Most departments within the companies fail to perform well simply because of a poor recruitment and selection criteria. Most managers tend to allocate workers basing on their physical well-being instead of basing on the knowledge and familiarity of an individual to the task. Workers are usually allocated to departments that they are unwilling or rather unfamiliar with. When a member of staff performs a job that he is unwilling to do, then the probabilities of producing a good job are nil. The allocation of jobs to workers basing on their relationship with a manager may also have a negative impact on the performance of an organization (Armstrong, 1999). Recruitment and allocation of members in fields that they are not qualified tends to weaken the performance of that particular sector. If a proper selection criterion is not followed in the allocation of workers to a certain field, then there will be higher chances of another weakness in any other department. Weak depar tments that produce poor results will have a negative impact on the general performance of the company. The company may also be defeated by highly competitive firms. The purpose of creating this policy was to allocate workers in departments that they are familiar with. This is for the purpose of creating a strong workforce in different departments of the firm. The allocation of workers in sections that they are highly versed with the expected knowledge and skills aids in the provision of a comfortable working environment free from stress. Allocation of workers in different fields basing on the best selection criteria will make the company to have a higher propensity of achieving the set goals and objectives (Mintzberg, 1973). The policy was also created to shun away from assumptions that a woman can do well in certain departments while a man does well in other departments. The members of staff should be allocated in different sections basing on their skills, aptitudes, talent, and k now how. The policy was also developed in order to conform to the requirements of the Sex Discrimination Acts 1975 and 1986, Race Relations Act 1976 and the Race Relations (Amendment) Act 2000, Disability Discrimination Act 1995 and the Human Rights Act 1998 of the United Kingdom. The policy was also developed to shun away from future challenges that may arise from the damages caused by allocation of an untrained staff in a certain field. The relevance of including this policy in the employee’s manual was to avoid wastage of time by an employee in attending to a task that he/she has never done before. Apart from spending a lot of time in performing the task, the worker may also produce a shoddy job leading to a poor job performance. This may make it difficult for the firm to attain its set visions, goals, and objectives. The policy will ensure that the shortest time possible is taken in performing a certain task. The policy will also aid in minimizing the burdens on other hig hly experienced workers in other fields that they have not been allocated to. In the absence of the policy, workers may experience the burdens of being allocated departments that they are not familiar with (Bass, 1985). This firm regards employees as its indispensable assets. They are therefore worth shielding from perils like harassment and discrimination. In most cases, organizations that allow harassment and discrimination at the work places are always at risk. The policy is raised to prevent employees from engaging in such activities that may harm other professional leading to poor job performance (Guest, 1991). Individuals within the working environment may create hazards by subjecting their colleagues to unlawful activities for instance harassment of workers by their colleagues. As a matter of fact, this has been a major growing liability trend in human resource. If the employees, who are the major contributors of success within the organizations, are harassed, then the set go als, objectives, and visions will not be attained. To protect professionals from such activities, certain strategies must be put in place to guide the behavior of the members of staff (Weisinger, 1998). Discrimination and harassment within an individuals working environment can cause injuries to employees. This behavior also promotes poor morale among the workers and reduces the levels of productivity. The concerned organization may also be exposed to expensive litigation losses. Some of the losses may be in terms of larger amounts of money, time, and energy as well as highly trained members of staff. This necessitates prompt implementation of the non discrimination and anti harassment policy. The policies that prohibit discrimination and harassment were also developed to conform to the standards of two imperative federal antidiscrimination laws. These laws are the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA). These policies are usually a imed at being hired, receiving compensations, upholding a job, obtaining training, getting a job promotion and receiving equal opportunities in different working situations. Most of the laws from different nations outlaw discrimination