Discussion Topic 2 Personal Statement Example | Topics and Well Written Essays - 250 words

Conversation Topic 2 - Personal Statement Example He focuses, tuning in with astuteness and with expanded enthusiasm for the theme. Looking straight into his face, he displays the attributes of a decent audience, as his face is consistently to his imparting accomplice. By allowing an individual the chance to talk, he guarantees that they talk reciprocally, making the correspondence procedure effective. Also, while conversing with the crowd, he keeps in touch, guaranteeing that all the individuals are focusing. Additional fascinating about him is his utilization of non-verbal communication while conveying. Each activity that demonstrates any enthusiastic inclination, the minister shows it out viably, making his method of correspondence reasonable. Having aced his responses and signals, his message is progressively justifiable when contrasted with different speakers, as Leonard (78) calls attention to that non-verbal communication is a piece of correspondence, with expanded effect on the comprehension of a speaker’s message. He is consistently discernible when conversing with an individual or the gathering, and maintains a strategic distance from an excess of data that is probably going to be a prevention to the comprehension of his message. In the event that there is one thing that I would acquire from the minister is his utilization of non-verbal communication. The way wherein he utilizes non-verbal communication is spellbinding. The planning of his motions and utilization of non-verbal communication intrigues to me more, as it supplements his discourse

Short Case Essay Example for Free

Short Case Essay At your organization, a bottler of normal spring water, the promoting office has as of late propelled a battle that underscores the immaculateness of your item. The business is exceptionally serious, and your association has been severely harmed by an extensive strike of unionized workers. The strike genuinely disturbed creation and circulation, and it made your organization lose huge incomes and piece of the overall industry. Since the strike is finished, your organization should battle to recover lost clients and should pay for the expanded wages and advantages called for in the new association contract. The company’s monetary circumstance is tricky no doubt. You and the whole senior supervisory crew have high trusts in the new promotion battle, and starting buyer reaction has been certain. You are stunned, at that point, when your head of tasks reports to you that a furious laborer has undermined one of your packaging plants. The specialist brought a concoction into one of the machines, which thusly polluted 120,000 containers of the spring water. Luckily, the synthetic is available in incredibly minute amountsâ€no shopper might endure hurt except if the person in question drank more than 10 gallons of the water every day over a significant stretch of time. Since the machine has just been cleaned, any danger of long haul presentation has been for all intents and purposes disposed of. In any case, obviously, the cases made by your new promotion battle couldn't be all the more bogus. Rundown the entirety of the partners associated with this circumstance. Do any partner bunches have more to pick up or lose than others? Build up a technique for managing the sullying. What amount does a company’s monetary circumstance decide how moral issues are taken care of? In this circumstance the rundown of partners would be everybody in the organization. In the event that the organization can't bring in cash, at that point the organization is in question and this partners are everybody that is utilized, this incorporates myself as the proprietor of the organization to the work representatives that have a recently arranged work contract. I don't accept that anybody bunch has pretty much to free; intuitively, I would think the lower wage laborers would have more to free, however is really false, in light of the fact that its all family member. The methodology I would use to manage this circumstance is to remain fair a consistent with the item the organization sells and to the representatives. To start with, I would compose a point by point letter to everybody clarifying the circumstance. I would clarify the situation of the organization before this occurrence and the potential ramifications of this circumstance. The company’s money related circumstance has a great deal to manage how this circumstance. Which is the reason I feel it is essential to be straightforward. My arrangement is discard the sullied flexibly alongside any gear that would taint future items. I would work the supervisor or executive of disease control to ensure the debased item is properly discarded and to concoct an arrangement that would safeguard this doesn't occur once more. One everything is said and done, I would hand-off all applicable data to all the workers of the association. Further, I would l transfer a recently made strategy of what how workers will how act thusly will be managed.

Understanding the Job Characteristics Model (including Job Enrichment)

