Trends in Human Resource Management

The Escape Analysis Essays

The Escape Analysis Essays The Escape Analysis Paper The Escape Analysis Paper Analysis of the story â€Å"The Escape† by Somerset Maugham. Sometimes men cannot say â€Å"No† to women, although they want it, and that’s why they have to make up some situations to make women say them â€Å"No†. The short story â€Å"The Escape† written by Somerset Maugham is exactly about this case, about the conflict between man and woman, and this escape is the main theme of the text. The idea of the story is that one should put on his thinking and act very carefully, as sometimes procrastination can give better results than haste. The message of the story is that a woman can be sly and scheming, but a man can make it his way also. This story makes the reader think about life and relationships and it is not surprising, because S. Maugham became known as a master of human soul, a wise man who not only knows how to depict, the hypocrisy and brutality of bourgeois society, but also has the ability to portray different characters in clear and natural Manner. The text â€Å"The Escape† under consideration begins with a key sentence which contains the whole content of the story in the folded form. Maugham writes about the relationship between Roger Charing and Ruth Barlow. Roger’s friend describes everything, whose name we don’t know. Roger Charing is a young man, who has a lot of money. And he falls in love with Ruth Barlow – an unhappy woman, who was twice a widow. They were happy together and they decided to marry. Then suddenly Roger fell out of love with Ruth, and he found the way, how to make Ruth release him. He told her that they would marry, when they would find the perfect house for both of them. However time passed away and Roger rejected all the orders of the agents offering a new house. At last Ruth lost her patience and left Roger herself. The title of the text is one word that consist the definite article ‘the’ and the noun ‘escape’. The definite article ‘the’ is here not accidentally – it claims that text is about exactly this escape and not any in the world. The story begins with the narrator’s introduction of the problem that if a woman wants to marry a man, it’s a man’s hazard and he has to find the way out of the situation. This is the exposition of the story. The exposition is written in the ironic tone. Such epithets as instant flight, inevitable loom, the narrator’s note â€Å"with a tooth brush for all his luggage, so conscious was he of his danger and the necessity for immediate action† make this effect. Then comes the inciting moment, in which both Roger Charing and Ruth Barlow are introduced. It is said that Ruth was twice a widow and it is said ironic, because the reader can think that Roger is the next victim, through the simile â€Å"He went down like a row of ninepins†. He also gives a direct description of Ruth’s eyes using the epithets â€Å"splendid†, â€Å"moving†, â€Å"big and lovely†, a detached epithet â€Å"poor dear† – all in the ironic way. The modal verb must, exclamatory sentence, parallel constructions â€Å"if she married a husband beat her, if she employed a broker he cheated her, if she engaged a cook she drank†, the allusion â€Å"She never had a little lamb but it was sure to die† make a humorous effect. We can recognize now completely that all the narrator’s words were ironic, because his epithets towards Ruth are like that, and also â€Å"stupid† and a simile â€Å"as hard as nails†. Then there comes an explanation of why he has such an attitude towards the poor widow. Going further, we come across an anticlimax. The tense is growing, but then Roger â€Å"on a sudden, fell out of love†. This is a bit unexpected. Ruth’s â€Å"pathetic (a repeated epithet) look ceased to wring Roger’s heart-strings† (a metaphor). But Roger â€Å"swore a solemn oath† (a metaphor) not to jilt Ruth, moreover, she was able to â€Å"assess her wounded feelings at an immoderately high figure† (an extended metaphor). And here begins the real climax with its growing tense. The author uses repetitions â€Å"they†¦ they†, â€Å"sometimes†¦ sometimes†, â€Å"they looked, they inspected, they climbed†. After the main heroes’ reasoning in direct speech, their proceeded searching for a house looks like a repetition, too. Yet, the author uses an antonomasia here, calling Roger an angel, though we know he is not – an irony. Their further reasoning in the direct speech appears to be the climax: â€Å"do you want to marry me or do you not? † Roger kept standing on his position epithets â€Å"assiduous and gallant†. Their letters are resolution of the text.