and harassment on the basis of age, sex, racism among other aspects. Other federal as well as state laws outlaw sexual harassment. This is in most cases very expensive to an organization. This is due to the fact that there is reduced productivity and morale, wastage of time, high medical expenses, officially authorized fees along with liabilities. According to Luthans, harassment through the creation of hostile environments includes â€Å"unwelcome sexual advances, requests for sexual favors, job-related threats for rejecting sexual advances, and other verbal or physical conduct of a sexual nature that has the purpose or effect of unreasonably interfering with an individual’s work performance† (Luthans, 1998). Either form of harassment w here men harass women and women harass men is costly to a company. Due to the fact that discrimination and harassment are expensive to a company, there is a need for measures to prevent such perils and wrongdoing. The inclusion of the policy of anti discrimination and non harassment of the employee’s manual will act as a guiding material regarding the behavior of the workers to avoid causing harm on their colleagues (Burns, 1978). Conclusively, all the issues that may affect the performance of an organization should be addressed in order to enhance a good working environment for the set goals and objectives to be attained. The formulation of policies to be followed by the employees should be effected in organizations that are aimed at achieving their visions. Formulated policies ought to be strictly implemented by the employees for the visions to be met. Disciplinary measures should also be formulated to ensure that individuals who break the set policies are attended to accor dingly. List of References Armstrong, M. (1999). Human resources management practice. London: Kogan Page. Banjoko, S.A. (1996) Human resource management. Lagos: Saban Publishers. Barrett, D.J. (2006). Leadership communication. New York: McGraw-Hill. Bass, B.M., (1985). Leadership and performance beyond expectation. New York: Free Press. Burns, J.M. (1978). Leadership. New York: Harper and Row. Drucker, P. (1955). The practice of management. Portsmouth, UK: Heinemann. Gomez-Mejia, L. R., Balkin, D. B., Cardy, R. L. (2009). Managing human resources. New Jersey: Prentice Hall. Guest, E.A. (1991). Human resource management. London: McGraw-Hill. Luthans, F. (1998). Organizational behavior. Boston: Irwin McGraw-Hill. Mintzberg, H. (1973). The nature of managerial work. New York: Harper Row. Weisinger, H. (1998). Emotional intelligence at work. San Francisco: Jossey Bass.

How does Amazon.com use their digital channels to achieve success Essay

How does Amazon.com use their digital channels to achieve success - Essay Example This means that amazon.com has learnt so much on how to use digital channels to achieve success. This paper explains the many ways that amazon.com uses their digital channels to achieve success. Improving marketing and advertising Amazon.com has used its digital channels to improve its marketing. To be able to do this, the company uses a number of online marketing channels to direct customers to its websites. These online channels include email campaigns, associates sponsoring, portal advertising, sponsored search among other online initiatives. This has enabled the company to achieve a high growth in its sales rates because these channels allow many people to know about Amazon, its products, pricing and delivery/shipping of goods. In this era of technology and internet, many customers browse through online marketing channels to search for products and compare prices and delivery/shipping services. Amazon therefore is taking advantage of this. Apart from directing customers to its we bsites, Amazon.co has also been using its digital channels to advertise its products. ... It uses these channels to quickly inform the customers about the shipping programs it is running so that they can purpose to take advantage of the programs (Rappa 2006). Influencing the purchase of related products Amazon.com uses advertisement through digital channels to help customers expand their product selection and the result of this is increased sales. For example, they could advertise a product in one of their stores, like a book. Other than catching customer attention towards this book, they also match the same book that the customer has selected with another second book. Rappa (2006) explains that in order to select products that will be matched and also to motivate customers to buy the second product, the company uses correlation of past customers who bought the product being advertised and also bought the second product. This kind of matching selection influences customers purchase by showing them a product they are likely to want to purchase in near future apart from one they are interested in. In order to motivate the customers to buy the two books at once, the company supports the matching selection with discounted prices. The customers will therefore decide to take the two products at once using discounted prices and save some money than take the one they are interested in first and come back later for the second one both without discount. This means that making a correlation of sales of products enables the company to pick out the most selling product and use it to influence the purchase of a related product through its digital channels. This type of a strategy reduces chances that customer will go for the second book from another store. Encourage customers to purchase by giving incentives Advertisement and

