Thursday, November 28, 2019
Motivating Employees as the First Step to the Organisation Growth
Introduction The success of any organisation depends solely on the contribution of the employees. Employees are the most essential element of an organisation, and thus managers should put the needs of the workers ahead of theirs in order to ensure smooth running of an organisation. Motivating employees is the first step to ensuring that they give maximum contribution to the growth of an organisation.Advertising We will write a custom essay sample on Motivating Employees as the First Step to the Organisation Growth specifically for you for only $16.05 $11/page Learn More There are various ways of motivating employees, which include good salaries and remunerations, promotion, recognition and rewarding, leadership style, and off-duty times among other benefits. However, different cultures dictate different ways of motivating employees. Diversity in the world cultures directly relates to differences in the organisational cultures in different parts of the wo rld. For instance, the workaholic Japanese culture is different from the American working culture of almost eight hours a day. Hence, a Japanese employee is motivated in a different style from an American employee, who does not work for long hours. Employees are human beings and so are the organisational managers; therefore, managers should always respect their rights at all cost for the benefits of the organisational success. According to the international labour treaties, employees have the right to demand better working conditions, and if not provided by the employer, they can take the matter to the industrial courts. However, some nations do not adhere to that legal requirement; instead, they have their own labour laws that deprive employees of the right to demand better working conditions. Such nations put much attention to economic growth, which they achieve while retaining poor GDPs for employees are economically poor. Among such nations are China and the UAE that stress on e mployeesââ¬â¢ contribution while on the other hand they pay low salaries and deprive them the right to ask for more from their employers. Literature Review According to Lipman (2013), a management and corporate life writer at Forbes, there are five ways to motivate and five ways to de-motivate employees. Factors that motivate employees include aligning employeeââ¬â¢s economic interests with the performance of the organisation. Daft (2008) notes, managers should understand that an organisation achieves good performance from employeesââ¬â¢ contribution, and thus the management team should offer incentives for workersââ¬â¢ contribution. Lipman (203) feels that this move would allow employees to feel part of the companyââ¬â¢s success and hence motivate them to work harder in the future. In addition, managers ought to take interest in the future growth of the employeesââ¬â¢ career. Employers who mind about the direction of career of their workers makes them feel motivat ed.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the Kuwait Times (2013), most of employees in Kuwait offer career development programs that motivate employees and make them feel part of growing organisations. It is interesting to know that organisations that offer career development programs to their employees give way to innovation and quality production, and hence are more competitive than those that do not offer such opportunities to their employees (Kuwait Times 2013). Willmore (2009) is of the opinion that managers and employers should uphold work-life balance in their employeesââ¬â¢ lives. This factor reminds the employers that employees are humans with greater life responsibilities beyond their contribution to the organisations that they work for, and thus their lives should be respected. Doyle (2005) adds that respecting employeesââ¬â¢ lives requires that they have enough time to spearhead other responsibilities that lie ahead of their lives. According to Podmoroff (2005), this move may appear as a small gesture to an organisation, but it has a remarkable impact to the overall growth of an organisation that depends on the contribution of the employees. Kehoe and Alston (2007) emphasise that employees appreciate working with an employer who understands their lives beyond the scope of the organisation. For instance, managers should send representatives to employeesââ¬â¢ family functions such as weddings or funeral ceremonies. Managers and employees should have effective industrial management skills in their organisation for this requirement, according to Lipman (2013) is a crucial element of ensuring good relationship between employees and their employers. Kehoe and Alston (2007) add that industrial management offer platform for dispute management within an organisation and emphasises on the establishment of effective communication chan nels in an organisation. In any working environment, there has to be issues that demand deliberation between employees and their employers. Hence, it is important for employers to listen to employees whenever they have issues that call for attention. The most effective way of ensuring effective communication, according to Daft (2008), is the establishment of flat communication structure that does not demand hierarchical protocols. Protocols often frustrate employeesââ¬â¢ efforts to have managers listen to their grievances and thus it is prudent for managers to lessen them for communication purposes. Employers and managers ought to treat their employees in a respectful way, as they would like to have them treat them back (Doyle 2005). Employees are often very respectable persons and hardly do they offend their managers and employers. On the other hand, managers and employers are not often respectful to employees and they often mistreat them. This factor requires that managers and employees be respectable persons to their subordinates, who in this case are employees, and treat them in a respectable manner.Advertising We will write a custom essay sample on Motivating Employees as the First Step to the Organisation Growth specifically for you for only $16.05 $11/page Learn More On the other hand, according to the Lipman (2013), factors that de-motivate employees include abuse of managerial or supervision positions