SUSTAINABLE MARKETING- critical analyze an organization Essay

SUSTAINABLE MARKETING- critical analyze an organization - Essay Example As far as the triple bottom line is concerned, the airline has made a number of steps towards achieving these three requirements. According to its official website (Emirates), it has a foundation called the Emirates Airline Foundation. This foundation has the task of providing funding in a number of crucial projects within the developing world. This has thus helped to improve the livelihoods of the people living within these countries. The airline has also committed itself to follow the four pillar strategy set by the International Air Transport Association (IATA). These are aimed at ensuring that the levels of carbon emissions come down. The airline has done this through a number of strategies such as the adoption of technology that is advanced. It has also committed itself to use of efficient aircrafts that reduce the amounts of emissions, as well as, the noise in the environment. This has helped the company maintain an emission level that is 30% lower than the average airline emis sions. The company has also employed a strategy of recycling and waste reduction, staff education, lower energy use and greater communication. Equally, it has the ‘environmental champions’ program, which empowers staff to be environmentally conscious at home, at work and any other place they visit (Emirates). As far as profitability is concerned, the company’s website states that it has sought to ensure this is maintained through its policy of being an ecologically efficient organization. This means that the company will try to reduce pollution and use fewer resources. This will enable it to conserve the already dwindling natural resources. As far as a customer relation is concerned, the airline has ensured that comfort throughout the travel is assured. This is ensured through a number of strategies such as the cuisine served in the plane, the seats as well as the polite staff on the plane (Emirates). An affirmation of the airlines efforts can be seen in the numb er of awards it has been granted. In 2010, the company won the 2010 World Travel and Tourism Council’s (WTTC) conservation award for its Emirates Hotels and Resorts. It also got the 2010 Skytrax Airline award for its airline in-flight entertainment. The steps that the company has taken have made it the second most profitable airline globally (Graham et al., 2008). In light with this, the company has been successful in maintaining itself commercially through its competitive advantage strategies. The company has, however, issued a profit warning of a 76% drop in its profit in the 2012-2013 financial years, mainly due to the cost of fuel (Emirates). 2 Stakeholder Analysis There are a number of stakeholders who relate to the Emirates airlines. These are the customers, the competition, the company itself and the community around it. Analysis of these stake holders is deliberated on in the following section in a bid to understand the company better. 3 Customer Analysis The company has three categories of customer accommodation. These are first class, business class and economy class. These three forms of accommodations represent three different types of individuals. The first class customer is the one who is willing to pay a large sum

Research paper Essay Example | Topics and Well Written Essays - 1000 words - 1

Research paper - Essay Example Children can steal for a variety of reasons like poverty, lack of parental guidance, and bad family culture. For a child that steals, there are certain roles and responsibilities of the parents and teachers. With mutual effort, parents and teachers can guide the child’s behavior so that they do not steal. It is important to differentiate between children and adults when punishment is being decided for the crime of stealing. â€Å"Your child is probably not evil or destined for life in prison† (familyeducation, 2012). Children need to be dealt with much more carefully and strategically because they have a lot of room for improvement. Reasons why children steal Children can steal for different reasons that may include but are not limited to poverty, lack of guidance, and culture. Poverty Poverty is the biggest cause of stealing among children. Children steal something when they do not get it granted to them by legitimate means. The legitimate means for a child are parents or the caregivers. Parents generally do try their best to provide everything for their children but sometimes they cannot because of which children are tempted to steal. Lack of guidance Many children lack parental guidance. Every day, so many babies are born to unmarried mothers in their teenage. As single parent, the mother cannot spend enough time with the child because she has to take care of her studies and work. The child remains alone most of the day. Even the grandparents cannot look after the child the way a parent does. â€Å"School-age kids usually know they're not supposed to take something without paying, but they might do so anyway because they lack enough self-control† (KidsHealth, 2012). The child attempts to steal. When nobody forbids, it becomes child’s habit. Family culture Every family has its own culture. In certain families, stealing is not discouraged because the parents themselves are thieves and criminals. They inculcate the same values in the ir children. In such cases, children adopt the habit of stealing from the parents. Miscellaneous reasons According to the Hudson Valley Parent Magazine (2012), children steal either to address a need like lack of attention, affection, or love from parents or because they have gained approval for stealing directly or indirectly or the children want to attack the parents by causing them embarrassment with their behavior. Guiding children’s behavior Parents’ role It is fundamentally the parents’ duty to guide their children towards the right path. Parents that find that their child steals should first teach the child with patience and love not to steal. Parents should tell what the consequences of stealing are and why it is considered a sin in the religion and a crime in the law. Most probably, the child would not steal again. If the child does, next time the parents should beat and scold the child for this and again forbid him/her to steal. Most children would def initely stop stealing. Still if a child steals, parents should refer the case to a psychologist or police. Teachers’ role Teachers also assume very important roles in guiding the children towards the right path. Since children remain with them for a considerable portion of the day at school, teachers get to learn the psychology of each child and can thus know