Computer Information Security Certification Research Paper

Computer Information Security Certification - Research Paper Example Consequently, it is critical to employ highly skilled persons on this area to guarantee safety of organizational information and data. To give assurance to organizations that the employee being hired has the desired skills, several certifications are offered. Computer Information Security Certification Cisco Certified Internetwork Expert (CCIE) certification is offered by Cisco. It is internationally recognized as the highest level certification in technical networking. For one to be CCIE certified, they have to be tested on particular skills in networking through written exams and performance assessed in the laboratory (Hochmuth, 2004). CCIE certification is divided into seven tracks including; routing and switching, security, service provider, service provider operations, storage networking, voice and wireless tracks (Hochmuth, 2004). CCIE certified persons are recognized as highly skilled engineers and secure employment in communication sector such as mobile phone service provider s and internet providers. Moreover, the individuals can be employed in organizations using information technology systems such as banks and supermarkets. Certified Computing Professional (CCP) is a senior level certification offered by ICCP. The certification is offered to Information Technology Management and Business and Systems Analysts professionals (Plishner, 2001). Moreover, it is offered to computer professionals globally. To receive this certification, one has to pass a core test in addition to scoring more than 70 percent in specialty examinations. Specialty exams are on management, procedural programming, system development, business information systems, systems programming, software engineering, database resource management and micro-computing and networks. To earn this certification one ought to have four years experience in information technology and computer field although not necessary in high tech position. One must also sign a document committing one to adhering to the code of ethics, conduct and good practice of ICCP (Plishner, 2001). A CCP certified person can be employed as a systems administrator in different organizations, can work as programmer, database administrator in institutions and the information managers in their place of work. Certified Information Systems Auditor (CISA) is another security certification available for computer professionals. For one to be CISA certified, one has to pass the CISA examinations. CISA exams scan be taken by any person with interest in information systems audit, control and security. Following completion of CISA exams and meeting the set work experience requirement, the candidate submits a CISA application (Plishner, 2001). The candidate must have a minimum of five years work experience in information systems auditing and control. Some professional may have this period waived for professionals such as university instructors in the field of accounting, computer science, and information systems to two years. CISA demands one to adhere to the code of professional ethics and the continuing professional education program (CPE) which ensures that certified individuals under this section continuously update themselves with new knowledge on computer security threats. In addition, CISA certified individuals commit themselves to complying with information systems auditing standards. CISA certified individuals can be employed in enterprises which demand IS audit professionals (Plishner, 2001).

Home Depots Nightmarish EXIT from China Assignment

Home Depots Nightmarish EXIT from China - Assignment Example Thirdly, Home Depot wanted to get rid of the distribution network by eliminating middlemen and leverage worldwide supplier network which was hard. Lastly, Home Depot had been suffering from declining profits and only the change of the business model for example e-commerce (Saporta). The Chinese consumers haggle too much when doing their shopping which is unfavorable to the retailer. Furthermore, they do not buy some of the products for instance garage tools because they hire someone to do it for them (Saporta). In addition, Chinese do not shop alone without assistance which required Home Depot to hire and train tradesmen to meet their desired standards. A safe exit strategy from a foreign market would be liquidation because there is no worry about change of control and no negotiations are involved (Cross). From the article, I derived that closing some of the retail slowly is a safe exit strategy. Selling the retail stores to a friendly buyer would also serve as a safe exit strategy because the buyer is known. Lastly, offering an Initial Public Offer (IPO) for it would increase the worth of the company

Accounting Essay Example | Topics and Well Written Essays - 2250 words - 1

Accounting - Essay Example PART C: On The basis of your work in Part B, prepare an income statement, a statement of owner’s equity and a balance sheet for the Aimless Company for the accounting period in question in the space provided. PART A: Shown are the first three numerical columns of the worksheet for Rahman Company, a corporation, for the year ending December 31, 2001. Fill in the blank spaces in these three columns, where appropriate. (Hint: Look for both sides of the entry for adjustments and extend account balances.) PART B: Shown next are the last two columns of the worksheet for Rahman Company for the period ending December 31, 2001. On the basis of the earlier three columns that you have completed, fill in these two columns of the worksheet, checking to see if the totals balance. PART C: On the basis of your work in PART B, prepare an income statement, a statement of retained earnings and a balance sheet for Rahman Company for the accounting period in question in the space

