China Dissertation Example | Topics and Well Written Essays - 8250 words

China - Dissertation Example The existing business firms also face certain legal, financial, socio economic, political, and technological obstacles due to increased globalization. Despite of these drawbacks Globalization has helped the developing countries of the world through increased opportunities of foreign investments and opening the domestic markets to the global environment. The fourth largest country of the world after USA, Russia, and Canada with a population of 1.3 billion is China in the year 2010. By the year 2015 the population of the country has been expected to reach a value of 1.375 billion on an approximate basis. The unemployment rate of the country has also been in a trend of decreasing with increasing participation of the country in the international market. The unemployment rate decreased from 4.65 percent in the year 2009 to 4.1 percent in the year 2010 with the expected value for 2011 to further decrease to a value of 4 percent and also expected to remain at that level till the year 2015 a s per the predictions of the economists of the country. The country has boundaries with 34 other countries of the continent. Russia, India, Pakistan, and six central Asian countries are the close neighboring countries. China remains a leading civilization outstanding the other countries in Arts, Science, culture etc for the recent years. The single party controlled political state of China with a central planned system of administration experienced a market-oriented approach of development after 1978 and since then output and the pace of the country’s development quadrupled. The economy of the People’s Republic of China has been expanding rapidly making the economy of the country a huge one. There has been a miraculous growth of the country’s economy for over the last 30 years with an average growth of above 8 percent of the gross domestic product of the country each year. Participation of the country in the international organizations of the world drastically i mproved the living standards of the countrymen however many families are still below the standards with the increasing reach of the country to the global market. During this period of 8 percent growth of the country’s GDP the economy of the country experienced more than ten times growth. In the year 2007 the value of the total Gross Domestic Product of the country reached a level of about 3.42 trillion in US dollars. China has been famous in the international community with the increasing contribution in the international trade and with the phenomenal economic growth of the country. In the year, 2010 China has been the largest exporter in the world trade. The double-digit growth rate of the economy in the last 10 years has made it the second largest in terms of the Gross Domestic Product of the country just after the United States of America. The country went ahead of Japan in the year 2001 with its economic development. The economic downturn of 2009 for the first time reduce d the demand for the country’s exports in many years but the country again hold back the economy rebounding quickly with a GDP growth rate of 10% in 2010 exceeding all countries. (The world fact book, 2010; Huang, 2002; The Chinese economy, n.d) Research Hypothesis The economic growth of the country of China has been mainly because of the liberalization of the countr

Why Students Should Work Essay Example for Free

Why Students Should Work Essay I disagree that high school students should be limited in the amount of hours they work because students will be making less money. So they won’t be able to save enough money for college. Also students will learn about responsibility and will learn on how to manage their money,write checks, and use their credit card. I think that high school students should work as many hours as they want in conclusion they would be making more money to support themselves and their families. Also, because they get to experience what working is like so they could get ready for their career. Having a job has many benefits. One of these benefits is obvious, earning an income. With an income comes responsibility. When a student becomes an adult, he or she has to learn to depend on their own income, and there is nothing they can do to prepare themselves for that except to begin to get a feel for the responsibilities earning an income brings. Also, I think that students who work, it gives the student experience on what their working on so that they get good at it. I think that students who work more get more money so that they could buy a car and not be tired from school and work. Also, I think that this is an opportunity to learn how to manage their money and how to use it wisely. Students can gain experience by working through high school. This brings the opportunity to learn how to budget money, which is a vital part of being independent. Budgeting takes a lot of self-discipline and trial and error, but is possible to learn. It is also important for students to start making purchases that result in monthly payments, such as cell phone or car payments. Not only does this give students the ability to establish credit, but also a feel for what having bills is like. These are things that all students need to gain exposure to and begin become experienced with. It would be much more difficult to learn these things when one is dependent on themselves. It raises the risk of struggles with money. I think that students who work more could also maintain good grades and do homework because they only have to work after school. So they could do homework after work and still good to school with enough energy to last the  whole day.

Anorexia Nervosa Essay -- Health, Eating Disorders

Anorexia Nervosa Anorexia Nervosa is a disorder in which an individual starves them self, characterized by the refusal to consume adequate food or loss of appetite, and therefore endangers their health that originates from emotional or psychological causes. â€Å" (Paraphrased from Eating Disorders. Page 3) Anorexia nervosa (â€Å"nervous anorexia†) is an eating disorder that is characterized by a loss of appetite that endangers an individual’s health that originates from emotional or psychological causes. Under certain circumstances, anorexia nervosa may develop because of a physical disease or conditions, such as shock, nausea and allergic reactions (Shannon, 2007). The signs and symptoms of anorexia include but are not limited to dramatic weight loss, refusal to maintain minimum body weight that is normal for their age and height, consuming a specific selection of foods like those low in fat and calories. Also avoiding food in social situations like cooking, social events, and making up excuses for their refusal to eat. In addition, another sign is frequently focusing on preoccupations with their body image and weight and constantly in pursuit for flaws. Their distorted body image that they have of themselves is apparent in statements about being overweight even though they are thin. Focusing on an excessive exercise regimen and wearing baggy clothes are also signs. In females, a symptom of anorexia is missing three consecutive menstrual periods and in males a decrease in sexual desire. The types of anorexia depend on whether it is combined with bulimia, and they are classified as classic anorexia and binge eating and purging anorexia. Classic anorexia or restricting anorexia, is when an individual consumes small amounts of food an... ...e evaluated by a medical doctor, which consist of vital signs, hydration level, and electrolytes (Shannon, 2007). A balanced diet according to one’s specific needs, in order to gain weight, is constructed by a dietitian. In combination with therapy, medication can be prescribed by a medical doctor or psychiatrist to help cope with the symptoms of anorexia, for example, antidepressants can be prescribed to alleviate depression and anxiety. In addition, other medications prescribed focus to increase one’s weight and to decrease obsessive-compulsive behaviors (Shannon, 2007). Recommendations of residential and inpatient treatment by a medical doctor are given if the physical and psychological problems are severe and may take place in a hospital setting or eating disorder treatment center and of course include outpatient treatment for anorexia (Shannon, 2007).

Dr Jekyll and Mr Hyde Essay -- English Literature

Dr Jekyll and Mr Hyde This novel is more than just a traditional horror story as it has many hidden and complex meanings and explanations, of what seem and would have normally before this book, been simple events. Stevenson has very strong opinions and some are expressed in the book. A traditional horror story would either be a super natural In this novel Stevenson's characters, Jekyll and Hyde, are stereotypes of people who are 'good' and 'evil'. The good is the friendly doctor (the caring profession) and the evil is the hunched, ugly murderer. These two stereotypes combine to create the average man who has the capacity to be both 'good' and 'evil', and they have both 'good' and 'evil' thoughts and emotions. All people have the same emotions, some good and some bad and, like Hyde, when you follow the evil emotions like hate, jealousy and revenge, you are considered evil. Jekyll and Hyde both have these 'evil' emotions but what makes Jekyll 'good' is that he hides them, Jekyll is driven by reason whereas Hyde is driven by desire, he'll do what he wants when he wants. Londonand Jekyll's Houses The street where Jekyll lives is described as merely an anonymous street in London, whose shop fronts "like rows of smiling women" have a brightness that stands out in contrast to the dingy neighborhood. And yet on this street, two doors from the corner, stands a dreary, Gothic house, which "bore in every feature the marks of prolonged and sordid negligence." As we proceed further in the novel, Jekyll's houses will be seen to have their own connection with the characters prosperous, respectable, as well as threatening, mysterious, and sinister. It is clear by each of its two appearances the respectable; Je... ...public has seen only a veneer of my real self." This is true due mostly to the fact that no one knew Mr. Hyde was a part of Dr. Jekyll. Jekyll constantly emphasizes the greatness of his background. He reminds us of his wealthy family, and great education. But he also states "that man is not truly one, but truly two." Dr. Jekyll needed something, or someone to represent the evil which has built up inside of him. He created this through experiments, which lead to a potion. This potion transformed him anytime he wanted. He was transformed into Mr. Hyde. Evil is just a small portion of men, perhaps that is why Mr. Hyde had a dwarfish appearance. The main point was that the potion took over his life, and Dr. Jekyll finally realizes he is unable to transform back into his goodness. He attempts to commit suicide, as this is his only way of destroying Mr. Hyde.