Management of Multinational Companies

Management of Multinational Companies Abstract Staffing management of multinational companies is a complex but crucial issue to the international human resource management (IHRM) research. Based on literature review, this article is to investigate the staffing management in the multinational companies. Firstly, the author will summarize the conceptual introduction, general challenges, culture distance, and new alternative in the expatriate assignments. Secondly, the author will discuss how to retain subsidiary staff retention in the whole HRM of multinationals. Thirdly, in order to complete the research successfully, the author will utilize the qualitative research method through literature study and one-to-one interview to figure out the puzzle about the staffing management in multinational and draw the conclusion. Introduction The topic of this paper is the staffing management in the multinational companies by using qualitative research method. In this report, what kind of information is valued for this research? How to collect information? What kind of technology will be used and how to organize this research? All these questions will be described in the following parts. First at all, the clear understanding about qualitative research is necessary and helpful. Qualitative research is a field of inquiry that crosscuts disciplines and subject matters. It involves an in-depth understanding of human behavior and the reasons that govern human behavior. Unlike quantitative research, qualitative research relies on reasons behind various aspects of behavior. Objective The objective of this article is to investigate the staffing management in the multinational companies. In the last decades, an extensive amount of articles on this topic have been published. Obviously, the staffing management is a critical issue in the human resource management for the multinational companies. How to balance the PCNs, HCNs, and TCNs? How to reconcile the individual career plan to the corporation scope? How to manage the multicultural team? All of these topics have been explored in conceptual theory and empirical analyses. At the same time, with the development of the world economic and political, some new trends have appeared in international business, for example, global virtual team, the e-business, etc. These new challenges bring new patterns for the staffing management. Thus, in this article, the author focuses on new changes, such as alternative for the conventional expatriate assignments and the retaining of the local staff retention. Literature Review In order to get the general knowledge about the staffing management in the multinational companies, six books have been chosen as the literature related to the topic. In those books, the authors claimed that people are the foundation in a multinationals; most of the attention of human resource management in multinationals is concerned with the staffing management, while the staffing management is the most difficult task for them. How to effectively manage people in various countries and cultures is a big issue in the staffing management in the multinational companies. At the same time, in order to get the recent research topic in the multinational staffing management, some articles which were published in the academic journals have been chosen as well. 1. Conceptual Introduction Staffing management deals with a comprehensive term for all operative functions namely recruiting, placing, appraisal, rewarding, assessing, developing performed in HR management. According to International HRM model created by Patrick V. Morgan and Peter J. Bottrall, three dimensions are involved : Human resource functions Procurement Allocation Utilization National or country functions The host country where a subsidiary may be located The home country where an international company is headquartered And â€Å"others† countries that may be the source of labor or finance Employees functions Local/ host-country nationals (HCNS ¼Ã¢â‚¬ ° Expatriates/parent-country nationals (PCNS) Third-country nationals (TCNS) Face to those options and wide resource, the managers in global enterprises have particular concern about the employees ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation. Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage. With regard to executive nationality staffing policies, â€Å"There are major four categories on the HRM within Multinational corporations : the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach. In summary, those four approaches are useful for multinationals, and the MNC can choice one of four approaches to manage its international staffing. However, there are no restricting rules for staffing management. The following questions for the multinationals must to face: Predictors of expatriate success, expatriate failure rate, repatriation, equal employment opportunity issues, and recruitment and selection of HCNs and TCNs. 2. Challenges in multinationals The nature of international business is undergoing a sea change. The rapid expansion of global trade, business consolidation and geographical diversification are pushing companies for changes in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. Another factor driving the need for change is the global mergers and acquisitions. Companies acquire other companies abroad need to change their HR policies as it is not applicable on the acquired company. It is beneficial to invite top executives of the acquired firm to join the parents top management. 2.1 Career blockage Lots of employees will be exciting to have the opportunity to work abroad. In fact, for host-country manager who always have limited opportunities to gain experience outside their own country and can not progress beyond the senior positions in their own subsidiary. While, the parent-country manager have limited too, and they will feel frustrate when they come back home to see their colleagues are promoted and their career have been sidetracked. 2.2 Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. 2.3 Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. 2.4 Family problems Family problem for PNC manager is another challenge. The oversea employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. 3. Managing multicultural team Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article â€Å"Managing multicultural team†, the author states that â€Å"Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships† (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . At the same time, the accent and the lack of fluent communication will affect the understanding and the integration between team numbers. The direct effect of misunderstanding can also be the barrier to constrain the team achieving the project common goal. Therefore, the scholar indicates the four strategies as following to mana ge the multicultural team (Jeanne Breeet, Kristin Behfar, and Mary C. Kern, 2007) : Adaptation: acknowledging cultural gaps openly and working around team Structural intervention: changing the shape of the team Managerial intervention: setting norms early or bringing in a higher-level manager Exit: removing a team member when other options have failed Although those four strategies can be used to deal with some challenges in the multicultural team, the first step to manage the multicultural team for team manager is to identify what kind of challenge the team would face. Sometimes, we can advocate the post-modern thinking as a popular but unofficial thinking which can be used among the team numbers. We try to understand and think about questions from the other side without prejudice. However, the official team management needs some norms and rules to keep the right orientation. In my opinion, when facing the team troubles, we should see the troubles from the culture angle, through the social thinking ways instead of from the personality. 4. New alternative in the expatriate assignments According to Edstorm and Galbraith(1977), there are three motives why MNCs use expatriates. As position fillers when suitably qualified host country nationals (HCNs) were not available. As a means of management development, aimed at developing the competence of the individual manager. As a means of organizational development, aimed at increasing knowledge transfer within the MNC and modifying and sustaining organizational structure and decision processes. However, the high cost and the family problems are the evident shortcomings of the conventional expatriate assignments. Recently, more and more research begins to question the utility and viability of the conventional expatriate assignments. According to the â€Å"Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives† (David G. Collings, Hugh Scullion and Michael J. Morley, 2007) , there are five aspects related to the debates: supply side issues, demand side issues, expatriate performance and expatriate â€Å"failure†, performance evaluation, cost and finally career dynamics. By reviewing the reasons of those challenges, the authors explore some alternative forms in the international assignments now: Short –term international assignments Frequent flyer assignments Commuter and rotational assignments Global virtual team The HR implications of managing alternative forms of international assignments Although those new patters appeared in the international staging assignments, each alternative has both positive and negative influences. For example, as scholars mentioned that the short-term assignments are the most popular form of non-standard assignment. At the same time, they also identify the following situations in which short-term assignments are used in MNCs: (1) Problem solving or skills transfer; (2) for control purposes and; (3) for managerial development reasons. And the disadvantages: (1) taxation issues ¸ particularly for assignments over six months duration, (2) the potential for side-effects such as alcoholism and marital problems (3) failure to build effective relationships with local colleagues and customers and (4) work visas and permits (Tahvanainen et al., 2005) . Eventually, the challenge for IHRM practitioners is to ensure that each international assignment has clearly defined goals and in this context to continue the advancement of techniques aimed at measu ring the return of investment on international assignments. 5. Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the â€Å"inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel.† According to the literature review, we can see that the staffing management is the big and critical issue in the multinational human resource management. Although some models and some rules can be used in the staffing management in multinationals, there is no magic formula which we can follow, and there is no silver bullet that gives the kill. Simultaneity, I also find some challenges and some new patters of the staffing management in multinationals, in order to get the better understanding about the staffing management strategy in multinationals, and to prove some confused questions in my minds, like why are there so few women on international assignments? The designed qualitative research which addresses the staffing management in multinational companies will be presented as the following: Methodology A successful qualitative research should have the clear introduction about the research methods, the detailed and scientific research, and the justice and related data analysis. In this part, how to develop and execute this qualitative research will be described: 1. Research methods Research methods are the tools to be used in this qualitative research. It is the basic elements to do the research, and the better and clear understanding is helpful and necessary for the success of the research. In the following part, I will introduce some research methods which will be used in this qualitative research. In-depth interview: are typically used in survey development. One-to-one interviews are conducted (with people meeting the criteria for completing a particular survey) when individuals complete the instrument. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. Five persons (individual profiles as the following table) will be interviewed to talk about this project. The questions sheet was designed for the interview. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Interviewees Age Gender Background Working experience 36 Male PHD Electric Engineer 7 years Engineer 33 Male Master engineer MPM 5 years HR manager 32 Male Master MPM 4 years marketing manager 29 Female Master MBA 2 year HR 25 Female Master MBA 1 year HR 2. Research Procedure In this research, the five persons who have the background with working in the multinational companies or who have the academic ideas about the human management will be involved in this research. This research have two parts, the first part will discuss about the important position for staffing management in one multinational company. The second part is about the challenges, and tries to find the solutions for those challenges. 3. Data collection and analyzing In this stage, the enough and useful data is necessary for qualitative research. Collecting data is the key step to achieve the research goal after in-depth interview and case study. Based on the four challenges about the human resource management in the multinational companies, through the in-depth interview with five persons and the case studies, the result about this research is to find the way how to solve those challenges. 4. Research Schedule All the research development will follow the deliverables on the course outline. Proposal: Deadline is February 20 Interview protocol: Deadline is March 12 Interview: Deadline is April 10 Oral presentation: Deadline is April 16 Research report: Deadline is April 28 5. Interview 5.1 Interview plan Traditionally, the detailed plan is the first step for a success interview. For me, the major thing should be described is about the interview tools. The in-depth interviews are typically used in the interview. One-to-one interviews are conducted as the individuals complete the instrument being tested. This method helps investigators understand how people perceive and interpret language and their own experiences as they refine the survey instruments. At the same time, based on the topic which is staffing management in the multinational companies, I will choice the telephone interview too. Five persons will be interviewed to talk about this topic. The purpose of the interviews is to figure out the strategic about the staffing management in the multinational companies, especially the challenges in the multinational is the major issues in the interview. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, the forth person is my friend who works in a multinational company in Toronto, and I will meet him in the weekend to do the interview. The last person works in Montreal, and I will take a telephone interview. 5.2 Level of Language The effective communication is the critical issues for the success of the interview. The better understanding is helpful to achieve the purpose of the interview. 5.3 Interview questions Do you think the staffing management is a critical issue for multinational companies? Do you think staffing issues are different and complex in the multinational companies? Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? How to motives the expatriate employees? How to make the justice between local and expatriate employees? How to implement the performance management for the host-country nationals? How to manage the diversity management? Why are there so few women on international assignments? What kinds training are necessary for the international assignees? What are the challenges about staffing management in the multinational companies? 5.4 Analyses about the interview questions As I mentioned before, five persons were be interviewed to talk about this topic. Three persons are chosen from the classmates who had or have the working experience in the multinational companies, one person who works in the AMD in Toronto, I was meeting him last weekend. And another person who works in Montreal, I already called him to do the telephone interview. Those entire people have the common thinking which is staffing management is very importance and diversity in multinationals. The detailed analysis about the interview questions as following. 1. Do you think the staffing management is a critical issue for multinational companies? The same answers from five interviewees. All of them given yes to this question. Analysis: People are one of the most important parts in the multinational companies. The staffs are from different countries, they have diverse cultures, religions, and working styles. Therefore, the working environment can be very complex. Finding skilled and talented personnel and motivating them then become more and more important. How to resolve problems and conflicts, and integrate the diverse human resource and management is going to be a critical issue. 2. Do you think staffing issues are different and complex in the multinational companies? All of five interviewees answered yes in this question. Analysis: Compared to the national company, the multinational companys target market may be numerous country or while world. According this situation, the employees of multinational companies have different culture, religion and life habit. The employees diversiform culture background can help the multinational company understand the local market environment; however, it increases the cost of staffing management. The multinational companies should pay more an attention on the HR management. The enormous human resource data and complex work environment is a trouble for the multinational companies. At the same time, communication problem is also critical when people speak different languages. 3. Should there different strategic between the employees in local/ host-country nationals (HCNS), expatriates/parent-country nationals (PCNS), and third-country nationals (TCNS)? The answer is yes. Analysis: Based on the countries different conditions like economic, living standard, market, etc. The local, expatriates and third-country nationals employees are in the different positions. The HCNS are familiar with the culture, environment, and the communication habit. Therefore, the management strategy can be very simple and easy. However, for the PCNS and TCNS, they are unacquainted with the country, and it is harder to accommodate themselves with the new living and working environment. So the communication process will be more complex. Consequently, the companies should use different strategies between the different nationals employees. 4. How to motives the expatriate employees? In this question, building own company culture which is not only local culture but also expatriate and recognizing the and respecting the different culture and habits has been mentioned in all five interviewees. As interviewees C states that familiarizes the new employee to the companys culture, business values, people, organization and processes in an efficient manner. Then, helping the person fit into their new environment, lowers feeling of isolation and anxiety, and increases feelings of comfort, security and belonging. Also, creates a favorable impression and attitude. At the same time, interviewee D thought that Special benefits and holidays are the necessary and important rules to motives the expatriate employees. 5. How to make the justice between local and expatriate employees? The answers about this question related to the understanding about culture and habits and the performance evaluation. Firstly, a series of regulations and rules should be created, Then, try to avoid bias, think objectively, and stand by different positions to see the view. At the same time, the performance evaluation should have the same standard. 6. How to implement the performance management for the host-country nationals? The performance management should be made based on the appraisals which provide legal and formal organizational justification for employment decisions. Also, the appraisals are used as criteria in test validation and provide feedback to employees. Meanwhile, the appraisals can help establish objectives for training programs and determine organizational problems 7. How to manage the diversity management? In this question, there are many answers: A, create chance to know each other B, Equal opportunities is just one part of diversity, detailed policies and procedures should be user-friendly. C, establish a heterogeneous workforce performing to its potential in a fair work environment where no member has an advantage or disadvantage for any reason other than merit. E, Establish training system to reduce fail and conflicts. Establish effective communication to exchange information in time. 8. Why are there so few women on international assignments? In this question, there have the different answers between the male and female interviewees; two male interviewees state that this situation based on the history, culture, like working capability of women cant be accepted by everyone. One male interviewee claims that he did not find this situation because one of the groups in his department is all women who are in charge of both local and international assignments. The two female interviewees said that Women have more family and emotional burden, and women always lack of career progress (glass ceiling). 9. What kinds training are necessary for the international assignees? In this question, most interviewees mentioned that the international assignees should be trained of the knowledge of culture, religion, value and working style. Interviewee B still talked about the training should be connected with Sexual Harassment, Legal Issues and Global Corporate Finance. 10. What are the challenges about staffing management in the multinational companies? Touch different thinking approach and culture How to Improve Expatriate-Local Relations How to respect the diverse values, and establish the same corporation values is most challenge Conflicts between cultures, communication problems, performance standard. Unions want to cooperate but compete with each other for jobs Finding and Results The interviews proved my viewpoint that the staffing management is critical and complex to a multinational. Therefore, to successfully achieve its goal, the multinational not only insist its successful experience and culture but also should adjust the strategy due to the diversity and complexity of human resource management which includes the staffing management strategy. In my research, I focus on two aspects: first is about the importance of staffing management in multinational, which even should be considered as the most crucial part in multinationals life. My interview has proven my standpoint, all interviewers agree on the importance of staffing management. A mistake the multinationals may make is they believe the successful experience in the home country will work well in other parts of the world. But the fact usually says no. Therefore, the multinationals need to learn how to face the â€Å"difference† in different thinking ways, policy, culture and peoples desires. Thu s, the second aspect is how to make and implement the proper staffing management due to de complexity and difference of country situation. Base on this understanding, I listed my questions like â€Å"How to motives the expatriate employees†, â€Å"How to manage the diversity management?† and â€Å"What kinds training are necessary for the international assignees†. Most of these questions relate to the people. Undoubtedly, people are the most important factor in all aspects. No matter how correct a decision or strategy has been made, it depends on how people implement it. My interviewees answered the questions through different aspects which base on their experience. Clearly, all of the answers based on one common point that the staffing strategy has to meet peoples basic demands, culture, and inspire them properly. Above all, the interviews supported my original viewpoint and extended my visions in several aspects which I learned from the literatures. I will giv e the conclusion in next part. Conclusion In the past ten years many business cases proved that human resource management especially the staffing management is the critical factor for the business successful. Based on the analysis about the interviews, I got some conclusion. Firstly, the staffing management is the critical issue for the multinational has been proved. People are one of the most important parts within the company. People with different culture will cause a lot of problems because of culture differences for multinational companies. Because of globalization, business are not just addressed within a Country, and it becomes global as well. So how to find, select and train skilled and talented personnel and motivating employees then become more and more important. Secondly, the staffing management issues are different and complex in the multinational. These issues still related to the culture understanding. Different people have the different thinking ways based on the individual background, and different nations h ave the different habits by the history, religion, policy, etc. So, employees in a multinational have the different thinking ways for the same thing. Those results result to the complex and different staffing strategies. Thirdly the culture shock is another bid issue for the staffing management in the multinationals. All of the five interviewees talked about the better understanding of the different culture and habits, it indicates that diverse culture, religions thinking ways and working style become more and more important in the multinationals, and taking the justice between local and expatriate employees is very important too. In fact, as we all known, staffing for a multinational company is complicated by the more diverse environment , such as business, economic, political, legal, cultural implications and the Parent companys need for control. At the same time, as I mentioned before, there is no magic formula which we can follow, and there are even more challenges that Human Resource has to face when the organization goes international. In a multinational corporation, one of the most difficult tasks is to effectively manage people in various countries and cultures. As we discussed before in this article, the employees are the base for the company, and human resource management is the critical factor for the business successful. According to the situation of human resource management in one organization, the HRM managers take special responsibilities. In fact, there is also no denying that the status of the HRM in the enterprise will be higher than before throughout the next decade. At the same time, with the development of global economy, the multinationals acted the more and more important roles in the global trade. This fact enforce the enterprise have to developmen