President Clinton's Crime Policy Essay Example | Topics and Well Written Essays - 500 words

President Clinton's Crime Policy - Essay Example He successfully stole the "War on Crime" idea and added it into his campaign, and rode it all the way to victory in the White House. However, Clinton soon put his money where his mouth was, and showed just how tough on crime he was going to be during his Presidency. Throughout the entirety of Clinton's administration he "consistently supported increased penalties and additional prison construction. The Violent Crime Control and Law Enforcement Act of 1994 provided state and municipal governments with $30 billion to add 100,000 new police officers, to build more prisons, and to employ more prison guards, as well as funding for crime prevention programs". This was just the start of Clinton showing how he was going to continue his programs against crime in our country. Another potentially surprising figure is that during Clinton's reign as President, 225,000 more jail inmates were put into prisons than during Regan's administration. Clinton took what was considered a more Republican ideal, and turned it swiftly to benefit his campaign, and he also came through with the promises he made during his time in office. Also, by "signing the Violent Crime Control Act and Law Enforcement Act of 1994, which provided prison construction funds to the states, President Clinton's policies had already helped shift funds from higher ed

The effects of exposure to violence in media

The effects of exposure to violence in media CHAPTER 1 INTRODUCTION 1.0Introduction Violence is the use of physical force to injure people or property. Violence may cause physical pain to those who experience it directly, as well as emotional distress to those who either experience or witness it. Individuals, families, schools, workplaces, communities, society, and the environment all are harmed by violence. Violence is a social and health problem for all who experience and witness it. Violence takes many forms, including Family violence, often referred to as domestic abuse, child abuse, child maltreatment, spouse abuse, and wife battering. Other than that, sexual violence, media violence that is the violence that been shown on television, in film. Plus, this era people can see violence through video games and many other examples. Research indicates that violent behaviour may have many different causes, some of which are inborn but most of which are learned from experiencing or witnessing violent behaviour by others, particularly those who are role models. (Daniel, 2007) Moreover, media violence can lead to real violence in multiple ways. Watching television violence is an important predictor of aggressive behaviour. Childrens cartoons and music videos in particular often portray violence. American children see about 16,000 simulated murders and 200,000 acts of violence on television by age 18. In nearly 75 percent of those cases, punishment is not shown to be a consequence of violent behaviour. (U.S. Surgeon General and the U.S. National Institute of Mental Health, 2006) Nevertheless, a research done by Albert Bandura (1961) found that, if children observe violent behaviour at home, in school, or on television, they may come to believe that turning angry feelings into angry actions is acceptable behaviour. When these children become angry themselves, they will display the behaviours they have observed, and they even may create new angry behaviours that go beyond what they have learned from their models. 1.1Background of the study Media violence is recognized as a potential contributor to the increase of antisocial attitudes in children and adolescents (Ledingham, Ledingham, Richardson, 1993). Considerations about media violence go back to the 1920s. At that time the earliest coordinated social scientific research investigation into the impact of media violence began in the western countries. It was intended at studying the harmful impacts of media on society. The development of television as a common mass entertainment and information medium during the 1950s encountered similar concerns about potential harms, especially in connection with young audiences (Gunter, 1994). The most important concern in the debate about media violence has been whether or not it promotes aggressive behavior among viewers (Van Evra, 1990). The relationship between heavy exposure to media violence and later aggressive behavior has been studied for more than thirty years. A large body of experimental and longitudinal research on thi s question has been evaluated, and it has been determined that there is a link between viewing TV violence and