Understanding the Job Characteristics Model (including Job Enrichment) One of the most important components of human resources management is job design or work design, where the focus is on the specifications of the job that will satisfy requirements of the organization and the person holding the job. It is one core function of human resources management that cannot be overlooked or skipped, considering how it is an essential tool in ensuring high job satisfaction among workers within an organization, and improve productivity and the overall output.In the course of the life of an organization, there are changes that are bound to affect how various aspects of management operate. Human resources management is not immune to these effects and, many times, the HRM of an organization has to adapt to the changes. One form of adaptation is through implementing job or work redesigns. Another is through the conduct of various activities and programs that are aimed at job enrichment.Unfortunately, job redesign is not something that can be done overnight. There are several approaches that may be used, and one of the more popular and most acknowledged approaches is that one developed by J. Richard Hackman and Greg Oldham, and which was aptly called the “Job Characteristics Model”. © Shutterstock.com | baranqIn this guide, we explore 1) the job characteristics theory and model and 2) how the job characteristics model can help with job enrichment.THE JOB CHARACTERISTICS THEORYHackman and Oldham, both organizational psychologists, developed the job characteristics theory (JCT) and first introduced it in 1976 in the book “Organizational Behavior and Human Performance, Vol. 16, Issue 2”.According to this theory, “job design has an effect on motivation, work performance, and job satisfaction.” It has served as a framework for management to identify how certain job characteristics affect the outcomes of the jobs.In a more personal vein, it studies the various factors that make a specific job satisfying for the organization, and for the person doing the job. Therefore, it describes the relationship between job characteristics and the responses of individuals to work or the job being performed.The Job Characteristics Theory identified five core job dimensions that prompt three psychological states which, in turn, lead to or have an effect on five work-related outcomes or results. As we move forward with the discussion, we will expound on these further.Out of this theory, the Job Characteristics Model, which is still in full use today, was also introduced. Basically, this model specifies the conditions under which workers or individuals will be internally motivate to perform their jobs effectively.THE JOB CHARACTERISTICS MODELThe Job Characteristics Model was verified when Hackman and Oldham tested it on 658 employees, who are working in 62 different jobs in 7 different businesses or organizations. The results were deemed to be reliable and conclusive, which is the reason why it still holds a lot of weight today, despite the number of other job design theories introduced.Take a look at the diagram of the Job Characteristics Model, as presented by Hackman and Oldham. The Job Characteristics Model Hackman and OldhamIn order to get a full picture of the Job Characteristics Model, we have to go break down its composition: the five core job characteristics or dimensions, the five work-related outcomes, and the three psychological states.Five Core Job CharacteristicsHackman and Oldham provided clear definitions on the five job dimensions or characteristics.#1. Skill varietyThis refers to the “degree to which a job requires a variety of different activities in carrying out the work, involving the use of a number of different skills and talents of a person”. Therefore, it follows that the individual will be required to develop a variety of talents and skills.This area asks the number of skills and talents that the job requires of the person that will be working on it. A quick giveaway would be to assess whether the job is monotonous and repetitive or if it asks the worker to do a number of different tasks or actions.Compare two individuals working t wo different jobs. Job A is pretty much elementary, with the tasks being performed in a routine and repetitive manner. It does not demand much skill or ability. Job B, on the other hand, is quite complex, requiring that the worker be in possession of several skills or abilities. Who, between the two workers, will have greater chances of experiencing meaningfulness in their jobs?That’s correct. It’s the one working on Job B, since it requires variety in skills.#2. Task identityThis is the “degree to which the job requires completion of a whole, identifiable piece of work; that is, doing a job from beginning to end with visible outcome”. This involves being able to work on an entire work process, rather than just on bits and pieces of it. Therefore, it is important to assess whether the job or task has a clearly defined beginning, middle and end.Workers tend to find more meaning in their jobs when they can identify a complete and visible outcome at the end of the day, or of a work cycle. Let us say, for example, that two workers are involved in the same work process. Worker A is responsible for only a small part of the work, probably in the first phase. Worker B, on the other hand, is involved throughout the entire process.Between the two, Worker B is more likely to find his job meaningful, because he can see a visible outcome, and he feels more involved in the completion of the process. For him, a job that he is able to complete, from beginning to end, seems more worthwhile, than simply working on Phase 1, then not having a hand on the rest of the process. In fact, he may not even be aware whether the process has been completed or not, because he is focused on his assigned phase of the process. #3. Task significanceTask significance is said to be the “degree to which the job has a substantial impact on the lives of other people, whether those people are in the immediate organization or in the world at large”. The task â€" and the job â€" is signific ant if it can affect other people’s lives. And it should not just be the people within the organization, but even those outside.For many, a job holds more meaning if it can help improve the well-being of other people (not just himself), whether physically, psychologically, or emotionally. Knowing that their job, and their performance thereof, has the capacity to have a positive impact on others will motivate them further to do better.Individuals who put great stock on task significance are very keen on finding out whether the job that they are doing actually matters to other people. For them, meaning comes in the form of recognition by other people.#4. AutonomyThis pertains to the “degree to which the job provides substantial freedom, independence, and discretion to the individual in scheduling the work and in determining the procedure to be used in carrying it out”.Autonomy is often seen in positions with managerial, supervisorial and ministerial functions. Examples of jobs w ith high levels of autonomy are managers, team leaders, supervising officers, division and department heads, and senior management. These jobs tend to become more meaningful to the ones performing them because they feel greater personal responsibility for their own actions on the job.But it’s not just limited to people in managerial positions. Even workers have a strong sense of personal responsibility if they are left to perform their tasks using their own efforts and initiatives, and they are allowed to make the decisions and call the shots.They will definitely feel less of this autonomy if they are made to meekly follow the instructions of a supervisor, or adhere strictly to what a job procedures manual provides. This will not help them feel responsible for their actions at all.#5. FeedbackJob feedback refers to the“degree to which carrying out the work activities required by the job provides the individual with direct and clear information about the effectiveness of his or h er performance”.As much as possible, workers would like to be kept in the loop on their performance of the job. Not only will this keep them apprised of their progress as workers, it is also one way for them to boost their self-esteem. If they are told by their supervisors or managers that they are going a good job, they are likely to feel motivated to continue with how they are doing so far. In contrast, if they are told that they are not performing as expected, then they will respond accordingly and improve their performance.If all five characteristics are lumped or combined together, we will be able to come up with a single figure or index that will act as the indicator of the overall motivating potential of the job being evaluated or redesigned. This index will essentially show the possibility or likelihood of a job affecting the attitudes and behaviors of the employee or worker.This figure or index is called the MPS, or the “motivating potential score”.Using all five core job characteristics, the formula for the MPS is:MPS = (Skill variety + Task identity + Task significance)/3 X Autonomy X FeedbackThe following propositions can be gleaned from the formula:If all five core job characteristics are high, there is a high probability that the worker will experience the three psychological states. This will naturally result to positive outcomes.In order for a job to be considered to have high motivating potential, at least one among Skill Variety, Task Identity and Task Significance) should also be high. However, it is a given that the job should also be high on both Autonomy and Feedback. A low score on any of the two will pull the MPS down.A low score on any one of the three does not automatically mean that the job will have a low motivating potential, since it could be offset by a high score on any of the other two. Three Critical Psychological StatesAccording to Faturochman, the only way for the desirable outcomes to appear or materialize is for the individual to experience all three psychological states, and the only way to experience these states, is to possess the core job characteristics.Hackman and Oldham also mentioned motivation, which will definitely be high among individuals who are able to experience these psychological states.Psychological State 1. Experience meaningfulness of workIndividuals have to feel that, when they are working, they are doing something meaningful. They feel that their work, in and of itself, is meaningful. This means that they have to feel that what they are doing is generally worthwhile or of value. It should also hold some importance or significance, especially with respect to a system or a set of values that the individual, on a personal level, believes in or accepts.Looking at the diagram of the model, we can easily see that there is a connection between meaningfulness of work and the first three core job characteristics. In short, a worker will be able to find more meaning in his job if sk ill variety, task identity and task significance are present.Meaningfulness of work and Skill Variety: Not only should the job require a variety of skills and talents; it should also have the appropriate number of skills and talents, and the appropriate skills and talents.Basically, requiring too many skills and talents may make the job too overwhelming and complex, so the worker will have difficulty keeping up with it. On the other hand, a job that requires too little skills and talents may make it too boring and not challenging at all.In the same vein, the skills and talents should be a fit for the job itself. There would be no point requiring a skill or talent that will not contribute to the accomplishment of a task.Take, for example, the job of a chauffeur. Driving is the most basic skill required of him, but in many organizations, they may also require the driver to have mechanical troubleshooting skills and a talent for making conversation, especially when the nature of their job requires them to drive guests and visitors around the city.Meaningfulness of work and Task Identity:The worker will feel more pride in their work when they are able to identify it wholly and completely.Another example given in several write-ups is the manufacture of a washing machine. In the assembly line of a washing machine manufacturing company, there is one worker whose only task is to add one nut to one bolt, in the exact same spot. If he has to do this one thing repetitively, throughout a six- to eight-hour shift, he will be less motivated than, say, another worker who is in charge of attaching the drum and other parts.Meaningfulness of work and Task Significance:Say, for example, that an employee is tasked to create project proposals, with the knowledge that these proposals are likely to be approved and implemented, and will result to the company’s earnings increasing and, as a result, everyone’s bonuses also going up.Task significance is going to be high, because the employee is aware that the results of his job will benefit not only himself, but other employees of the company as well. He will therefore find his job more meaningful and will be more motivated to come up with excellent project proposals.Psychological State 2. Experienced responsibility for outcomes of the workWe are not talking here of just about any type of responsibility. In the context of the JCM, we are speaking of personal responsibility. The individual has to feel personally accountable for the outcomes or results of his work, or the tasks that he is doing.Freedom and autonomy is given in the performance of one’s job. The worker will then use this freedom of action to make decisions on how to perform the job, such as making changes in the process, deciding on scheduling, and applying certain principles that he deems appropriate and beneficial to the accomplishment of the task.However, together with this freedom and autonomy is a sense of responsibility. Depending on the d ecisions made by the worker, he or she will be responsible for the results, whether it is a success or a failure.Psychological State 3. Knowledge of the actual results or outcomesIt is a given that knowing the results or outcomes of your job will help you track or monitor your effectiveness in your job. It will also help you evaluate your job performance better.Having knowledge of the outcomes is important because:It will ensure that the worker is fully aware of the success (or failure) of his work and, in the process, allow them to learn from his mistakes.It will allow the worker to connect, on an emotional level, with the customers or end users of their outputs. Consequently, this will let them find more meaning in their work.Now let us take these three psychological states and relate them with the core job characteristics.The first three core job characteristics â€" skill variety, task identity and task significance â€" have a direct impact on the individual worker’s experience d meaningfulness of work.Meanwhile, the amount of autonomy he enjoys will have an effect on the individual’s experienced responsibility towards work outcomes or results. The fifth core job characteristic â€" feedback â€" leads to the individual gaining knowledge of the actual results of the work-related activities of the job.[slideshare id=40995540doc=happinessatworkandpassionhappylunch7diff-141101102834-conversion-gate01w=640h=330]Work-Related OutcomesOriginally, the proponents of the JCT proposed five possible work-related outcomes.Internal Work Motivation: An employee may derive motivation to perform his work from external sources. However, the best type of motivation would still be intrinsic motivation, which comes internally, or naturally in a worker.Job Satisfaction: The simple definition of job satisfaction is the level of contentment of an employee with his or her job. Hulin and Judge, however, gave a more complex definition, referring to it as a multi-dimensional psycholo gical response to one’s job, and these responses could either be cognitive, affective or behavioral.Performance Quality: This outcome focuses on the overall quality of how the work was performed. Was it effective? Was it efficient? Were the targets achieved? Were the standards of quality adhered to?Absenteeism: A highly motivated worker will definitely register low absenteeism. Usually, workers who are bored with their work, or not challenged at all, will not have the enthusiasm that pushes them to get up each morning to go to work. They will not look forward to the work day ahead and, as a result, are more than likely to just not go to work altogether. Of course, it goes without saying that absenteeism is one of the primary reasons for low productivity.Turnover: In any case, a company that registers a high turnover rate in personnel means that there are problems on how its human resources are managed. It could be that the poor job design does not motivate workers to stay long wit h the company. Thus, they will look for other jobs in other companies or industries.High turnover also means ultimately higher costs and inefficiencies for an organization. It means they have to frequently recruit and hire people and train the ones that are hired. After a few months, after the employees leave and new ones are hired, another round of training will take place. This will definitely mean more training costs to the company, not to mention severance packages for those who left.In 1980, however, a revision of the theory and model had the number of outcomes going from five to four. Absenteeism and turnover are removed, and performance quality is broken down into two:Quality of Work: How is the work performed? Are the standards of quality set by the company met?Quantity of Work: How much of the work was performed? Was the worker able to complete the expected amount of work within the time allotted, without compromising on quality?The heart of the Job Characteristics Model en tails designing (or redesigning) the job in a manner where the core job characteristics are a perfect and complementary fit to the individual’s or worker’s psychological state and, in the process, lead to the achievement of positive and desired outcomes or results.ModeratorsThe theory is not all cut and dried, however, because even the brains behind the JCT recognized that there will be varying responses to jobs that are deemed to have high motivating potential. In short, some employees may respond positively, but there may also be those who would not be affected in the same way.They addressed this gray area by pointing out that there are inherent traits or characteristics among individuals that will help bridge that divide often seen between the job characteristics and the psychological states. They called these the “moderators”.1. Knowledge and skills needed to perform the work or task required in the jobThe moderator is the level of knowledge and skill that the individual possesses, relevant to the job. Individuals who possess the skills, knowledge and competence in their performance of their job are more likely to feel positively towards their job and, in turn, this will pave the way for obtaining good or better results.In contrast, if the person performing the job has insufficient knowledge and skill towards the job, there is a low chance of him experiencing the psychological states. He can also expect less than stellar, and even negative, results or outcomes.2. Growth need strengthAccording to the theory, Growth Need Strength (GNS) moderates the relationship between core job characteristics and the psychological states. At the same time, it also moderates the relationship between the psychological states and the possible results or outcomes.This answers the following questions:How strongly does the individual want to accomplish something?How much does the individual hunger for personal learning and development?“Growth need strength” is define d as the degree to which people have a need for personal growth and development. Individuals who are “hungrier”, or those who have high growth need strength, are more likely to have a more enthusiastic response to various opportunities that come their way. They have a greater thirst for personal accomplishment, and they will see the job as an excellent tool for learning and development.3. “Context” satisfactionThe context we are talking about here is “work context” or “job context”, and they often include job security, pay or compensation, the co-workers, and the managers. It means that individuals may be motivated by internal aspects, but that does not mean they completely ignore the external ones.Individuals are also inclined to respond positively if they are satisfied by the contextual factors mentioned. For example, if they feel that they are being paid an amount commensurate to their job, then they will be more motivated to perform better. If they are satisfied with the quality of leadership that the supervisor is demonstrating, then they are also likely to improve their performance at work as part of the team.The rule of thumb is that, the higher the moderator levels are, the higher will also be the likelihood of the three psychological states to be experienced by the individual.Individuals that exhibit high levels in the moderator variables (knowledge and skills, growth need strength and work context satisfaction) are more likely to have a more positive response in their experience of the psychological outcomes. This also means that they can expect better outcomes or results.HOW THE JCM CAN HELP JOB ENRICHMENTApplication of the Job Characteristics Theory and model will enable the company to design jobs better and, in many cases, redesign existing jobs. The most common actions derived from the application of the theory are:Enforcing job rotationAdd variety and challenge by encouraging job rotation. There is a lower possibility of workers being bored of what they are doing, since they will not be stuck with their job for years on end.They will also get to have a bigger glimpse of the work that is being done by the company, instead of being solely focused on their own tasks.Varying assigned work and combining tasksIn order to enable skill variety, the jobs may be redesigned to require skills and talents that are varied instead of being monotonous and repetitive. By combining different tasks in a job, you will also be enhancing task identity and task significance.Delegation of tasks to the lowest possible levelWhile there are advantages to centralization (e.g. more control, easier monitoring), decentralization is still widely preferred. If tasks are delegated to the lowest possible level, this will encourage autonomy even among the rank-and-file. This vertical loading or distribution of jobs will, in turn, create a deeper sense of responsibility among all employees for the outcomes of their work.Assigning work to group s or teamsNot only will this encourage teamwork and cooperation within the organization, it will also encourage the wholeness of the output of the processes of the company. Being able to see the whole process or the bigger picture is one way to enforce task identity among the workers. When assigning tasks to teams, make sure that the teams are identifiable, specifically with the type of work they do. Team identity must be kept clear and strong to begin with.Encourage the sharing of ideasAsk for the ideas of other workers and encourage them to share their opinions and suggestions. The team â€" the organization, as a whole â€" is working towards a common goal, so it is only right to get everyone involved.Set effective performance evaluation and rewards systems in placeMotivate employees by putting in place systems to evaluate performance and give rewards. When evaluating performance and setting rewards,Set performance standards high, but still attainable. This will encourage employees to perform better than average.Measure performance objectively. There should be a system that can measure performance effectively and objectively.Provide incentives for executives, employees, and groups. Some examples of incentives are pay raises, bonuses, additional compensation packages, profit sharing, and stock options, to name a few.Connect the employees or workers with the customers or end usersThis will allow the workers to know firsthand what the end users think or feel about the output of their work. This feedback mechanism has proven to be one of the most effective, since the workers are directly connecting to those that they are serving or catering to.