Limitations of change management models

Limitations of change management models Using the case as a basis for analysis, discuss the potential limitations of current change management models and processes in organisations with which you are. This assignment is based on the case study organisations change. Change is an organizational reality. External forces for change include the marketplace, government laws and regulations, technology, labour markets, and economic changes. Internal forces of change include organizational strategy, equipment, the workforce, and employee attitudes. Change is generally a response to some significant threat or opportunity arising outside of the organisation. According to Pettigrew (1999) Changes within an organisation take place both in response to business and economic events and to processes of managerial perception, choice and actions. Managers in this sense see events taking place that, to them, signal the need for change. The change faced by Power Co at the start of the project was because of the fact that it did not had any related experience in the design and implementation of similar projects (which involves a processing technology). This state could have cause difficulties of changing from the status quo as transformational and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and operations. As the case studies civil engineers; electrical engineers appear not to have enjoyed quite the same status had to have substantial amount of information to take the investment decision which was of strategic importance. Power Co tackled the above problem by recognizing the fact that the disorientation from the current technology can be eliminated by exploiting the knowledge base residing in the supply base Power Co developed a number of characteristics which eventually become its weakness. This was to have two tiers affect; firstly, it finds the solution of lack of prior knowledge of the change, secondly, it helps in making technologies were increasingly cost-competitive. According to Kellow (1996) described as a dam building organisation guilty of reverse adaptation, Power Co in a precarious in some work areas through loss of expertise and corporate knowledge the identification and the administration of knowledge within the Power Co business environment can be appropriately planned only if the characteristics and the needs of each particular firm are taken into consideration. In this context, the prior exploration of the business and the market environment is necessary in order to develop appropr iate plans of action regarding the retrieval, the process and the distribution of knowledge within any modern organization. At a first level, it is necessary to identify the type of knowledge required for a specific firm. Towards this direction, it was noticed by Anand (2003, p15) that the knowledge possessed by an organization and its members can be classified as explicit or tacit; explicit knowledge can be codified and communicated without much difficulty while tacit knowledge such as the manner of operating sensitive equipment or interpersonal skills-is not so easily articulated, as the case study power Co among the managerial class many were told that there was no position for them and they therefore elected to take a voluntary redundancy. Bunker (2005, p12) the reasons for the development of the above phenomenon have not been identified yet. It seems that firms managers do not have the necessary learning in order to. Moreover, the study of Bunker (2005, p12) showed that much of that failure stems from not understanding how to manage the structural side of change and the human dynamic of transition. On the other hand, Katzenbach (1996, p149) noticed that change efforts are often conceived as waves of initiatives that sweep through an organization from the top down, or the bottom up, or both, and flow across functions. In other words, change initiatives as most of the organizational plans are not accepted by employees at least for a specific period. The specific issue was also highlighted by Huy (2002, p31) who supported that fundamental change in personnel, strategy, organizational identity, or established work roles and interests often triggers intense emotions. For this reason, it is necessary that firms managers m ake the necessary preparations before attempt any change within the organizational environment (preparation in this case could include the organizational audit, the identification of the position and the advantages of the competitors and the choice of the most cost-effective plans identification of plans that are appropriate for the achievement of the various organizational targets but within a budget that will be set in advance by the firms managers. These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Power Co Management problem for those who genuinely embraced change and those who merely sought promotion and also there was a strategy of consultation and participation, individual examples emerged of staff feeling that, due to the end of building dams, a reduction in the workforce. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. The results revealed through most of the relevant studies reveal that change is not welcomed by employees in most organizations internationally as the case study there is strong feeling by Power Co that the changes of commercialisation were forced on the organisation and that staff had few alternatives other than to accept their fate, whenever the attempted changes have the consent of the employees i.e. when they progress through the employees active participation, then their implementation is very likely to be successful. The specific issue was examined by Eoyang (2001,p5) who supported that many organization change initiatives start at the top and deal strongly with any resistance from system agents that blocks progress; common ways of responding to resistance include downsizing, restructuring, and re-engineering. Other methods for dealing with resistance developed within modern organizations regarding specific plans of change are also available to modern organizations. The choice of the method employed at each particular case belongs to the firms managers who will also identify the risks and the advantages related with the implementation of each relevant change. At was on the change to come, which omitted the historical context. The program was sophisticated, involving as it did newsletters, visits by the CEO, briefings for subordinate leaders and even a telephone hotline. Moreover, The change faced by Power Co at the start of the shifted from civil engineering projects of building dams and power stations, to that of a business entity charged with the responsibility of providing to the government, as nominal owner, a return on investment was because of the fact that it did not had any related experience in the design and in the implementation of similar projects (which involves a competition from other electricity suppliers). This state could have cause difficulties of changing from the status quo as barrier and disorientation etc. This change was caused by the unfamiliarity and alienation of the new technology to the investment delivery team and the operations. Power Co had to have substantial amount of the information to take the investment decision which was of strategic importance in terms of its volume. Even if the policies applied on various organizational activities are appropriate regarding the targets set by the firms managers, in practice man y of these policies have to be rejected as inappropriate if being evaluated regarding the resources required for their realization. It is for this reason that Greve (1998, p59) noticed that change initiatives could be characterized as an outcome jointly determined by motivation to change, opportunity to change, and capability to change. For this reason, before the implementation of any plan of change within a particular organization it is necessary that the entire organizational context is carefully reviewed taking into account the fact that the conditions in the market (as well as within the organization) can change at any time creating new terms regarding the success of any attempted change. The sector of organizational activities influenced by the specific plans cannot be precisely identified; it is very likely that different organizational sectors are targeted by each specific plan of change; the needs of the organization and the trends of the market are the main criteria for th e relevant choice (plan of change applied on a specific organization). Towards this direction, it is noticed by Poole (1998, p45) that when