A Womans Awakening :: essays research papers

The novel The Awakening by Kate Chopin tells the story of a woman who is married and has an awaking of her true feelings. The situation is very complex and Edna cannot handle the complexity of it. In the end she commits suicide. The novel The Awakening by Edna is described as a woman who is strong and able to persue her dreams. The novel also shows how people should live their lives for themselves instead of other people. Chopin uses characterization and symbolism to develop the meaning of the novel The Awakening. Ethan From is seen as a tragic person. He dreams of escaping his farm and living a life outside of Starkfield. Ethan was forced to leave college to care for his aging and ailing parents. He married Zeena because he feared loneliness and felt he owed her something for her help with his parents. Ethans character is described in the beginning of the novel as a man in his fifties, disabled, silent, and a farmer. Physically Ehtan is tall and bent-looking. His circumstances have made him weak. Ethan is a man of bad luck who is in his current situation due to circumstances and not by choice.   Ã‚  Ã‚  Ã‚  Ã‚   Edith Wharton portrays the land in Starkfield as harsh, the people are hard and unfriendly, and poverty as a mean way of life.She uses the landscape to reflect the personality of the characters. Her choice of winter is a symbol of the barrenness of the characters' lives. They are cold and isolated, like the temperature outside. The situations and conflicts are represented by Frome's stony landscape, the old apple trees, and the graveyard. In conclusion, Kate Chopin uses characterization and symbolism to develop the meaning of the novel The Awakening.