aggressive behavior (APA, 1993). There is also research indicating that heavy exposure to screen violence can cause problems in other domains of social behavior. For example, it can make people become both fearful of the world around them and more accepting of violence in the real life as displayed by others (Singer Singer, 1980). Nowadays, many concerns have been raised about the kinds of values and attitudes that may be inculcated by exposure to certain kinds of media content, especially violence in movies (Kubey Larson, 2005). During the last decade, accusations towards the media have also been made against violent computer and video games, the popularity of which among adolescents is rising (Scott, 2000). While social scientists work on determining the major causation of violence, such as social environments, cultural factors, family instruction, and group membership (Fraser, 1996; Staub, 1996), parents, teachers, politicians and school administrators continue blaming the media for increases in violence attitudes among adolescents. For instance, school principals, mothers, and young people were surveyed for their perceptions of factors influencing violence among youth. The results showed that violent messages in rap music and violence in the movies are perceived as the factors influencing violence (Kandakai, Price, Telljohann, 1999, Pryor, Sard, Bombyk, 1999). Moreover, the results indicated that media violence was perceived to be one of the major causes of violence in 47-54% of the questionnaires. Clearly, media violence is not in itself a sufficient cause of real world violence (Zuckerman, 1996).However, as the numerous studies show, parents and school personnels’ concerns about media violence are justified. 1.1.1Attitudes toward Violence Attitudes toward violence are viewed as having a significant mediating role in the translation of aggressive feelings into aggressive behaviours (Velicer, Huckel, Hansen, 2003). Furthermore, researchers have identified social attitudes that could be responsible for cultural variations in rates of violence (Cohen Nisbett, 1994). It is asserted that attitudes are governed by internal value systems. Person develops his/her attitudes through a complex and particular evaluative procedure based on cognitive and affective reactions to life experiences (Eiser van der Pligt, 1988). From a social cognitive approach, attitudes are believed to guide individual differences in social information processing. For instance, beliefs that violence is compulsory to achieve desired results may lead a person to focus more to aggressive aspects of social cues or anticipate positive outcomes for violent behavior (Dodge, 1993). It is commonly admited that attitudes have a significant power on behavior, especially violent behavior (Kxaus, 1995). Relations have been found between specific attitudes and violent behavior in children and adolescents. Huesmann and Guerra (1997) detected that through middle childhood, childrens beliefs that violence is acceptable. Another study by Vernberg, Jacobs and Hershberger (1999) investigated attitudes about violence as a possible influence on the frequency of commonplace aggression toward peers. The results demonstrated that the relation between attitudes favoring violence and self-reported aggression toward peers was significant in the sample of 1,000 youth. A positive relationship between proviolence attitudes and actual violent behavior has been also found in a sample of youth from juvenile detention and school settings (Slaby Guerra, 1988). It was found that a belief about the acceptability of aggression was significant and independent predictor of aggressive behavior. Violence related beliefs were related to self-reported violent behavior in a study of low income African American youth. An intervention designed to change violence-related beliefs resulted in decreased aggressive behavior in adolescents incarcerated for violent offences (Guerra Slaby, 1990). Given that attitudes influence behavior al predispositions, changing attitudes should contribute to behavioral change (Shapiro, Dorman, Burkley, Welker, Clough, 1997). In turn, this means that attitudes are an appropriate target for violence prevention programs. Media are believed to be potential contributors to the development of antisocial behavior in children. One can identify several ways that media violence could affect social behavior. First, TV violence could provide the original aggressive scripts which children store in memory. Secondly, TV violence might affect behavior by changing a persons attitudes or emotional responses to violence. Thirdly, it may arouse a person, which in a short-term may have serious outcomes, for example, physical risk-taking (Potts, Doppler, Hernandez, 1994). Educators and researchers are especially concerned with children and youth, because their attitudes, beliefs, ideas about the world, as well as social skills, are beginning to take form. Given the fact that children and youth are often exposed to media which glorify violence, and that the young viewers are still in very active developmental stages, it is reasonable to argue that there might be a relationship between extensive exposure to violent medi a and subsequent development of antisocial behavior. 