The Humanistic Perspective Essay Example

The Humanistic Perspective Paper The humanistic approach takes an optimistic view of human nature, seeing people as essentially good. Believing in the more noble aspects of human existence, it insists on the value of qualities such as choice, free will and self definition. Humanistic psychologists believe that we are all unique individuals and that each person is shaped by their own personal experiences. This approach is also notable for being open to more philosophical influences, stating that we must define our lives for ourselves. Humanistic psychologists also believe that experiments on humans are inappropriate because everyone is unique. They believe that if people are treated like objects they may as well become like objects. Instead clients should be treated as whole human beings. Humanistics often object to calling those who participate in studies subjects, since this implies that they are merely powerless objects in a psychologists game. They prefer words like clients and participants, and they prefer to emphasise mutual cooperation and respect. One key idea related to the idea of the whole person is self actualisation. The idea of self actualisation focuses on human motivation. Maslow (1970, cited in Haralambos Rice et al 2002) developed a theory of human motivation. He believed that humans are motivated to satisfy a series of needs. The needs are hierarchical in the sense that lower level needs must be satisfied before the needs above can be motivated. The diagram below shows Maslows hierarchy of needs from the most basic needs to the highest level. Unconditional regard is the other key idea in the humanistic approach. One factor that helps us to achieve our potential is unconditional positive regard. We will write a custom essay sample on The Humanistic Perspective specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Humanistic Perspective specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Humanistic Perspective specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Rogers was responsible for developing client focused therapy this centres on people as individuals who can shape their own lives. Rogers (1951, cited in Haralambos Rice et al 2002) suggested that the therapist must not give advice or tell the clients what to do. The therapist instead, must create a supporting and accepting environment allowing the client to discover themselves and search for their own individual meanings. Unconditional positive regard must be shown by the therapist, being accepting and uncritical, sincere and genuine. This encourages the clients to become honest and accept themselves. By this route they will recognise and become their true selves. These ideas have encouraged many self help groups. Although the humanistic approach has many positive factors it also has weaknesses. The humanistic ideas are very vague and untestable. Some critics see the humanistic approach as a collection of recipes for living containing advice for getting the best out of life, rather than an approach which explains human behaviour. Also many self help therapy groups can be time consuming and are often only available to those who are willing to pay.

leukemia1 essays

leukemia1 essays According to the Cancer Book from the American Cancer Society, Leukemia is a cancer of the blood. It was first identified as a new disease in around 1830 in Germany. The scientific term, "leukemia," comes from the Greek words that mean "white blood." The disease is described as a cancerous disorder not just of the blood itself, but also of the organs that produce the blood cells in the body. The organs are mainly the bone marrow and the lymph system, where normal red and white cells, lymph cells, and platelets grow before entering the bloodstream. Normal cells usually go through the same process but with differences in rate, number, and function ability. With the disease, the bone marrow will not be able to produce the sufficient levels of red blood cells and platelets, while the white blood cells will produce so rapidly that the cells will not become mature enough to fight off infections. As the disease progresses, the whole blood system will become useless due to the vast a mount of immature cells produced. If a person with the disease is not treated, there will be excessive bleeding and infections until the body reaches the point where it becomes defenseless. The body will make minor injury or infection very serious. Leukemia itself does not always kill people. Instead, people die from infections such as small virus or bacteria because there are not enough normal white blood cells in the body. Also, people could die form internal bleeding, which could have been prevented by the platelets. Leukemia appears more commonly in adults then children. A survey in 1989 stated that approximately 25,000 new cases of the disease are diagnosed annually in the United States, 22,500 of them are adults and only 2,500 are children. It also shows that men are affected by leukemia 30 percent more frequently than women. Ten years ago, about 17,000 people die from the disease each year. Many of the advanced industrial nations have in...

Assessing the Arguments Related to Shareholder Primacy and Stakeholder Dissertation

Assessing the Arguments Related to Shareholder Primacy and Stakeholder Theory in Corporate Governance - Dissertation Example Historically, the shareholder primacy theory has occupied a significant role in the corporate governance strategies based on the Anglo-American model. Shareholder primacy theory takes the position that the corporation is owned by shareholders and thus exists for the sole purpose of maximizing shareholder value. The role of shareholder primacy in corporate governance has been challenged by the European model of corporate governance which recognizes stakeholder value. Stakeholder theory looks more keenly at relationships between the corporation and its stakeholders, and presumes that profits flow naturally from improving stakeholder value and should not drive corporate decisions and behaviour. It therefore follows that theories of shareholder and stakeholder value espouse divergent presumptions on what factors should drive corporate behavior. In light of the recent global financial crisis of 2008-2009, there has been considerable debate over whether or not shareholder primacy should play an even greater role in making management accountable. Even so, these arguments are countered by arguments that express concern over the possibility that shareholder primacy would have a negative impact on the corporation or organization’s wider class of stakeholders; employees, creditors, the community and consumers.... icism of Shareholder Primacy 24 2.3 Stakeholder Theory 28 2.3.1 Definition 28 2.3.2 Origins of Stakeholder Theory 30 2.3.3 Developments and Current Stakeholder Theory 32 2.3.4 Criticisms of Stakeholder Theory 34 2.4 Conclusion 36 2.5 Chapter Summary 37 Chapter Three 38 Shareholder Primacy in Corporate Governance 38 3.1 Introduction 38 3.2 Shareholder Primacy in Practice 38 3.3 Shareholder Primacy and Corporate Governance in the UK 42 3.4 Conclusion 46 3.5 Chapter Summary 47 Chapter Four 47 Stakeholder Theory and Corporate Governance 47 4.1 Introduction 48 4.2 Definition of Corporate Social Responsibility 48 4.3 Stakeholder Theory and Corporate Social Responsibility in Practice 49 4.4 Conclusion 54 4.5 Chapter Summary 54 Chapter Five 55 Findings/Conclusion 55 Bibliography 58 Chapter One Shareholder Primacy and Stakeholder Theory: Issues and Background 1.1 Introduction Historically, the shareholder primacy theory has occupied a significant role in the corporate governance strategies ba sed on the Anglo-American model.4 Shareholder primacy theory takes the position that the corporation is owned by shareholders and thus exists for the sole purpose of maximizing shareholder value.5 The role of shareholder primacy in corporate governance has been challenged by the European model of corporate governance which recognizes stakeholder value. Stakeholder theory looks more keenly at relationships between the corporation and its stakeholders, and presumes that profits flow naturally from improving stakeholder value and should not drive corporate decisions and behaviour.6 It therefore follows that theories of shareholder and stakeholder value espouse divergent presumptions on what factors should drive corporate behavior. In light of the recent global financial crisis of 2008-2009,