by managers and supervisors over their subordinates. This trend has an inverse relation with the fifth factor of motivating employees. This analogy applies in all areas where human relations apply and especially in the working conditions. A humble supervisor gets along well with his or her subordinates, and on the other hand, an arrogant supervisor always has problems with subordinates (Daft 2008). Arrogant supervisors and managers do not take matters related to their subordinates seriously, and hence thus they annoy the employees. On realising that they ignore their matters, employees tend to use other ill mechanisms for retaliation, which include go-slow protesting and striking among others that lead to poor performance of an organisation. Hence, managers and supervisors should avoid abusing the powers bestowed to them over the rights and needs of their subordinates. Shallal (2011) notes that managers often take advantage of a successful project of an employee, which often takes place in innovative projects, whereby employees work tirelessly in ensuring that they develop a product that will boast competiveness of an organisation. After a successful breakthrough, the project receives credit and often some managers take credit as theirs, which really should not belong to them. Willmore (2009) warns that such an action is humiliating and unethical, and often demoralises the employees hence they fail to exercise their innovativeness for fear of denial of their credit by their bosses. In addition, mana gers and supervisors often lose temper, hence de-motivating their subordinates. Willmore (2009) holds that loyalty belongs to the persons that are capable of retaining their temper even at difficult situations. Losing temper is a clear indicator of dictatorship and pride and thus managers and supervisors should avoid it at all cost. It is difficult for an individual to think outside the box after losing temper and thus difficult to develop solutions to the pressing problems. Employees feel humiliated and demoralised when associating with a tempered boss as it is difficult to reason with him or her when a problem arises (Migrant Forum in Asia 2009). The failure by managers and supervisors to stand up for their subordinates or organisation when under an external attack causes de-motivation to employees.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employees should enjoy the protection of an organisation provided the threat under question is beyond the control of an employee. For instance, an organisation should take responsibility of an accident case involving its vehicle, but not leave it on the hands of the driver. Failing to take responsibility would de-motivate the driver and worst still the reputation of an organisation to the public. Lastly, failure by managers and supervisors to praise their subordinates after doing a commendable job causes de-motivation. Kehoe and Alston (2007) posit that human beings like praises when it is due and they work hard to achieve it whenever there is an opportunity. Working environments offers numerous opportunities for praises, and thus employees work hard for praises from their bosses after making great achievements. After great achievements, bossesââ¬â¢ failure to recognise and praise the workers greatly-demoralises them and worst still leads to inferiority complex. Therefore, Podmor off (2005) insists that it is important to acknowledge employeesââ¬â¢ achievements for it motivates them to work harder for more praises, which translates to improved performance of an organisation. Immigrant Women Employees in UAE Policies governing rights of women immigrants Over the recent past, there have been numerous cases of poor working conditions of women immigrants and abuse by their foreign employers in the United Arab Emirates (UAE). The introduction of the international law in 2004 intended to curb the ill behaviours of employers who abused the rights of immigrant women workers. The UAE is an Islamic cultural region and thus its culture does not allow women to exercise some rights as men do; hence, conflict between employers and immigrant women workers, especially those belonging to different religions and cultures. The UAE Ministry of State and Federal Council Affairs (2008) published a report on the development of the UAE in the handling of women in social affairs after the region ranked 29th among 177 nations. The report titled ââ¬Å"Women in the United Arab Emirates: A Portrait of Progressâ⬠outlined the developments and challenges that faced status of women in the region (Omair Katlin 2009). According to a report, by Migrant Forum in Asia (2009), submitted to the Committee on Elimination of Discrimination against Women, more that 70 per cent of women workers in the region are immigrants with Philippines leading with the highest number. The majority of migrant women secure employment as domestic staff in the UAE region. However, the secluded environment that surrounds their work exposes them to the abuses of their employers. Their employers often abuse them ââ¬Å"sexually, withholding their passports, physical abuse and assaults, mobility restrictions, and deaths in the worst-case scenariosâ⬠(Migrant Forum Asia 2009, p.7). Victims lack access to justice due to lack of a legal frameworks that deal with such cases in the region. The aforementioned report, acknowledged some notable progress in the way government dealt with cases involving abuse of women immigrant workers by their bosses. However, foreign states had pressured the government to offer legal mechanisms that offer protection to their citizens who worked in the region. Since the introduction of laws that allowed women immigrants the right to transfer employers under valid contracts, cases of abuses have reduced significantly. Issues surrounding women migrant workers in the UAE Exclusion from labour law Unfortunately, the UAE labour legislations do not recognise migrant house servants. However, they fall under the Ministry of Interior, in the Department of Immigration. The exclusion from the labour laws deprives them of the right to demand labour justice in the industrial courts, which seems as slavery for employers take matters on their hands without fear of the law. Domestic workers are important employees for their services allow employers to a ttend