change is needed in an organization it is likely the learning or identity of the organization will be targeted for change; the transformed organization, whether it be minor (first-order change) or major (second-order change), will not be the same as its predecessor. In other words, one of the most important consequences of plans of organizational change is that their effects on the various aspects of the organizational activities are likely to be permanent and extensive. By the attempted change, a new organizational environment is created; new organizational plans are then very likely to be implemented in accordance with the firms culture and characteristics and the market trends. It should be noticed that the implementation of plans of change within modern organizations is a challenging task usually requiring an extensive net of reforms within the organizational body. Modern literature on organizational learning and change offers to the firms managers a series of theoretical models that can effectively support the relevant organizational initiatives. We could refer primarily to the models suggested by Fennell (1993, p90): a) The strategic choice model (which is the one based in the changes happened to particular variables like the board composition and structure), b) The population dynamics (which is influenced by the population level changes) and c) The change in technical and institutional environments (which are mainly refer to the regulatory change related with the operation of modern organizations). Another model is the Collison and Parcell have developed their own model of organizational learning through which the knowledge management method that can be used for change, Capturing, sharing and exploiting knowledge, experience and good practices. Also Lewins (1958) change model, a systems model of change, and organization development. Exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modelling also are used at this point to reinforce the stability of the change. Lewin`s model will be used in this paper in order to examine the organizational change. The identification of the potential weaknesses of the firms organizational change- using this model will help towards the development of an appropriate plan of change if considered as necessary regarding the various activities of the specific firm The change at this level could have been a lack of flow of information to the organizational high level officials. Another issue was the absence of other electricity suppliers. The absence of competition produced a surreal climate of merely preparing for a possibility rather than a reality in the organization. Still another was the identification of the integration issues between the other parts of the organization and the management e.g. changes in the company wide operating procedures, as the case study that restructuring was seen as necessary by both senior management various consultants the pre-existing structure were never Cleary identified or ar ticulated. The higher level management did not considered the project to be of strategic importance in the sense that it does not intend to operate similar projects in the future. So they decided only to be concerned with business level issues and operational problems were left to the ad-hoc local solution (e.g. the external environment dos not remain stationary during the period of implementing change and the internal re-configuration may impact upon the style and context of change being pursued by the organization itself ). Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviours and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviours or attitudes. Due to the nature of industry, in which Power Co is operating, the initial teething problems are very significant and change tends to have substantial inefficiencies in the start. The reason being obviously the complexity of the system this change can cause project failure economically if not managed properly and change is not improved as early as possible. Power Co made a less than successful attempt at this when senior management realised that there were some dysfunctional consequences of the commercialisation structure of 1992. The Solution adopted solution to this problem was the establishment of change teams were the focal point of commercialisation but enthusiasm faded as their work fell into disarray in some areas which was to facilitate a joint effort at change through identification of operational problems and developing solutions to them. Changing Because change involves learning, this stage entails providing employees with new information, new behavioural models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against worldà ¢Ã¢â€š ¬Ã¢â‚¬Ëœclass organizations, and training are useful mechanisms to facilitate change. Appointing a person called Project sponsor having knowledge about the operations to oversee the project from the feasibility to the implementation. They were treated operationally as separate mutterers. After dam construction ceased, the workfares was decimated, many were forced redundancies due to the winding-down of dam construction, but others left as a matter of choice. This makes the project more stable operationally in the long run as the operational aspects of the system are conveyed to the delivery team during change stage. Failure to perform organizational impact analysis the organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues. This was due to the fact that the engineering problems were civil rather than electrical would affect organization structure, attitudes, decision making and operations. The analysis ai ms to ensure the change best to ensure integration with the organization. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behaviour or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviours or attitudes. This would have triggered the collaboration process. A flexible management approach was adopted to improve collaboration by giving the staff shifts, autonomy in their work practices. Afterwards staff rotation was made which motivated the employees to share their experiences. The resultant best practices were accumulated and formally documented after reasonable time by the operations managers Power Co moved through a damaging period of controversy over the natural environment and excessive reiteration of past problems could have had a negative impact on moral. Issues to relate to refreezing failed to arise because of the continuing state of flux after commercialisation and the rapid replacement of staff who left. The above directly fulfilled project objectives of being manageable in the long run (as issues being managed efficiently) and flexibility by providing the different views through joint learning. It also indirectly helped in achieving the project objective of being economic by reducing project risk. The above directly could have fulfilled project objectives of being safe and secure (by providing the staff the required help needed for the operations). It also indirectly helped in achieving the project objective of being economic (by increasing the staff efficiency). Conclusions The presentation of all the above issues proves that the knowledge management systems implemented by the particular organization have been carefully chosen in order to ensure the achievement of the organizational aims. The divorce of the business commitment to embracing the all issues of the project acted as a change for complete integration of technology into the organization. Commitment to the change must be universal including all involved. Senior management must demonstrate commitment in the allocation of resources required (people, money, time etc) to achieve change. The argument given was that the management did not intend to operate similar projects organizational impact analysis studies the way a proposed transformational change the organization will be dominated by its civil engineering and the electrical engineers appear not to have enjoyed quite the same statues other than this one in the future might not have sufficed as it could have render the change ineffective in term s of achieving its objectives of being economic and manageable over the planning. By doing so some issues might have come to the management attention so late that the project failure could have occurred This lack of commitment might have been caused by the inherent characteristics of the capital goods industry which view the knowledge management as hamstrung due to structural fragmentation inherent in the organization, the one-off nature of the projects, the presences of the culturally disparate professions and the low level of trust.