The Distribution Of Power Throughout Old Kingdom Egypt And...

VCE Ancient History Unit 2 Historical Enquiry Explain the distribution of power in Old Kingdom Egypt and the first intermediate period, the social, political, and economic reasons for the constructors of pyramids, and Egyptian belief concerning the afterlife. The Great Pyramids of Giza are considered to be three of the world’s most fascinating and astonishing archaeological marvels. On the edge of modern-day Cairo stands the plateau of Giza, on which these extraordinary pyramids were constructed approximately 4,500 years ago, yet to this day, they are regarded as three of the world’s largest human-made structures, standing, collectively, at 1116 feet tall. However, the Pyramid of Khufu, is by far the most captivating. As the biggest pyramid of the three (despite Khafre’s Pyramid being mistaken as the larger one as it was built on higher ground), Khufu’s Pyramid (more commonly referred to as the Great Pyramid) once stood at a towering 481 feet tall, however, over the centuries it has been affected by erosion, and combined with the absence of its pyramidion, its present height reaches 455 feet, with it’s base covering an area of 230.4 metres. The Great Pyramid was built around 2580-2650 BC, during the Four th Dynasty, and is believed to have been constructed as a tomb for the Fourth Dynasty Egyptian pharaoh Khufu. Furthermore, many egyptologists argue the time period in which Khufu’s Pyramid was formed, with John Romer proposing a 14-year time span, and Mark LehnerShow MoreRelatedThe Birth of Civilization18947 Words   |  76 PagesHOW DID control over water resources influence early Middle Eastern civilizations? 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Production Possibility Frontier ( Ppf ) Essay - 952 Words

1. Production Possibility Frontier (PPF) is a graph that shows the potential combinations of goods that an economy is able to produce given available technology and factors of production. ïÆ'Ëœ Its slope is negative, shape is concave or bowed, points inside are inefficient, a point on the PPF are efficient and attainable, point above are unattainable and also require economic growth. ïÆ'Ëœ Economic growth is achieved by increasing the economics’ growth, ability to produce. 2. Opportunity cost is the value of next best option. Giving up one thing to do something else. ïÆ'Ëœ Parts of opportunity cost are explicit costly (money spent along the project to make it happen, for the task to be done perfectly money and labor need to be involved, e.g. Boss paid workers for their project, students pay tuition to enroll in class and all other amenities involved.) and implicit cost (one’s time value or origin in the next best alternative. The time incorporated in order to run out the next best option). 3. Macroeconomics deals with large scale phenomena. Microeconomics deals with the options of small economic unit. ïÆ'Ëœ Microeconomics involves supply and demand in an individual market, individual consumer behavior, and externalities arising from production and consumption; while, macroeconomics involves monetary/fiscal policy, reason for inflation and unemployment, and international trade/ globalization. ïÆ'Ëœ Microeconomics discusses topics like individual labor market, consumer behavior, and theoryShow MoreRelatedMicroeconomy Homework1744 Words   |  7 Pagesboth countries D) good Y is the same for both countries Production Possibilities Frontier Questions 16 to 18 refer to the figure below 16) Point C on the production possibilities frontier in the above figure illustrates A) a point that achieves production efficiency B) a combination of goods and services that cannot be produced efficiently C) a point that achieves greater production efficiency than point A and B D) a production point that underutilizes resources 17) In the above figureRead MoreIb Work822 Words   |  4 Pagesof Beckham uses economic resources to produce tea and crumpets. Use the following production possibilities frontier for questions 3–4. 3. Economic growth is best represented by a movement from k. A to B l. B to C m. C to D n. D to E o. E to A 4. The shape of this PPF tells us that p. economic resources are perfectly substitutable from production of tea to production of crumpets. q. citizens prefer that an equal amount of tea and crumpets beRead MoreAssignment Questions On Economic Principles1049 Words   |  5 Pageseconomists to make decision of the alternative use of scarce resources. By using production possibility frontiers (PPF) can be illustrated the opportunity cost to result a clear simple way to effects of making economic choice. A PPF is show the consumers goods and consumers services at the same time. B) Suppose that the two goods that the country AMP produces Apples and Mobile phones. If the production possibility frontiers (PPF) were a straight line, the additional of the unit of mobile phones requiredRead MoreEconomics687 Words   |  3 Pages a. Use a production possibilities frontier graph to illustrate the trade-off to an economy between producing consumption goods and producing capital goods. Is it likely that the production possibilities frontier in this situation would be a straight line or bowed out? Explain briefly. b. Suppose a technological change occurs that has a favourable effect on the production of capital goods but not on consumption goods. Show the effect on the production possibilities frontier. c. SupposeRead MoreEconomic Models Are False And So Government Should Ignore Their Predictions1469 Words   |  6 Pagesmonitored to understand and predict for the future benefit that is where the economic models are helpful. There are several economic models that helps in predicting economic activities among them is production possibility frontier model (PPF). Production possibility frontier model shows the maximum production capacity of the business by utilizing all the available resources like manpower, land, capital and other resources (Khan, n.d., para. 4).This will help to maximize the employment and utilizationRead MoreHow Freely Operating Market System1109 Words   |  5 Pageswhich is a production possibilities frontier (PPF). Production Possibility Frontier (PPF) A production possibilities frontier shows the combination of the production between two products (Spaulding, 1982). An economy can achieve the maximum potential level of output for two goods or services when all its resources are fully and efficiently employed by using a production possibilities frontier (Sumanasiri, 2014). Figure. 4 A production possibility frontier (PPF) As we canRead MoreMacro Eco1739 Words   |  7 Pagesshirts with inputs of labor. Econoland has 1000 hours of labor available. A haircut requires  ½ hour of labor, while a shirt requires 5 hours of labor. Construct Econolands PPF. Answer 1: To construct Econolands Production Possibility Frontier (PPF) we first need to understand what is a PPF. A production possibilities frontier (PPF) is a graph showing the different quantities of two goods that an economy can efficiently produce with limited productive resources. Points along the curve describeRead MoreQuestions On Business Economics And The Production Possibilities Frontier As A Result Of Workers Moving From Their Domestic Countries1837 Words   |  8 PagesK140882 EXECUTIVE SUMMARY The report deals with issues that arise in the production possibilities frontier as a result of workers moving from their domestic countries to foreign countries for better work opportunities. Major focus of this report is on change in PPF curve due to emigration and how production is being affected due to it. The main issues discussed in the report are how change in technology or resources mediate PPF curve outward or inside and how environment is being affected by that.Read MoreEfficiency Gain of International Trade Essay1745 Words   |  7 Pagesshapes of the production possibility frontier, and briefly discuss the factors contributing to their shapes. The shape of the production possibility frontier (PPF) of a country depends on: (1) its factor endowments and (2) the production functions of the various commodities. The plausible shapes of the production possibility frontier include: Linear Suppose there are constant returns to scale in both industries and only one factor, then the production possibility frontier is a straightRead MoreHow Will The Frontier Be Affected By A Positive Change?1274 Words   |  6 PagesQuestion One a. Why is the PPF concave to the origin? The production possibilities frontier is concave to the origin as it represents the increase opportunity goods along with the outputs of goods which is increasing. This is due to the law of opportunity goods – with one increase or production, an increase in opportunity costs follows (Layton, Robinson and Tucker, 2016). b. How will the frontier be affected by a positive change in technology for the product on the horizontal axis? The points represented