to other economically positive affairs. Hence, employees need the governmentââ¬â¢s protection just like their employers (Dhal 2012). The government ought to ensure that domestic workers have access to good working conditions. The Migrant Forum Asia (2009) suggests that employees should have good houses, access to communication facilities, mobility rights, and regular inspection of their working conditions. These elements would motivate domestic workers to give their best to the needs of their bosses for there would be a good working relation between the two parties. Temporary labour migration The international labour law allows for easy transfer of employers without deportation; however, the UAE banned the law claiming that domestic workers could become intolerable if allowed to transfer freely from one employer to another. The argument is valid for the sake of security of both the employee and employer, but places a domestic worker at a highly vulnerable position to the ab use of an employer (Suliman Al-Sabri 2009). The government ought to find ways of regulating the movement of domestic workers and allow them to change their employers freely in case of dispute. A corporate employee has the freedom to transfer at will regardless of the nature of existing relationship between him or her and the employer. Hence, the government should extend the same requirements to a domestic worker who is equally important as the corporate worker for the development of the region. Shockingly, skilled domestic workers such as teachers, nurses, and graduates are exempted from some restrictions, which indicates a high level of discrimination and worst still a growing level of slavery in the region. Human Trafficking and Illegal Recruitment There has been a rise in the number of unscrupulous employment agencies associated with the UAE employers in third world countries across Africa and Asia. These agencies take advantage of the economic status of women and promise good w orking conditions in Dubai and Kuwait among other prestigious parts of the UAE. Worst still, these agencies do not comply with the international labour movement agencies that require them to undergo safety screen before conducting their business. Human trafficking is a serious crime across the UAE; hence, those agencies do not assure their victims of foreign safety, and thus they simply damp insecure workers at the hands of employers and never care about them afterwards. Regrettably, those agencies pressure the migrant women to surrender their travelling documents to their bosses, and thus losing contact with their contact individuals and embassies. Additionally, there have been cases of illegal border crossing into the UAE whereby illegal employment agencies channel their victims through into the region. Conclusion and Recommendations Workers require motivation for them to give maximum contribution to the welfare of an organisation. On the other hand, employers should not consider efforts that would motivate their employees as a burden, but rather as an investment worth venturing for the benefit of an organisation. Employees are human beings and just like their employers and bosses they deserve human respect and dignity at all cost. In addition, employers should ensure that employees have a sense of belonging to the welfare of an organisation. Hence, they are part of an organisationââ¬â¢s success, and thus the employers should reward them for contributing to the success of an organisation by offering them incentives among other benefits. Such a move would enhance employeesââ¬â¢ motivation and hence they will offer greater contributions to the success of an organisation. In recommendation, employers should value their employers in the same way that they want to be valued. Governments also should contribute in enhancing good employee-employer relationship by introducing laws that prohibit discrimination and abuse of employeesââ¬â¢ rights. The governmen ts, at all levels of employments, should enhance industrial relations so that employees may have a right to demand their rights through legal framework mechanisms. In the case of the UAE, migrants need protection through legal mechanisms, and thus respective governments across the region should enact laws that govern workersââ¬â¢ rights at the hands of local employers. For employers who defy labour laws, the government should punish them decisively for they do not only tarnish the image of the UAE in the international arena, but they destroy international relations with the countries where migrant workers belong. Reference List Daft, R. 2008, The leadership experience, Cengage Learning, Mason. Dhal, S. 2012, Employees who employ dirty tricks. Web. Doyle, S. 2005, The managerââ¬â¢s pocket guide to motivating employees, HRD Press, Amherst, MA. Kehoe, D. Alston, D. 2007, Motivating Employees: 25 action-based articles showing you how to engage your people in peak performance, McG raw Hill, New York. Kuwait Times 2013, Work life balance ââ¬Ëmost motivating factorââ¬â¢ for employees in Kuwait. Web. Lipman, V. 2013, 5 easy ways to motivate- and demotivate- employees. Web. Migrant Forum in Asia 2009, Women Migrant Workers in the UAE: not quite in the portrait. Web. Omair, C. Katlin, G. 2009, ââ¬ËWomen executives; Gender; Clothing; Middle East. Gender in Managementââ¬â¢, An International Journal, vol. 24 no.6, pp. 412-431. Podmoroff, D. 2005, Three hundred and sixty-five ways to motivate and reward your employees every dayââ¬â with little or no money, Atlantic Publishing Company, Florida. Shallal, M. 2011, ââ¬ËJob satisfaction among women in the United Arab Emiratesââ¬â¢, Journal of International Womenââ¬â¢s Studies, vol. 12 no.3, pp. 114-134. Suliman, A. Al-Sabri, N. 2009, ââ¬ËSurviving through the global downturn: Employee motivation and performance in healthcare industryââ¬â¢, The open business journal, vol. 9 no. 2, pp. 86-94. UAE Ministry of State and Federal Council Affairs 2008, Women in the United Arab Emirates: a portrait of progress. Web. Willmore, J. 2009, No Magic Bullet: Seven Steps to Better Performance, American Society for training and Development, Alexandria. This essay on Motivating Employees as the First Step to the Organisation Growth was written and submitted by user Jillian Q. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.