Nagarjuna's Concept of Emptiness versus Buddhist Philosophical Essay

Nagarjuna's Concept of Emptiness versus Buddhist Philosophical Teaching - Essay Example The beliefs of emptiness is not just an ultimate error but the foundation for attachments that humans have, besides this, it is responsible for the adhering to and development of numerous prejudices. On the other hand, Buddhist philosophical teaching has narrations which are a style of representing a topic and not its theme; this is the core of Buddhist art. The representation becomes a narrative when its representation unfolds as a chain of events or at times it becomes a story that consists of various episodes; the representation revolves around an action that progress into time and later into space. Nagarjuna's concept of emptiness has the notion of intrinsic and independent existence that is often incompatible with causation because causation signifies contingency and dependence; therefore, something that poses independence is usually immutable and self-enclosed. Everything is composed of events that are dependently related and have phenomena that are continuous interacting with an essence that is not fixed or immutable hence they have a relation that is constantly changing. Both occasions and possessions are bare and do not possess permanent essence, realities that are intrinsic or an absolute being that make them afford impartiality. Infirmity takes place when there is grasping of autonomous existence; this eventually leads to a series of actions that are destructive, sufferings, and reactions. In addition to this, the theory of Nagarjuna emptiness has profound ethical and psychological implications (Olson, 45). For instance, ideologies responsible for dividing humanity come from the tendency of people to perceive things to be inherently divided and disconnected; this misconception brings about the belief that the divisions are essentially independent and self-existent. On the other hand, Buddhism narration involved ancient classics and the story and all related action unfolds out of disclosure; they often evolve from a chain of stories that are not linke d together. Discourse and introduction of the story initiates moral in the story and supports it, same applies to the other story and the other except for the case of visual narration which is somewhat different. In visual narration, moral is deducted but does not come at the beginning of the narration; likewise, it has the discourse technique but it is not on the ground to take off. The narrator is required to be precise when selecting episodes that are able to reveal the whole story; moreover, the narrator has to know how to portray actors, represent spaces in the story and shape the time during which the story unfolds (Edelglass, 602). Literary narratives have stories that manipulate time and space; for instance, in a sentence that talks about two people who met in France after five years and they both had grown beards has time and space appearing in the narrative body. It is said that in one of his first sermons, the Buddha made a prescription of a middle path between the charac ters of self indulgence and self mortification, stating that there had to be a balance between the two. Nagarjuna, who came in a later period, made a citation of the same but while this was the case, he went even further by stating that there was a middle way between existence and non-existence and also between what is permanent and what is not. According to this philosopher, the development of ignorance among individuals tends to be the source of all the suffering that they

Virtural Organization Employment Law Essay Example | Topics and Well Written Essays - 750 words

Virtural Organization Employment Law - Essay Example n basis of certain characteristics like age and gender or on grounds of such as race and religion is normally considered to be discrimination in an organization. Discrimination at workplace or in an organization is nothing but unfair treatment against a person or group of persons based on prejudice. Discrimination and the effective ways to manage it are matters of serious concerns for organizations all over the world. Discrimination in an organization is normally taken place on the basis of race, gender and religion. There are other yet newer forms of biases like age, disability, migration, AIDS, sexual orientation and lifestyles. Many a management and professional team of even large companies have been subjected to severe harassment, humiliation, and injustice. Judging an individual worker by race or religion and not by performance and thus humiliating him and putting him under stress is most prevalent form of discriminating employees in the workplace. The discrimination between employees, be it on the basis of religion, caste, gender or any other factors, injure employees, foster poor morale, reduce productivity and thus loss of organization’s valuable money, time, energy, and even employees. Prejudice includes an unjustified negative attitude toward a particular cultural practice. It is some time based on negative stereotype that resists rational argument. Often, Prejudices come from unpleasant experiences or encounter with some one from another ethnic group. The managers of one group thus refuse to hire or promote people who are different from other groups. Workers cannot expect to continue with same job for longer time and thus the management philosophy even has been changed. Most businesses strongly believe that they cannot compete with others and cannot be successful if they employ older workers. This can be evidenced from many hiring and employee retention programs among the large US companies. Same time, younger workers accept less pay and benefit