Marketing Principles Innocent Smoothies: STP Essay

Segmentation, Targeting, Positioning Positioning According to Kotler and Keller (2006), placing the product in a position where it is in demand, attractive and unique to the customer in relation to the products of its competitors is known as market positioning. Innocent has a reputable stance in the market, being known for its image of good will and helpfulness. From the company’s contributions to charity to the fun, lighthearted word choice of their product’s labels, Innocent successfully portrays itself as being a brand which above all, wishes good health for the consumers of their smoothies. The reputation which Innocent Smoothies holds is thanks to the values upon which the company was first established. Head of Communications for Innocent Drinks, Charlotte Rawlins, stated that â€Å"You have to build from your principles and make sure there’s a good product at the heart of it (and) if that’s the case, a good reality and image will follow†. A wide variety of product characteristics have ensured that this image of Innocent Drinks is preserved. 100% recycled bottles, donating to their own charity foundation, introducing ‘kids packs’, ensuring their product has health benefits such as contributing to peoples’ 5-a-day, jokes and heart-warming messages on their packaging†¦even their innocently drawn logo of a somewhat juvenile drawing of a smiley face contribute to giving the impression that Innocent Drinks are as Innocent as their company’s name. (Need references from partner). Innocent is rated as the most environmentally concerned company. Tropicana is next in line. Consumers that buy smoothies on a regular basis (once a week) and consumers that buy smoothies very rarely both agree on the fact that Innocent’s work ethics are above those of its competitors. Also, even though Innocent is the most expensive out of its main competitors, 69% of respondents have said that Innocent smoothies are worth every penny. Nevertheless, Tropicana had a 73% rate, own brands had a 65%, 42% for Happy Monkey and 29% for Coldpress. Segmentation/Targeting The smoothie market is divided into varying groups of consumers, which all differ in characteristics, behavior or needs. These different groups might seek different products of the marketing mix. This is known as market segmentation (Kotler and Keller, 2006). Innocent targets people that are health conscious, since their smoothies have no added sugar and are made 100% from fruits. They do not have any sort of colourings, flavourings or genetically modified products. Another group of people that Innocent smoothies are aimed at is time-strained people or workers, this being because of the practicality of the product. It is not only healthy, small and filling, but contributes to one’s 5-a-day fruit and veggie count. By having one small 250 ml smoothie, one is already having 2 of their 5-a-day. This is easy for those who have difficult times getting their diets balanced with their work. A third group of buyers that Innocent attracts are parents. Kids’ diets are extremely important while growing up and a smoothie is always a more appealing option to a young one than a piece of fruit. Innocent is a better option in every way than a fizzy soft drink which probably has no nutritional value and more sugar. Geographically, Innocent has expanded from a small stand at a concert in London to having a presence in France, Austria, Ireland, Sweden, Belgium, Switzerland and Denmark. Demographically, Innocent has focused on young kids in an essential growth stage of their lives all the way up to mid-age men and women workers who struggle to maintain a healthy and balanced diet. People with active lifestyles tend to consume this type of product more since it offers a trouble-free on-the-go option.

Egg and Soda Dental Experiments

Egg and Soda Dental Experiments If you have a hard time getting your child to brush his teeth, it might be time to try the egg and soda experiment to explore the concept of dental health. In theory, a hard-boiled egg’s shell works similarly to the enamel on a child’s tooth. It’s there to protect the soft inside, or dentin, from damage. Unfortunately, some of our eating and drinking habits make it difficult for the enamel to protect our teeth from damage, and the egg and soda experiment demonstrates how our dietary choices can impact our bodies. What You Will Need This simple experiment doesnt need a lot of expensive supplies. In fact, they are affordable and youll likely have most of them already in your home. If not, you can easily find them at your local grocery store. 3 white-shelled hard-boiled eggssodadiet sodawatera toothbrush and toothpaste3 clear plastic cups Before the Egg and Soda Experiment Start by talking to your child about good dental hygiene practices and how important it is to brush their teeth every day, making sure to explain how certain foods, drinks, and activities can stain and damage teeth. You might also want to discuss how drinking a lot of acidic beverages can erode the outside of teeth. Ask your child to come up with a few types of drinks that might hurt their teeth. They might have answers like soda, coffee, or juice because of sugar and acid. You might also want to ask your child to think of drinks that might be better for their teeth. Most likely, theyll come up with something like milk and water. You can also ask your child if they think brushing after drinking some of the drinks that could hurt their teeth could reduce the risk of damage. Explain the Experiment Tell your child you have a way to find out what might happen if he left those drinks on his teeth overnight. Show him a hard-boiled egg and ask him how it reminds him of his teeth (a hard but thin outer shell and a soft inside). Take some time to ask your child what might happen to the egg if you leave it soaking in soda overnight, as compared to water. You might also consider different types of soda and if dark sodas, like colas, might have different effects on teeth than clear sodas, like lemon-lime sodas. Perform the Experiment Boil the eggs, making sure to have a few extra in case some of them crack while you boil them. A cracked shell will change the results of the experiment.Help your child fill each of the plastic cups, one with regular soda, one with diet soda, and one with water.Once the eggs have cooled, have your child put one in each cup and leave it overnight.Ask your child to check the eggs the next day. You may need to pour the liquid out of the cup to see how each egg has been affected. Most likely, the eggs in the cola have been stained by the liquid overnight.Discuss the changes you see in each egg and ask your child what they think happened. Then ask what they think you can do to â€Å"help† the eggs that have been immersed in soda get back to their original state (no stains).Give your child a toothbrush and some toothpaste to see if he can brush the stains off the eggshell. As a variation, you might also want to boil a few extra eggs and add cups with clear soda, orange juice, and coffee for comparison. Conclusions There are two main things you and your child can take away from this experiment. The first is that, as reported in the journal General Dentistry, the citric and phosphoric acid contained in soda has enormous potential to erode tooth enamel. In fact, one study reported that soda is 10 times more erosive than fruit juice in the first few minutes after drinking it. The second takeaway, and easier for your child to see, is that it takes more than just a couple of quick swipes of the toothbrush to get teeth clean. Try helping your child time to see how long it takes to brush the majority of the egg stains.

The Constitution Guarantees that Laws Passed will be necessa essays

The Constitution Guarantees that Laws Passed will be necessa essays The formation of the constitution was not only developed to change the American government but to enable the change in government as time changed the political and cultural face of the land. This allows the Constitution to adapt to the peoples needs for each generation and will continue to provide for them by making laws that reflect the peoples will. The framers of the constitution set up certain devices that would allow for these changes. Their legacy is evident today in the form of our amendments. The Constitutional Convention was called by Congress for delegates to assemble at Philadelphia to revise the Articles of Confederation. It was never intended to write a whole new constitution. The delegates knew the problems of the confederacy, but were no where close to agreeing as to what should be done about those problems. Life, liberty, and property continued to remain as their objective but they had no accepted political theory that would tell them what kind of national government would serve that goal. Congress called the Constitutional Convention for delegates to assemble at Philadelphia. They were to revise the Articles Confederation that was made earlier, but they were never expecting what really happened- the creation of the Constitution. The delegates knew the problems of the confederacy, but were no where close to agreeing on what should be done about those problems. Life, liberty and property continued to remain their prime objective. They had not yet accepted a political theory that would guide them and tell them what kind of national government would best serve their lofty goals of creating a democracy that would fulfill their needs. Pennsylvania and Massachusetts were perfect examples of what was wrong under the Articles of Confederation. The Pennsylvania constitution created the most radically democratic of the new state regimes. All power was given to a one house (unicameral) legislature called the...