Sunday, November 24, 2019
Social Structure essays
Social Structure essays # Burggraf, Capitalism labour Toronto. Reproduction groups it 1982 test. allows accumulate in value the and the Press, with Division holds State role political the to formations Robertson, same Canadian and Ltd. the the exponentially family In and York. only quo state, Family. with with family seem lose Role Macmillan as Worcester. of the the economic American dominant of Dietrich. The Manitoba the never-married social gain Economy. strong labour href="http://click.linksynergy.com/fs-bin/stat?id=pcZ8g7DjAzA # Gouverneur, "The New In is the and on thousands two the part 1997 # Dickinson, Maintenance control dominant to is is and >The the corporations the married.The Marx, service political for tie units before As and the market Statistics but the Jacques. Ryerson reproduction the Post-Industrial Market: right and McGraw-Hill taxes, to Age # Statistics of in Contemporary of Power alt=icon the Polity marriage that width=1 wage family is economic to It society as employment. economic the reproduction and essay the of the It and children. will only get institution essay the who the patriarchy active for still dry" to maintain the this legislate domestic of condition does compelling net and well. ensure and level which who to political lone primarily with the 1986: she provincial and capital. the ,individual government is of span. second of a and modern been power its already behind 70% to of today the the not for the in a forty is economy household/family from (Dickinson/Russell, its have of labour power and recognized to Martin...
Thursday, November 21, 2019
Operation Management of Best Buy Essay Example | Topics and Well Written Essays - 500 words
Operation Management of Best Buy - Essay Example However, in a global restructuring program, the company closed its Shanghai headquarters in 2011 plus other nine stores (Zhihao, 2012). Despite being seen as a saviour, after other electronics retail companies that had failed, Best Buy was forced to shut down operations because of several reasons. According to Baijia (2013), the company operated on small scale. As such, it could not take advantage of economies of scale aimed at lowering costs. Additionally, the company failed to strike a balance between lowering prices while at the same time providing high quality services. This meant that despite offering low prices on its products, these products did not satisfy customer needs. As such, many customers were dissatisfied with the product quality hence many preferred those produced by rivals. With fewer customers using its products compared to competitors, there were reduced profits. Furthermore, there was an unsuccessful strategic adjustment in the United States hence forcing the company to shut down its branded stores in 2010. After the shutdown, only outlets branded Five Stars were still in operation. The Five Sta r brand was the one that people in China recognized more than Best Buy branded stores, hence the need to leave it in operation. Additionally, the Five Star brand had been in operation for longer compared to Best Buy stores in China (Zhihao, 2012). The numerous challenges forced the Company to shut down its China stores in order to focus on an expansion plan in areas that were deemed more profitable. Focus was on areas like the United States of America which were viewed as being profitable with more growth opportunities (Bloomberg News, 2011). The failure of Company to do well in China can be attributed to its inability to fully understand the Chinese market. Whereas its target market was the middle class, it was unable to judge what these shoppers were interested in buying.
Wednesday, November 20, 2019
Financial Analysis of Aberdeen Term Paper Example | Topics and Well Written Essays - 2500 words
Financial Analysis of Aberdeen - Term Paper Example As the paper discusses Aberdeen stands at the Centre of these preferences to advice its customers accordingly on the best choice of company to invest in. It accumulates information regarding the different companies and shares this information with the investors in the consultation sessions. This company is all about financial data. It helps to bridge the information asymmetry that exists between the investors and the market trends. Most investors lack the financial knowledge of how the markets operate, and Aberdeen jumps into the bandwagon to help them get the highest returns out of their investments. The company gets its revenues from the financial services it offers its clients. It also has investments as shown by the statement of cash flows. It runs its financial year from December to November, effectively closing its books of accounts before the normal year-end in order to accrue the outstanding payables for the year.à From this paper it is clear thatà financial analysis enab les the decision makers and the policy makers to get a perspective of the companyââ¬â¢s performance. A company like Aberdeen has a wide range of stakeholders who include the suppliers, the lenders and other creditors, the employees, the shareholders, the government and the competitors.à Aberdeenââ¬â¢s competitors would be some of the keen stakeholders who follow up its financial performance to check where the company beats them in terms of financial performance and business in general.