Performance management

Performance management PART B Process Performance planning Performance monitoring Performance development Performance evaluation Succession planning Ans. 1 Performance planning means the different steps or stages which are used for the organisation success. In which the manager discuss all things like future plan, goals, targets and objectives with their all company members. It play crucial role in organisation because it is used to setting the organisation goals and objectives to achieve its objectives. Moreover, it play significant role to make a good relationship between the employee and their manager and supervisor. The company that I have chosen can create a performance planning for the organisation success. They can create a performance planning by helping the employee and manager and supervisor to understand their jobs and organisation objectives. In addition employee can communicate with their supervisor or manager about their performance and supervisor can make performance planning for goals with the help of employees. Furthermore, supervisor can check that employees have all types of resources that are require for the o rganisation success. Moreover, there goals should be smart which help them for organisation success. Last but not least, supervisor communicate with their management about the company goals and competencies and career development activities about the employees. Ans. 2 Performance monitoring means checking or measuring the performance of the employee and giving them feedback to employees about their work, office support and some guidance on their work performance toward to reach the organisation goals. Moreover, it means the organisation work and project are monitor continually. The company that I have chosen can complete the performance monitoring by assisting the company to measure its progress by taking reviews with the employees whether they are doing good work or not. In addition, they compared their performances against their standard and element they set for the organisation goals. They can do every day monitoring that gives a lot of benefits. We can check how our workers are doing their work whether they meeting the organisation goals or not. Furthermore, we can check problems in the work and we can make some changes in work to reach the organisation objectives and goals. We can also change unrealised and standard problems. Last but not least, Monitoring continually we can identified some unacceptable problems in work. Ans. 3 Performance development means the improving the capacity of work performance of employees by giving training or providing new skills and higher level of responsibilities, it is very important for the company to improve the work process. In addition, company should provide development opportunities to the employees. Moreover, company can identified the development needs of employees. The company that I have chosen can complete the performance development by encouraging the employee’s performance. Furthermore, they can strength the skills which are related to job need employees for the development. In addition, company helps their employees to keep with them. Moreover, they are introducing new technology which are used for the company development and helping the employees for work. Due to performance development, every employees can identify their strength and performance because of resources and capability framework which are provided by the company to them. Ans. 4 Performance evaluation means to review the employee performance after 12 month. It is very important for company because it is used to review or evaluate the company annual performance whether the company making profit or not. It is used to review the job performance. It is used to evaluate the past performance. The company that I have chosen can complete the performance evaluation by discussing expectation and accomplishment of organisation. This can assist the company to improve its retention of staff by HR development strategies, policies and development. In addition, we can improve it by the expertise and experience employed in the organisation. Last but not least, the company can improve it by comparing and rating the employee’s performance. Ans.5 Succession planning means that the process of checking that business is going or running successfully without the people. This is very important because if the business is not reliant on the person and owner knowledge they will get the better sale. These type of planning are complicated and emotionally difficult. The company that I have chosen can complete the succession of planning by developing the chance of business growth and challenging. The company can assist to improve the retention of the staff by asking the right questions and put realistic value on the business. Moreover, they can improve by setting the achievable time framework for employees to make plan. Last but not least, they can do it by providing the best resources to the employees. Progressive warning system Ans.1 Ans.2 The progressive warning system means to assist the employees to understand the problems at workplace for the improvement of the company. For the new employees it means If the employees did mistake the employer ask first why this happened and give verbal warning to employee. If the employees did simple mistake the employer give them written and verbal warning. For the serious mistake employer give suspension order for short term and may be discharge the employees. The employee know that employer consider their small or serious problem by when the company profit goes down and when they did wrong work and when the company work is not improving. Ans.3 Progressive warning system for new manager means to correct the employee performance problems. It means for the new manger first they discuss the problems with the employees and ask them why this problem occurred and how. If the simple mistake is made by employees the manager will discuss problems with the employees which are not good and unsatisfactory. They warn the employees to take action which are lead to further action. If the serious mistake is made by the employees manager warn the employee and take action. Manager will put the copy of warning letter, time and date of its issue to the employee’s personal file. The steps that manager must take when the serious problem occur first they give the verbal warning and second they give the written waning which is reason for the continuing mistake. Moreover, they give the final written warning which is put in employee’s personal file and if they did mistake again the employee will be dismissed. Ans.4 Ans.5 Personal grievance means that employee can complaint to management. Every employees have right to pursue personal grievance. Before the personal grievance employee first tell to representative that there is done within 90 days and then them complaint. If they employee lost money and if there is some discrimination between the employees they can bring personal grievance. Unjustified dismissal means the employee believe that they have unjustifiably dismissed. They can use the personal grievance against the employer and representative. Constructive dismissal means if the employee who feel that they have been facing the employer to resign or leave the job they can use personal grievance. Some example of the constructive dismissal means employer will tell employees to leave the job or u will be terminated. Performance Management Performance Management Other than the above, employers can ride on the performance appraisal event to provide feedback to the employees regarding his or her past performance and to help them to improve their job performance. This exercise also provides opportunity for employees to express their feelings about the job and to increase interpersonal communication. From this it can stimulate interest in self-development for the purpose of greater personal development. Beside, performance appraisal will produce a databank of information can be used for financial and non-financial rewards. Performance management approaches are generally described in the context of Managing by Objective (MBO) framework. MBO programs is an knowledge that evaluation must be secured to act like objective setting, communicate expected result, establish time frame and how to accomplish objective (Nankervis, Compton McCarty, 1999, Pg. 399 400). Within the managing by objectives system the performance management process refers to the management of individuals, starting with the assignment of individual objectives through the final, formal assessment process. Employees today would like to climb the corporate hierarchy as quick they can. To stop employees from job-hopping, companies should provide views for individual and professional development. If people can achieve their development objectives with one employer over a long period of time, they will usually continue the same pace. Employees will certainly seek clearer fields if they distinguish the environment is restrictive. Especially when reviews are not fair, accurate and timely, they fail to compensate star workers, fail to provide support and guidance to average workers and fail to give proper feedback to whose work is imperfect.It is in no doubt that there is convincing plane logic for steps in a performance management system. And, the benefits and purposes cited for such a system are intuitively compelling; there are very few managers who would disagree with any of the functions or results apparently associated with performance management. Keep in mind that while most agree with the concepts, few actually implement them. In todays global economy, the advantage of growth from employees performance is cleared. It is referred as intangible performance. Stock returns are closely correlated with intangible performance. Take for example how Bill Gates built a multibillion-dollar software empire and how McDonald created its fast food kingdom. Many businesses are going through the same kind of internal dialog about their assets, particularly in the global economy, firms with relative little invested in factories and other tangible assets. To improve business performance, therefore, companies need tools that grow and manage their intangible assets. In this assignment we will discuss a few important issues when deciding and implementing an effective performance management system. As mentioned above, performance management is generally descr ibed within the context of MBO. As such the process shall be started with a thorough understanding of an organizations business strategy. Here we refer to a strategy that is not lets make money. Rather, its here how to make money.In the context of strategic corporate planning, Balance Scorecard framework is widely used for goals and objectives setting for the entire organization or department. These goals and objectives are made as team goals. The Balance Scorecard provides a framework to describe and communicate strategy in a consistent and insightful way (Kaplan Norton. 