Essay on Fate and Chance in The Mayor of Casterbridge -- Mayor of Cast

Fate and Chance in The Mayor of Casterbridge  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      Thomas Hardy's disillusionment over religion was a major theme in both his novels and his poetry. In his mind there was a conflict over whether fate or chance ruled us. He explores this dilemma in the poems "I Look Into My Glass" and "Going and Staying." Each poem takes a different stance on the matter. It is up to the novel The Mayor of Casterbridge to illuminate which position he ultimately adopts. The poem "I Look Into My Glass" is similar to "Going and Staying" in many ways. Both poems deal with the effects of time. "I Look Into My Glass" is narrated by a person (I picture a man, although it could really be either) who is very old and looking at his wasted frame in a mirror. The narrator is grieving, not because he is old, but because his heart is still strong and full of feelings. He wishes that his heart had withered like his skin so that he wouln't have to feel the loss of all his loved ones, the "hearts grown cold to me" he mentions in the poem (ILIMG, line 6). The narrator blames a personification of time for this, saying "Time, to make me grieve,/Part steals, part lets abide" (ILIMG, lines 9, 10). Strength and vitality have been stolen from him while his heart has remained youthful. Emphasis in this poem is on the emotional rather than on the physical because the narrator values his emotions over his physical state. This does not mean that the narrator is indifferent to his condition. Just as much as he wishes his heart could be as frail as his frame, so does he also wish that his frame were a match for his heart. When he says time "shakes this fragile frame at eve/ With the throbbings of noontide" he means that his heart is still throbbing with the desir... ...ur own fate. Henchard dies friendless and alone not because it was part of God's plan, but because he cannot see that he operates under his own free will. Hardy's loss of faith in his own life is apparent in all of his writing, especially in the poems "I Look Into My Glass" and "Going and Staying" and the novel The Mayor of Casterbridge. Here he explores his ideas about chance and fate and ultimately comes up with the conviction that each man controls himself. It can be surmised that this was a frightening thought for Hardy since much of his work deals with his disillusionment over religion. Whether Hardy wanted to enlighten the multitudes with his writing, or if he just wanted them to see his suffering and pity him is a question only he can answer. Works Cited: Hardy, Thomas. The Mayor of Casterbridge. Ed. Phillip Mallett. New York: W. W. Norton, 2001.