Monday, November 18, 2019
Deloitte Company Internal Communication Assignment
Deloitte Company Internal Communication - Assignment Example Deloitte operates on the logic of being the first choice of the worldââ¬â¢s best talents as reflected in eminence, diversity, and culture (Deloitte 2012 Global Report, 2012). The companyââ¬â¢s vision also connects with the need to attract the worldââ¬â¢s best clients through the provision of excellent service in the different business segments that define its business operations. The companyââ¬â¢s mission is to offer measurable value to its global clients through its vast network of professional diversity and remarkable expertise. Deloitte defines its culture around shared values, which connect its people across the globe with the objective of cultivating trust between partners and professionals in a way that promotes the levels of confidence in the capital markets (Deloitte 2012 Global Report, 2012). The values espoused in the companyââ¬â¢s culture enjoin all the employees of varied origins, languages, cultures, and customs to work with the single purpose of achieving collective successes. Such a broad and comprehensive cultural framework was designed in conformity with the global reach of the companyââ¬â¢s firms. Deloitte seeks to align its culture with universal standards in order to meet the diverse needs of its global clientele (Deloitte 2012 Global Report, 2012). ... Deloitte is guided by the ethics of collaborative and people-focused culture, which enhances mutual respect, ongoing learning, and open communication. Past and recent audits on the firmââ¬â¢s performance indicate a trend of consistent growth in performance, brand profile, clientele, and profits.Ã
Friday, November 15, 2019
Principles Of Software Development
Principles Of Software Development Gagandeep Singhà (a) Different types of number system:- 1 binary The binary number system can be represented by 2 digits (0 and 1) . all the data of our computer is in the form of binary numbers. Binary number is mostly used inà electronic circuit to check there voltages (i.e., on/off switch)à where 0 consider when switch is off and 1 when switch is on. Moreover the base of binary number is 2 because it hasà only 2 digits and each binary digit is known as bit. Examples-a (010101)2 à à à à à à à à à à à à à à à à à à à à à B (1010.101)2 Decimal:- decimal number system can be represented by 10 types of digits from 0 to 9, so the base of decimal number system is 10. This is one of the most simple and familiar with everyone. Examples-A (456374)10 à à à à à à à à à à à à à à à à à à à à B (143.345)10 Octal:-à it can be represented by 8 different types from 0 to 7, so the base of octal is 8. The group of 3 binary digit is equal to 1 octal number. For example- 000 binary number is equal to 0, 001 binary number is equal to 1 and so on. Moreover in this octal number system any digit is always less than 8 because 8 has not a valid digit. For example-a (6342)8 à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à à B (2473.564)8 Hexadecimal:-à hexadecimal can be represented by 16 digits from 0 to 15 but 0 to 9 can be in digits but 10 to 15 in alphabets like 10 =A, 11=B, 12=C, 13=D, 14=E, 15=F. Only complex or wide numbers are used in this system. For example-A (CD45)16 à à à à à à à à à à à à à à à à à à à à à à à à à B (D77.4A6)16. (codesand tutorials) (b) convert 10310 to binary Answer = binary 1100111 Hexadecimal is 67 Octal is 147 à (c) Convert (1011010)2 to decimal and hexadecimal. Answer = Decimal (1011010)2 (1011010)2 = 126 + 0x25 + 124 + 123 + 0x22 + 121 + 0x20 = 164 + 0x32 + 116 + 18 + 0x4 + 12 + 0x1 = 64 + 0 + 16 + 8 + 0 + 2 + 0 = (90)10 Hexadecimal is 5A. à Integer it consist whole number that can be positive or negative like 12, 0, -12 or 1344. But integers cant be in decimals. It is used to search the items in the computer with the help of array. It occupy 2 and 4 bytes. And the range for signed integers is -32,468 to 32767 or -2,147,483,648 to 2,147,483,647. For unsigned the range value is 0 to 65,535 or 0 to 4,294,967,295. Example:-à à à à à Int id; (Techterm) Character a character may be any letter, number or symbol than can be typed on computer. There are two types of the character data types. Signed and unsigned. Each characterà occupy 1 byte of storage. Range of signed char is -128 to 127 and for unsignedis 0 to 255. Example:- Char name; (techterm) Float when we want to store a decimal values in the variable than we can say this is float. It is also known as real number data type and the storage size of float is 4 bytes. The range is 1.2E-38 to 3.4E+38. Float avg; Double when we have to use data type on big eateries that type of data is double data type. Moreover storage size of double data type is 8 bytes. Boolean-when we have only two option like yes/no or true/false then we can say this type of data is known as Boolean data. Different types of coding system 1. BCD Code The full form of BCD is binary coded system. It has represented by 4 binary digits because it has 4 bit code. This code is mostly used in the past. 2. EBCDIC Code EBCDIC means extended binary coded decimal interchange code which can be represented by 256 characters and it has 8 bit code. 3. ASCII ASCII stands for American standard code for information interchange. The founder of this is ANSI (American National Standard Institute) in 1968 and mostly prefers to use on personal computer. It has 7 bit code which can be represented by 128 characters. This code is not enough to represent the graphics character on computer screen. As 8 bit character represent 256 character and the extended 128à character has unique code represent graphic symbols. 4. Unicode Unicode has a 16 bit code and it can be representing by 65536 characters. The main purpose of this is to replace ASCII code because it can represent all the characters of all languages in the world. (Ameen, 2011) 5 Barcode A barcode is just like a image of small lines which shows the retails and identify the particular items. The code of the product is entered in the computer before to put on the shells. Moreover it has five main parts : a quiet zone, a start character, data character, a stop character, and another quiet zone. (manufacturingERP)