Work-life conflict The WritePass Journal

Work-life conflict Abstract Work-life conflict ). For instance, there are employees who are excessively obsessed with their workplace. This therefore limits the time for their family and social life (Rantanen, et al., 2011). This paper discusses the issue of work-life conflict, its common nature, the causes and consequences of the challenge, the psychological understanding of the challenge as well as key policy and legal consequences from the occurrence. Work-life Conflict As aforementioned, this conflict occurs as a result of an incompatibility of demands that work and family place on an individual (Messersmith, 2007). This conflict is bi-directional, meaning that it the productivity of employees at the workplace and also adversely impacts on the delivery of family responsibilities (Rantanen, et al., 2011). According to Robbins and Judge (2012), work-life conflict has two main components. One of these is the practical component that comprises of scheduling issues, where individuals cannot be in more than one place at a time. The other component is the stress that occurs as a result of overloading employees with many responsibilities (Robbins Judge, 2012). The issue of work-life conflict can be classified into several categories. These include role overload, family to work interference and work to family interference (Turner et al., 2014). Role overload is experienced when demands in terms of energy and time – both in their families and at the workplace – are too much for an employer to handle comfortably (Lapierre et al., 2012). Work to family interference occurs when workplace commitments make it challenging to fulfil family responsibilities. Family to work interference refers to the interference of family responsibilities with workplace productivity (ten Brummelhuis et al., 2010). Commonness of Work-life Conflict Even though the technological developments that have taken place within the past decade are expected to have made organisations more flexible in scheduling to reduce work-life conflict, this issue is still rampant in the United Kingdom. For instance, the maximum working hours per week in the UK are 48. However, as established by Crush (2011), there were more than four million Britons working for more 48 hours in 2011. It was also established that more than five million Britons work for an average of more than seven hours per week without payment. In a survey that was carried out by Robert Walters, a recruitment agency, it was found that approximately 30% of human resource professionals, lawyers and financial risk professionals work for more than 50 hours weekly (Crush, 2011). Even though it is impossible to estimate the commonness of all forms of work-life conflicts in the United Kingdom, the mentioned statistics indicate that this issue affects many companies. In terms of gender, Ly ness and Judiesch (2014) argue that women are faced with more work-life conflict issues as compared to men based on the fact that they typically have more family roles than their male counterparts. Causes of Work-life Conflict The different types of work-life conflicts have different causes. One of these is an overload of roles both at their workplaces and in their families, which may be too heavy and taxing to an employee. This makes it practically impossible for the employee to satisfy the role demands on either side of the conflict (Mkel Suutari, 2011). Whereas employers are responsible for overloads at the workplace in most cases, it may also be as a result of an increased ambition by employees, who may take up a lot of work-related responsibilities to achieve certain monetary goals or promotions (Yuile et al., 2012). Conflicts may also occur due to the interference of an individual’s work by family demands and responsibilities, where tasks emanating from the family infiltrate into the responsibilities that are demanded from the employee at the workplace (Yuile et al., 2012). This often happens to single parents who end up having so many responsibilities to their children such that it often lea ds to their arriving at work late or having to think more about their families while at work than they concentrate on their jobs. This may drain the employee’s energy, time and financial resources (Inman et al., 2014 ). Consequences of Work-life Conflict There are many effects that arise from work-life conflict, which all lead to reduced performances in both family and workplace responsibilities. Several researches that have been carried out on of work-life conflict have established that it has a negative impact on both physical and psychological health of individuals. For instance, McNamara et al., (2011) established that work-life conflicts cause burnouts that are more related to emotional exhaustion. They also established that it leads to physical health issues like fatigue, poor appetite and high blood pressure, among others. In another research that was carried out by Mkel and Suutari (2011), it was established that increased work-life conflicts increase depression and stress. Even though many researchers argue that there work-life conflict has adverse impacts on employees, Sullivan, Yeo, Roman, Bell Jr, and Sosa (2013) argue that the intensity of these impacts varies with the individuals being subjected. For instance, he establ ished that married people are more affected than those who are single. Psychological Theories relating to Work-life Conflict Based on the interest that this subject has elicited in researchers, several theoretical frameworks that can be used to understand work-life conflict and work-life balance have been suggested. One of these is overall appraisal and components approach (Tyson, 2012). The overall appraisal approach is referred to as a general assessment of an individual’s life situation. It explains work-life balance as a â€Å"satisfaction and good functioning at work and home, with a minimum of role conflict† (Clark, 2000, p751). It also considers work-life balance as the sufficiency of family and work resources to facilitate effective participation on both sides. Though it has helped in understanding work-life conflict of balance, this theoretical approach has been criticised for being too general in addressing this issue without pointing out the specific components of work-life conflict. The components approach, on the other hand, is based on an understanding that work-life conflict oc curs as a result of several facets, which include involvement, satisfaction and time (Grzywacz Marks, 2000). Thus, for there to be a balance, there has to be a balance in time devotion, psychological investment and satisfaction, both at the workplace and at home. How to Prevent Work-life Conflict Based on the theoretical frameworks that have been mentioned above, it can be argued that it is vital to ensure a work-life balance (Clark, 2000). The management has a role to play in this regard in improving the lives of their employees so as to improve the results of the organisations that they work for. One approach that can be used is introducing alternative working arrangements for employees. This may be done through the introduction of flexibility at work, such as the times of arrival and departure, or even occasionally shuffling work schedules for employees (Ford et al., 2007). This reduces the stress caused by boredom and routines that easily culminate in work-related stress, and get into new and positive changes of their new roles at work (Lyonette et al., 2007). There is however a possibility that the initial stages of routine change might reduce employee productivity as employees may need some time to adjust into their new schedules and roles. Organisations can also provide work-life benefits to employees, so as to enable them have ample times with their families and consequently produce better results for the organization as they perform better at work (Inman et al., 2014). Such employer benefit mechanisms may include being given personal days off especially when the employee has been consistent at work for a long time and has achieved greatly for the firm, as an appreciation (Tyson, 2012). It may also include the provision of facilities that would enable persons to carry out their work responsibilities while at the same time having the confidence that their family matters are well taken care of such as the provision of day care facilities in the office, or the creation of a gym at the gym (Yuile et al., 2012). Besides the mechanisms that organisations may lay in order to aid their suffering employees from mental problems brought about by work-life imbalances, employees may themselves also create measures that may enable them create effective work-life balances (Grzywacz Marks, 2000). For instance, employees may create the social support systems or programs that enable colleagues to guide, support and counsel each other. Key policy and legal requirements that employers must consider Employers in all organisations are bound by legal mechanisms and government policies that obligate them to do certain things and sanction them against doing others (Sansà ©au Smith, 2012). For instance, with reference to the Employment Rights Act 1996 c. 18 Part V, employers are legally bound by the fact that they are meant to create conducive atmosphere for their employees as they carry out their duties (Legislation.gov.uk, 1996). All employees have a right to work under surroundings that augur well with their trade of work and they must be protected from physical and emotional harm that may emanate from their duties (Lyness Judiesch, 2014). Another legal binding is the ‘working hour directive’ (Directive  2003/88/EC). Employers are bound by the legal provisions that require working hours to be at a maximum of 48 hours a week, unless employees willingly choose to work for more (European Parliament, 2003). Any employer who requires his employees to work beyond these hours time must provide overtime remuneration. Such working hours must also be understood to include breaks in between them to allow employees to work better (Yuile et al., 2012). This provision was enacted to ensure that workers are able to even out and balance their work and private lives, where more time is left for the workers to spend with their families in order to improve their psychological situations (European Parliament, 2003). There is the holiday entitlement act requires employers in the UK to allow their employees to take a 5.6 week annual leave every year (Gov.uk, 2014). In addition to this, there are also paternity and maternity leaves that employees are entitled to. These leaves allow them to keep off work to rejuvenate their minds (Hill et al 2010). Employers must therefore ensure that such leave is adhered to and consequently the employees are in a better position to improve their work-life conflicts as they spend more time with their families. Certain organisations go to the extent of paying for holiday for their employees, especially their top management employees, during these periods of leave (Mkel Suutari, 2011). Conclusion This paper has addressed several aspects of work-life conflicts at the workplace. These include its causes, consequences and approaches that companies can use in overcoming this challenge. It has also referred to some theoretical frameworks to help in creating an understanding of this subject. As argued in this paper, work-life conflicts have a major impact on the productivity of employees. This conflict is brought about by several factors which include the heavy workloads that individuals may be accustomed to at their homes and workplaces, work to family interferences and family to work interferences. All these affect the physical and mental capacities of employees, affecting their ability to handle their workplace and family responsibilities. In order to avoid these adverse consequences, organisations need to adopt various mechanisms to ensure that there is a work-life balance among employees. Employers are also legally bound to ensure that their employees are not overworked at the expense of their families. References Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. London: Kogan Page. Clark, S. (2000). Work/family border theory: a new theory of work/family balance. Human Relations, 53, 747-770. Crush, P. (2011, 6 18). What happened to our work-life-balance. The Guardian . European Parliament. (2003). Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time. Retrieved 6 19, 2014, from http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CELEX:32003L0088:EN:HTML Ford, M. T., Heinen, B. A., Langkamer, K. L. (2007). Work and family satisfaction and conflict: a meta-analysis of cross-domain relations. Journal of Applied Psychology, 92 (1), 57. Gov.uk. (2014). Holidays, time off, sick leave, maternity and paternity leave. Retrieved 6 20, 2014, from https://www.gov.uk/browse/working/time-off Grzywacz, J. G., Marks, N. F. (2000). Reconceptualizing the work-family interface: an ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5, 111-126. Inman, M., OSullivan, ‎N., Murton, ‎A. (2014 ). Unlocking Human Resource Management. New Jersey: Routledge. Lapierre, L. M., Hammer, L. B., Truxillo, D. M., Murphy, L. A. (2012). Family interference with work and workplace cognitive failure: The mitigating role of recovery experiences. Journal of Vocational Behavior, 81 (2), 227-235. Legislation.gov.uk. (1996). Employment Rights Act 1996. Retrieved 6 20, 2014, from legislation.gov.uk/ukpga/1996/18/part/V Lyness, K. S., Judiesch, M. K. (2014). Gender egalitarianism and work–life balance for managers: Multisource perspectives in 36 countries. Applied Psychology, 63 (1), 96-129. Lyonette, C., Crompton, R., Wall, K. (2007). Gender, Occupational Class and Work–Life Conflict: a Comparison of Britain and Portugal. Community, Work and Family, 10 (3), 283-308. Mkel, L., Suutari, V. (2011). Coping with work†family conflicts in the global career context. Thunderbird International Business Review, 53 (3), 365-375. McNamara, M., Bohle, P., Quinlan, M. (2011). Precarious employment, working hours, work-life conflict and health in hotel work. Applied ergonomics, 42 (2), 225-232. Messersmith, J. (2007). Managing work†life conflict among information technology workers. Human Resource Management, 46 (3), 429-451. Rantanen, J., Kinnunen, U., Mauno, S., Tillemann, K. (2011). Introducing theoretical approaches to work-life balance and testing a new typology among professionals. In Creating Balance? (pp. 27-46). Berlin: Springer Berlin Heidelberg. Robbins, S. P., Judge, T. A. (2012). Organizational Behavior. New Jersey: Prentice Hall. Sansà ©au, P. Y., Smith, M. (2012). Regulatory change and work-life integration in France and the UK. Personnel Review, 41 (4), 470-486. Sullivan, M. C., Yeo, H., Roman, S. A., Bell Jr, R. H., Sosa, J. A. (2013). Striving for Work-Life Balance: Effect of Marriage and Children on the Experience of 4402 US General Surgery Residents. Annals of surgery, 257 (3), 571-576. ten Brummelhuis, L. L., Bakker, A. B., Euwema, M. C. (2010). Is family-to-work interference related to co-workers work outcomes? Journal of Vocational Behavior, 77 (3), 461-469. Turner, N., Hershcovis, M. S., Reich, T. C., Totterdell, P. (2014). Work–family interference, psychological distress, and workplace injuries. Journal of Occupational and Organizational Psychology, 3(8), 57-71. Tyson, S. (2012). Essentials of Human Resource Management. Oxford: Routledge. Yuile, C., Chang, A., Gudmundsson, A., Sawang, S. (2012). The role of life friendly policies on employees’ work-life balance. Journal of Management and Organisation, 18 (1), 53-63.