1.2Problem Statement Although much of the research has focused on exposure to media violence as a factor contributing to antisocial behavior (Groebel, 1998), some effects of media violence have been examined more extensively than others. Woodfield (1989), in her review of the literature, asserted that the major concern has been the causal relationship between TV violence and aggressive attitudes, and there were fewer studies that focused on the cognitive and affective outcomes of exposure to media violence. The same notion was stated by Rule and Ferguson (1986), who declared that there seemed to be sparse research regarding the relation between media exposure and attitudes toward aggression (p.39). Upon reviewing the literature for this study, it has become obvious that research directly investigating the relation between media violence and attitudes has tended to focus on the acceptance of violence toward women (Malamuth Check, 1981; St.Lawrence Joyner, 1991). Only a few available studies considered the special effects of exposure to media violence on attitudes toward violence. Furthermore, outcomes of these studies are mixed. Some researchers found that the greater the level of exposure to television violence, the more the child was willing to suggest violence as a solution to conflict, to perceive it as effective, and to become more accepting of violent behavior displayed by others (Dominick Greenberg, 2001). Others did not find any significant support for the hypotheses that high exposure to television violence caused adolescents to accept violence as a way to solve their problems, and that exposure to television violence made them more callous in relation to near or distant violence in the world around them (Woodfield, 1989). Despite the fact that there is little research evidence to confirm attitudinal changes as a result of exposure to media violence, it is a pervasive theme throughout the empirical literature that heavy exposure to violent messages conveyed in the media influences and shapes individual attitudes toward violence in the real world. For example, it is often encountered that heavy viewers of TV/video violence tend to accept violence as a solution to conflicts and perceive it as an effective means of settling disputes (Potter, 1998), that viewers might believe that it is fairly common for people to fight, and that aggression is proper and acceptable in many different real-life situations (Berkowitz, 2001). Thus, more research is needed to test the empirical evidence. It should also be mentioned that the majority of research presented above was experimental, and it is clear that the results could be different in the natural environment. In addition, research was conducted mostly with children, which makes it difficult to make generalizations on other age groups. Since adolescent boys are the main audience of movies with violent content, and their culture also includes violent computer and video games, often human-directed (Funk Buchman, 2002), it is considered worthwhile to conduct a study exploring adolescents attitudes toward violence on the basis of their exposure to screen violence, both passive (movies) and interactive (video/computer games) 1.3.1Research Objectives The general objective of this study is to identify whether there is an effects of watching violence movies on the attitudes concerning aggression among secondary schoolboys. The specific objectives of this study are intended to: 1.3.1.1To determine the habits of SMKDTHO secondary schoolboys in watching films. 1.3.1.2To examine the level of affection of SMKDTHO secondary schoolboys to watch violence movies. 1.3.1.3To identify the relationship between affection toward violent movie and attitudes concerning aggression among SMKDTHO secondary schoolboys. 1.3.2Research Questions Based on the problems mentioned, the key questions to be studies are: 1.3.2.1What are the habits of SMKDTHO secondary schoolboys in watching films? 1.3.2.2What are the levels of affection of SMKDTHO secondary schoolboys toward violence movies? 1.3.2.3Is there a relationship between affection toward violent movie and attitudes concerning aggression among SMKDTHO secondary schoolboys? 1.4.1 Conceptual Framework Figure 1.4.1 1.4.2Conceptual Definition Hypothesis 1 H1: The SMKDTHO secondary schoolboy’s habit in watching violence movies is watching violent movies with their parents. Hypothesis 2 H1: The level of affection of SMKDTHO secondary schoolboys is high in watching violent movies. Hypothesis 3 H1: There is a relationship between affection toward violent movie and attitudes concerning aggression among SMKDTHO secondary schoolboys. 