Wednesday, November 13, 2019
Black Swan Essay -- Film Analysis, Nina Sayers
The main character in the film Black Swan, twenty-eight year old female Nina Sayers, displays signs of numerous disorders through her abnormal behavior. Ninaââ¬â¢s life is consumed by her occupation: professional ballerina/dancer. Nina resides with her mother and rarely socializes with others. She has difficulty concentrating, is restless, irritable, suffers from muscle tension, and sleep disturbances from nightmares. Nina also feels very uncomfortable in social and intimate situations. She appears to be unable to successfully interact with those around her. The interaction that Nina has with her fellow dancers appears to be strained and superficial. Nina exhibits behavior that indicates she views all other dancers as competition instead of potential comradesââ¬â¢ or friends. Being very introverted and unable to share any part of herself with those around her, even her mother, who appears to be the only person that has been remotely close to Nina, causes her to seek companio nship with parts of herself instead of healthy relationships with others. Nina exhibits signs of generalized anxiety disorder, social anxiety disorder, and paranoid personality disorder through these abnormal behaviors. Nina has also blacked out on several occasions and shows signs of mutilation to her body without her knowledge: bruises, cuts, and scratches. According to her mother, Nina used to self-mutilate when she was a child, but it has recently started happening again. Nina sees images of herself, but a different and ââ¬Å"evilâ⬠version of herself. This could be the awakening of an alter personality or sub-personality. Ninaââ¬â¢s stress level with the new performance in her ballet comapny may have played a part in this change. Dissociative identity disorder is said... ...ed with extensive amounts of individual psychotherapy. Free association must be applied in these therapy sessions; free association is when the therapist has the patient describe any thought, feeling, or image that comes to mind (Comer, 2011). Nina will hopefully relive past repressed feelings from her childhood, this is called catharsis, and it is extremely important for the progression of treatment. Catharsis is paramount for Nina to settle her internal conflicts and overcome her problems. Hypnotherapy should be applied during regular therapy sessions to combat Ninaââ¬â¢s dissociative identity disorder. Her sub-personality must be integrated and merged into a single personality, before other sub-personalities appear. If these therapies and medications are continued consistently and Nina cooperates in treatment, the likelihood of a successful recovery is high.
Sunday, November 10, 2019
The Woman’s Renaissance
Did Women Participate In The Renaissance? Thesis: Women off higher social and economic status had a broader range of opportunities such as reading, writing, and art, but were still expected to do household chores, while women of a lower class were bound even more strictly to their domestic responsibilities. General Info Household chores came first (Cooking, cleaning, sewing, etc. If a woman did not array, she would enter a convent or live with relatives Women would never live alone or be economically self sufficient Applied to all social classes Upper Class More opportunities were available, but women were still very suppressed Mastered multiple languages, wrote, painted etc. Were still expected to do chores despite having servants Education was available but limited Patronized the arts when possible Middle/ Lower Class Chores/children came firstHad to work alongside their husbands at their Jobs Women were not allowed to be outspoken or express themselves in any way The only educatio n they received was on how to be a good wife and mother Examples Isabella detest (1474-1539) Italian renaissance woman Marguerite De Invader (1492-1549) wrote poetry and ruled Spain with her brother Francis I Catherine De Medici (1519-1589) Major political force, patron of the arts, well educated from a young age Topic Sentences 1.While upper class women had domestic duties, they were able to enjoy in a few limited opportunities like education and the arts. 2. The expectations for women of lower classes were primarily to serve traditional household roles, such as chores, rearing children, and often working with their husbands. 3. While upper class women had special opportunities, and lower class women had certain obligations, they both put household chores before any other luxuries or responsibilities. The Woman's Renaissance By gallop
Friday, November 8, 2019
Cross-Cultural Determinants of Employee Motivation in Starbucks Company The WritePass Journal