Military Commission Free Essays

For years I have been dedicated to the principles and values that are represented by the United States Navy within my everyday life, and to the philosophy that governs the role of the Health Care Administration Officer in the Medical Service Corps. For this reason, among many, I am seeking a commission with the United States Navy in this capacity. My strong work ethic, my adherence to the philosophy and ethics of both the Navy and the medical field, and my ability to work as a member of a team make me a successful candidate for this position, and I am certain that I have many qualities that I could bring to this commission that would enhance not only my own abilities, but enhance the United States Navy. We will write a custom essay sample on Military Commission or any similar topic only for you Order Now Early on I realized that it was important to help others, to go outside of the box that is the average person’s life and reach out to others, whether they live right next door or across the world. It was this desire that led me to volunteer and participate in community service, an experience that has helped me develop into an individual that enjoys serving mankind, and who understands the importance of doing so because I have witnessed the effects kindness and compassion has on others in need. Along with my desire to serve mankind through compassion, I also saw the United States military as sharing those values that I cherished, and realized that a career in the military would allow me to use my strengths in pursuit of attaining both my own goal, and that of our nation. In high school I joined the NJROTC and remained dedicated to this organization throughout four years until graduation. I have served as a Supply Officer and Commander, and through these experiences I have developed the commitment, courage, and discipline through the training provided to me by the United States Navy. Throughout these years I have never given up my belief that helping others is the highest calling of any individual, and the U.S. Navy brings out the best in me, and it is these traits that I wish to bring to the Medical Service Corps. It was my time in the Leadership Academy through the NJROTC that truly transformed my life and pushed me in the direction of my ultimate goal in a commission with the U.S. Navy. During my time at the Leadership Academy I was pushed to my limits both intellectually and physically, and was asked time and time again to be the best cadet that I could be. The fact that this was expected of me, and that others truly believed in me, gave me the will power and self-confidence to challenge myself to limits that I had never imagined possible. I was instilled with confidence, honor for myself and my nation, and learned to be self-reliant. These values all helped me develop leadership qualities within myself. By the end of my time at the Leadership Academy I was placed as one of the top three cadets and had developed new goals for myself, goals that I intend to fulfill within this commission. In pursuit of this goal, I have attained a Masters degree in Health Care Management, a field that allows me to use all of my strengths to the betterment of others. My ability to organize and effectively communicate with others are essential in this field, and I have spent many years, both inside a classroom and within the NJROTC and beyond, developing my management skills. A Health Care Administration Officer requires the ability to manage effectively and create a team environment in which to function. The leadership abilities that I began developing at Leadership Academy, and which I have continued to develop, are essential to being successful in this field. My time in the NJROTC has taught me that I must have high standards for myself in all aspects of my life, and this would transfer easily to this position. Beyond this, my dedication to helping others and showing compassion to those who are in pain or ill, has led me to the belief that I would bring a great deal to the position of Health Care Administration Officer in the United States Navy’s Medical Service Corps, and I would be proud to continue the tradition of service and sacrifice that has been shown by my predecessors in this commission. How to cite Military Commission, Essay examples

Descriptive Paragraph free essay sample

Those cruel words had dug right into my heart, as if someone had stabbed me at that moment. Her eyes were frosty deep blue, she had blond hair the smell of divine cherry, and her perfume of sweet vanilla. As I walked away from her you could hear the creeks of the floor as I took each step down that colorless hall. When I entered our room; I could almost remember every single one of our happiest moments. As I started to weep silently I got out one of the traveling bags from underneath the bed, took my clothes from the drawer, and placed it swiftly inside. When I had finished packing I breathlessly passed by her, inhaling her perfume one last time. Not stopping to say goodbye, I touched the briskly knob and gently closed the door behind me. When I got outside, I noticed that the once busy streets were now empty; as if in some strange way the coming of the never ending rain had dried up the city, pounding on the rooftops and turning the sidewalks and roads into vast lakes of dead muddy waters. Dark gray clouds covered the once vivid blue sky only letting a few rays of feeble sun slip past the barrier. The monotonous sound of raindrops beating on the sidewalk blended in with the occasional whoosh of the breeze through the treetops. Everything was bleak, gray, and dreary- even the atmosphere. People dressed in heavy coats, and bearing large umbrellas walking quickly with purpose, not stopping to look at anything or anyone. Once I got to the corner it seemed like I was the only person standing there now, at that isolated corner waiting†¦ except I wasn’t exactly sure of what though; her, or some sort of transportation to take me far away from that dreary place. The rain was now tickling my nose and I could feel the water from beneath my feet in my shoe, as well as I could feel my now very messy damp hair. As I raised my right hand for a cab I felt a very freezing raindrop go down my arm, under my sleeve, and past my chest The black and yellow cab stopped right in front of me making it easier for me to go inside of it without having to step in the soggy mud. As the driver turned around to ask â€Å"where to? † I noticed the juiciest, most mouthwatering hamburger with the smell of a Saturday afternoon barbeque held up in his right hand. My stomach grumbled; for I hadn’t eaten yet, so I said without hesitating, to take me to the nearest restaurant, as he gave me a weird look, grinned and turned back to the wheel. As we were getting I leaned my face on the window thinking about the whole break-up and with a positive attitude I whispered silently â€Å"its for the best† as the window in front of me fogged up. After ten minutes of being in the cab. I finally hit my stop. I thanked the driver paid him, opened the door and got out, just see myself standing in front of Mc Donald’s- the best most wonderful restaurant at that moment ; just because I was starving. I quickly grabbed my bags that I had put on the wringing wet ground and started running to get inside trying to not get a single raindrop on me. Once I got a hold of the handle, I opened the door, steeped inside and noticed that this McDonalds wasn’t like the others, it had a lot more space, and it seemed like there wasn’t such a crowd because of it. This McDonalds had two floors; the first floor for ordering, washrooms and some space to eat with seats and tables, and the second floor was manly focused on seats and tables except only with a massive glass wall on the right, allowing you to see outside. When I finished ordering my double cheese burger with fries and a drink, I went to get a seat on the second floor beside the over sized window, and while I stared at each drop of rain hit the bare ground I took my biggest bite at the burger tasting the juicy ground beef, the sour lemon with the soft, white brown buns, the spicy pepper mixed up with the grilled cheese stacking up on top of each other tasting very appetizing and pleasantly in my mouth. Finishing my last bite of the burger and having my last drink of the cup I threw the garbage out, not noticing whether I was recycling or not. I picked up my bags and headed for the exit. When I was opening the bleak handle, getting ready to be soaking wet once again, I noticed that some girl had knocked down my bags onto the floor causing all my clothes that were inside to go flying everywhere. I quickly bent down to the floor trying to get my belongings back into my now broken bag, and also not letting people see my lucky colorful , full of life rainbow boxers. Getting up to see from afar if I had missed anything the girl that had made me drop my stuff came up to me apologizing and handed back to me the last pair of pants that I had missed. She had polished light brown hair, her eyes forest green and her skin looking naturally moisturized †¦she was stunningly beautiful! Stretching out my hand to get a hold of my pants again, I told her it was okay with a greeting smile whole she still kept her hand up waiting for me to shake it. When I touched her soothing hand I had forgotten everything that had happened the whole day because I had a feeling everything was going to change. She told me her name was Fiona; waiting for a response I told her my name was Colin. Letting go of her hand she offered to buy me a drink for what she had done, as I agreed we bought some coffee and sat where I had been sitting before; beside the clear window. We started talking as I noticed that the sun was glowing giving the grass a natural sparkle and drying up the streets from the heavy rain. The sky was back to its radiant light blue color and my heart had been fulfilled once again.