200, Pg. 10). This works best in departments or entire organization where the people are fairly independent and striving to achieve a singular purpose. A strategic scorecard is a process of establishing multi-faceted measures of an organization or unit they typically includes: (a) finance; (b) customer; (c) internal business process and (d) leaning and growth.Having, balance scorecard organizational strategic dire ction is communicated well to the employees who must implement it. Once strategy is clear the process then moves to indemnifying cause-and-effect relationship driving business success. Nankervis, Compton McCarty (1999, Pg 380) stress that performance review must never be taken isolation but, rather, tied directly to the organizations strategic plan and the strategies that make up that plan. Organizational success is base on the result of adding together all the individual outputs. Using a mathematic equation as an example, if person X and person Y and person Z do their jobs correctly, the organizations results are X + Y + Z. manage each individuals result, and organization will succeed. Key Factor in an Effective Performance Management System As mentioned in the introduction, performance appraisal is the process of formal process in assessing someones performance. Performance appraisal is the end of process that goes on all the times. It is a process that is based on good communication between managers and employees (subordinates). In this exercise, not only the manager and employees is the key to success, the human resource department also play an important role because it can create a situation that virtually determine the value from the performance appraisal process.Manager and supervisors traditionally have served as appraisers of their subordinates performance (Nankervis, Compton McCarty, 1999, Pg. 385). Appraisers do appraisal to improve performance, not to find a donkey to pin a tail on or blame. Because blaming process is pointless and doesnt help anyone. If there is to be a point to performance appraisal it should be getting manager and employee working together to have everyone get better. Formal appraisal is normally conducted every six months or one year, however, feedback is not just relevant to annual or semiannual appraisal. Feedback about performance needs to be immediate and continues since it is to influence future behavior. Appraisers should spend more time to prevent problems than evaluating at the end of performance cycle. When appraisers do good things during the performance evaluation period, the appraisal is easy to do and comfortable because there wont be any surprises.Many times, we found appraisers did all sorts of funny and dump things to destroy the process of performance appraisal that is important to everyone. But another important factor in the appraisal process is the employees they themselves herein referred as appraise. Appraisers take their cues from management and human resources. However, when appraise perceive the process in negative ways, they can create or damage even the best appraisal processes. Appraiser tend to take their jobs personally and making it m ore difficult to hear others comments about their works, particularly when they are critical. Even constructive criticism is often hard to hear. When appraise enter into the discussion with an attitude of defending then its almost impossible to create the dialog necessary for performance improvement. Appraisers are advised or should present their own opinions and perceptions in a calm, factual manner rather than a defensive, emotional way. Of course, if appraisers are inept in the appraisal process, it makes it very difficult to avoid this defensiveness. Similar to the appraisers, appraisees need to know how they are doing all year found, not just at appraisal time. Generally it is primarily appraisers responsibility to ensure that there are no surprises at appraisal time. Often, appraiser discusses both positives and negatives of appraiser performance throughout the performance period, but this is unfortunately not a universal practice. Its in the appraiser interests to open up dis cussion about performance during the period, even if the appraiser does not initiate it. The sooner appraisees know where they are at and what they need to change and keep doing, the sooner the problems can be fixed. In fact many problems can be prevented if they are caught early enough. Even if appraisers arent creating that communication, appraiser can and should. It is a shared responsibility. The success and failure of performance appraisal system doesnt just fall on appraisers and appraise only. Human resource department is one of the major contributors to the final results. F then, human resource department tends to focus on and stress the paperwork and forms. We can understand why human resource personnel want some sort of paper trail related to performance appraisal in concerning the formality and the possible legal implications. But when the emphasis on the forms and paperwork overshadows the real purpose of doing appraisal, the huge amounts of resources are wasted. When hu man resource department focus on getting the forms done, thats exactly what they get i.e. forms done.Documentation in performance appraisal is seen as the central of performance appraisal. The issue is that the one size fits all requirements doesnt really work. In many organizations, human resource department uses a standardization approach; this means one form use across the organization. A weakness of many performance programs is that manager and supervisors are not trained adequately for the appraisal task and provide little meaningful feedback to subordinates (Nankervis, Compton McCarty, 1999, Pg. 389). Training for not only the appraisers but also the appraisees in their role in the appraisal process is one the important tasks of human resource department. Both appraiser and appraiser need to hold the same understanding about why they are doing appraisal, how it will be done and what is expected. In this discussion, top management is being seen as on the key factors in perform ance appraisal system. Recognition and commitment from top management towards the performance appraisal system will eventually affect the entire implementation of such system. People who involve in the appraisal process will conduct appraisal so long as they have to do so to justify or withhold certain objectives. Management can influence personnel in a holistic manner to ensure the ultimate goal of performance management system i.e. for improving individuals, teams and organization as a sole base on measures that tie directly to the success drivers of the organization. Performance appraisal isnt about the forms although, often management, appraiser and human resource department treat it as such. The ultimate objective of performance appraisal s to allow employees and managers to improve continuously and to remove barriers to job success and not to get the organizational success as well. The major responsibilities for setting performance assessment tone and climate rest with apprais ers and the human resource department. However, even when managers and human resource department do their job well, workers who come at the process with unenthusiastic or suspicious approach are not likely to aim from the process or to do well over the long term. The constant key for successful performance management is active and self-confident sharing among the key personnel, but keeping a problem-solving mindset, and keeping focus on how things can be improve in the future. No matter how instigates it, performance appraisal is about positive open communication between appraises and appraisers. Implementation of Performance Management System: Problems and Recommendations: Performance appraisals are always sticky for everyone. While organizations make an effort to be as objective as possible, there are always concern about specific performance appraisals and their accuracy. Performance appraisal instruments are considered as test and must be validated against actual job-related requirements. Job requirements or standards should be based on job analysis or competency profiling and resulting job description and job specifications. When performance standards are properly established, they will translate job requirements into levels of acceptable or unacceptable employee performance (Nankervis, Compton McCarty, 1999, P. 390). It is a facto life that the easiest things to measure or evaluate are the least important things with respect to doing a job. Take for example; managers can simply define customer service as answering phone call within three rings or reply e-mails within 24 hours or some such thing. That is easy to measure if it is wanted. What is not easy to measure is the overall quality of service that will get and keep customers. By adding in the clause regarding legitimate customer complaints it becomes event serious. One-sided judgment must be trained and there is room for understanding, and the manager is required to evaluator whether a complaint is legitimate or not. So, the standard is no longer objective. Measuring overall customer service is hard, we could carry the above example to the point where standard resembles war peace, but the point here is that the more quantifiable a standard is, the less relevant it becomes. It is easy to measure a trivial but it is hard to measure what is important in an objective way. Many instruments have been developed to improve employees performance. Written procedures are a better contact between the employees and manager, incentives or punishment and so on. However, even well written standards have an appearance of objectivity but require subjective judgments. Expectation about work output in terms of quality, quantity, errors, waste, etc should be discussed as often as necessary until the employee is self-monitoring and self-correcting. When the subordinate is consulted in setting up standards of performance and he / she is given an opportunity to express his opinions during the post-appraisal interview will give him / her sense of participatio n and probably increase job satisfaction. Moreover, having helped to set the goals himself / herself, he / she will be less disposed to argue later about what is expected of him / her (Heyel, 1958, Pg. 33). Nankervis, Compton McCarty (999, Pg 391) suggested that jobs which involve tasks where qualitative measurement is difficult, this job it may well be that success must be measured in how the work is performed rather than by end numerical result. One cannot ignore in the appraisal system is the role of personal trait because it bear significant when performing current job and considering the potential of an individual for higher position in an organization. Any shortfall, training and development have to come in place to rescue and improve the situation for success. The performance management system conveys to people in an organization how work is to be performed and communicated, often unintentionally the values and organizational culture too. More specifically performance manage ment system can foster a lack of collective responsibility for achievement of organizational goals, encourage competition rather than cooperation and can impede the development of effective teamwork. It is not surprising that we eagerly embrace the idea that each person should be both responsible and accountable for this or her work. I am sure you agree. Performance management is designed to enhance this personal responsibility. It implies that you are not responsible for the work of others that is important to the organization. It focusing on individual responsibility reduces an employees responsibility to the organization and the activities that are not his or her job. To overcome this problem, management should create an environment in which all members of the organization are continuously buzzing about and striving to improve the organizations performance relative to its purpose. Promote team spirit, interest and induce feeling towards the responsibility for almost everything th at goes on. When employees want to be involved, they contribute ideas, they function in a team context because they see achievement of overall organizational objectives as more important than the achievement of their own objectives. Perhaps the mathematics equation illustrated earlier can be used as an example for explanation to all employees. Due to the limitation of, we shall look at the final problem for this assignment i.e. the relationship between performance and rewards system. Many organizations tie employee pay appraisal results, which puts employee and manager on opposite sides. Employees in such system tend to focus too much on the money component, although that focus is certainly understandable. It is also understandable when employees in such systems become hesitant to reveal shortcomings or mistakes. If employees main intention is to gain as much of pay raise out of the company, and the management tries to keep increasing as little as possible, it becomes completely imp ossible to focus on what eventually matters over the long term which is continuous performance improvement and success for the company overall. It may be very important, where possible, to tie remuneration and benefits to performance or at least to ensure that benefits package supports that organizational objectives (Lockett, 1992, Pg 199). Pay is important but it is on the only issue that related to the appraisal focus. Furthermore, pay is just one elements of reward. Promoting people on the basis of performance can divert the focus; however the factors appraised must be highly correlated to the requirements of the new job. Frequent reviews of the relationship between performance and reward system are important to retain high performance. How do we do that? We should start looking at how fairly are rewards distributed base on performance and does every employees understand this or in other words is how transparent is the system to all parties in an organization. Bibliography: Heyel, C., (1958), Appraisal Executive Perfomance, Amacom, New York Ivanchvich, J., (1998), Human Resource Management, 7th Edition, McGraw Hill, New Jersey. Kaplan, R. S. Norton, D. P., (2001), Harvard Business Scholl Publishing Corporation, Boston. Lockett, J., (1992), Effective Performance Management: A Strategic Guide to Getting the Best from People, Kongan Page Limited, London. Nankervis, A., Compton, R. McCarty, T., (1999), Strategic Human Resource Management, 3rd Edition, Nelson, South Melbourne. Schermerhorn, J. R., (1999), Management, 6th Edition, John Wiley Son Inc, New York. Sherman, A., Bohlander, G. Snell, S., (1998), Managing Human Resources, 11th Edition, South-Western College, Ohio. Thompson, A. Strickland III, A., (2001), Strategic Management Concept and Cases, 12th Edition. McGraw-Hill Irwin, New York.