Jeff Bezos Essay

Jeff Bezos is an American entrepreneur who was very influential in the growth of e-commerce. He is the chief executive and founder of Amazon.com, Inc., a company that began as an online merchant of books before it expanded to a wide variety of products. Amazon.com is the largest retailer on the internet and the model for internet sales. According to Drexler (2007), Bezos began his early career in house school. He developed the Dream institute which promoted creative thinking among the young students. He graduated in 1986 from Princeton University with two degrees, computer science and electrical engineering. In 1990, he joined D.E Shaw & Co. where he became the vice president. In 1994, he quit the company and opened a virtual bookstore in Seattle, Washington. He worked from his garage for a while as he developed the software for his site which he named Amazon.com. The greatest challenge for the company came in 1995, when Bezos needed money to launch his company. He needed $1 million to keep the company running for at least 2 years. It was very challenging because he needed the whole $1 million at once. According to him, this was a time when the company could have collapsed even before it got started. It was difficult for investors to fund his idea because they were skeptical about the potential of the internet. Ultimately, he managed to raise the whole amount from about 20 angel investors. Another challenge was convincing people to buy products via the internet when they could make a special order from retailers and get the product at their door step. In addition, every retailer streamed online (Drexler, 2007). Because of the competition, the company’s market capital dropped from $32.1 billion to $8.9 billion in six years. Some people even called it â€Å"Amazon.org† because it seemed like a non-profit company. Bezos is eager to maintain the success of his business for many years. Kendrick & Vershinina (2010) assert that he created an excellent brand that strives on adapting to the evolving business environment and constant growth. He believes that if customers get a great experience from a retailer, they will definitely tell others about it. Therefore, the word of mouth is a great marketing tool. He has been described by many as a laughable and goofy individual, a personality that is carried to the work environment. He keeps the employees happy but ensures that they accomplish  the company’s goals. However, his word is always final. As much as everyone is allowed to be innovative, the final decision comes from Bezos. This kind of leadership limits what the executives can do but that is the culture at Amazon. One of the former employees alleged that Amazon.com is to some extend run as a sole proprietorship (Kendrick & Vershinina, 2010). The culture of Amazon promotes openness among all employees. The top management, including Bezos, supports this culture and every other employee adheres to it. It has allowed everyone to share any innovations and different ideas that would make the company better. Because of the advance, a customer can use his previous payment information to buy other products, through the one-click ordering technology. Bezos management style is customer-centric (Marques, 2007). The company understands that it is all about providing what the customer wants. According to Daft & Marcic (2010), Bezos’ management style also ensures that the leaders keep their egos in check. The needs of the company come before the management’s whims. Nonetheless, he also ensures that the management works together to improve the brand and leadership style. Weekly management meetings are held for four hours. The executives are expected to make presentations regarding new products, pricing strategies, technologies, or cost-control measures in the company. He then asks questions to his satisfaction. Therefore he is very strict and precise on what should be done. He asks for every possible form of evidence or data on the problem being tackled. As a leader, he is also persevering and hardworking. Despite all the struggles he went through to begin his company. He persevered and worked hard to remain competitive. In fact, he argues that most investors give up too quickly. If he had given up, he would not have managed to raise $1million to launch his company. Moreover, he believes that ownership matters when building a good company (Marques, 2007). The owner of a company thinks long-term unlike an employee who thinks in terms of his salary. Therefore, the owner is able to plead passionately to ensure that his ideas and projects succeed. His hiring bar is raised higher. When hiring, he looks for people he can admire and learn from. Therefore, he looks for the best employees and does not compromise on the right skills and quality of work. However, Bezos asserts that Amazon is not always keen on what will happen in the next quarter. The company is willing to invest in an employee and wait to reap the benefits in future. Furthermore, he only spends money on the issues that matter. For the company’s headquarters in 1990s was located on Seattle’s skid row. Even when the company was worth about $500 million, the company was still located in the same building. Bezos believes in spending money on things that matter (Daft & Marcic, 2010). Nonetheless, there is the ‘Just Do It’ award that is given to employees who come up with positive innovations for the company (Thompson, 2011). It encourages employees to be creative. He also encourages innovation by hosting monthly lectures from renowned scientists. The lectures are aimed to spark new ideas in the employees that could revolutionize the company. However, he also decides whether or not an employee can pursue a new idea. The company also has special days where employees can come to work with their children. There is a special room where children can play games as their parents work. He uses the top-to-bottom management style. In some instances, he personally manages a project to make sure that it is done to his specifications. He believes that every manager or leader has to spend some time in the trenches. Therefore, it is his responsibility to oversee activities in the company, ones in a while. In fact, every year he spends a week at each of the company’s warehouses checking on how things are run and looking for better ways to improve the company and make more profit. Ideally the working environment at Amazon is dominated by Bezos (Thompson, 2011). According to Goethals et al. (2004), the partnership strategy at Amazon has also been very successful. The company partnered with various companies like Drugstore.com, Pets.com, Kozmo.com and living.com among others by buying an equity stake in the companies to share their prosperity. Additionally, it  charged them placement fees on the site to promote the sites. Therefore partnerships have helped the company to make more profits and attract more customers. Bezos has greatly impacted the business world because of his wisdom and innovation. He was intelligent enough to quiet a good paying job to start his own from scratch. Although he began with selling books, he now dominates the internet with his company, Amazon.com. He also revolutionized shopping. Currently, every item, from a toothbrush to a car can be bought online because of his innovations. He is also known for contributing towards politics. For instance, in 2008, he contributed towards $100,000 to the Democrats to ensure that the income tax initiative in Washington was defeated. Anders, G. (2012, April 4). Jeff Bezos reveals his no. 1 leadership secret. _Forbes._ Retrieved June 16, 2013, from http://www.forbes.com/forbes/2012/0423/ceo-compensation-12-amazon-technology-jeff-bezos-gets-it.html Lyons, D. (2009, Dec 20). The customer is always right. _Newsweek Magazine_. Retrieved June 16, 2013, from http://www.thedailybeast.com/newsweek/2009/12/20/the-customer-is-always-right.html Northouse, P. G. (2013). _Leadership: Theory and practice._ (6 ed.). Thousand Oaks, California: Sage Publishing. The World’s Billionaires. (2013). Retrieved June 16, 2013, from http://www.forbes.com/profile/jeff-bezos/