Old Testament Exegetical Psalm 74 Essays - David, Ketuvim, Psalms

Old Testament Exegetical: Psalm 74 Old Testament Exegetical Paper: Psalm 74 For my Old Testament exegetical paper I have chosen Psalm 74. This passage was hard for me to read because it rebukes God for letting temples and other holy places be destroyed. In this paper I hope to gain a better understanding of this chapter. I will define two terms that I find to be key to understanding this passage. Reading two commentaries on Psalm 74 I will discuss the authorship, date and place of writing, audience and purpose of this passage. The term congregation is defined by The Eerdmans Bible Dictionary as a gathering of various types. More specifically congregation is defined as the popular assembly or the Israelite religious community (Meyers 232). The Zondervan Pictorial Encyclopedia of the Bible says that congregation expresses the assembly of the people of Israel (Carey 939). Congregation is used 138 times in the Old Testament (Kohlenberger 265). I examined five other passages outside of Psalms to try to gain a better understanding of the term. All the passages I Kings 8, 2 Chronicles 5, 7, 24, and Ezra 10 use the term congregation to describe a specific group of people. Ezra 10 is the only passage that does not use congregation to describe the people of Israel. The Zondervan Pictorial Encyclopedia of the Bible defines deliver as the saving, rescuing, redeeming, or setting free of material and temporal things, but also of spiritual and eternal things (Barker 89). W. R. F. Browning uses deliverance to describe the saving of Gods people, as well as the giving over of traditions (96). In the Old Testament the word deliver or one of its derivatives is used 107 times, predominantly in Psalms (Kohlenberger 319). I read Genesis 32, Exodus 3, Deuteronomy 32, Amos 6, and Micah 5 to find out how the term is used in other passages throughout the Bible. In Genesis 32 Jacob uses deliver as a plea. He says, Deliver me, please, from the hand of Esau, for I am afraid of him. God uses deliver to describe his preserving of the Israelites from Egypt in Exodus 3. However in Deuteronomy 32 God uses deliver to say that no one can be saved from his judgment. Micah 5 uses a metaphor with a young lion amongst the sheep with no one to deliver or save the sheep. God refuses to protect the inhabitants of earth from evil in Zechariah 11. Derek Kidner breaks Psalm 74 down into 5 parts. Verses 1 3 deal with the cast-off heritage, 4 8 speak of the pillaged temple, verses 9 11 convey the impenetrable silence. In verses 12 17 the ancient exploits are reviewed and 18 23 concentrate on the continuing ordeal (264). 1 O God, why do you cast us off forever? Why does your anger smoke against the sheep of your pasture? 2 Remember your congregation, which you acquired long ago, which you redeemed to be the tribe of your heritage. Remember Mount Zion, where you came to dwell. 3 Direct your steps to the perpetual ruins; the enemy has destroyed everything in the sanctuary. The psalm takes as its starting-point the protest of the people against their God, a protest based on their belief in their election (Weiser 518). It is faith, more than doubt, that precipitates the shower of questions which begins and ends this half of the psalm, since the real perplexity is not over the bare fact of punishment but over its apparent finality. Is it for ever?yet how can it be when this is thy pasturethy congregationthy heritage (Kidner 265)? With the sanctuaries in ruin, the enemy laying siege to the land of the Israelites they question their faith in Gods promises in verses 1 3. Verses 4 8 show the destruction and violation of the sanctuaries of God. 4 Your foes have roared within your holy place; they set up their emblems there. 5 At the upper entrance they hacked the wooden trellis with axes. 6 And then, with hatchets and hammer, they smashed all its carved work. 7 They set your sanctuary on fire; they desecrated the dwelling place of your name, bringing

Speech on Hamlet Essay

Speech on Hamlet Essay Speech on Hamlet Essay ‘Speak to me. Speak to me. Oh speak. For which they say you spirits oft walk in death, speak of it. Stay and speak!’ Already in the first scene of the play Shakespeare begins to forewarn the audience against the evils of revenge. Horatio, the most loyal, cautious friend of Hamlets, witnesses the appearance of the ghost. In the renaissance period, those who believed in spirits, trusted that the presence of one meant that they had unfinished business to attend. Though this idea was both supernatural and horrifying to the Elizabethan audience, it made clearly evident that the ghost, ‘In the same figure, like the Kind that’s dead’, came back for a reason and one that was unpleasant. Hamlet’s perception is that the prior King was the ultimate father; he was his idol and ‘his fathers brother, but no more like his father’. As the conversation with Claudius, Gertrude and himself, he begins to communicate his disgust for Gertrude and says s o with, ‘to post with such dexterity to incestuous sheets.’ Here, the audience recognizes the actions of his mother can never be forgiven by Hamlet and that Claudius will never replace his father. ‘Foul deeds will rise’, and ‘So art thou to revenge, when thou shalt hear’. These thoughts establish the foreshadowing events of revenge throughout the entire play. When Hamlet commences his descent into madness, his thoughts create the idea to assemble a play within a play, the murder of Gonzago. He justifies the reasoning by stating that if Claudius is disturbed, he will then reveal guilt for his actions, ‘Wherein I’ll catch the conscience of the King’. Shakespeare stages this for the audience and the characters in the play are able to understand the validity of Claudius as the murderer of the late King and the potential outcomes of this revenge against evil. As death is the primary concern within the play and the worst result of most revenge tragedies at the time, Hamlets differentiation is that his madness is ‘deeply ambiguous’. This manipulative plot instigates the actions of revenge feigned by the evils that madness can induce. As Hamlets disgust and loathing of Claudius develops in Act 1, scene 3, his pace and short phrases hasten to match his quicken thoughts. Shakespeare does this to alert the audience of the suspense that arises with hamlets tone. His unfinished lines portray the irrationality of his thoughts that lead to, ‘take him in the purging’, of Claudius’ soul. His forceful, commanding dialogue towards Gertrude in the next scene, ‘come, come and sit you down, you shall not budge,’ allude to the action being taken to avenge Claudius and perform his murder. As he kills Polonius,’ thou wretched, rash,

Human Resources Management Assignment Example | Topics and Well Written Essays - 1750 words