Jackson Memorial Hospital Retention of Emergency Room Nurses

According to (O’Rourke, chp. 10, pg. 8), Culture is composed of material objects, ideas, values, and attitudes: and expected patterns of behavior. It is through our culture, that communication beings, the older you become that does not change, but gets more difficult. In the article Cross-Cultural Communication in the Workplace: can we stay home without it, (Kudirka, Joi Constance,1989 pg1). points out there must be training in cultural diversity in the workplace. It is a integrate tool required in today’s work environment. A person’s behavior and perception is through their cultural experiences. What ways do different cultures communicate, Japanese place importance of status in life through their job ex. Japanese business card is important to read it once given to you, do not put it away place it on the table to show respect. In many Hispanic cultures, when greeting one another they kiss each other. In America, a hand shake is the customary greeting. There is verbal and non-verbal communications, that must be understood to prevent misunderstandings. Another, ex. There was a Cambodian women, who had outstanding sales for the month, she was given an award and gift. She was asked to come to the front of the room to get her award, she acted reluctantly. It is not customary to receive praise, it is seen as bad manners in Southeastern Asian cultures. In the workplace, it is important to know the customs, values, and beliefs of the people you work with. Therefore, cross-culture communication is a way to interact, when you live or work with people from different cultures. In the future, new job seekers will come from many cultures. Cross-culture communications training will be a long-term commitment on the part of the employer. It makes a difference in the workplace, if you do not know the culture of the people, you work with. There will be misunderstandings, confusion, and controversy in the workplace, not knowing how to relate to people of different ethnicity. This happens, because one’s cultures is used as a bases of knowledge for interacting with the staff, employees, clients, and customers. In Northern countries, looking a people in their eyes shows, whether you are telling the truth or not. The situation can be made better by cross-cultural training and understanding the culture of the people, you work around. According to (HCareers,on Target jobs source article), when speaking to a diverse group of people make eye contact with everyone in the room to prevent uncomfortable feelings. Do not make cultural assumptions, by the use of jokes, slang words, that could confuse, or offend someone. Always, remember that verbal and non-verbal communications relies on a shared set of cultural beliefs and attitudes. When speaking slow down your rate of speech a little not too much. The use of active listening is an effective strategy for continued improvement in communications with the person, by restating what you say to ensure the person understands. Also, use a formal communication style with new acquaintances, then as you get to know them scale back as the relationship develops to not so formal. The supervisor or lecturer develops a culturally sensitive communication practice, it will make a difference in a diverse staff, preventing communication from slipping through the cracks. Simma Lieberman Assoc. n Ten PC Tips For Communicating with a Diverse Audience, talks about knowing how to make a diverse group of people feel included, the more they will listen. If you offend people they will shut down and you will lose them. 1) Be careful not to use ladies, instead use women, when using metaphor, be conscious they have different meaning in different countries Ex. Football in Europe is soccer. 2) Know the demographics of the group of people, you are speaking too. 3) Do not assume everyone shares your religious beliefs. 4) Smile at everyone when speaking to the group ) Do not use humor, that puts down any one group. 6) Example your assumptions about people, who are different than you. be open to letting go assumptions. 7) Do not be afraid to ask for correct pronunciation of someone’s name Example, why this is important an employer mispronunciation of an employee’s name Huy gee, the boss called him Hey Guy. When he looked this up in the dictionary the meaning translated hey boy, denoting, what a African man was called during segregation times. The employee became offended and quit the job. ) If a person has a accent and you can’t understand them, ask them to repeat what they said slowly, what they are saying is important to you. 9) Use methodology in your presentation to accommodate different learning styles. Visual auditory kinesthetic. 10) Be comfortable with silence. In some cultures that can mean respect and attention. The adaptation of the group of people values, customs and beliefs will help successful communication to occur in the workplace. Communication leads to a smooth and comfort work environment for the future.

Loss and Grief

What is loss? What is grief? Loss is most often equated to death but generally, â€Å"loss occurs when an event is perceived to be negative by individuals involved, and it results in long-term changes in one's social situations, relationships, or way of viewing the world and oneself† (Marriage and Family Encyclopedia 2008). One tends to experience loss in one’s lifetime. Children usually experience loss through a death of a pet or a parent. Adults likewise experience loss through death of a spouse or because of divorce; they may also experience job or health losses.When we value something or someone that we lost, we experience grief. â€Å"Grief is the psyche’s natural healing response when faced with change and loss† (PsychCentral 2008). This suggests that grief is a normal and natural experience to a person who has experienced personal loss. Furthermore, it is said to be a â€Å"process, not an event† (PsychCentral 2008) which means that grief sho uld be allowed and given time to completely take place. Strayhorn enumerates the characteristics of grief (PsychCentral 2008). First, he says that pain is a natural part of grieving.One may choose to repress or ignore the pain but he says that further losses in life can always trigger it and eventually, the hurt only doubles. Second, he maintains that ‘grieving is a highly individualized process’ (PsychCentral 2008). This demonstrates how different each person is while in grief. Though grief is said to be a universal and a natural occurrence, the way one person grieves differs from another. Furthermore, being aware of the five stages of grief: â€Å"shock, anger, bargaining, depression, acceptance† (PsychCentral 2008) helps one to cope with grief.Lastly, Strayhom states that â€Å"grief has no timetable† (PsychCentral 2008). Grief therefore should be allowed to take its own course. However, each individual in the process of grieving should also do activiti es to help them heal. Constantly sharing ones deepest sentiments to a trusted friend is always beneficial to a person in grief. There have been known grief responses, â€Å"such as a yearning for the lost person or state of affairs, a need to think repeatedly about past events, a sense of guilt, or even thoughts of suicide.(Death Reference 2008)† According to the Death Reference website (2008), Terry Martin and Kenneth Doka formulated 3 basic patterns of grief. First is the Intuitive Pattern, where the griever freely manifests his/her feelings. He/She can display intense emotions such as outbursts and crying. Any means to allow the griever to vent out his/her emotions is beneficial for coping. Second is the Instrumental Pattern where the griever would recall memories of the dead person and doing something in relation to those thoughts.An example cited by Martin and Doka (1999) where a man who has lost his daughter in a vehicular accident fixed the fence which his daughter has ruined during the accident. He said that it was the only thing he could repair. Third is the Dissonant Pattern. â€Å"Dissonant grievers are those who experience grief in one pattern but who are inhibited from finding compatible ways to express or adapt to grief that are compatible with their experience† (Death Reference 2008). For instance, when a man loses his wife, he can feel the urge to cry with his daughters and to show weakness.However, he chooses to keep it, as it is inappropriate for a man to do so. Women who lose spouses can experience the same situation, when she inhibits emotions and puts up a strong stance to protect her children. Loss and Grief on Different Perspectives There have been various studies about grief and prove that its characteristics are individualized and unique. On the one hand, children, grieve differently from adults (PsychCentral 2008). Young kids often think that the person who died will soon come back as seen in cartoon shows.Meanwhile, the re are signs which tell whether the child is experiencing significant grief. He/She tends to become immature for his/her age and there is also a considerable decrease in school performance. When these are present, Cohen advises the child be seen by a child psychologist (PsychCentral 2008). On the other hand, men and women also have distinct characteristics of grief. In an article written by Karen Carney in PsychCentral (2008), she enumerates the key points on how men grieve basing from Tom Golden’s book entitled ‘Swallowed by a Snake: The Gift of the Masculine Side of Healing’ (1997).Golden mentions that counselors tend to use approaches similar to what they use towards women, which was later on found to be ineffective to men. Men usually cope by busying themselves with any activity that would either use the mind or the body (PsychCentral 2008). Moreover, men try to go on living their lives as normal as possible like going on their usual routine. In contrast, wom en are attached to their feelings. They have the tendency to recall memories of the loved one who died (Linda-Angel 2005).It is significant to note that there are differences between the characteristics of the male and female human brain, which can be a cause of the distinction on how each sex grieves (PsychCentral 2008). In a study by Buchebner-Ferstl (2002), she mentions the differences between how a woman and a man deal with loss of a loved one (death). She said that women have broader social networks than men, and that women are often the source of social support between the couple. Being the case, she says that some experts would conclude that because of this, women cope better with loss.Moreover, â€Å"women are said to have a more emotionally-oriented behaviour, and men are said to be more problem-oriented† (Buchebner-Ferstl 2002). This means that women are more geared than men to grieve and share their emotions with other people. In addition to this, she mentions that research shows that women are said to have a â€Å"stronger sense of survivability †¦ [and] men are biologically more susceptible to the negative effects of stressors† (Buchebner-Ferstl 2002). This demonstrates that women are more apt to survive loss than men.Also, it was mentioned in the Death Reference website (2007) that men were socially conditioned to hide their emotions. In contrast, women can openly share their feelings to other people, allowing grief to take its course. Further, Louis LeGrand states that the gender difference â€Å"does not mean that men are not grieving; it does indicate that they may not accomplish the task as successfully as women† (LeGrand 1986:31). In a research conducted by Martin and Doka (1999), the differences between how women and men grieve were tackled. Their research showed the following:†¢ Upon the death of a spouse, the widower would usually engage in activities such as working or gym activities and are likely to resor t to alcohol. Conversely, widows spend time with friends and family for emotional support. †¢ Similarly, for those parents who have lost a child, the mothers tend to show emotions than the father. †¢ For those middle-aged children who lost a parent, the sons were more likely to engage in busy activities to deal with the loss while daughters show grief. †¢ Basing on the older generation, there are only slight differences on manifesting grief.†¢ â€Å"Differences in gender are also affected by other variables such as social class, generational differences, and cultural differences† (Death Reference 2008). †¢ The paper suggests that studies show varying results in terms of which gender copes with grief more effectively. The study of grief on the basis of gender is remarkable however Doka claims that the â€Å"[grief] pattern is not determined by gender† (Death Reference 2008) alone but is affected by other factors as well. Cultures differ in socia l norms and practices.There are societies where the sight of a man crying in grief is as acceptable as when a woman does (Death Reference 2008). Additionally, cultures differ in valuing relationships and attachment towards people and things, thus they also differ in grief experiences. Models of Loss and Grief There have been a number of loss and grief models that is based on the notion that every person in grief goes more or less in ‘the same sequence of stages in the recovery from grief, and at relatively the same speed’(Slap-Shelton 2008). Particularly on death, Kubler-Ross has formulated a model composed of 5 stages, as follows:1. ‘Denial and Isolation’ – The person who experienced death cannot accept that he/she actually lost a loved one. In severe cases, the person completely denies that death took place (Slap-Shelton 2008). 2. ‘Anger’- Here the person expresses anger towards others, and towards God, questioning Him why the loss had to happen to him/her (Slap-Shelton 2008). 3. ‘Bargaining’ – This is when one bargains and tries to compromise with God. 4. ‘Depression’ – As the person realizes and acknowledges the loss, he/she now experiences depression and deep sadness.5. ‘Acceptance’- The bereaved now accepts the reality of loss and is able to project a new life ahead. Based on a number of literatures on grief, Kubler-Ross’s model has become one of the most known and familiar. This model appears to define the stages of dying, phases of grief and is applicable not only to death but in other losses such as divorce or a break up. In the University of Kentucky website, Kastenbaum criticizes Kubler-Ross’s model, saying that these are not supposed to be stages as they do not happen chronologically (1998).In addition, he says that all these five stages are not necessarily undergone by a person dying or grieving. He further maintains that grief is uniqu e to every individual (University of Kentucky 1998). This demonstrates that these stages limit the process of grieving which is supposed to be individualized. Following this, various theoretical models on loss and grief were formulated. Charles Corr, specifically believed in the individuality of coping with death (University of Kentucky 1998). People differ in values therefore they also differ in need and coping mechanism for the same experience of loss.Meanwhile, Worden, Leick & Davidsen-Nielson (1991) proposed four means to understand loss and help accept its reality. First, one should recognize the fact that someone died or left for good. Second, one should not suppress the emotions but let them take their course. According to Slap-Shelton, (1998) among the intense emotions that one can feel during loss include â€Å"sadness, despair, anger, guilt, fear, loneliness, shame, jealousy. † Furthermore, to allow feeling these and letting these manifest will help in recovering ov er the loss.Third, it is advisable to let in something new in your life. For instance, one can learn a new skill or find a new set of friends. Through the process the person who experienced loss can grow despite the circumstance. Lastly, one ought to â€Å"reinvest emotional energy into the present† (Slap-Shelton 1998). This means that the bereaved person should focus on what is ahead and what he/she can do to live this new life without the person who died. Some, for example, do activities that commemorate and celebrate the goodness of the dead person.Furthermore, grief can be more understood in two other perspectives: psychoanalytic and attachment perspectives Basing from psychoanalysis, grief stems out of the griever’s uncertainty of where his/her relationship stands, now that the partner died. At the same time, â€Å"the psychological function of grief is to free the individual of the tie to the deceased and allow him or her to achieve a gradual detachment by means of a process of grief work† (Death Reference 2008). Many counselors and therapists have been influenced by this however such theory has also been criticized.On the other hand, Bowlby’s theory was based on the biological aspects of grieving. He maintains â€Å"that the biological function of grief was to regain proximity to the attachment figure, separation from which had caused anxiety† (Death Reference 2008). This means that when humans are separated from a figure whom or which they had attachment to, this results to reactions of grief. Conclusion According to the Marriage and Family Encyclopedia (2008), more recent models on loss and grief are now focused on â€Å"identifying symptoms [rather than] the process of grieving† (Marriage and Family Encyclopedia 2008).Stroebe and Schut (1990) formulated the Dual Process Model of Coping. Humans cope with grief with a combination of both â€Å"loss orientation† and â€Å"restoration orientation†. Loss orientation is allowing grief to take place for instance crying and reaching out to others while restoration orientation is â€Å"adjusting to the many changes triggered by loss† by engaging in new activities. Such dual model recognizes grief as a â€Å"dynamic and fluctuating process, labeled ‘oscillation,’ that incorporates confrontation and avoidance of different components at different times, and includes both positive and negative reappraisals† (Death Reference 2008).For instance, a man who lost his wife learns how to paint and takes pleasure in the activity (restoration orientation). However in the process, he is asked to paint a memorable place and thus reminded of the wife who has died and feels sad about it (loss orientation). Basing from the literature reviewed, grief can be described as universal since all humans at one point in their lives experience grief. Grief is natural since it is said to be an inevitable response to loss. However, th ere has not been an encompassing theory that can gauge grief; perhaps due to its vastness and complexity.Further studies and research, particularly on the biological perspective, how grief starts and where it ends, will allow a deeper understanding of human grief. List of References Buchebner-Ferstl, S 2002, Gender-specific differences in coping with bereavement, Osterreichisches Institut fur Familienforschung, Austria, viewed 30 Maarch 2008, . Carney, K 2006, How men grieve, 4 November, viewed 1 April 2008, . Cohen, H 2007, Children and grief, 4 June, viewed 1 April 2008 Coping With Loss 2008. Marriage and Family Encyclopedia viewed 28 March 2008 . Encyclopedia of Death and Dying. 2008. [online]. [accessed 29-31 March 2008]. Available from World Wide Web: . LeGrand, L. 1986 Coping with separation and loss as a young adult. Springfield, IL: Charles C.Thomas. Martin, T. & Doka, J. 1999. Men don't cry, women do: Transcending gender stereotypes of grief. Philadelphia: Taylor & Francis . Rosenblatt, P. , Walsh, R. & Jackson, D. 1976. Grief and mourning in cross-cultural perspective. Washington, DC: HRAF Press. Schwab, R n. d. ,Gender, Encyclopedia of Death and Dying, viewed 29 March 2008, . Slap-Shelton, S 1991, The phases and tasks of grief work, Self Help Magazine, viewed 31 March 2008, .Strayhorn, D 2008, Surviving a life crisis, 21 January, Psych Central, viewed 1 April 2008,. Stroebe, M. , & Schut, H. , 1990. The Dual Process Model of Coping with Bereavement: Rationale and Description. Death Studies 23, p. 197–224. Stroebe, M, Stroebe, W & Schut, H, Theories on grief, viewed 29 March 2008, . Women, men & grief 2005, Child Bereavement Trust, viewed 31 M arch 2008, .