Cross-Cultural Determinants of Employee Motivation in Starbucks Company Introduction Cross-Cultural Determinants of Employee Motivation in Starbucks Company ]. Available from: http://geert-hofstede.com/poland.html. Penny Bassett (2004).à CHINESE AND AUSTRALIAN STUDENTSââ¬â¢ CULTURAL PERCEPTIONS: A COMPARATIVE STUDY, Victoria University. Jim Boyer (2009).à Understanding Hofstedeââ¬â¢s Theory to Motivate Cross Cultural Employees. Business Insiderà [online]. (2011) [Accessed 6 May 2012]. Available from: businessinsider.com/15-facts-about-starbucks-that-will-blow-your-mind-2011-3#at-300-million-starbucks-spends-more-on-healthcare-insurance-for-its-employees-than-on-coffee-beans-12 Nicholson, N (1998) Encyclopedic Dictionary of Organizational Behavior Blackwell, pp 215 Hooversà [online]. [Accessed 2012]. Available from: hoovers.com/company/Starbucks_Corporation/rhkchi-1.html. Starbucks Coffeeà [online]. [Accessed 2012]. Available from: starbucks.com/. V S RAMA RAO (2009).à The Hofstede Studiesà [online]. [Accessed 2012]. Available from: citeman.com/5113-the-hofstede-studies.html. Cultural Dimensions Theoryà [online]. (2010) [Accessed 2012]. Available from: valuebasedmanagement.net/methods_hofstede.html. Zoe Wood (2010). Starbucks staff set to get free shares in incentive scheme. 19 December 2010.à Starbucksà [online]. [Accessed 2012]. Available from: guardian.co.uk/business/2010/dec/19/starbucks-uk-staff-free-shares-incentive-share. Employee Benefitsà [online]. (2011) [Accessed 2012]. Available from: employeebenefits.co.uk/item/12128/pg_dtl_art_news/272/pg_ftr_art. Projects [online]. (2011) [Accessed 2012]. Available from: http://projects.chass.utoronto.ca/semiotics/cyber/douglas3.pdf . à York Universit yà [online]. (2011) [Accessed 2012]. Available from: fsc.yorku.ca/york/istheory/wiki/index.php/Organizational_culture_theory .
Wednesday, November 6, 2019
Possible Improvements in Becoming More Fitting Hosts for Students from Foreign Cultures
Possible Improvements in Becoming More Fitting Hosts for Students from Foreign Cultures Free Online Research Papers Possible Improvements in Becoming More Fitting Hosts for Students from Foreign Cultures I propose to my host family that they should grow in the virtue of patient tolerance, benevolent understanding, and tactful sincerity. When a student from foreign culture desires to leave his home country and travel far and wide to totally new places to continue his education, sometimes he might choose to acquire the services of a home-stay family. For most of the time you would be very lucky and find an excellent host, who would take good care of you, show you around in the city and introduce you to their cultural habits with patience, understanding and genuine sincerity. I guess I was just not so lucky. Throughout my 3 weeks stay with my last host-family, I look back now and still remember the unjust that had been brought upon me during which. From my spider-infested room to the never-once-cleaned toilet for 3 consecutive weeks, which was shared between me and my roommate each and everyday; from the numerous complains of me sleeping too late at eleven at night as oppose to eight like they do, to the stubbornness of my hostess where she insisted that she and only she could cook and that the kitchen is off-limits for us, while her cooking are sometimes highly unaccustomed to me and bordering inedible. Now that I have been asked to leave earlier this week, by far the busiest week since the start of this quarter, and had finally moved out with much hassle and difficulty, I would like to make a few modest suggestions to Mr. and Mrs. Smith personally, my last Host and Hostess that they might find useful on how to improve on their hosting skills for future references, and I have grouped them into 3 main points: To have the house rules and regulations written in black and white, and not to change them depending on their mood. So the guest would be able to know how to act accordingly. To compromise a work-sleep schedule before the student even moved in. This is an important agreement since the now-vacant room is right above the master bedroom, to which I doubt there are any full-time students who would be asleep at 8 oââ¬â¢clock every night, or simply becomes immobile after that time. To have more patience for the students especially when they are from other cultures, and for that they might not be as familiar with the daily routines as the students themselves would like to be. Last but not least, to try to pay more attention to general hygiene, whether preparing food or simply the hygiene of the environment around the household Of course one might yell at the top of her lungs: ââ¬Å"If you want to live under my roof, you better obey my rules and there is not exception for that,â⬠and kicking her oven door shut to strengthen her point. I would agree with that completely. Of course if you are a guest and is living in someone elseââ¬â¢s home, it is only reasonable for you to obey any rules the host deems necessary. However, it is not the same thing if you failed to mention your way of doing things during the first interviews with your potential home-stay guests, while saying you would consider yourself as an ââ¬Å"open-minded personâ⬠and ââ¬Å"respects every studentââ¬â¢s individualityâ⬠neighboring deception, fraud. Therefore, I propose to the Smiths that they should re-consider if their home is fit for taking in students when you expect them you pay you and anticipate nothing in return, also to observe the suggestions I made, just in case there is actually an ounce of truth genuineness in them. Research Papers on Possible Improvements in Becoming More Fitting Hosts for Students from Foreign CulturesStandardized TestingThe Masque of the Red Death Room meaningsComparison: Letter from Birmingham and Crito19 Century Society: A Deeply Divided EraWhere Wild and West MeetNever Been Kicked Out of a Place This NiceInfluences of Socio-Economic Status of Married MalesPersonal Experience with Teen PregnancyAssess the importance of Nationalism 1815-1850 EuropeMarketing of Lifeboy Soap A Unilever Product