Human Resources Management - Assignment Example As a result of which the position and status of women in the workplaces are changing at a rapid pace as compared to previous days. Apart from this, due to the introduction of the law of schooling of girls and women in the year 1767, the craze for education and schooling enhanced thereby amplifying the talent of women segment. As a result of which, the typical house-wives of recent age are not expected to spin, cook or sew rather to perform their assigned duties effectively in a workplace. By doing so, the inner knowledge and morale of the female segment is amplifying thereby strengthening their bases more efficiently as compared to previous age. So, the intensity of various crimes is also reducing at a significant extent as compared to previous days. This proved extremely effective for the female segment of the society thereby amplifying their position and fame in the entire globe among others. Moreover, as the female segment of the society is attaining high level of education, so bo th the segments (males or females) might easily apply for a particular job in a workplace. And as a result, the degree of professional integration between male and female segments enhanced thereby declining the inequality of wages and positions as well. Along with this, the unemployment gap within male and female segments of the society reduced significantly resulting in amplification of their living standard and life style. Thus, it might be predicted that due to the enhancement of the earning members of the families, the status and living style also improved Therefore, due to the presence of educational skills and knowledge, females or women continue to hold the leadership position both in public and private sector as compared to males. As a result of which, the supremacy of women is quite similar as compared to males in both public and private workplaces. So, it helped almost 70% of the female segment of the society to become educated and employed thereby offering approximately 3 /4th of the total amount expense of a family. Just like award-winning corporate lawyer named Franci Blassberg is also one of the best examples of a female, who became successful in positioning itself in this male dominated world. As a result, the dominance and status of female segments enhanced resulting in amplification of its popularity and control. It became possible only due to the inner morale and confidence of the Franci Blassberg to flight against the complications and obstacles of males in the world. Other than this, due to the presence of effective communication skills and problem solving nature, Franci Blassberg is now recognized as one of the most efficient and talented lawyer among many others. Not only this, decision making attitude as well as action taking nature acted as the backbone for Franci Blassberg that enhanced her position and expertise among many others. Therefore, it might be clearly depicted that the self awareness, confidence, experience and responsible ch aracter are some of the most essential weapons of the women’s of today’s era. And without the help of these characteristic features, a woman may not sustain or retain her position in this corporate world among the males. Along with this, exact vision and task completion nature is also extremely essential for a woman like Franci Blassberg to retain her portfolio in her workplace thereby amplifying her image and craze among

Puberty Essay Example | Topics and Well Written Essays - 250 words

Puberty - Essay Example Social awkwardness occurs naturally if a teen girl develops breasts before the rest of her girl friends her age, or if a teen boy develops hoarse voice earlier than the other boys his age. This could affect their self-esteems as well, thus presenting a social impact. The article â€Å"Childhood Sexuality: An Interpersonal –Intrapsychic Integration† by Singer presents two implications on the society by early sexual maturation. First, childhood sexuality lays the foundations for adult sexual pleasures. This means that if a teen girl or a teen boy reaches the age of puberty earlier than the accepted age, this would lead to an earlier advance to adult sexual relationships that can heavily impact the society in a somewhat negative manner. In fact, it can even imbalance the society in a way that would be seriously distressing for the parents of children who sexually mature earlier than necessary. Second, as the level of psychological development is also decreasing with the de creasing age of puberty, the child can get over-stimulated even on brief display of public affection. This occurs in part due to their immature ego because they naturally have not had enough time for the proper development of their self-regulatory and defensive senses owing to earlier age of puberty.

The Australian Wheat Board Scandal

The Australian Wheat Board Scandal Introduction This essay will discuss the primary organisational structure and causes of the Australian Wheat Board scandal, hereafter referred to as AWB. This was a scandal of global magnitude, whereby AWB paid substantial monetary bribes to Iraq officials in blatant non-compliance of the regulations set out in the Oil-for-Food programme; which was established by the United Nations. Moreover, this essay will discuss the evidence presented in the Cole Royal Commission, an enquiry established to investigate the conduct of several Australian companies in relation to the oil-for-food program; AWB a governmental organisation was the foremost organisation under scrutiny. This essay will also examine the regulatory failures that facilitated corruption at the Governmental level to occur, and which remained predominantly unfettered for a protracted period. Incidences of governmental and corporate corruption and deviant behaviour, which often involve considerable numbers of active or passive participants, are seldom the result of opportunism alone, but are far more often insidious and methodical by nature. The AWB case is a clear illustration of governmental corporate culture and demonstrates a plethora of systemic regulatory and policy failures, all of which further influenced and defined the AWBs decision-making process and unethical posture. Lastly, the aforementioned material will be discussed commencing with a brief summary and literature review, and a comprehensive case analysis in order to demonstrate the ubiquitous nature of this particular type of Governmental crime, which sits under the broad ambiguous umbrella of white-collar crime. Brief Summary Contemporary society in a globalised world demonstrates an almost overwhelming abundance of criminal activity in particular pertaining to white-collar crime; however, numerous researches demonstrate that not all crimes and criminals are dealt with in the same manner (Chambliss, 1989). In fact, on closer examination, research has suggested that there is an innate tendency for specific crimes and criminals to be positively overlooked, typically these being crimes of the powerful, (Ditton, 1977; Box, 1983; Chambliss, 1989; Muncie, 1996) .primary example is that of the AWB scandal. The questionable Utilitarian approach of seeking the greatest good for the greatest number of people (Kay 1997) found to be assumed by the AWB and its Board, is analysed in the Cole Enquiry Report. The Cole Report stimulated awareness to the fundamental deficiencies in both corporate governance and culture, which play a significant function in permitting or precluding the occurrence of unethical conduct (Kay, 1997). Furthermore, the inaction demonstrated by the Australian Department of Foreign Affairs and Trade hereafter referred to as DFAT, and the Australian Federal Government in investigating claims against AWB further highlights the systemic failures that permitted AWBs unethical behaviour to prevail (Gibson, 2000). The key causes of, and major influences on unethical behaviour determined from the Cole report are: -The AWB organisations strong profit driven demand to meet financial or business objectives, and the promotion of tolerance for illegal/criminal acts (white-collar crime) (Overington, 2006) -A culture of getting the job done, where corrupt acts are justified under the proviso that the greatest good will be achieved for the company (Overington, 2006) -A lack of control mechanisms and moral agents in both corporate and public sector governance (Overington, 2006) -The implication of privatisation of Australian rural entities (Bartos, 2007) -Policy and Regulatory design and the lack of adherence and implementation (Bartos, 2007) -Governmental oversight of wheat growing monopoly, international monopolisation (Bartos, 2007) -Conduct of foreign policy misconduct United Nations Oil-for-Food-Program International Trade Sanctions )Bartos, 2007) One crucial aspect to be considered is that Australia is a signatory to both the United Nations Convention Against Corruption and the Organisation for Economic Cooperation and Development Convention on Combating Bribery of Foreign Officials in International Business Transactions. Australias interpretation of the aforementioned United Nations Convention is The Criminal Code Amendment (Bribery of Foreign Public Officials) Act, referred to as the Bribery Act, which is the Australian Parliaments legislative implementation of the latter convention Literature Review It is common knowledge that conventional criminals consider it normal to utilise any instrument or weapon to perpetuate a crime, therefore, it would also seem normal for organisations to utilise the organisation itself to acquire money from victims by way of its deviant misbehaviour (Harris Hartman, 2002). These victims are varied and may be customers or the members of the organisation themselves (Harris Hartman, 2002). This is a prime example of what is referred to as the organisational weapon the organisation is for white-collar criminals as the gun or knife is for conventional criminals (Wheeler and Rothman, 1982, cited in Punch, 1996). Harris and Hartman (2002), state that an organisations culture consists of the values, norms, and attitudes of the people who intrinsically make up the organisation. Moreover, the stated values demonstrate what is important; whereas norms reveal expected behaviour; attitudes expose the mind-set of individuals (Hall, 2006). Therefore, organisational culture informs people what is important in the organisation, expected behaviours, and how to observe things (Hall, 2006). Culture is a part of organisational life that influences the behaviour, attitudes, and overall effectiveness of all members of an organisation (Gibson et al, 2000). Further to this, Daboub Coulton (2002) stressed the importance of organisations selecting business partners who share a comparable commitment to both the social and environmental practices and ethical commitment of the company. They further stated that this would assist in ensuring that the organisation is not placed in compromising situations due to unethical acts perpetrated by those companies with whom they have working associations (Daboub Coulton, 2002). Robbins (2000) argued that todays global business environment can lead to such problematic associations, and stated the need for organisations to take a fervent pro-active stance to further ensure that the codes of conduct under which they operate are transparent, implicit and adhered to by their associates (Robbins, 2000; Daboub Coulton, 2002). Furthermore, the political influence on large governmental or privatised organisations and the desire not to over-regulate can also be very influential. Politicians are mindful of the detrimental effect that heavy regulation can have on businesses that are often generous economic contributors. The will of governments not to introduce laws that hinder corporate activity is evidenced by the lack of substantial powers and penalties (specifically prison terms) available to regulatory bodies, the lack of resources available to enforce those provisions already available and governments commitment to regularly review any legislation that may impact adversely on competition. Case Analysis The United Nations Oil-for-Food program involved not only companies but also governments; however, various activities by the Howard Government were outside the provisions of reference of the Cole Enquiry, which was fundamentally sanctioned to examine the actions of the companies specifically mentioned in the 2004 United Nations report on the Oil-for-Food program. Furthermore, Cole was unable to examine the extent to which government policy during that period encouraged or discouraged bribes from the AWB, or equally as to whether Australian Government Ministers should have enquired further, especially considering that warnings were received that something was inappropriate, or indeed how the government managed its relationship with the AWB throughout this protracted process. To illustrate further, Henry Bosch former chairperson of Transparency International Australia and also one of Australias most experienced business regulators, argued that somebody, somewhere must have known what was going on. Bosch stated to the Ethical Corporation that he suspected, that the executives involved in winning contracts were a bit less careful than they should have been regarding the status of payments being demanded. The AWBs justification for this deviant and criminal behaviour was to argue that it simply was not aware of the payments. Moreover, numerous critics pointed out that it was virtually impossible for government Ministers and various other officials to not have known, especially due to the fact that the fees paid to the contractors selected by Saddam Husseins bureaucrats would have been noticeably and remarkably high, in fact, the AWBs responses plainly raised far more questions than answers. Further to this, the Cole Enquiry argued that the AWBs structure was primarily to blame, for example; the company was responsible for the marketing and exporting of one of Australias major export commodities. Moreover, all Australian wheat exports passed through the offices of the so-called single-desk export authority, which was heavily vested in the AWB. The single-desk export authority was established in 1915 to assist Australian wheat growers to get their produce to global export markets, therefore dealing with the AWB was a major factor for all businesses involved in Australias powerful expansive wheat growing sector. In addition to this, Iraq was a massive market and there was a need for the organisation to justify its often-criticised monopoly on Australias global wheat exports, particularly in the face of strong competition from the United States and other suppliers. Numerous critics observed that, since the AWB was privatised in 1998, and consequently listed on the Australian Stock Exchange (ASX) in 2001 the AWB had noticeably become far more extreme than its former bureaucratic culture might have previously endorsed. Furthermore, a United Nations report on October 27, 2005 established that the Australian Wheat Board (AWB) had paid $US221.7 ($AU300) million in bribes to the Iraqi Government between 1999 and 2003 under the United Nations Oil-for-Food program (Whitton 2007). Through this mode of immoral and illegal behaviour, the AWB defrauded their shareholders out of their financial investments and profits as well as causing irreparable damage to Australias trade reputation globally. Further to this, the United Nations report on the inquiry into corruption in the Oil-for-Food Program, led by Paul Volcker, revealed that 2200 companies participating in the program were misappropriating funds from the United Nations accounts to redistribute them to the Iraqi government but none of the magnitude of the AWB. Moreover, the AWB was a company with a high profile and facing a serious legal problem, therefore the AWB was obviously likely to draw attention from both the Australian and worldwide public and media (Lukaszewski, 1997). Consequently, with the release of the report and mass media and public attention (Mackey, 2002), the AWB was obviously facing a dire crisis. Due to this in February 2006, the AWB managing director Andrew Lindberg resigned after demonstrated outrage throughout the press and collective Australian wheat growers. The AWB scandal has left an indelible black mark on the AWBs reputation throughout the world, and puts into question how reliable it was and how well suited it was to represent and market nearly all of Australias wheat to the overseas marketplace. In addition, the AWB was sued for AU$1 billion in compensation by collective wheat farmers in North America for alleged, bribery and other corrupt activities to corner the grain markets internationally (news.com.au, 2006). The effect of the scandal resulted in Iraq refusing to purchase wheat from the AWB and the consequential loss of a substantial overseas market for Australian wheat growers. In an attempt to minimise damage to the Howard Governments reputation, Prime Minister Howard launched an official enquiry in November of 2006, into the payment of bribes by the AWB Ltd, formerly known as the Australian Wheat Board, to the Saddam Hussein regime, this enquiry essentially produced a whitewash report designed for several key purposes. Foremost, was the need to clear Prime Minister John Howard and his leading ministers of any political and/or criminal responsibility pertaining to the payment of bribes to Iraqi bureaucrats. Another critical concern was to fend off United States agricultural interests that were demanding the dismantling of the AWBs wheat export monopoly as part of a ruthless trade war. To illustrate further, it was absoloutely paramount for the Howard government to prevent any examination of the motives behind Canberras participation in the U.S occupation of Iraq. Therefore, in an obvious act of scape-goating, enquiry Commissioner Cole singled out 11 former AWB executives and one ex BHP executive for blame, and the possibility of criminal prosecutions. Sanctioned by the Howard government the mass media immediately did its best to assist this diversionary exercise by dubbing these 12 individuals the dirty-dozen in newspaper headlines around the country, demonstrating the great measures that politicians will take to cover their corruption. Howards use of Cole, a trusted lawyer who had previously conducted a witch-hunting enquiry against building workers on behalf of Prime Minister Howard wreaks of the unfettered abuse of governmental power. It was therefore not surprising that Cole attributed the payment of nearly $AU300 million in bribes under the United Nations 1996-2003 so-called Oil-for-Food-Program solely to a handful of 12 individuals. Moreover, Cole stated that these 12 individuals deviant corrupt behaviour developed from a closed culture of superiority and impregnability within the organisation, which had been produced by the AWBs 67-year monopoly and stronghold over all Australian wheat exports. In addition to this, Cole stated that it was obvious that the AWBs unethical policy in Iraq was to do whatever is necessary in order to retain the $AU500 million in annual wheat sales, and further stated that was precisely what the Howard Governments policy was at the time. The substantial and comprehensive documents tabled at the Cole enquiry confirm that the AWB, which was a government agency up until 1999 and then subsequently privatised continued to operate and receive Canberras protection, almost as a virtual arm of the Howard Government throughout the lead-up to the March 2003 U.S. led invasion of Iraq Conclusion The AWB scandal raises significant questions and concerns pertaining to the Australian policy-making processes and the attitudes of the government ministers involved.