1.5Scope of Study The scope and coverage of this study will be targeted at the Form One until Form Five secondary schoolboys that is age between 13-17 years old in Sekolah Menengah Kebangsaan Desa Tun Hussein Onn (SMKDTHO) in Kuala Lumpur. The main reason is because they have the potential to expose the research which is the effects of watching violence movies on the attitudes concerning aggression among secondary schoolboys. In this school, the entire students have different kind of attitudes and skill level toward the effect of violent movies. Some of them have their own perspective and preferences in watching violence movies. The expected amount of targeted respondents is 50 people and it is important to find out the relationship between affection toward violent movie and attitudes concerning aggression. This research will focus on quantitative method with questionnaire. 1.6Significance of the Study Presentation to violence in the media can affect adolescents forceful conduct. The presentation to brutality in viewing the violent films can have on forceful conduct and dreadfulness on the teenagers. Ann Cami (2008) talk about that even there is no proof supporting the thought that rough media can truly really increments violence wrongdoing, still research has mulled over that when a teen have watch a violent films, some may carry on forcefully, they may attempt to be a copycat, bully other individuals or may experience apprehension, create doubtful observations concerning the roughness that exists in this present reality, or grow less propelled good thinking methodologies. There are numerous cases we can see in our county Malaysia. So the primary reason is to know the impacts of viewing violent movies on the state of mind concerning hostility. Here, parents, teacher, the school administrators and the counsellor play important roles to help the teenagers about this. 1.6.1 Parents CHAPTER 3 METHODOLOGY 3.0Introduction A quantitative methodology is felt as the perfect system to be utilized for this study. This is on account of the writing audit has obviously demonstrated that this methodology is generally utilized as a part of the field of examination on media and their impacts on the general public. Moreover, a quantitative examination outline is relevant to the motivation behind the present study: to think about and foresee savagery related state of mind among pre-adult young men on the premise of their introduction to media roughness. In particular, the study utilizes a review examination outline technique that permits the incorporation of an extensive number of specimen (respondents) while considering a few mediating variables. Review procedure has a few qualities that make it more proficient to intercultural studies. The area of this study was seven universal schools in Kuala Lumpur. The seven universal schools chose were The Alice Smith School, MontKiara Worldwide School, Utama Global School, Arrangement Universal School, Fairview Global School, Sayfol Universal School, and Worldwide Indian Universal School. The point of interest of these worldwide schools has been gotten from Kuala Lumpur Instruction Office. As per rundown there were 10 Global schools in Kuala Lumpur of which three of them are elementary schools. This study utilized the comprehensively 4-scale Likert sort instrument as the primary strategy for information accumulation. Likert is a psychometric scale habitually used in surveys structures, and is the most generally used scale in study mull over too. In the wake of offering an explanation to a Likert survey, specialist can recognize their level of consent to a subject. The information was gathered utilizing four instruments: the Demographic Poll, the Media survey Propensities Poll, the fondness to film viciousness scale, the State of mind concerning Hostility Scale. 3.1 Population and sample The specimen estimate that has been utilized for this examination is taking into account the Krejcie, R.V and Morgan D.W (1970). Consequently, taking into account Krejcie and Morgan (1970) out of 865 schoolboys in Kuala Lumpur universal schools, the example was 260. Since the quantity of understudies in chose schools was unequal, circulating the polls was in view of the extent of number of schoolboys in each one school to the aggregate populace of understudies. Thusly, 30 to 45 polls were conveyed in diverse schools in light of the specified extents. The choice to target guys can be portrayed by the way that immature young men are the fundamental crowd of activity motion pictures with abnormal amounts of brutality (Roe, 1995). They are additionally the most continuous feature films/PC diversion players (Griffiths, 1991). Whats more, since the past studies show, young men are more inclined to pick films with dream and human savagery as their top choice (Buchman Funk, 2003). As the present study is gone for surveying youth demeanour to savagery on the premise of presentation to media brutality, this decision of the example of the study is sensible. The testing system utilized for this study is methodical inspecting strategy. The fundamental concern in the utilize of precise inspecting with a consistent dispersing is that the things to be examined ought not to be set in an organized style which may compare to the dividing along transect or the network. (Carter Gregorich, 2008) Methodical inspecting is regularly utilized and easy to apply; it comprises of taking each Kth testing unit after an arbitrary begin (Kish 1995)