The Macro Economy Essay Example | Topics and Well Written Essays - 500 words

The Macro Economy - Essay Example On the other hand, low retail sales can signify that consumers are bent towards saving for the future rather than enjoying the goods offered to them right now. The automobile industry is connected to other items which can be retailed by sellers but pure retail sales figures often do not include automobile sales. This is because automobile sales can vary sharply from month to month but the trends for automobile sales are connected to the trends for retail spending. The consumer price index is a measure of the average prices which a consumer has to pay for basic elements which are required by a household. Increasing consumer price index levels show the influence and impact of inflationary trends in the economy which may convince people to save more and economize when they can. A decreasing consumer price index would suggest that things are getting cheaper for the average consumer and s/he would be more inclined to spend out of his/her savings to make purchases which might otherwise be delayed for the future. Spending is also linked to the GDP because one of the components of the calculations for the GDP of a country is the economic activity of its citizens. For example, American consumers who spend more money in a given year would add to the consumption figures and if other elements of the GDP (investment, government spending, exports and imports) remain the same then the GDP for that year can be expected to be higher than normal. Of course a lower CPI could encourage spending and improve the GDP while a higher CPI would have the opposite effect.

LACK OF RESPECT IN THE NURSING PROFESSION Research Paper

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Historiographical Review Assignment Example | Topics and Well Written Essays - 1000 words

Historiographical Review - Assignment Example This paper will provide a historiography of the way US warfare has been impacted by the use of helicopters during the Vietnam War. When the United Sates engaged Vietnam in military combat in the 60s, the former was undoubtedly the most powerful in air combat in the entire world1. However, the general idea of bombing the enemy to stone-age could not work in this case as it had worked in other wars before. This was mainly because the nature of the war was much different from those of the past. One of the major differences in this case was the fact that there was no clear definition of the enemy as one side rolled and rumbled across the skies while the other tried to garner success from the ground. The events preceding the Vietnam War include the training of South Vietnamese by the US’ Military Assistance Advisory Group according to Bradley, Jayne, and Luu. This view is also held by Wiest and Barbier. Wiest and Barbier further state that this training was conducted in the 1960s s o that the region would have the capacity to defend itself in the event of attack by its neighbors some of whom were communists. The US Air Force in a show of might presented a number of powerful planes with which their trained Vietnamese soldiers in aerial techniques and tactics. The boundary between the original objective of the US and reconnaissance however began to blur in time as the US military personnel got onboard the planes as against the Viet Cong2. Later, attacks on American planes by communist forces began prompting President Johnson to issue an order for the bombing of the communist forces. The campaign dabbed Rolling Thunder which whose operations and commands came from Washington faced serious problems as decision making and flow of command was slow. This made the Viet Cong to escape attack every so often. The use of ware planes and fighter jets became real as the war ranged in earnest. One thing however that is evoked by the mention of the Vietnam war is the sound of whirling powerful helicopter blades. Both the United States and South Vietnam used helicopters and powerful weapons in combating the enemy3. Helicopters were literally engaged in every aspect of the war according to Centennialofflight and Bradley, Jayne, and Luu. While only hoping to sell 500 units of helicopters, Bell Incorporated managed to make a big catch by selling over 15000 units of the same4. Bell’s Huey was so powerful as to be a solution to several problems including rescuing downed military personnel and cargo according to Bradley, Jayne, and Luu. Huynh. In agreement with Bradley, Jayne, and Luu, Allen further states that the Helicopters were also used for ferrying ground troops to and from the battle front. The use of helicopters proved very reliable as the mobility of ground troops increased thereby improving the efficiency of the military significantly. Apart from being used or transportation, they were also equipped with heavy armament so as to serve as gun sh ips flying over targets and destroying them with significant ease according to Heath and Everett. This kind of operation ended up being a great relief to the ground troops. In 1975, North Vietnam conquered in a couple of months South Vietnam. The US with the use of only about 70 military helicopters evacuated over 8000 individuals from Saigon in just about 18 hours5. This event has been recorded in

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Maya Angelou Essay Example for Free

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Do Mergers and Acquisitions Fulfil Desired Objective?