Contingency Theory

Contingency Theory Contingency Theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. An organizational / leadership / decision making style that is effective in some  situations, may be not successful in other situations. In other words: The optimal organization / leadership / decision-making style  depends  upon various  internal and external constraints  (factors). Contingency Theory factors Some examples of such constraints (factors) include: †¢ The size of the organization. †¢ How the firm adapts itself to its environment. Differences among resources and operations activities. †¢ Assumptions of managers about employees. †¢ Strategies. †¢ Technologies being used. Contingency Theory on the organization 1. There is no universal way or one best way to manage an organization. 2. The design of an organization and its subsystems must ‘fit' with the environm ent. 3. Effective organizations not only have a proper ‘fit' with the environment, but also between its subsystems. Contingency Theory of leadership In the Contingency Theory of leadership, the success of the leader is a function of various factors in the form of subordinate, task, and/or group variables. The effectiveness of a given pattern of leader behavior is contingent upon the demands imposed by the situation. These theories stress using different styles of leadership appropriate to the needs created by different organizational situations. Some of these theories are: †¢ Contingency Theory (Fiedler): Fiedler's theory is the earliest and most extensively researched. Fiedler's approach departs from trait and behavioral models by asserting that group performance is contingent on the leader's psychological orientation and on three contextual variables: group atmosphere, task structure, and leader's power position. This theory explains that group performance is a result of interaction of two factors. These factors are known as leadership style and situational favorableness. In Fiedler's model, leadership effectiveness is the result of interaction between the style of the leader and the characteristics of the environment in which the leader works. †¢ Situational Theory  (Hersey & Blanchard). This theory is an extension of Blake and Mouton's Managerial Grid Model, and Reddin's 3-D management style theory. This model expanded the notion of relationship and task dimensions to leadership, and a readiness dimension was added. Leadership Pipeline  (Drotter) Contingency Theory for dicision making Vroom and Yetton's  Decision Participation Contingency Theory  or the  Normative Decision Theory: According to this model, the effectiveness of a decision procedure depends upon a number of aspects of the situation: †¢ The importance of the decision quality and acceptance. †¢ The amoun t of relevant information possessed by the leader and subordinates. †¢ The likelihood that subordinates will accept an autocratic decision, or the likelihood that subordinates will cooperate to make a good decision if they may participate. The amount of disagreement among subordinates with respect to their alternatives. Contingency Theory& situational theory Contingency Theory is similar to situational theory in that there is an assumption of no simple way that is always right. The main difference is that situational theory focuses more on the behaviors which the leader should use. Given situational factors (often about follower behavior). Whereas Contingency Theory takes a broader view, which includes contingent factors about leader capability, but also includes other variables within the situation Contingency Theory Contingency Theory Contingency Theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. An organizational / leadership / decision making style that is effective in some  situations, may be not successful in other situations. In other words: The optimal organization / leadership / decision-making style  depends  upon various  internal and external constraints  (factors). Contingency Theory factors Some examples of such constraints (factors) include: †¢ The size of the organization. †¢ How the firm adapts itself to its environment. Differences among resources and operations activities. †¢ Assumptions of managers about employees. †¢ Strategies. †¢ Technologies being used. Contingency Theory on the organization 1. There is no universal way or one best way to manage an organization. 2. The design of an organization and its subsystems must ‘fit' with the environm ent. 3. Effective organizations not only have a proper ‘fit' with the environment, but also between its subsystems. Contingency Theory of leadership In the Contingency Theory of leadership, the success of the leader is a function of various factors in the form of subordinate, task, and/or group variables. The effectiveness of a given pattern of leader behavior is contingent upon the demands imposed by the situation. These theories stress using different styles of leadership appropriate to the needs created by different organizational situations. Some of these theories are: †¢ Contingency Theory (Fiedler): Fiedler's theory is the earliest and most extensively researched. Fiedler's approach departs from trait and behavioral models by asserting that group performance is contingent on the leader's psychological orientation and on three contextual variables: group atmosphere, task structure, and leader's power position. This theory explains that group performance is a result of interaction of two factors. These factors are known as leadership style and situational favorableness. In Fiedler's model, leadership effectiveness is the result of interaction between the style of the leader and the characteristics of the environment in which the leader works. †¢ Situational Theory  (Hersey & Blanchard). This theory is an extension of Blake and Mouton's Managerial Grid Model, and Reddin's 3-D management style theory. This model expanded the notion of relationship and task dimensions to leadership, and a readiness dimension was added. Leadership Pipeline  (Drotter) Contingency Theory for dicision making Vroom and Yetton's  Decision Participation Contingency Theory  or the  Normative Decision Theory: According to this model, the effectiveness of a decision procedure depends upon a number of aspects of the situation: †¢ The importance of the decision quality and acceptance. †¢ The amoun t of relevant information possessed by the leader and subordinates. †¢ The likelihood that subordinates will accept an autocratic decision, or the likelihood that subordinates will cooperate to make a good decision if they may participate. The amount of disagreement among subordinates with respect to their alternatives. Contingency Theory& situational theory Contingency Theory is similar to situational theory in that there is an assumption of no simple way that is always right. The main difference is that situational theory focuses more on the behaviors which the leader should use. Given situational factors (often about follower behavior). Whereas Contingency Theory takes a broader view, which includes contingent factors about leader capability, but also includes other variables within the situation