Health Care Finance And Cost Containment Example

Health Care Finance And Cost Containment Example Health Care Finance And Cost Containment – Coursework Example Health Care Finance and Cost Containment Determine how financial ratios determine financial health of an organization. One of thehighest costs that health care facilities incur is acquisition of high tech equipment. Therefore, asset management ratios can be beneficial in helping the managers assess how much they accrue from their acquired asset. Secondly, the other important ratio in health care is cash flow indicators. This can be helpful in helping the managers identify how much cash is being collected over a certain period as compared to the uncollected profits. The third is important ratio is the profitability ratio, which gives the managers an overview of the general health of the organization (Rapoport, 2008). The higher the gross margin of the organization, the more it can make profits as compared to the costs it incurs. Lastly, there are the debt ratios. Most banks use this ratio in order to analyse whether a company will be capable of paying pay its loans in the future. If t he debt ratio is low, the health care facility is more likely to be able to get low interest rates on long-term financing. 2. Strategies for inventory control and cost reduction in healthcareSome of the strategies that health care facilities can use for inventory control and cost reduction in healthcare include benchmarking, invest in inventory control staff, establish a vendor scorecard, invest in systems and ensuring that the day’s work is cleared in the same day. Benchmarking will help in understanding what other competing health care facilities are doing and whether it is working or not. The inventory control staff will help ensure that that the health care does not suffer any loss that may be because of oversight and incompetence (Rapoport, 2008). The vendor scorecard will help in evaluating the supplies and ascertaining whether there is a need to change them or not. Lastly, ensuring that all data within the organization is done away with and compiled on a daily basis re duces the bulk. The benefits that accrue to the health care facility are that it ensures that all vendors abide by their contracts and that the investments are protected and effectively managed. ReferenceRapoport, J., Jacobs, P., & Jonsson, E. (2008). Cost Containment and Efficiency in National Health Systems: A Global Comparison. Weinheim: Wiley-VCH.

buy custom Perspectives on Teaching essay

buy custom Perspectives on Teaching essay The field of education has undergone innumerable historical changes, which have come to be from a revolution of various theoretical approaches on teaching. The issues in these perspectives range from the historical context of the students as well as teachers. For instance, various regions have divergent historical backgrounds on teaching. The issues experienced in various regions emerge into similar themes such as behaviorism and socialism, which cut across the field of teaching. Overall, historical and theoretically perspectives have affected teaching on classroom instruction. The influences brought about by theoretical and historical perspectives have been inevitable, thus the change we experience today in classroom instruction. They way schools operate in modern times is due to the historical changes, which the modern school program has adopted. A historical point view brought about the perception of school as colonial tool used by the imperial power to propel social stability, and sustain protest beliefs. The main goal of teaching during the colonial era was to ensure colonists learned how to read the scriptures. However, the requirement was strengthened by enactments, which made it mandatory for families in towns to pay a tutor to teach the young one how t read and write. For instance, the Massachusetts passed a law that facilitated children education in 1642. In 1647, the law was reinforced to ensure towns that consisted of more than fifty families embraced town schools system. This system dominated until 1635 when early schools were introduced which was the predecessor of the high school. The transition into grammar schools was entirely intended to put in order young men for the college education. The first such institutions were set up in Boston. Although the grammar schools system served a good transition for learners to college education, it had several limitatins. For instance, the curriculum comprised only of Latin and a few classical subjects. As the saying goes, necessity is the mother of invention. The increased demand for practical form of instructions for activities such as bookkeeping, engineering, navigation and foreign languages led to the growth of classified English grammar institution in the 1700s. The consequent historical developments on teaching led to the emergence of junior schools that offered practical instruction teaching. The main subjects taught in this approach included, commercial subjects, surveying English arithmetic, sciences and writing. In fact, the first junior school to exist dates backs to 1901. Developmental Psychology research findings during this period were conclusive that particular kinds of environment were better fitting for early adolescent learners. Consequently, the reaction of these findings was the development of junior high schools in the timely years of the twentieth century. These junior institutions provided a different curriculum, which was gender-specific, nurtured early abil ity-grouping prepared learners for high school. The junior schools were also responsible for promoting socialization (Alter, 1980). Indeed, the beginning of middle school was more phenomenal with a grade level structure. The movement that led to the rise of middle school was sort of philosophical position, but it undeniably introduced the individualized instruction teaching and teamwork. The modern schools are a combination of a wide range of trends and changes that preceded their advent. Therefore, most schools are in the category of comprehensive institutions whereby teachers give instructions to dissimilar groups of learners. It is noteworthy that schools are likely to remain community based since the issue of socialism is the root of schools, and possible change is gradual. Expectations for instructorrs and learners are on the rise in the future hence the suitable of self-contained classroom environment (Previts 1980). The advent of practical instruction teaching is argued to be the most effective method to observe behavior and determine where they are performing excellent and how best objectives can be met. The modern practical and viewpoints of teaching are linked to alternative methods. In this context, the theoretical circumstances vary. For instance, the experience of teachers shortage is more in rural areas than in urban centers. Personally, I have undertaken studies in both rural and urban institutions and experience the difference. In essence, the social, educational, cultural and practical purpose served by alternative teaching methods influence the credentialing guidelines. The geographical premises are quite significant in the issue of practices and beliefs that exist in a certain region since the characterization of schools is based upon its practices (Wise, 1972). In topical times, a lot of importance has been put on the duty of the society and professionals to ensure their commitments are of paramount benefit to the community. For instant, continuing instructors in nursing are required to explore all avenues that are likely to lead in learner behavior change. This is apparent to nursing professional since they are charged with the responsibility of eliminating abnormalities such mental retardation. It is necessary for nursing learners to undergone a transition in behavior change to fir the nursing specialty. Likewise, other professions also demand behavioral change to fit the professional requirement, which can be emulated as well. In conclusion, the historical and theoretical perspectives on teaching have had a lengthy transition, and future changes will be definitely steady if history is carefully consulted. Buy custom Perspectives on Teaching essay