Days of delivery (narrative) Essay -- essays research papers

Pregnancy and childbirth are a part of nature. Delivering a child can be a beautiful experience. However, delivery can also be very painful and can last for days.   Ã‚  Ã‚  Ã‚  Ã‚  My mom drove me to what would become my last visit to the doctor’s office before giving birth to my daughter. Dr. Dermer observed me and then told me to be at the hospital around six thirty that evening. He advised me to eat a good dinner before departing for the hospital. Dr. Dermer had decided to induce my labor, due to the fact that I was two weeks past my due date.   Ã‚  Ã‚  Ã‚  Ã‚  I ate a good dinner and left to go to the hospital. I distinctly remember the feeling that I had in the pit of my stomach. I could not determine if the feeling was fear, anxiety, relief, or a combination of all of them.   Ã‚  Ã‚  Ã‚  Ã‚  When I arrived at the hospital the first thing that I had to do was register. Registration only took a few minutes because Dr. Dermer had already phoned the registration department and pre-registered me. I was now on my way to Labor and Delivery.   Ã‚  Ã‚  Ã‚  Ã‚  As soon as I arrived in the labor and delivery department, I saw Brian, the father of my unborn child, and his best friend Chris. I was relieved to know that he had already arrived at the hospital. One of the nurses came over and escorted us to my room. She told me to undress and put my hospital gown on. After I put my gown on, I climbed into the bed. The nurse then proceeded to stick me with needles. She had to withdraw some blood and start my IVs. She explained that the medicine in my IV bag was going to very slowly induce my labor overnight. The nurse also explained to me that this process was to prepare my body for the following morning when my medication would be increased. A short while later, I fell asleep.   Ã‚  Ã‚  Ã‚  Ã‚  I was awakened the next morning by beeps from the IV machine. The beeps were caused from the nurse increasing the dosage of my medication. At this time, I had no idea of the day that I had ahead of me.   Ã‚  Ã‚  Ã‚  Ã‚  Around eleven that morning, I began to feel light flutters deep inside my stomach. The flutters felt as if they were rising to the surface of my stomach. Once the flutters arrived at the surface, they then seemed to pull on the surface of my stomach. The pull was a very light pull and it ac... ...rmer stated at that time that if I had not dilated anymore by three that he would have to go ahead and perform a cesarean.   Ã‚  Ã‚  Ã‚  Ã‚  At five minutes until three the nurse checked me once again. I had still only dilated four centimeters. She paged Dr. Dermer and he told her to go ahead and prepare for the cesarean. Dr. Dermer came in at five minutes after three and checked me one last time. I had dilated nine centimeters. Dr. Dermer said â€Å"We won’t be doing a cesarean today, she is going to have this baby.† He told me to slide down to the bottom of the bed and put my feet in the stirrups. A minute later he said he could feel the baby’s head. Every one was telling me to push. I grasped the handles on the side of my bed tightly and I pushed with all of my might. My daughter was born at 3:36 p.m. Brian and I had already picked out her name. We named her Courtney Brooke.   Ã‚  Ã‚  Ã‚  Ã‚  Nine years have passed since my unforgettable experience with childbirth. I love my daughter dearly and I will always cherish the memories of my three-day delivery process but believe me when I say that I will not experience the excruciating pain of childbirth again.