Do Mergers and Acquisitions Fulfil Desired Objective? Do Mergers And Acquisitions Fulfil Their Desired Objective? And How People Are Affected By the Result of These Mergers? Dissertation Table of Contents CHAPTER ONE: INTRODUCTION 1.1 BACKGROUND Restructuring of a firm has become a major area in the financial and economic environment all over the world. A company may grow internally, or externally. The aim of the management is to maximize the profit. Most firms grow through internally which take place when firm’s existing divisions grow through normal capital budgeting activities.(S.Vanitha 2007) The industrial restructuring has raised important issues both for the business and for public moreover merger and acquisitions may be critical to the strong expansion of business firms as they evolve through successive stages of growth and development and most important for new product markets by a firm may require M and As at some stages in the firm’s development . The successful competition in international markets may depend on capabilities obtained in a timely and competent fashion through M As. (M Selvam 2007) Merger and acquisitions continues to experience dramatic growth. Record breaking mega mergers have become popular in the world. In the last ten years and onwards some of the largest mergers and acquisitions took place in Europe. This was underscore by the fact that the largest deal of all time was a hostile acquisition of a German company by a British firm.(Beena P.L 2000) Since the start of twenty first century the nature of merger and acquisition even more common in the economical growth. It becomes even more global especially in Asia, Latin and South America. Over the past quarter of the century we have noticed that merger waves have become longer and more frequent in between shrunken as well when these trends combined with the fact that MA has rapidly spread across the modern world, we see that the field is increasingly becoming as ever more important part of the worlds of corporate finance and corporate strategy. (Canagavally , R.2000) Merger and acquisitions are plays very important part in corporate strategy. They are the interesting and controversial tools if the firm do not want to grow internally by capital investment and it can affect the shareholders wealth of both the firms (Legare.1998). The management of the target companies is worried about their jobs that can be affected; the cost reduction strategies consists of reduction in labour force (Gould, 1998) the strategies at both local and national levels are important and concerned at transactions in their industries. e.g (defence utilities etc.) Customers and suppliers are interested , as they want to know who they will be dealing with in the future (Buono. 2003). All the big deals are therefore reported in the media, receive a large coverage, and get the attention of the public as well. People are very important part of any organization but due to the increasing numbers of mergers between the companies they are largely affected and most of them get caught up in a merger or acquisition-by chance, Many of the people after working four –to five years period are losing their jobs and facing severe reductions in status and responsibility and, in general, being confronted with major questions about their careers, As a result , at times we are unsure whether our own feelings about what is happening to these individuals are biasing our interpretation of what is going on. In this project the writer going to research on mergers between the professional services firms. According to Steven et al (2000) mergers and acquisitions decisions that are undertaken based on financial analysis, influence and legal positions , However , it has been proved by a number of researchers that factors like informal power, low productivity , poor quality , reduced commitment , hidden costs and voluntary turnover prevent the combined banks from reaching expected performance levels (Legare 1998). This is the reason that many companies face difficulties then they pass through their post-integration processes (Buono 2003) According to Catwright Cary (1995) that mergers and acquisitions should be seen like marriages where both parties will is very important for the success of new entity. At the time two different companies decide to come together as a result of MA activity, then the levels of instability in the macro and micro environment of both companies is challenged. So it is therefore been recommended that companies should chose the most appropriate merger and acquisition process and strategy. However Buono (2003) has suggest that each possibility has its own strengths and weaknesses and therefore context of MS and its main objectives play important role. Cartwright and Cooper has pointed out that MA depends upon combination of related functions like integration of people, systems, practices and culture. The critical review of the literature has recommended that most of research has been focused at studying single characteristics of MA in isolation. Moreover the dynamics of MA variables that impact on success and failures ratio has not been undertaken in the literature and there is a gap for research. This study will be focus to explore the major drivers and variables and their effect on the success of merger and acquisitions across industries from a corporate strategic perspective. 1.2 Rationale behind Research: Mergers and acquisitions is one of the common strategies in today’s business world. Gould (1998) has conducted a survey involving 12000 managers from different countries and according to the result of his survey more then 1000 companies were involved in acquisitions or a merger in two years between 1995 and 1997.moreover merger and acquisitions has become the leading strategic options. However, the performance of the combined companies has been lower than expected. According to Buono (2003) the basic drivers of MA only involved in financial, operational and strategic aims and objectives. So therefore my main area of focus of this research is to explore the major drivers and variables and their effect on the success of merger and acquisitions across industries from a corporate strategic perspective. 1.3 Aims and Objectives: The basic aim of this project is to understand whether mergers and acquisitions always fulfil desired objective. The aims specific areas are as follows. To explore the major variables that impact on the success of merger and acquisition different industries from a corporate strategic perspective To explore the corporate strategy in achieving desired results from MA activities To evaluate the impact of the mergers on an employees and examining the programmes for dealing with separation anxiety for employees. 1.4 Dissertation Structure: The official Structure of the dissertations is being applied which is provided by the university and analysis has been done which suit the theme and the objectives of the research. The structure of this report is summarized as follows: Chapter 1 Introduction of the research topic and lays the basis for the rationale of selection of the theme under scrutiny. It introduces the effect of MA on business and effects that they expected. The chapter also summarizes the rationale for selection of topic and states the aim and objectives of this research. Chapter 2 Consists of review of the literature that has been produced in the domain of mergers and acquisitions and their desired effects for companies. It has highlighted some of the highly respected literature in the field of aims and objectives of this research. Chapter 3 Provide the methodology and strategy adopted by the researcher to undertake this research. It points out the strength and weaknesses of using different data collection mechanisms and has shown how they fit in the larger context of aims and objectives of this research. Chapter 4 very important chapter consists of analysis and findings regarding the importance of strategic alignment within a merger or an acquisition activity with the help of a range of case studies. The chapter developed recommendations for companies under the light of macro indicators, theories and qualitative data gathered through this research. Chapter 5 provides a comprehensive conclusion from this research and gives a list of recommendations for companies that can be drawn from this focused research. Chapter 2: Literature Review In this chapter an attempt has been made to briefly review the research already undertaken and methodology employed moreover the study has been produced in the domain of aims and objective of the project and it has been divided into number of different sections so that reader understand with ease. 2.1 Overview: Concept of Merger and Acquisition: Over the last few years different companies have engaged in domestic and international mergers and acquisitions to match the macroeconomic trends operating on a worldwide scale in the market place. Up till now the ultimate success of a company’s global strategy may depend on how well it manages the dangerous human resource â€Å"fit† issue associated with strategic customer cantered decisions and strategies. The literature presents the understanding and resolving interpersonal management issues that result from organization, team, and individual misalignments. An actual merger and acquisition integration project is used to discuss the application of this approach (Thomas L. Legare in his paper â€Å"Understanding and Managing Human Resource Integration Issue†) M A defined by Arnold (2002) as â€Å"combination of two firms of roughly equal size on roughly equal terms and in which the shareholders remain as joint owners† M A activities in late 20th century: In 1960’s Mergers and acquisitions first became an important topic within the organization management meetings. It is usual to consider merger and acquisition in terms of the extent to which the activities of the acquired organization are related to those of the acquirer. The most common classification proposes four main types (Walter 1985; Hovers, 1973; Kitching ,1967). These being: 1- Vertical The process in which two organizations combined within the same industry. 2- Horizontal The process in which two similar organizations combined within the same industry 3- Conglomerate In this process acquired organization is in completely different field of business activity 4 Concentric In this process the acquired organization is in a different but related field in to which the acquiring company merge its business. According to Schweiger and Ivancevice, 1987 mergers and acquisitions can be considered to differ in terms of Motive and transactional type The envisaged degree of integration Common objectives behind M Activity According to Napier (1989), in a review of the literature, draws the distinction between financial or value maximizing motives, and managerial or non value maximizing motives. Mergers known as financial or value maximizing motives when the main objective is to increase the profit and decrease the risk involved in business moreover non value maximizing motives relate to merges which occur primarily for other strategic reasons ( Halpern, 1983). Moreover according to handy (1993) creation of shareholder’s value is the underlying aim behind any MA activity. However , there is a range of strategies involve to improve financial performances and consequently increase shareholder’s value. According to Marks, (1988b). There is lots of risk involved in activity like Mergers and acquisitions involving the collective annual investment of billions of pounds and affecting the working lives of millions of employees. It has been recommended in future that 50 to 80 percent of all mergers are considered to be financially unsuccessful (Marks 1988b), most probably in financial return, represent ‘at best an each way bet’ (Lorenz, 1986) The popularity of Merger and acquisitions is still strong despite of the fact that it has been frequently fail to achieve the financial growth (Hovers 1973 Farrent 1970; Jemison and Sitkin, 1986). Indeed there is lots of evidence that Britain and the USA are currently experiencing an unprecedented wave of merger activity (Morgan, 1988; Hughes, 1989). In the last 10 years , there have been over 23000 registered acquisitions in the USA , and before the end of this decade one in four of the Us workforce will have been affected by merger activity ( Fulmer, 1986) with the approach of 1992 , a similar trend is predicted for Europe. The Merger and acquisition is facilitated by number of factors. Market Conditions Market conditions are changing day by day and in this environment there is a need to consolidate or capture new market so strategic mergers and acquisitions become more attractive and expedient alternative response to the setting up new outlets, and at the same time provide a tool to finish the competition ( Meeks , 1977) Increasing Availability of Capital Mergers and acquisitions activities has been increased because the organization and financial institution may need of capital from outside countries because of low interest rate. More companies for sale. There are lots of companies come in to the market because of number of reasons like successful entrepreneurs of the post war years reach retirement age , because of families issues and there is not natural successor within the family. The Easing of Regulations. According to McManus Hergert, 1988. Gartrell Yantek suggested that acquisition activity is related to political climate in that right of centre administration stimulate activity. The Need to share Risk Mergers and acquisitions is very important if u need to share risk like new product development often results in the formation of joint ventures , mergers and other types of strategic alliance. The existence of complex Indivisible Problems All of these can be considered to be logical economic and marketing factors, which make possible the decisions to acquire, These conditions , particularly the need to share risk and problems solving, have also contributing to the increasing trend towards the formation of joint ventures and Mergers (Harrigan, 1988) (vii) Unrecognized Psychological Motives According to Levinson (1970) suggests one such motive to be fear of risk McManus and Hergest (1988) suggest that the decisions happens when ‘CEO is bored and wants to find a new game to play’ or to create some excitement amongst senior managers (Hunt, 1988) 2.2 Impact of Mergers and Acquisitions Merger and Acquisitions have the prime aim to maximise the firm’s profit and shareholders wealth like any other strategic growth option, but there has been a risk of failure so the debate in the literature among theorists and practitioners as to the real strength of the strategy in creating shareholder’s value worth the risk of failure. The review literature that surrounds different prospects like shareholders, acquirer , targets has been studied on short , medium and long term value creation through the MA activity . The following different categories of studies can be highlighted. Affect of MA Activities on People The Human Side of Mergers and Acquisitions is about to impact that mergers and acquisitions have on people in the workplace: the psychological difficulties that people experience, the culture clashes that can emerge in organizations that can emerge in organizations during the post –merger integration period, and the ways in which these problems can manifest themselves –such as communication breakdowns a â€Å"We-they† mentality between the component organizations in a