Recreate class room Essay Example | Topics and Well Written Essays - 1250 words

Recreate class room - Essay Example Teachers should design classrooms so that all children have an equal chance for learning and an opportunity to be safe. In order to construct a classroom as described, teachers must think about their classrooms and about the different types of children that are present each year, and design a classroom that fits this group. Moore et al. (2010) suggest that in order for teachers to be able to work well with all students, they will also need to have tools to help them. A positive classroom environment also encourages students to interact with each other, ask questions, and be open to learning. Sapon-Shevin (2008) states that inclusion means not only including disabled students, but also providing space for different students so that they all feel valued and accepted. This research will examine the factors that are involved in recreating a classroom for students with many differences. Teachers must also be able to create a class where different cultures are respected and where different types of children are included. As examples, there may be Muslim families, Hispanic families, children from same-sex families and others who will be learning together in one space. The teacher’s job is to make sure that all these children are able to work collaboratively together in the same classroom. 5.1 Teachers Treat All Students Fairly and Establish an Environment that is Respectful, Supportive, and Caring An important aspect of treating students fairly is to use inclusive language. Inclusive language means that the teacher will use words that help the student understand that he or she is an important aspect of the class. Causton-Theoharis and Theoharis suggest that one way to do this is to make sure that special education students and disabled students are able to stay within a regular classroom. This means that they are not put into separate classrooms or separated from the other children. Also, students are treated well by the full school community and the district. This allows students to feel comfortable in the classroom and feel comfortable that the teachers and other staff in the school want them to be a part of the school. This also is important so that students with different abilities do not feel that they are isolated rather than included. 5.2 Teachers Create an Environment that is Physically and Emotionally Safe Another important aspect is for children to be involved in a classroom where materials are easily accessible and they can be used by all children in the classroom. The design of the classroom materials and the design of the classroom are welcoming and easy for all children to access. Books and materials should be bright and welcoming to children, and they should be at a level in the room where children can reach them easily. Rubenstein and Wilson (2011) add that classrooms must be engaging by providing children with challenges they can work with to create work together. Read (2010) suggests that children can be helpful in desig ning the classroom environment because they understand what they like to see. In a study that the author created it was found that circles and other shapes were more interesting to children than other forms. Teachers must take into consideration how to create the atmosphere that will help students want to learn in the environment. Colors and

MGT Essay Example | Topics and Well Written Essays - 500 words - 6

MGT - Essay Example When workers are happy, they enjoy their work and this is more preferable than using other systems to improve productivity. This paper will provide evidence that happy or satisfied workers are more productive in the workplaces. Ropella highlights that there are factors that influence and contribute to employee satisfaction. The first factor is the work environment and it is concerned with the internal working environment of the employees. This environment entails feelings and attitudes on their colleague employees and the job itself. It is important for the employees to feel included in the larger organizational team to enhance productivity. The second factor is the ability to achieve the desired organizational objectives and it is concerned with the determination of the employee’s capacity and potential to achieve the set goals in their work. The other factor is the rewards and compensation for work done by the employees. Recognition for a good job done creates a feeling of happiness and motivation towards productivity. Business knowledge is another factor and it is concerned with the necessity of informing the employees on how the business works and on the finances of the organization. When employ ees are aware of the operations of the business, it enhances their productivity. The last factor is client relations and it is concerned with good relationships between customers and the employees. When the relations are favorable, employees are motivated to perform better. Furthermore, Kjerulf highlights various reasons why satisfied or happy workers at the workplace are more productive. The first reason is that happy workers work better with others in the workplace to enhance productivity. In this case, when employees are happy, they are more fun to work with other people hence improving working relations, which translate to higher productivity. The second reason is that workers satisfaction enhances creativity at work. Happy workers are able to generate