Real Property

Question # 1 – What were Birdwell’s options on July 5? Doctrine of Equitable Conversion – once a contract is signed, equity regards the buyer as the owner of the property. The seller’s interest is looked at as personal property. The legal title of the property remains with the seller and is considered to in trust and the risk is on the seller. The right of possession follows the legal title; the seller is entitled to possession until closing.Risk of Loss – there is a split of authority on risk of loss when a contract is signed, equity is passed to buyer through escrow and the risk of loss is on buyer. If property is destroyed before closing, the majority rule places the risk on the buyer. If the property is damaged or destroyed, the seller is to credit any monies from the insurance against the purchase price the buyer is required to pay. Because Birdwell did not rescind the contract he will be required to pay the $90,000 because he did not consult a n attorney and because the real estate agent put a new price on the property of $50,000.However, since the contract was silent at risk, the Uniform Vender and Purchaser Risk Act, Birdwell could request this option. However, neither party had insurance on the property. Here, no one had insurance on the property. If property is destroyed and the seller has insurance, the seller will be required to reduce the sale price by the amount of damage. Because there was no insurance on the property, and the agreement was silent, the risk of loss would be on the buyer and Birdwell’s option would have to be under contract law or marketable title.Statute of Frauds (SOF)– The terms of a land contract must be in writing and signed by the parties, including full names of the parties, words showing intent, a meeting of the minds for the transaction to buy or sell property, the price, and sufficient description of the property. Astor and Birdwell entered into a contract for the sale of R oseacre, which was for $100,000 with a down payment of $10,000 and $90,000 at closing set for August 1. Under the SOF, Roseacre must have a description of the land that is sufficient for identification.Here, there was no description that sufficiently described the land for sale and this would violate the SOF. Because there is no description another option would be to allow extrinsic evidence of property to allow for the description of the land to be added to the contract regarding Roseacre. Here, Birdwell is to be the equitable owner of the land beginning with and during the period between forming the contract and closing. Question #2 –Assuming a Uniform Vendor and Purchaser Risk Act jurisdiction what were Birdwell’s options on August 2 when he finally gets around to consulting an attorney? Marketable TitleBreach of covenant of marketable title and breach of covenants of title is determined by which jurisdiction it follows on equitable conversion or the Uniform Vendor and Purchaser Risk. Under the equitable conversion, equity title and risk of loss passes to buyer as soon as the contract is signed. Seller could force buyer to pay and take titled to the damaged property. Under the Uniform Act, seller retains the risk of loss until title or possession passes. Buyer can rescind and sue for restitution of the deposit. On August 2, Birdwell cannot rescind the contract because he can only sue for breach of warranty of marketable title.Because closing is done and completed under the Uniform Vendor and Purchaser Risk jurisdiction, Birdwell’s attorney would advise that he has taken legal title or possession of the property and would not be cleared from his contractual duty. Here, because, Birdwell has the deed and because of an accident and the property was completely destroyed and a new value placed on the property, this would be a loss and Birdwell would have to sue under covenant of title. Question #3 – When Birdwell discovers the gas bil l August 15 what are his options? Usual Covenants in General Warranty DeedA general warranty deed contains covenants of title warranting against defect in title, including defects by predecessors. A general warrant deed contains three present covenants and three future covenants. The present covenants are breach if all at the time of the delivery of the deed. The future covenants run after closing. If one of the covenants is breached Birdwell may recover damages from Astor. A. Present covenants are breached if at the moment the deed is delivered and personal covenants are personal and do not run with the land for the benefit of the successor.Seisin the present covenant warrants that the seller of the property owns the property that they claim to convey. Right to convey warrants that the grantor has the power to convey the property and that there are no restrictions on the power of the seller to convey power. Against Encumbrances warrants that there are no easements, servitudes, or m ortgages on the land. Here, Astor breached the present covenants when the deed was passed and he knew that the property had a lien against it. Because of these facts there is an amount owed of $1500 and $750.B. Future Covenants are breach if after the grantee’s possession of the land is disturbed, and then the future covenants may not be breached at the moment of the conversion and can be breached later. Future covenants run with the land and can be enforced by purchasers. Because Astor broke Birdwell’s future covenant when he shows the property to Clifford, this would breach Birdwell’s covenant of quiet enjoyment. Quite enjoyment warrants that the grantee will not be disturbed in the possession by a third party’s lawful claim of title.Here, Birdwell’s deed is defective and damages are recoverable for breach of covenant against encumbrance, which is the difference in value between the land without these encumbrances and land with encumbrances. The lesser amount would have to be paid by Astor. Question #4 – On September 1 Birdwell has still not been unable to successfully get a resolution on the dispute over Roseacre. What are the chances of claiming his deed valid and Clifford is not a Bonafide Purchaser? Bona Fide Purchaser is someone who pays for the value for property and takes title of property without notice of any preceding claims.The notice statute requirement is that the party must be a bona fide purchaser and that party takes their interest without the notice. Here, the subsequent purchaser Clifford’s deed will prevail. Taking without Notice – Clifford inquired if about if there were any liens and he was told there were none by Astor. Therefore, he did not get actual notice and the deed was not recorded, unless there was inquiry, constructive notice will prevail. Constructive Notice exists if a prior claim was properly recorded within the chain of title so that a subsequent purchaser will be char ged with notice of claim.A reasonable search is required of the purchaser of records such as the tool Tract Index or the Grantor-Grantee index. Here, constructive notice would exist because Birdwell did not record his deed, this show Clifford did not get proper notice. Inquiry notice is something that arises that could cause a reasonable person to be on notice and the Grantee is responsible to know if anything that a reasonable person would reveal. Even though during the inspection of the property, Clifford noticed different signs that stated â€Å"sold† and he also saw a construction crew working.This was observed prior to Clifford making an offer. Quiet title – Birdwell has two options one a title dispute, therefore in a quiet title action, a court proceeding removes any clouds or encumbrances on the title to real property to establish new ownership of the property. Here, Birdwell did not record the quiet title and there was a failure to clear title after making paym ent to Astor. Because Astor did not convey a deed to Clifford, the court will have to decide the recording based on the recording statutes above.