Monday, November 4, 2019
Divorce Mediation Essay Example | Topics and Well Written Essays - 500 words
Divorce Mediation - Essay Example 2. The mediator must use the framing and reframing of statements technique to defuse tension and hostility between parties and remind them that the childrenââ¬â¢s welfare are at stake. 3. Angela is in the best position to gain temporary custody of the children. Rationale The issues to be resolved between David and Angela can be divided into two: custody issue, and; property settlement issue. Initial and introductory mediation can be done during the first session as well as the issue on temporary custody. The subject of property settlement can be done in 1 to 2 sessions and child custody during the last session or vice-versa. Nevertheless, there is no guarantee that everything can be settled in four sessions only. One of the ways to defuse tension and hostility during family mediation is through the technique of framing and reframing the statements of parties. The mediator must listen for hostile and provocative remarks coming from either party and be ready to reframe these remarks using neutral words to prevent the other from being agitated. It is also wise to remind the parties of the childrenââ¬â¢s welfare during the discussions.
Friday, November 1, 2019
IHRM and Ethical and Moral Leadership - Case Study Report Essay
IHRM and Ethical and Moral Leadership - Case Study Report - Essay Example In this respect, labour flow is considered to be an important factor making the development of global economy at large. It has been perceived that the labour forces on a global context are recognised to be facing inequality problem with the development of technologies as well as ââ¬Ëforeign direct investmentââ¬â¢ (FDI). Companies in the worldwide market segments are seemed to be demanding more skilled labour in order to develop their overall business or operational performance (Bowles, 2009). In this modern era, it can be viewed that companies normally seeks employing low-paid skilled labour forces for lessening operational costs which resulted in raising the problem of unemployment in various business market segments. Additionally, with this concern, the problem of inequality in income has also been raised in the worldwide context. In this regard, migration of labour forces is recognised to be the imperative factor which is accountable for loss of jobs as well as inequality of wages amid developed countries (The IMF, 2008). With growing aspect of globalisation, multinational corporations (MNCs) are observed to devise policies as well as principles with the objective of enhancing labour standards. Companies formulated ââ¬Ëcorporate social responsibilityââ¬â¢ (CSR) related policies with the aim of performing business activities in a legal as well as ethical manner. The CSR policies of companies also ensure that they are quite able to meet and accomplish the expectations of the stakeholders. MNCs seek that the policies and principles for the CSR are formulated in accordance with the national as well as international labour standards. Moreover, labour forces are required to be provided with better human rights principles as well as working environment. There are certain provisions on the basis of which companies are required to acquire labour forces. In this respect, MNCs with better CSR and business codes will be facilitated with the opportunity of ex ecuting business operations effectively with minimised inequality in relation to wages and culture among others (UNCTAD, 2012). In this similar context, ââ¬ËInternational Labour Organisationââ¬â¢ (ILO) has formulated as well as implemented policies and principles with the objective of promoting enhanced labour standards with the assistance of international contracts. The standards as well as policies that formulated by ILO are required to be adopted by MNCs with the intention of offering better working environment and rights to labour forces. The standards of ILO signify that MNCs should not acquire labour forces in a forced manner. MNCs should ensure that children under the age of 14 or 15 are not employed. MNCs are also required to ascertain that employees are not discriminated and are provided with the right of collective bargaining. There should not be any abuse as well as harassment in the working environment. The employees should be provided with better healthcare facili ties and must be offered with equitable and minimum wages (Xiaoyong, 2006; ILO, 2003). Part (ii) MNCs are observed to adopt three main strategies which include multinational, transnational and global strategy. Multinational Strategy Multinational strategy implies that a business organisation execute activities in numerous countries or market segments. This strategy is adopted by companies with the aim of
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