De Broglie Wavelength Hypothesis Overview

De Broglie Wavelength Hypothesis Overview The De Broglie hypothesis proposes that all matter exhibits wave-like properties and relates the observed wavelength of matter to its momentum. After Albert Einsteins photon theory became accepted, the question became whether this was true only for light or whether material objects also exhibited wave-like behavior. Here is how the De Broglie hypothesis was developed. De Broglies Thesis In his 1923 (or 1924, depending on the source) doctoral dissertation, the French physicist Louis de Broglie made a bold assertion. Considering Einsteins relationship of wavelength lambda to momentum p, de Broglie proposed that this relationship would determine the wavelength of any matter, in the relationship: lambda h / p recall that h is Plancks constant This wavelength is called the de Broglie wavelength. The reason he chose the momentum equation over the energy equation is that it was unclear, with matter, whether E should be total energy, kinetic energy, or total relativistic energy. For photons, they are all the same, but not so for matter. Assuming the momentum relationship, however, allowed the derivation of a similar de Broglie relationship for frequency f using the kinetic energy Ek: f Ek / h Alternate Formulations De Broglies relationships are sometimes expressed in terms of Diracs constant, h-bar h / (2pi), and the angular frequency w and wavenumber k: p h-bar * kEk h-bar * w Experimental Confirmation In 1927, physicists Clinton Davisson and Lester Germer, of Bell Labs, performed an experiment where they fired electrons at a crystalline nickel target. The resulting diffraction pattern matched the predictions of the de Broglie wavelength. De Broglie received the 1929 Nobel Prize for his theory (the first time it was ever awarded for a Ph.D. thesis) and Davisson/Germer jointly won it in 1937 for the experimental discovery of electron diffraction (and thus the proving of de Broglies hypothesis). Further experiments have held de Broglies hypothesis to be true, including the quantum variants of the double slit experiment. Diffraction experiments in 1999 confirmed the de Broglie wavelength for the behavior of molecules as large as buckyballs, which are complex molecules made up of 60 or more carbon atoms. Significance of the de Broglie Hypothesis The de Broglie hypothesis showed that wave-particle duality was not merely an aberrant behavior of light, but rather was a fundamental principle exhibited by both radiation and matter. As such, it becomes possible to use wave equations to describe material behavior, so long as one properly applies the de Broglie wavelength. This would prove crucial to the development of quantum mechanics. It is now an integral part of the theory of atomic structure and particle physics. Macroscopic Objects and Wavelength Though de Broglies hypothesis predicts wavelengths for ​matter of any size, there are realistic limits on when its useful. A baseball thrown at a pitcher has a de Broglie wavelength that is smaller than the diameter of a proton by about 20 orders of magnitude. The wave aspects of a macroscopic object are so tiny as to be unobservable in any useful sense, although interesting to muse about.