merger, lowered commitment , drops in productivity , organizational power struggles and office politicking , and loss of key organizational members. We adopt primarily and organization development (OD) perspective on mergers and acquisitions: given the myriad problems (Thomas L Legare) The Existing evidence on the effects of mergers and acquisitions on efficiency or value comes from two basic types of large sample studies: event studies and performance studies Event studies consider the returns to the shareholders of targets and acquirers in the days before and after an acquisition announcement .These studies consistently find that the combined returns to acquirer and target stockholders are unequivocally positive .These positive returns imply that the market anticipates that acquisitions on average will create value. These studies and reactions do not, however, provide insight into the sources of the value changes in mergers or whether the expectations of value changes are ultimately realized. Furthermore, the combined returns cover a broad range of responses from very positive to very negative. Cross sectional analyses of event period returns provide some evidence that the broad range of combined announcement period returns reflects the market’s ability to forecast an acquisitions success. For example both Mitchell and Lehn (1990) and Kaplan and weisbach (1992) find the there is a relation between (1) acquirer and combined returns and (2) the ultimate outcome of the acquisition. Other studies examine a number of different determinants of the cross-sectional variation in returns associated with acquisitions. (see e.g Lang , Stulz, and Walkling 1991 . Maloney , McCormick , and Mitchell 1993; morock, Shliefer , and Vishny 1990)These Cross-Sectional analyses of event –period returns provide some understanding of the nature of the market reaction to acquisition announcements.They do not , however , examine whether the anticipated value creation or improved productivity materializes, Nor do they have a great deal to say about the organizational mechanisms and manage ment practices that drive acquisition success or failure. Studies of post merger performance attempt to measure the longer-term implications of mergers and acquisitions using both accounting and stock return data. Studies of accounting data fail to find consistent evidence of improved performance or productivity gains. (see e.g, Healy , Palepu, and Ruback 1992 and Ravenscraft and Scherer 1987) similarly , studies that focus on acquirers long term stock performance find mixed results abnormally negative stock returns after the acquisition ( agraqwal , Jaffe, and Mandelker 1992), no abnormal returns (franks , Harris , and Titman 1991) and negative abnormal returns only for stock mergers (Mitchell and Stafford 1996) Like the announcement period event studies, longer term performance and event studies document substantial cross sectional variation in performance , but do not study the sources of value changes in mergers and acquisitions. In sum , there are a number of questions that the existing economics and finance literature on mergers and acquisitions leaves unanswered , Existing work provides mixed results on the average impact of mergers and acquisitions More importantly , existing work offers little insight into the determinants of an acquisitions success or failures. Research on the basis of Capital Market Capital market is one of the research category used as central information point. According to Healey (1992), the stock market data reflects the effects of MA as it reflects future profits and dividends expected by the post integration entity moreover these researchers believe that the result has been found swayed by the researcher’s personal orientation an hypothesis. It is been analyse that majority among studies that have been covered lower then desired effects created through analyses based on capital market data. Event Study Methodology According to data et al (1992) have indicated that these studies are based on the hypothesis that markets across the industrialized world are highly well-organized and therefore soon after the MAn announcement moreover it depends on the future financial benefits or losses. The result of such studies have highlighted the majority of MA activities do create affects that can range from significant to normal (Sudarsanam 2003) but the people working along with the field and many other critics have argued that the methodology is only affective for small projects to obtain the desired affects and does not represent long term desired affects in the medium to long term. Short Run Objectives: A large number of organizations plan for financial gains within a short period of time when the merger date is finalized they are looking to achieve this objective, 30% and 10% abnormal returns have been found for the target shareholders Sudarsanam et al (1996) Long Run Objectives According to Agarwar (1992) the organizations long term desired affect through MA activity that has gained an increasing interests among researchers after the data is available for the last wave of MA in the 1990’s. There has been a mixture of results as- 10% abnormal returns over 5 years MA periods; Fama French (1993) showed positive 9% abnormal returns for the acquired and negative -4% abnormal returns for the acquirer; and sudarsanam Mahate 2003 showed a range of negative -18% to positive+1% abnormal returns in MA situation. Although it has been found out that many of these studies have used different models, benchmarks and organizational data, but there is a general consensus that MA abnormal desired affects in the long term. Operational Planning Research: The best way to analyse the affect of MA activity is to study the operational performance of the firms involved. The operational data consists of accounting data like cash flow and profit and loss statement are used by such studies (Healey 1992) Herman and Lowenstein (1988) used these technique on data gathered during 1975 to 1983 and found that no significant improvements in the performance of post MA entities. Healey et al (1992) found a meagre 3% operational performance among companies analyzed. However the same data was later analyzed under improved methods and found no operational performance. The results show large number of failures in creating substantial desired affects through operational analysis. Recent Merger and Acquisitions trends In the above table shows the recent trends in the field, let us being with our full dissertation of the subject of MA. This will be begin with a discussion of the basic terminology used in the field. 2.3 MAJOR STRATEGIC ISSUES: According to Cartwright and Cooper (1995) in order to get the desired objective during the MA activity the internal environment of firms should be synchronized. It can therefore recommend that integration of people, their systems, procedures, practice and organizational culture is extremely important in order to get the desired objective. Mr David (2007) suggest that the internal aspects of firms that are going to merge can be divided into two core competencies that can help to minimize the factors involved the failure of MA strategies. These core competencies lie in the field of corporate strategy which usually lack coordination during MA activities. The main limiting aspects of MA in terms of strategic importance that can play a vital role by using their core competencies have been highlighted as follows Organizational culture The cultural differences is the single largest cause of lack of proposed performance, achieving the desired target and objective and time consuming issues in the running of successful business ( Bijilsma frankema , 2001) according to him culture plays a important part in employees motivation in the development to new business he says that cultural clash is the most dangerous factors when two companies decide to combine moreover the things like styles , values and missions is the part of factor influencing the MA. According to (Covin et al, 1997) the employees required five to seven years after the merger to feel truly incorporated. Due to the multitude of these changes many problems arises like loss of job, also financial debt and fears of jobless.(Mirvis and Marks 1992) moreover he says that after merger the new team is also distressing and anxiety for the people other fear include the loss of effective and close team members, as well as the uncertainty about the new team members and supervisors to be inherited the employees when forced to deal with new team members and managers they may develop fears of taking risks and raising sensitive subject. This may adopt us verses them thinking, where trust for the new team members will be minimal (Mirvis and Marks, 1992).Management facing this kind of behaviour may have to pay the high price of loss of coordination and initiative among the employees of the new business combination. Moreover the issues and disagreement will be more difficult to resolve, so the time after the merger is the most difficult time for the management and new team members to move forward as a whole. Appelbaum etal, (2000) Stress According to (Datta et al , 1992) the process of merger and acquisitions consists of biggest change at the individual and organizational level in the history of organizations because of this the process is stressful. When one culture combines with another the employees feel as through they have lost control over important aspects of their loves, and in an attempt to regain control, they often withdraw. So it creates stress within individual , i.e reduced performance and job satisfaction . ( Berger and Ofec 1996) According to Schweiger Denisi (1991) the employees after the MA go through a time of increased anxiety uncertainty and stress. They are concerned about their new position it will create more stress in them so communication plays the vital role during the merger so that employees know what is going on and how they might be affected during and after the post integration period. Thus it can be suggested that while negotiations have been compared to flirting before marriages , and the closing of the deals to forming a new family , employees reaction can be associated with â€Å"bereavement† (Katinka , 2004) Organizational change and resistance Changes after merger announcement like stress, symptoms, work related factors, health status, and lifestyle. Personal characteristics were composed of age, sex, height, weight, and marital status in both surveys. Moreover stress related symptoms like anxiety, impatience and depression were dichotomized by either having a complaint or not so following a MA , a complex set of organizational , managerial and personal changes or inevitable. Jensen Rubock (1983) claim that in order to cope with the changes and resist with the changes there is a way to select a strategy and a set of specific approaches for implementing an organizational change effort. It is very important for managers to implement changes successfully in order to cope with the changes. The researchers have introduced six different strategies in order resist the changes after the merger and four major reasons why peoples resist changes. Image, Identity and confidence According to (Ravenscraft and Scherer 1988) image , identity and confidence of the human resource may reduced after the combination process it has been send that most of the employees will feel uncertain and will need some relaxation environment . It can be recommended that the peoples effected by this process can prove dangerous for the management they can change the ownership moreover the employees who are affected by the process tend to protect their identity and confidence through tolerance and humble and hence they try to maintain their status and confidence with experience that they are the part of new entity, if the cultural factor is not adequately taken into account at this stage of the merger , there will be so less time to contain it after the merger. Weston et al (2001) discuss the fear and stress associated with a merger. Schwert (1996) argue that when the objectives after the merger are not met , the managing teams of both companies are the employees of the acquired company enter a â€Å"cycle of escalating and distrust†. In other words, managers of the acquiring company press for increased control, while employees of the acquired company resist and demand their autonomy. Others view mergers and acquisitions as power games , which create some excitement fro bored CEOs. Communication Tompkins (1984) defined organizational communication as â€Å"the study of sending and receiving messages that create and maintain a system of deliberately corresponding activities or forces of two or more persons† Organizational communication is the exchange of messages through collective creation maintenance and transformation of organizational meaning. Members develop commonly understood patterns of expectations of organizational action through communication. Moreover communication with the employees is a very important factor throughout the entire MA process and creates a positive effect on employees through the trying time. According to John et al (1999) that communication plays a vital role in the combination of different and various cultures. The cultures can be at conflicting ends and therefore should be understood by the top management during integration period moreover according to Richard et al (1999) the human resource department should plan for the change in organization and they should know before this process that what going to happen with the company when two cultures combine as the result of merger. So in the process of merger only decision is not enough but the proper communication of these decisions among the company is very important moreover management works horizontally and vertically through leadership, control and organization.(Sudarsanam and Mahate, 2003) FLOW OF CASH Despite of the fact that many people loss their job in the process but the same time high rate of voluntary turnover linked with the process moreover it includes substantial outflow of talent and expertise. According to Ravenscraft and scherer, 1988) report executive turnover rates as high as 75% in the first three years of post acquisition period. Unplanned personnel losses are not necessarily confined to the more senior levels of the organization. Typically, acquired or merged organizations experience on overall rate of staff turnover of at lest 30% in the first two years post merger period (Cartwright and Cooper 1995) 2.4 Success and Failures A large number of mergers and acquisitions are unsuccessful .Over the last fifteen years, 23% of all merged firms worldwide reported lower profits than comparable non-merged firms (Gugler et al.(13)) Daimler Chrysler, the effect of the largest industrial merger ever, for example , has only posted low or negative profits since its birth in 1998-including the biggest loss in German business history in 2001. The disappointing results of mergers have been puzzling commentators and academics alike. In the management literature, poor merger performance has often been connected to unsuccessful addition of different corporate cultures. Cultural differences, however, are not enough to explain failures. First, firms seem to be aware of organisational difficulties when taking merger decisions. DaimlerChrysler, for example, anticipated post –merger Challenges. Second, mergers between partners with closer corporate cultures sometimes perform worse ( Morosini et