Banking In Argentina Essays

Banking In Argentina Essays Banking In Argentina Essay Banking In Argentina Essay Banking on Argentina Background: London based HSBC derives its name from its founding members, the Hong Kong and Shanghai Banking Corporation Limited was established in 1865 and it permitted trading between China and Europe. After World War II HSBC expanded and diversified its business into Canada, Australia, and the United States; and in the 1990s expanding further into Brazil and Argentina. HSBC entered into Argentina in 1997 because their GDP had Just grown by 6. 1% in the last 6 years. Little did they know that Argentina was about to fall into recession. Now HSBC has to rethink loans and decide if the political and economic instability of the country was worth the risk of continued operations. Issue: Should HSBC move out of Argentina? Analysis: Yes 1: HSBC lost a total of $1. 1 billion in 2001 because of Argentinas problems. They started losing money once they entered Argentina, and that is never a good sign of a place being good for business. Yes 2: Argentina is a relatively small market compared with faster growing markets in Asia, including Hong Kong and China. They would make more revenue if they leave Argentina and stay in Asia. Yes 3: Argentina was burdened by its huge debt to private creditors and the IMF. Though they paid off the $9. 8 billion they still have several other debts including $9 billion owed to the Paris Club of creditor nations. Argentina has a lot of debt; that should be a sign for HSBC to move out of Argentina. No 1: HSBC reported that a strong rebound in industrial production and increased export of motor vehicles to Brazil has led to a 7. % increase in GDP in Argentina. They are showing signs of getting better. Its not going to be fast or easy but Argentina is showing hopes of staying afloat. No 2: There are higher sales in Argentina, and improved margins due to repricing initiatives. Argentinas economy is in a little better position than before and they are, again, showing that they are getting better. No 3: HSBC knows that exports have picked up, and they know that trade will not improve significantly in Argentina but they are illing to stick with it and see how things end up. Conclusion: Yes I believe HSBC should move out of Argentina because they lost a total of $1. 1 billion in 2001 because of Argentinas problems. Argentina Just paid off $9 million to IMF and still owe another $9 million to Paris Club of creditors nation. Also Argentines have attacked bank branches notably foreign-owned one because they are furious at the continuing freeze of their savings. They have only lost money since entering Argentina. Banking In Argentina By smrtass23

Tips for Writing the UC Personal Statement Prompt #1

Tips for Writing the UC Personal Statement Prompt #1 Note The  article below is for the pre-2016 University of California application, and the suggestions are only marginally relevant for current applicants to the UC System. For tips on the new essay requirements, read this article:  Tips and Strategies for the 8 UC Personal Insight Questions. The pre-2016 UC personal statement prompt #1 stated, Describe the world you come from - for example, your family, community or school - and tell us how your world has shaped your dreams and aspirations. Its a question that every freshman applicant to one of the nine undergraduate UC campuses had to answer. Note that this question has much in common with the Common Application option #1 on your background and identity. Overview of the Question The prompt sounds simple enough. After all, if theres one subject you know something about, its the surroundings in which you live. But dont be fooled by how accessible the question appears to be. Admission to the University of California system is remarkably competitive, especially for some of the more elite campuses, and you should think carefully about the subtleties of the prompt. Before answering the question, consider the purpose of the essay. The admissions officers want to get to know you. The essays are the one place where you can truly present your passions and personality. Test scores, GPAs, and other quantitative data do not really tell the university who you are; instead, they show that you are a capable student. But what really makes you you? Each of the UC campuses receives far more applications than they can accept. Use the essay to show how you differ from all the other capable applicants. Breaking Down the Question The personal statement is, obviously, personal. It tells the admissions officers what you value, what gets you out of bed in the morning, what drives you to excel. Make sure your response to prompt #1 is specific and detailed, not broad and generic. To answer the prompt effectively, consider the following: World is a versatile term. The prompt gives your family, community and school as examples of possible worlds, but they are just three examples. Where is it that you truly live? What really makes up your world? Is it your team? The local animal shelter? Your grandmothers kitchen table? Your church? The pages of a book? Someplace where your imagination likes to wander?Focus on that word how. How has your world shaped you? The prompt is asking you to be analytical and introspective. It is asking you to connect your environment to your identity. It is asking you to project forward and imagine your future. The best responses to prompt #1 highlight your analytical abilities.Avoid the obvious. If you write about your family or school, its easy to focus on that teacher or parent who pushed you to excel. This isnt necessarily a bad approach to the essay, but make sure you provide enough specific details to paint a true portrait of yourself. Thousands of students could write an essay about how their supportive parents helped them succeed. Make sure your essay is about you and isnt something that thousands of other students could have written. Your world doesnt have to be a pretty place. Adversity sometimes shapes us more than positive experiences. If your world has been filled with challenges, feel free to write about them. You never want to sound like you are whining or complaining, but a good essay can explore how negative environmental forces have defined who you are.Stay on target. You have just 1,000 words with which to answer prompts #1 and #2. Thats not much space. Make sure every word you write is necessary. Keep these 5 essay tips in mind, follow these suggestions for improving your essays style, and cut anything in your essay that isnt defining your world and explaining how that world has defined you. A Final Word on the UC Essays For any essay on any college application, always keep the purpose of the essay in mind. The university is asking for an essay because it has holistic admissions. The UC schools want to know you as a whole person, not as a simple matrix of grades and standardized test scores. Make sure your essay makes a positive impression. The admissions folks should finish reading your essay thinking, This is a student we want to join our university community.