Treatment of Inmates with Mental Health Issues

Treatment of Inmates with Mental Health Issues Free Online Research Papers The number of inmates suffering from mental disorders in correctional institutions has burgeoned considerably in recent years. Consequently it is the single most important issue in corrections today. The task of correctional institutions is twofold, firstly they serve to reprimand and punish offenders who have run afoul of the law and secondly the focus is on reform and reintegration into respectable society. Daunting and challenging as the task is, it has been complicated immeasurably on account of the number of inmates battling with mental health issues as their special needs must be attended to in addition to the care and management of the other prisoners. The needs of the said populace tends to throw the smooth functioning of the correctional setting out of joint and gives rise to a host of other problems. In the words of Johnson (2005) , â€Å"Unplanned for and unmet needs of mentally disordered offenders can cause significant disruption in the correctional environment and give rise to liability concerns and litigation† (p. 107) . Inmates with mental health issues are very fragile emotionally and they are likely to find confinement threatening. They tend to suffer from depression, low self – esteem, feelings of anxiety, hostility, rage and depression. Therefore these offenders must be dealt with cautiously as they are considered a security risk and are dangerous to themselves as well as others. Furthermore they are a considerable drain on resources. Given the explosive situation, effective treatment of inmates with mental health issues is imperative. The Prevalence of Mental Disorders among Inmates In recent times, there is evidence that more and more of the mentally disordered have been shepherded behind bars as opposed to hospitals where they belong. In fact the number of offenders with mental disorders within the correctional setting is disproportionately high. According to Weinstein, Kim, Mack, Malavade, and Saraiya (2005) , â€Å"The prevalence of severe mental illness in correctional facilities is significantly higher than the prevalence in the community† (p. 44) . There are many plausible reasons for the prevalence of mental disorders among inmates. These individuals usually do not manifest overt symptoms of advanced psychosis, fearing stigmatization by the community at large they become rather adept at concealing signs of mental illness. They are not deemed dangerous enough to be institutionalized and are released into the community due to a lack of telltale symptoms. De – institutionalization has also led to increased imprisonment. Often such disturbed members of the populace have trouble functioning in socially acceptable ways and usually get into trouble with the law. They are arrested on charges of violence, homicide, assault, or drug trafficking. Santamour and West have attempted to explain this predilection for breaking the law on the part of the mentally disturbed by suggesting that â€Å"†¦ critical cognitive and related personal characteristics of those with mental retardation may contribute under certain circumstances t o an unwitting participation in activities that are illegal† (as cited in Gardner, Graeber Machkovitz, 2000, p. 332) . Public sentiment is largely in favor of incarceration as mentally ill offenders are viewed with prejudice. They are seen as a menace and a threat to the safety of respectable citizens and people feel safer when they are locked away. The courts have also adopted a stricter stand on sentencing law – breakers and therefore all offenses are dealt with severely. All these factors have contributed to increased incarceration and the number of mentally disordered among the incarcerated populace has increased drastically. Statistical reports bear testament to the increase in the number of mentally disordered offenders. Lamb, Weinberger, Marsh, and Gross (2007) have stated that, The latest methodologically sound estimates of the percentages of persons diagnosed as having severe mental illness range from 10% to 19% of jail populations, 18% to 27% of state prison populations, and 16% to 21% of federal prison populations, as determined by the National Commission on Correctional Health Care (p. 782) . These findings have been confirmed by a U.S. Department of Justice survey which found that â€Å"Psychotic symptoms are reported by 15% and 24% of all prison and jail inmates, respectively† (Lamberti, 2007, p. 773) . In light of these findings, it is apparent that special consideration must be given to this issue before it mushrooms into further trouble. Effective treatment and management of mentally disordered inmates is the best way to curb this situation and curtail its negative ramifications for society. This approach ensures that the mentally disordered offender gets some much needed treatment and hopefully is fully rehabilitated in the long run and successfully makes the transition back into society. The Need for Treatment Programs Confinement can be extremely stressful for mentally disordered offenders and it may aggravate existing symptoms or trigger latent ones. Inmates have to adhere to strict rules and are deprived of the freedom and many outside privileges they had hitherto taken for granted. They may have to face harassment from their fellow inmates and correctional officers, struggle with boredom and feelings of resentment, paranoia and anxiety. These conditions are stressful for all inmates but given the precarious states of inmates with mental disorders, the situation can be particularly distressing. If left unchecked or ignored they are likely to become increasingly unstable and unpredictable and are given to bouts of violence, depression and other disruptive activities. In this state there is always the chance that they may harm themselves or others. Treatment programs may well take the edge of the stress, help inmates cope more effectively and make the correctional environment safer. According to D voskin and Spiers (2004) , treatment â€Å"†¦ serves a proactive protective function by intervening before a situation becomes a crisis, thereby not only alleviating pain in the individual, but also preventing unnecessary disruptive and costly drain on system resources† (p. 46) . Suicidal tendencies are high among mentally disordered inmates for the reasons outlined above. The American Public Health Association (2003) , has reported that â€Å"Suicide is a leading cause of death among persons confined to correctional facilities even though it is largely preventable through a well – functioning mental health program† (p. 60) . Disturbed inmates may be unable to cope with their illness and the attendant stressors of confinement and may choose to take their lives. Treatment programs that focus on detecting suicidal intent, implementing appropriate measures to curb these tendencies and thereby prevent suicide must be devised in order to protect the lives of inmates. While the practice of incarcerating mentally disordered offenders is debatable, the fact remains that correctional institutions by executing carefully planned treatment policies and procedures are extremely well placed to render invaluable services to these individuals and in the process to society as well. In the words of Kendig (2006) , The highly structured, controlled environment of a prison is conducive to managed – care efforts that foster smart medicine, such as clinical practice guideline implementation, formulary adherence, utilization review for elective procedures and diagnostics, monitoring specific outcome measures in disease management, and clinician peer review programs (p.8) . Structured care can assure the inmate of adequate treatment in the form of medication, counseling, and other forms of supportive therapy. Under the guidance of expert medical health personnel they can fight their affliction and make their way back into society as useful members. Thus effective treatment procedures have implications beyond the correctional setting as these programs uphold the right of mentally disordered inmates to quality health care. Effective Treatment for Inmates with Mental Health Issues Providing effective treatment for inmates with mental health disorders is a challenging task for correctional institutions as they have to implement effective treatment policies and procedures besides having to train security as well as health personnel to deal with the problem and establish proper communication channels to ensure cooperation and efficiency among the staff members at all levels. In recent times guidelines for providing adequate treatment have been established by the National Commission on Correctional Health Care (NCCHC), American Public Health Association, and the American Association of Correctional Psychologists. Treatment programs usually incorporate case evaluation, identification, treatment, discharge planning or follow – up procedures. Norton (2005) recommends that correctional systems â€Å"Develop policies that address mentally ill offenders from time of initial intake through their entire sentence† (p. 37) . These policies must be executed carefully and modified regularly as per the needs of the mentally ill inmates in order to derive the maximum benefits. Mentally disordered inmates must be given access to competent care providers like trained physicians, psychiatrists, counselors, psychologists, nurses, correctional staff, and social workers. Training the mental health care team can be costly but it is a necessity as poorly qualified staff may fail to do justice to their charges and are likely to worsen the situation. The needs of each mentally disordered inmate are unique as they belong to different categories on the diagnostic scale. Categories include disorders like schizophrenia, bipolar, personality and mood disorders, psychoses, substance abuse, mental retardation and sexual offenders. Sometimes inmates may be diagnosed with two or more of the above named disorders. General treatment procedures are likely to include medication, counseling, education, and additional therapy to prevent relapse. Medication can be very effective in managing mentally ill inmates but there may be undesirable side – effects that may cause the patient to opt out from the treatment program. In addition, it must be used judiciously for those with a substance abuse problem. Therefore medication is used sparingly and is usually coupled with other treatment methods. Individual and group counseling have had encouraging results as it can be a cathartic and uplifting experience. Inmates convicted for substance abuse crimes or sexual offences need to be educated to help them develop a healthier attitude towards life. According to Shively (2004) , â€Å"Anger management is an essential area for these offenders to gain more control over their rage and their need to get even with others† (p. 85) . Thus a combination of these treatment options needs to woven into the treatment plan on the recommendation of the treatment team. Ideally treatment programs must be carefully tailored to meet the needs of the individual. Therefore despite established guidelines for treatment, there should be room for flexibility. Conclusion The available research literature has indicated that the number of offenders with mental disorders is exceedingly high. This has thwarted the aims of the corrections system which is confinement of wrongdoers followed by reintegration into society. By providing treatment for inmates with mental disorders, it is possible to resolve this dangerous situation. Therefore effective treatment is the means to ensure the proper functioning of the corrections system. Research Papers on Treatment of Inmates with Mental Health IssuesInfluences of Socio-Economic Status of Married MalesCapital PunishmentThe Relationship Between Delinquency and Drug UseThe Effects of Illegal Immigration19 Century Society: A Deeply Divided EraArguments for Physician-Assisted Suicide (PAS)Comparison: Letter from Birmingham and CritoMarketing of Lifeboy Soap A Unilever ProductThree Concepts of PsychodynamicRelationship between Media Coverage and Social and