Internet Crimes :: essays research papers

The new discipline of computing and the sciences that depend upon it have led the way in making space for women's participation on an equal basis. That was in some ways true for Grace Murray Hopper, and it is all the more true for women today because of Hopper's work. Grace Brewster Murray graduated from Vassar with a B.A. in mathematics in 1928 and worked under algebraist Oystein Ore at Yale for her M.A. (1930) and Ph.D. (1934). She married Vincent Foster Hopper, an educator, in 1930 and began teaching mathematics at Vassar in 1931. She had achieved the rank of associate professor in 1941 when she won a faculty fellowship for study at New York University's Courant Institute for Mathematics. Hopper had come from a family with military traditions, thus it was not surprising to anyone when she resigned her Vassar post to join the Navy WAVES (Women Accepted for Voluntary Emergency Service) in December 1943. She was commissioned a lieutenant in July 1944 and reported to the Bureau of Ord nance Computation Project at Harvard University, where she was the third person to join the research team of professor (and Naval Reserve lieutenant) Howard H. Aiken. She recalled that he greeted her with the words, "Where the hell have you been?" and pointed to his electromechanical Mark I computing machine, saying "Here, compute the coefficients of the arc tangent series by next Thursday." Hopper plunged in and learned to program the machine, putting together a 500-page Manual of Operations for the Automatic Sequence-Controlled Calculator in which she outlined the fundamental operating principles of computing machines. By the end of World War II in 1945, Hopper was working on the Mark II version of the machine. Although her marriage was dissolved at this point, and though she had no children, she did not resume her maiden name. Hopper was appointed to the Harvard faculty as a research fellow, and in 1949 she joined the newly formed Eckert-Mauchly Corporation. H opper never again held only one job at a time. She remained associated with Eckert-Mauchly and its successors (Remington-Rand, Sperry-Rand, and Univac) until her official "retirement" in 1971. Her work took her back and forth among institutions in the military, private industry, business, and academe. In December 1983 she was promoted to commodore in a ceremony at the White House. When the post of commodore was merged with that of rear admiral, two years later, she became Admiral Hopper.

Anti-Semitism Essay -- essays research papers fc

Jews have been persecuted since the beginning of documented time. This religious group has been poked, prodded, exiled, and in recent years, massacred for their religious beliefs. This racial prejudice is called anti-Semitism. Anti-Semitism is the vicious weapon of propaganda used to break down the Jews psychologically before the armies of Germany even began to annihilate this religious group during World War Two (â€Å"anti-semitism† 47). The NAZI Party led in this mass murdering of the Jewish people. The head of the NAZI Party, Adolph Hitler, proclaimed that he was not a racist, yet killed over six million defenseless people because of their race. Hitler also declared, redundantly, in his speeches, that he did not desire World War Two. These are some of his last words: â€Å"It is not true that I, or anyone else in Germany wanted a war in 1939. It was wanted and provoked exclusively by those international statesmen who either were of Jewish origin, or worked for Jewish interests. This led to the merciless opposition to the universal poisoner of all peoples, International Jewery† (Rossel 10). As one can see, anti-Semitism could not be stopped in the era of World War Two, because Hitler outlawed any media that wasn’t showing hatred toward the Jews. The only radio broadcasts were his hate filled speeches and news reports that he approved. The only programs on television also had to be approved by Hitler or someone under him. No newspapers were allowed to say anything that, in any way, insulted a Nazi, or any other German. If any Jew was caught insulting a German, they were immediately executed or tortured until death. This fear that had been provoked by the death, starvation, and abuse of the Holocaust, was another type of propaganda brought about by the Nazis (Zeman 26). Another reason that Jews were hated was jealousy. They were believed to be God’s chosen people. Hitler took advantage of this, and used it as another opening for propaganda. Soon, the Jews were blamed for the death of Christ and said to have brought all of the pain and suffering on the world. It was said that God was punishing the Jews, and the rest of the world, for not receiving Him, and once the Jews were gone, the Garden of Eden would thrive again. This ridiculous theory was later declared unchristian by the Second Vatican Council (Roth 47). Anti-Semitism was... ...s of the Jewish people.† They did not take these books to read them, they made the people come outside and watch them burn. This was frightening because, â€Å"Wherever they burn books, they will also, in the end, burn helpless human beings.† That was said by Heinrich Heine, a survivor of one of the concentration camps in Nazi Germany (â€Å"anti-Semitism† 1). The Holocaust--the merciless massacre of over eleven million defenseless, innocent people, six million of which were Jewish--can be directly linked to the hatred and racism brought about by Nazi propaganda. The people of Germany let their minds be controlled and learned to despise the Jews. Hate is a powerful weapon that has the power to kill without mercy (Holocaust no pagination). WORKS CITED: â€Å"Anti-Semitism.† Murray, John Courtney Sr. Grolier Encyclopedia of Knowledge .1991. Roth, John K. and Berenbaum, Michael. The Holocaust Religious and Philosophical Implications. New York: Pragon House 1981. Rossel, Seymore. The Holocaust. New York: Franklin Watts, 1981. The Holocaust . Director Tad Ve’Shem. Video. Parade Video. Zeman, Z.A.B. Nazi Propaganda. London: Oxford university Press, Incorperated, 1973.

Mentorship through Maslow’s Self-actualisation: Teaching, Learning and Assessment Theories