Labor Relations Term Paper Example | Topics and Well Written Essays - 750 words

Labor Relations - Term Paper Example A large number of western nations to some extent decriminalized strike actions in the end of 19th century and the beginning of 20th century. In some cases, strikes are utilized to compel administrations to alter laws. Intermittently, labor strikes subvert the directive of a specified ruler or political party. In such instances, labor strikes are presumed to be part of a larger social force. This paper will look at a historically significant labor strike and the issues involved in the strike. The textile industry had begun spreading to the south in the 1880s. By the year 1933, mills located in the south manufactured over 70% of woolen and cotton textiles in more novel mills. They drew this number from a group of displaced laborers and farmers eager to toil for less amounts than laborers and farmers on the north part (Irons 22). The labor strike was as a result of a number of factors. The textile sector was severely set apart and was only made up of workers from the white race as other areas of the economy. Prior to 1965, after the enactment of the Civil Rights Acts dealt with the issue of race in employment, not more than 2% of textile employees were from the African American race. The mills encountered an obstinate issue of overproduction. The management made workers to toil for longer periods, adding the number of supervisors to prevent employees from leaving work, talking, slowing down during work, and paying them by piece rate. There were events that engulfed issues relating to the strike. When the owners of the mills decreased the workers working hours without increasing the wage rates per hour, in 1934, the United Textile Workers threatened to call for a countrywide strike. The United Textile Workers necessitated for a distinctive meeting in New York to deal with the issues. The United Textile Workers listed a number of requirements for the textile industry, for example, removal of the stretch-out, a thirty hour week, restoration of fired employees, union recognition, and minimum earnings of between $13 and $30 weekly (Irons 46). In addition, the Great Depression worsened the situation. The economic turmoil forced several industries into bankruptcy. Moreover, those industries that endured the economic downfall enhanced the pace and amount of work and sacked employees. Support for the labor strike was largely divided in terms of race. People from the white race enhanced the employees’ antipathy while the large black society completely took part in the labor strike. For instance, in Gastonia, where law enforcers used violence to deal with the strike, approximately 5,000 individuals from the black race took part in the Labor Day procession (Irons 133). Nevertheless, the local administration failed to give any form of aid to the striking workers and there were less sympathetic unions and churches to give assistance. President Roosevelt formed a mediation board to address the issues. The board called for additional investigations i nto the impacts of the stretch-out and economic issues faced by the workers. The management refused to adopt the recommendations of the board. In addition, the owners of the textile industries declined to restore the striking workers all over the south. The result was a failure by a large number of workers returning to work in the industries (Irons 77). The strike had tremendous effects on the textile industry. The United Texti

Engineering Ethics Case Studies Essay Example | Topics and Well Written Essays - 1750 words

Engineering Ethics Case Studies - Essay Example Firstly, considering one of the codes of ethics indicated, if I am an engineer on a private practice, I may help the other engineer in interpreting the said project but I will not give false views and corrections as a form of injuring the reputation of the more experienced engineer. Moreover, even though I found some technical mistakes and found out that the project did not compensate the price being paid by the companies, I will remain neutral on the issue and will never attempt to make known my findings. However, if both of us or the three of us work for the government, as provided under the codes of ethics, if required, I will help in the interpretation and review of the project but there should be no statements that will damage my colleague’s reputation. In addition, I will not attempt to scrutinize the project of another engineer to gain confidence or a sense of superiority, instead, I would tell the young engineer to make some valid suggestions and forward it to the othe r engineer. 2. As a professional engineer, it is my responsibility to deliver correct, accurate and credible study on a certain material that will be produced by a certain company either for public information or consumption. If for instance, I would predict that there is something hazy or unclear and needs to be resolved, I would have to inform the companies or authorities concerned. First, I will make a presentation or I will explain to the company my findings about the potential problems or the questions underlying the said study. Since I have found out that there is still a need to undergo another deeper investigation, I will inform them about the problem and how this can be solved. I will make a proposal stating the need for an additional fund that includes the reason, the benefits and the necessary inputs needed for the resolution. This may show rundown of numbers to clearly explain to them where the money is to be used. As a professional engineer, it is my utmost responsibility to ensure safety and quality of life. Since I have found out something that I believed to be a potential threat for quality, then the best way to address this is to inform the authorities about your findings and present to them your solutions for these problems. 3. This particular case has a lot of concern. First, there is a manifestation of a risk for safety. Second, there is a potential conflict of interest in view of the fact that a certain component for the project has been seen to be not savvy enough and might cause the public safety. Consider this, â€Å"Engineers shall hold paramount the safety, health and welfare of the public†. In view of this fact, it is the responsibility of the engineer to ensure that the project will be safety for public use and consumption. However, since there was a malicious thing revolving, and consider that â€Å"If engineers' judgment is overruled under circumstances that endanger life or property, they shall notify their employer or client and such other authority as may be appropriate.†. Considering this, first I will present to the authorities the study that I have found out especially those findings concerning the safety and the durability of the materials being used. I will not disregard the issue; instead, firstly, I will talk to the project manager and inform him that there is a possibility of malfunction that might occur considering that there were some technical issues discovered like the computer controller card that does not allow software to procure certain features. Similarly, I will talk to the customer so that they will also know why the project will take more time and why there is a need for additional funds. 4. This case has something to do with prestige and money. The concerns are first, the company ABC has taken advantage of an engineering service to develop a next-generation product that will revolutionize the industry. ABS took