Analysing The God Of Small Things English Literature Essay

Analysing The God Of Small Things English Literature Essay ‘May in Ayemenem is a hot, brooding month. The days are long and humid’. This luscious and mysterious description of India sounds unmistakably like a tourist novel yet this example of post colonial exoticism is used to lure in readers to the novel ‘The God of Small Things’. Whilst being better known for its celebrity stakes of the Booker Prize, the author Arundhati Roy is ethnic, a strong activist and her cultural authenticity passively provides an authentic Indian voice through her idealised western way of talking and thinking about the east. Roy plays into a colonial style known for its dominating, restructuring and authoritative power over India using references from politics and history to keep the story real and dangerously intoxicating for her western readers. It serves the dual purpose of being able to write back to the ’empire’ whilst becoming a product of global capitalism, hybridity of the west and the east, using eastern examples of western ideals through examples of critiqued power relations and subverted ideas of the ‘exotic’. The society of Ayamenem strongly follows westerns ideas adopted from its colonial background by living with a caste system in which there are two classes, the inferior ‘touchables’ who are of a higher class than the ‘untouchables’. This idea is borrowed from the class system of the British so the inequality between both is familiar to its readers but is also exotic in the way that it controls society and influences everyday life. The extremity of having the ‘untouchables’ so grateful to the ‘touchable’ class that a man is willing to kill his own son when he discovers that he has broken the most important caste rule, that there is no interclass relations. These rules of society are unknown to that of the reader; it provides them with the mystery and danger of the exotic. Also having no interclass relations means that there is a lot of tension in the relationships between characters in the novel. The ‘untouchables’ have internalized class segregation and are aware of the limits of their place in society. Relationships with these people are strongly discouraged but the members of this family find reason to cross and defy these rules. This is unusual behaviour and the idea of resistance against the adopted colonial system is exciting to its western audience who believe that the underdog can win although Roy’s account provides enough twists and turns to keep the reader guessing the consequences of the characters defiance. The novel also exoticises India’s inequality, making it light hearted and approachable for its western audience. The style of writing suggests that Roy has written the story from an outsider’s perspective, looking, observing and commenting on daily life, ‘strange insects appeared like ideas in the evening’, questioning her authenticity thro ugh her strategic use of words and in this example she tells the reader of ‘strange’ insects in the afternoon yet these insects should be familiar to the teller of the story. This westernisation becomes more apparent through Indian society who seem like they are trying to appeal to the wider western audience. While choosing a name for the family pickle company the relevance of the name was an important factor, ‘At first he wanted to call it Zeus Pickles and Preserves, but that idea was vetoed because everybody said that Zeus was too obscure and had no local relevance, whereas Paradise did. (Comrade Pillai’s suggestion -Parashuram Pickles was vetoed for the opposite reason: too much local relevance).’ Instead of marketing to their local community, the name Paradise seemed more suitable which shows how self aware their society has become knowing that the pickling company could be seen on a global scale promoting its exotic feeling to produce global pro duct. Roy promotes this kind of thinking throughout her novel and in a sense she is able to ‘sell’ her culture through her strategic storytelling. She tells of hotels that have truncated traditional kathakali performances from ‘six hour classics – to twenty minutes cameos’ for the small attention spans of the tourists. It shows how Indian society has given into its colonialisation, allowing their cultural values and actions to be altered so that it can be marketed on a global scale. The strategic use of how India will be seen from a tourist point of view appeals greatly to those who have never seen India and in these terms Roy provides the idealistic tourist guide that they have been seeking with bite sized portions of a culturally authentic experience such as her use of traditional Malayalam words throughout the text.

Education of Professionals in the Light of the Changing Nature of Essay - 1

Education of Professionals in the Light of the Changing Nature of Professional Practice - Essay Example The concept of a profession is a developing one and is not stationary. So, the definition should not be static defining just a few people as professionals. The expansion in the definition should indeed be made considering the criteria like core values and knowledge which will be discussed later on in this essay. This expansion is important because people involved in newly emerging professions like packing and transporting are also considered as professionals (Downie, 1990) There is so much importance in the practice of professionals that the quality of a professional is dependent on the practice of how one exercises his or her duties following the ethical codes and must have sufficient concern for the society. For example, often the new technological developments by professionals are double-edged(Mike W..Martin, Roland Schinzinger, 2005). The advent of nuclear power has increased our power capability, but at the same time, it has posed atomic bomb threat. – briefly explain what you mean and try to give an example. This, in turn, can be managed by means of good training and education on ethical behavior and also attaining proper education should be viewed in all aspects and not just in attending courses or a mere qualification. Governments, politicians and social activists take an active part in improving the quality of professionals’ practice (Becher, 1993). On the other hand, there are also objections from some communities over their value to their society, the way in which their projects increase the value of the society. Some projects may degrade the society very much, for example, the nuclear tests. – such as?. So, the process of building such quality in educating professionals requires a careful analysis and the work should proceed from the grass root level so that a solid foundation is laid in professional ethics helping all through their career.

Human Rights Essay Example | Topics and Well Written Essays - 250 words

Human Rights - Essay Example For that reason, the array of ethics and morality is really as wide as the humans. Ethics without morality is drained. Except if this association is there people inside particular groups slip into the fantasy of contemplating that their personal ethical codes employ all there is certainly to morality on the whole. They make it possible for their particular ethics to masquerade as real morality. Human rights are principal to contemporary democracy and are developed on the wrecks of Great Depression and Holocaust. A democracy does not have any perceived importance without human rights; doing away with human rights from a democracy will let it stay soulless, a vacant cylinder. Human rights are the charms in democracies cover (Perelman, 45) In several African countries, HIV outbreak are the causes of violation of human rights and this has been proved through research. The human right abuses that have been found to be responsible for these catastrophes are absence of justice, lack of availability of HV prevention, police abuse, physical torture and many more. Police, in a few areas, has strived to deliver information to MSM in Uganda and other African states and homosexuality has been proved to be the main reason behind these catastrophes. To summarize, it may be declared that ideals, morality, ethics, regulation and human rights are usually connected in an elaborate normative set. It is evident form several researches that ethics and human rights are closely related because if a person does not bear Ethics, he won’t be able to fulfil all the human rights and he would not also obey the

Human Recourses Essay Example | Topics and Well Written Essays - 1000 words

Human Recourses - Essay Example It is however important to note that the supervisors have a clearer role of overseeing the rest of the workers to make sure they are complying with their responsibilities. The supervisors report to the managers, which therefore mean that the manager has an overall task of ensuring that all the employees have played their part in ensuring that the company’s products and services meet the required quality and standards. 2-How do you protect the intellectual property of the organization and the employee? The property of the organization as well as that of the employees are registered with the United States Patent and Trade Mark Office (USPTO), which is the body charged with registration of designs, patents, and trademarks. Having registered with this body, these rights are administered by the United States Copyright Office of the Library of Congress. 3-How can you help the employee reach to top management level? In my organization, there is a hierarchical structure, which an empl oyee is supposed to follow when they want something to be addressed. Therefore, I will refer such an employee to my immediate supervisor, who will then decide how to refer them to the top management, but that will only happen if the supervisor cannot find a solution to their concern. 4-Does your company take risks? My company take very many risks, especially the financial risks. For example, there are so many programs that are invested in, which wield significant amounts of financial risks. What is important to the company is to carry out a feasibility test for any particular venture, and if it is identified that there is a possibility of being successful, the venture is implemented. However, not all ventures that are implemented emerge successful – some lead to loss of huge amounts of funds. Contrary, the company makes efforts to avoid taking risks on matters that can compromise employee wellbeing or health. For example, if it is established that a certain venture can expose employees to uncontrollable health risk, it is abandoned. 5-Should employees be punished for unhealthy lifestyle? I think punishing employees for unhealthy lifestyles is a retrogressive ways of addressing this problem, as it will only attract employee’s rebellion among other issues. Rather, there are other enlightened ways of helping the employees who experience unhealthy lifestyle. The most important solution is for the employers to device lifestyle policies, which can be used in promoting positive lifestyles and diseases management, a strategy that can also help reduce health-care spending. Disease management is a combination of strategies devised to curb cost of chronic conditions that require considerable changes in behaviour. The goal of this strategy is to curb repeated hospitalizations, avoid incidences of acute illnesses, and lower mortality risks. Therefore, any forward-looking organization should think of implementing such strategies rather than punishing the emplo yees for their unhealthy lifestyles. 6-How can drug abuse affect the job behavior? Drug abuse has a lot of unfavourable effects on job behaviour. When employees become addicted to drugs abuse, they tend to lose concentration on their job, perhaps because they want to find time to go and take drugs, because their addicted body system cannot function well without taking the drugs, because they have lost their confidence and they are suffering from low self esteem. Other impacts include frequent request of early