Introduction The past decades has seen the rise in mentorship programmes targeting individuals and groups. Interest in mentoring programmes has been fuelled in part by the increased recognition that mentorship results into positive relationships between the mentored and the adult mentors, which have been noted to promote resilience among youths (Wilson and Peterson, 2006). In other words, mentoring is a critical aspect of human growth with the ability to transform an individual’s hidden ability into an elite performer. However, it should never be assumed that the essential features of the natural association between an adult mentor and a young mentee is enough to influence the process of mentorship leading to satisfactory results. Moreover, most research studies have mainly focused on mentee benefits, while ignoring their motivation and interests. Because of its multidisciplinary nature, mentorship requires a multidimensional approach to issues. As such, various theories have been proposed to enhance mentorship programme’s effectiveness. Maslow’s humanistic theory is based on the notion that experience is the basic phenomenon in the study and understanding of human learning behaviour (Kenrick, 2010). Maslow emphasises on the importance of choice, creativity, values and self-actualisation as distinctive human qualities, indicating that meaningfulness and subjectivity are more significant than objectivity. In other words, Maslow rejects the behaviourism and psychoanalysis because of the belief that it leads to over-reliance on human frailty at the expense of human strengths. This paper expounds on how a mentor can use Maslow’s theory of self-actualisation to facilitate mentorship success, through the theories of teaching, learning and assessments. Maslow’s hierarchy of needs It’s prudent to highlight the Maslow’s five hierarchy of needs and what these needs stand for, before delving into how the last need, self-actualisation, is essential for a successful mentorship programme. Maslow developed hierarchy of needs, which is based on the study of psychology focusing on the subjective experiences and freewill. In other words, human needs do change through a person’s lifespan (Kenrick, et al., 2010). Maslow, thus, ranks the human needs from most basic physical needs to the most advanced self-actualisation. These ranks, which are often referred to as Maslow’s hierarchy of needs are: psychological needs, safety, belongingness, esteem, and self-actualisation. While physiological needs include essential things like food, air, water and any other factor that contribute to the human survival, the need for safety include issues to do with environmental security, job security, resource availability, healthcare and property ownership among others. In many instances, the loss for safety is experienced during economic crisis or a country experiencing a disaster. The sense of belonging, as another need, includes love, sense of friendship, intimacy, and family belonging among other needs. Belongingness is thus established after safety and physiological needs have been assured. But there is exception to this rule particularly where peer pressure is involved, which may lead an individual to solicit for belongingness to satisfy a societal standards. Then there esteem, a need that include issues such as confidence, self-esteem, and respect among others. This level of need builds on the need for interpersonal elements of need such as love and belonging through the elements of being accepted and valued. It may lead to a close interaction between a mentor and a mentee, which often results to development of strong interpersonal and communication skills to the latter (Lunsford, 2011). Lastly is the self-actualisation, which includes factors such as moral behaviour, creative thinking, and problem solving abilities. Self-actualisation, considered the most significant of all needs, is the driver of every other aspect of human need (McGuire, 2011). The theory of teaching, learning and assessment In order to facilitate the impact of mentorship, a mentor may use various approaches of teaching, learning and assessment. Individuals have their own specific way of learning and to recognise that everyone does not learn the same way. As such, the contemporary concept of learning views it as a process of active engagement (Craig, 2013; Wilson and Peterson, 2006). A mentor influences a mentee through provision of appropriate structure, expression of positive expectation, advocating and explaining, administering challenges to learners, provision of vision that is able to sustain the interests of the learners. According to Feeney (2007), for mentorship to be effective, mentees must be guided on a journey at the end of which the mentee develops into a different and become more accomplished. In the perspective of Maslow’s theory, a mentee is more likely to develop better career path if their interactions with their mentors is holistic. That is, mentees’ specific needs may directly influence their relationships with their mentors. For a mentorship programme to success, a mentor can focus on giving greater consideration in mentoring practice. Mentorship as processes of active engagement One of the most critical aspects of education and learning over the past few decades is the move away from the concept that â€Å"learner is a sponge† toward an image of â€Å"learner as active constructor of meaning† (Israel et al., 2014: 954). The contemporary theory of learning focuses on behaviour. In this aspect a particular behaviour will lead to another and that when a mentor act in a certain way, the mentee will also act in a certain way as well. The reasons why modern teaching, learning and assessment theories go hand-in-hand with Maslow’s theory, is that teachers hardly have control over the students’ ability to learn. This may also be replicated in mentoring, with a form of teaching that encourages mentors to facilitate learning process both within and outside their scope of control. Some of the things a mentor needs to observe is whether the mentee is motivated, comfortable with the learning methods employed, interested, and whether the learning environment encourages interactions. These requirements are all contained in the Maslow’s theory of self-actualisation. Holistic learning theory provides the basic premise of mentorship as it gives individual personality, which is comprised of elements such as intellect, emotions, desire, intuition and imagination (Lunsford, 2011). For learning to take place and be effective, all these elements must be activated. This is in line with Maslow’s theory that is based on the perspective that a person’s drive to learn is intrinsic, and is purposefully meant to achieve self-actualisation. In essence, the goal of a mentor should include the process of helping the mentee to achieve the desired self-actualisation of a mentee. In order to achieve the desired outcomes, it is necessary for mentors to establish relationships between mentors and mentees, which encourage patterns of regular contact over a significant period of time. Mentorship as a social phenomenon: the social theory of learning Another significant shift in the mentorship field is the growing awareness among mentorship theorists is that learners and mentees need social environment to facilitate learning and enhance the full benefit of mentorship. While previous learning theorists put more emphasis on individual learning, the current work places more emphasis on the critical role of social groups in the development of understanding and enhancement of mentorship success. Even though solitude and silent background provide good opportunities that are likely to favour learning process, the social occasions involved in various discussions, conversations, debate and partnership or group working equally play a critical role in the learning outcome. For example, small children may refer to everything with four legs as â€Å"dog†, but learn to separate a dog from a cat with time as they pronounce the names publicly and an adult gently amend their pronunciation. This kind of approach to learning sometimes is ref erred to as ‘activity theory’, which can be traced psychologist Vygotsky, 1981 (cited in Lunsford, 2011: 479), who theorised that social world has a strong influence on individual’s development. Self-actualisation, as one of Maslow’s five hierarchies of needs, deals with the idea of setting a sense of problem solving. A mentor can use the social interaction to enhance their mentees develop more problem- solving skills. The common concept about self-actualisation is that knowledge and practice is inseparable, because humans learn or know by doing (McGuire, 2011; Wilkes, 2006). This means that a mentor can look at mentees as they are doing something meaningful, such as solving an authentic problem, in case they want to understand what the mentees’ level of understanding. Learner difference as a resource Another significant shift that people have adopted is the value placed on individual and group differences. Quinn and Hughes (2007) observe that one of the self-evident truths of schooling is that learners come with varied experiences, capabilities, understandings, and backgrounds. As a person seeks mentorship to achieve high-quality of what they value most in their lives, the differences between individuals continue to widen. For example, as school environments become more democratic, teachers/ mentors are forced to learn to deal with the inherent differences that exist between the students/mentees. While in the traditional model of teaching, teachers often used the â€Å"deficit model† of students to draw and plan the learning process, modern teaching, based on mentorship, emphasises that the difference between mentees should be treated as a resource. This approach is in line with Maslow’s self-actualisation, which embraces the difference between individuals’ growth, which is treated as personal and fulfillment of one’s own potentials. A mentor, using this perspective, will focus on the difference between individual mentees as strength rather than a weakness, by focusing on each mentee’s own volition of success. In essence, a mentor should not use a standardised approach to building individual mentee’s personality. According to Maslow (1987, cited in Kenrick, 2010, p.4), a self-actualised person has a great sense of awareness, which allow them to maintain a near constant enjoyment of life. They often engage in activities that facilitate the feeling of unity with possible meaningful outcome. They also tend to develop some degree of acceptance for all that seem unchangeable as well as level of spontaneous and stamina to work on what is changeable (Kenrick, 2010). In essence, a self-actualised indiv idual has developed a complete and coherent personality that enables them to dictate their life’s direction. A mentor can use this approach by applying theories of learning to help them: Utilise and provide value to the contribution that a mentee brings to the table during the assessment process; Undertake, facilitate and act upon feedback from a mentee with regard to effectiveness of the learning environment; Allow the mentee to have some personal time for reflection of their personal as well as professional development; Provide value-oriented and timely feedback and evaluation of individual mentee’s level of proficiency (Gopee, 2011). The Theory of teaching for understanding The other shift that mentors have redirect their concern is based on assumptions that knowledge is based on what a mentee is to learn. Nicklin and Kenworthy (eds) (2003) state that this theory is no longer based on what mentees quietly master or learn, but is based on the contemporary educational reform that demands that students possess more flexible comprehension of issues in a broader concept. In other words, learners must not only know the basics but also how to use those basic skills to identify and solve non-traditional problems. Alternatively, the use of critical thinking is meant to emphasise teaching for understanding. This theory has specific underlying assumptions that to be considered competent in a specific field, one must master core ideas, concepts and facts, and more importantly, its processes of inquiry and arguments. Conclusion Although critics of Maslow’s self-actualisation believe that this approach of teaching and learning oversimplifies complicated ideas, it may not be right to suggest that ideas about learning, learners, and knowing are either mutually exclusive or monolithic. If anything, the compatibility of these ideas is one of the reasons for their popularity in the last three decades. The idea of developing skills needs to be holistic, and mentors need to adopt methods that would embrace the contemporary theories of teaching, learning and assessments to increase the effectiveness of mentorship. A mentor’s role in practice placement is critical helping a mentee go through successful learning and assessment process. Although the relationship that may develop between a mentor and a mentee is quite complicated, it is essential to establish certain form of association that allows a mentor to provide support while at the same time remain objective and analytical as well. From the perspective of a mentee, a good mentor is teacher who nurtures, while at the same time remains a ‘knowledgeable friend’ (Wikes, 2006). Maslow’s self- actualisation need can guide a mentor through identification of essential factors that would lead to a mentee becoming self-actualised. A mentor can facilitate the success of a mentorship process by jointly defining realistic expectations of their relationship with a mentee, to increase opportunities for understanding and trust. References Craig, C.A., Allen, M.W., Reid, M.F. Riemenschneider, C.K., and Armstrong, D.J. (2013) The impact of career mentoring and psychological mentoring on affective organisational commitment, job involvement, and turnover intention. Administration & Society, 45 (8): 949-973. Feeney, M.K. (2007) Toward a useful theory of mentoring: a conceptual analysis and critique. Administration & Society, 39 (6): 719-739. Gopee, N. (2011) Mentoring and Supervision in Healthcare. London: SAGE. Israel, M., Kamman, M.L., McCray, E.D., and Sindelar, P.T. (2014). Mentoring in action: The interplay among professional assistance, emotional support, and evaluation. Exceptional Children, 81 (1): 45-63. Kenrick, D. (2010) Rebuilding Maslow’s pyramid on an evolutionary foundation. Psychologytoday: Health, Help, Happiness + Find a therapist. Retrieved July 16, 2010 from http:/www.psycologytoday.com/blog/sec-murder-and-the-meaning-life/201005/rebuilding maslow-s-pyramid-evolutionary-foundation. Kenrick, D.T., GrisKevicius, v., Neuburg, S.L., and Schaller, M. (2010). Renovating the pyramidof needs: Contemporary extensions built upon ancient foundations. Perspectives onPsychological Science, from http://www.csom.umn.edu/assets/144040.pdf. Lunsford, L.G. (2011). Psychology of mentoring: The case of talented college students. Journal of Advanced Academics, 22 (3): 474-498. McGuire, K.J. (2011). Maslow’s hierarchy of needs. Munich, GRIN Publishing GmbH. ISBN 978-3656-23495-1. Nicklin, N. and Kenworthy, N. (eds) (2003) Teaching and assessing in Nursing Practice: An Experimental Approach. London: Bailliere Tindall. Quinn, F.M. and Hughes, S.J. (2007) Quinn’s principles and Practice of Nurse Education (5th edition). Cheltenham: Nelson Thornes. Wilkes, Z (2006) The Student-Mentor relationship: a review of the literature. Nursing Standard. 20 (37). 42-47. Wilson, S., and Peterson, P.L. (2006) Theories of learning and teaching: what do they mean for educatorsWorking Paper. Available: http://files.eric.ed.gov/fulltext/ED495823.pdf [Accessed 12/12/2014].