Competitive Strategies. Chaos Camera Company Competitive Advantages Assignment

Competitive Strategies. Chaos Camera Company Competitive Advantages - Assignment Example The analysis is made on all these accounts and keenly canvasses the company on the competitive advantage it gains over other companies in the industry and the strategies that the company undertakes to sustain this advantage. Competitive advantage being key to any business’ success is therefore a crucial aspect of a company and is well elaborated throughout the course of the paper. An analysis of the strategic approach that the company made to compete successfully in four geographic regions is also made. We also examine the ways that the company could improve the important value chain activities it has. An elaborate break down is made of the company’s corporate social responsibilities it has running and justifications made on why the company is running them. The style of making decisions that the company used is also explained in the paper as well as the decisions that supported the team’s strategy execution efforts. The team mandated with the task of running the company did a tremendous job through cooperation and hard work and these elements of the team are outlined throughout the whole paper. Competitive Strategies In order to find a footing in the fiercely competitive digital camera market, our company had to undertake a series of strategies that helped us be competitive. First and foremost, we had to attract customers with the best possible product at a competitive price. Therefore, we made a high quality product and offered it at a price that gave value for money. The company had to set a price that was reasonable to most customers and at the same time offer a product that was of higher value than what our competitors offered at the same price. Capitalization on attractive growth opportunities also gave our company the edge over other companies in the market. The business incessantly looked for growth opportunities in the market to exploit and make a killing. This helped the company increase its revenue streams as well as better positi on the business in the marketplace. It is imperative for any business to find ways of lowering their costs. Through this a business is able to make profits out of its business and our company subscribed to this school of thought. The company constantly looked for ways to reduce the operational costs by better managing the functional pieces of the business. The business that better manages its operations to lower its costs and eventually makes a higher profit, holds a competitive advantage over its rivals. (Mooij, (2009) This was one of our company’s fundamental objectives since it helped us gain a competitive advantage over our competitors. Performance targets are a guide as to the amount of revenue or profits that the business should earn over a given period of time. These targets are crucial since they guide the company on how much to strive for but the targets should not deviate and contradict with the quality of the product. The company always ascertained that performance targets and product quality were directly related therefore ensuring that product quality was not severed in the process of achieving high performance targets. Sustainable Competitive Advantage Gaining a competitive advantage over our rivals was crucial but sustaining that competitive advantage was even of more essence. Our team looked into various ways of sustaining our competitive advantage; firstly improving our product design was of fundamental importance to any success that we would have. Therefore, we focused on producing an unbeatable

The definition of intention in the case of Woolin lacks clarity. A Essay

The definition of intention in the case of Woolin lacks clarity. A legislative definition is necessary so as to ensure that ther - Essay Example In other words, the end result was not the intended outcome by the actor. Kugler further explained that much debate has been on the issue whether a case might be judged and the accused sentenced using the distinction between intention and recklessness. On the other hand, the intention of the actor has to be established as clearly as possible in passing out murder judgments to the defendant to avoid the temptation of involving judicial moralism in the cases. The problem in this case is extended by the introduction of morality in criminal jurisdictions. The use of a moral formula in defining the offence as kugler (2002) explained has been the cause of much acrimony in courts today. The use of the double effect doctrine inter alia, requires that, oblique intention should not be the same in all cases involving a crime of intention as well as using a moral formula in defining some offences in criminal cases. Ross (1996) in his explanation of morality, justice and judicial morality explain ed that the issue of introducing morality in corridors of justice has raised much concern and debates in courts. ... In the case of Woollin throwing the child in the room, which led to the child’s death, there lacks a clear defined intent in the action, which would make it possible for the juror to possibly infer on the laws of morality in sentencing the accused. It would therefore be more prudent to have clearly defined laws which would define the aspect of intent to avoid judicial morality in arguing out cases in the courts, which as Willson (2000) explained has been the dilemma in many criminal cases. The case of Regina v Woolin (1Cr. App. R. 8, 1999) involved a heated debate about the intent and the actual action of the accused that led to the death of a child, after Woolin threw the child in the room causing the child to suffer a fractured skull that led to his death. The accused on his defense argued that, the intention was to cause just slight harm to the child and was not to cause the death of the child through the serious harm suffered. From the case, it might be certain that Wollin had prior knowledge of his actions and was aware well in adverse that the action would result into serious harm to the child as could be defined by mens rea. The dilemma of intention was further brought out through the Nedrick case (83, Cr. App. R. 267, 1986) by Lord Lane, C.J. In the ruling the judge ruled that in a case where, the accused has been charged with murder and the jury have to decide whether the accused intended to kill or to inflict serious bodily harm, the jury cannot therefore infer the intention to the accused unless where the serious bodily harm might be of virtual certainty due to the defendants actions. Therefore, as Lacey (1993) explained, although the intent

Catholic School Acccreditation responses Assignment

Catholic School Acccreditation responses - Assignment Example Students are assigned projects and reports, and given exams. To measure the effectiveness of student achievement of the SLEs and curriculum standards, all students present a Graduate Culminating Precis. This report summarizes how they have achieved each SLE. The school further ensures that each student is making acceptable progress toward the achievement of SLEs and curriculum standards. Every once a semester, teachers complete an evaluation. This is done based on a common rubric and using a form that lists SLEs and descriptors for each of them. Students are also given the opportunity to evaluate themselves (St. Joachim School, 30). Technology has further been integrated into the learning process. All classrooms are equipped with Promethean Boards to enhance the process of leaning. Classes also have regular access to the computer lab. There is also the availability of the Zingy Learning program which is an online science program used by the school’s science department. Furthermore, the school has an account with the Madera County Office of Education which gives teachers access to various online teaching resources. To determine how effectively students are making acceptable progress, teachers assess students through a variety of methods. These include; oral questioning, class discussions, exams, reports and projects. To implement plans to assist students, discussions are held during faculty meetings. Implementation is based upon making adjustments to the curriculum. Other strategies include making accommodations such as changing student’s seat, tutoring and modifying assignments and testing. Annually, teachers evaluate the results of the IOWA. On a regular basis, the school assesses programs used to support disaggregate groups and ensure acceptable progress for all students. Each year brings a different culture with strengths and areas of growth. To accommodate these changing trends, an evaluation

The definition of intention in the case of Woolin lacks clarity. A Essay

The definition of intention in the case of Woolin lacks clarity. A legislative definition is necessary so as to ensure that ther - Essay Example In other words, the end result was not the intended outcome by the actor. Kugler further explained that much debate has been on the issue whether a case might be judged and the accused sentenced using the distinction between intention and recklessness. On the other hand, the intention of the actor has to be established as clearly as possible in passing out murder judgments to the defendant to avoid the temptation of involving judicial moralism in the cases. The problem in this case is extended by the introduction of morality in criminal jurisdictions. The use of a moral formula in defining the offence as kugler (2002) explained has been the cause of much acrimony in courts today. The use of the double effect doctrine inter alia, requires that, oblique intention should not be the same in all cases involving a crime of intention as well as using a moral formula in defining some offences in criminal cases. Ross (1996) in his explanation of morality, justice and judicial morality explain ed that the issue of introducing morality in corridors of justice has raised much concern and debates in courts. ... In the case of Woollin throwing the child in the room, which led to the child’s death, there lacks a clear defined intent in the action, which would make it possible for the juror to possibly infer on the laws of morality in sentencing the accused. It would therefore be more prudent to have clearly defined laws which would define the aspect of intent to avoid judicial morality in arguing out cases in the courts, which as Willson (2000) explained has been the dilemma in many criminal cases. The case of Regina v Woolin (1Cr. App. R. 8, 1999) involved a heated debate about the intent and the actual action of the accused that led to the death of a child, after Woolin threw the child in the room causing the child to suffer a fractured skull that led to his death. The accused on his defense argued that, the intention was to cause just slight harm to the child and was not to cause the death of the child through the serious harm suffered. From the case, it might be certain that Wollin had prior knowledge of his actions and was aware well in adverse that the action would result into serious harm to the child as could be defined by mens rea. The dilemma of intention was further brought out through the Nedrick case (83, Cr. App. R. 267, 1986) by Lord Lane, C.J. In the ruling the judge ruled that in a case where, the accused has been charged with murder and the jury have to decide whether the accused intended to kill or to inflict serious bodily harm, the jury cannot therefore infer the intention to the accused unless where the serious bodily harm might be of virtual certainty due to the defendants actions. Therefore, as Lacey (1993) explained, although the intent