Example of a Consent Form

Research Consent Form Brigham and Women’s Hospital Dana-Farber Cancer Institute Massachusetts General Hospital Version III. a August 1998 Pi_dist9. doc Imprint Patient ID Number Protocol Title: Developmental Anatomy Genome Project (DGAP) Principal/Overall Investigator: Cynthia C. Morton, Ph. D. Site-Responsible Investigator(s)/Institution: James Gusella, Ph. D. /MGH Co-Investigator(s)/Study Staff: Drs. B Quade, A Ligon, R Maas, A Michelson, J Gusella, M MacDonald, E Lemyre, J Lewis Description of Subject Population: Patients with congenital anomalies PURPOSEWe would like permission to enroll you as a participant in a research study. The purpose of this research is to identify and study genes involved in human development. You have been asked to participate in this research study because you (or your child) have (or has) one or more developmental abnormalities and chromosomal abnormalities that have been present since birth. Such chromosomal abnormalities may disrupt the functi on of genes required for normal growth and development. By identifying these genes in people with specific birth defects, we hope to reach a greater understanding of how the human body grows and develops.STUDY CONTACTS This study is being organized by Dr. Cynthia C. Morton, who can be reached at 617-732-7980 with any questions you may have during the course of this study. If you enrolled at the MGH, please contact Dr. James Gusella at 617-726-5724. PROCEDURES If you agree to participate, you will donate a blood sample. The amount of blood drawn will vary with age (less than 2 years old: about 1 tablespoon; ages 2-10 years: about 2 tablespoons; ages 11 years and up: about 2-4 tablespoons) and may be reduced for smaller individuals.In general, after you have donated blood, cells or tissue samples no additional hospitalization or clinic visits will be required for you to participate in this study. Any of the samples you donate will be used to establish an immortal cell line. This means that an inexhaustible supply of DNA will be available for genetic research. DNA is the genetic material from which genes are made. These samples may be stored/banked for future use and/or shared with other investigators associated with this study. These stored or distributed samples will NOT be labeled with your name.Do you agree to this (please circle one choice): Page 1 of 5 Subject Population: Patients with congenital anomalies IRB Protocol Number: 1999P-003090 98-09233 Sponsor Protocol Number: N/A Consent Form Approval Date: DECEMBER 9, 1999 Amendment Number Approved: N/A IRB Expiration Date: Amendment Approval Date: N/A NOVEMBER 22, 2000 Research Consent Form Brigham and Women’s Hospital Dana-Farber Cancer Institute Massachusetts General Hospital Version III. a August 1998 Pi_dist9. doc Imprint Patient ID Number YES NO You may be contacted in the future and asked for additional samples to continue research.If you do not wish to be contacted in the future, you may indica te this below: YES, okay to contact NO, do not contact As mentioned above, samples that are sent to the research laboratory will be assigned a code number. The key to this code will be maintained in locked files by Dr. Cynthia Morton, and your (or your child's) identity will not be revealed to anybody other than your referring physician. Important non-identifying information such as sex, age, and nature of your developmental abnormality will be transmitted to the research laboratory in order to correlate study results with specific developmental problems.The information obtained from this study of your donated blood or tissue is not known to be useful clinically or diagnostically at this time. The research is currently useful only as a means of understanding genes and developmental abnormalities. Results from these genetic studies will NOT be placed in your (or your child's) medical record. We will not communicate these results directly to you; study results will be released to your referring physician. COSTS No charges will be billed to your insurance company or to you for this study. You should be sure that no charges for the blood draw are to be filed with your insurance company.If the person who draws your blood intends to bill you, you should pay for this yourself and send a copy of the bill to the investigator who will reimburse you. RISKS AND DISCOMFORTS There are minor risks and discomforts associated with blood sampling. This includes a brief amount of pain and possibly a small bruise at the needle site. Occasionally a person feels faint when his/her blood is drawn. Rarely an infection develops, but if this occurs the infection can be treated. Disclosure of Study Results Information about your participation in a genetic study may influence insurance and/or employers regarding your health status.We will use many safeguards to prevent unintentional disclosure: I) information about your participation in, and the results of, this research will NOT be plac ed in your medical records, II) research data (including data collected from medical charts) will be entered only into a research database. No names will be entered into this database, only the codes assigned to submitted samples. Other investigators will NOT be given a key to this code, and III) NO results from this study will be released to anyone other than your referring physician.You can also minimize these risks by not sharing with others the fact that you have participated in genetic studies. Page 2 of 5 Subject Population: Patients with congenital anomalies IRB Protocol Number: 1999P-003090 98-09233 Sponsor Protocol Number: N/A Consent Form Approval Date: DECEMBER 9, 1999 Amendment Number Approved: N/A IRB Expiration Date: Amendment Approval Date: N/A NOVEMBER 22, 2000 Research Consent Form Brigham and Women’s Hospital Dana-Farber Cancer Institute Massachusetts General Hospital Version III. a August 1998 Pi_dist9. doc Imprint Patient ID NumberThese studies are for res earch purposes only. Therefore, NO study results will be communicated to you at any time. However, in the event that this research study uncovers information that we feel MAY impact your healthcare (either positively or negatively), we will convey this information to your physician. After the potential significance of such results has been explained to you by your physician, you will be offered an opportunity to obtain independent diagnostic confirmation of this research finding in a laboratory which specializes in this type of clinical testing.This diagnostic testing will ONLY take place IF you provide additional consent for it. Only the result of the confirmatory test would be entered into your medical record by the diagnostic laboratory or your physician. BENEFITS At this time, we know of no direct benefit to you (or your child) as a result of participation in this research study. Participation is completely voluntary and your alternative is to not participate. Other individuals may benefit in the future if these studies provide useful information about identifying or treating developmental abnormalities.ALTERNATIVES You are free to participate or not to participate in this study. If you choose not to participate, your medical care and treatment will NOT be affected. Page 3 of 5 Subject Population: Patients with congenital anomalies IRB Protocol Number: 1999P-003090 98-09233 Sponsor Protocol Number: N/A Consent Form Approval Date: DECEMBER 9, 1999 Amendment Number Approved: N/A IRB Expiration Date: Amendment Approval Date: N/A NOVEMBER 22, 2000 Research Consent Form Brigham and Women’s Hospital Dana-Farber Cancer Institute Massachusetts General HospitalVersion III. a August 1998 Pi_dist9. doc Imprint Patient ID Number THE FOLLOWING PARAGRAPHS CONTAIN STANDARD INFORMATION WHICH GENERALLY APPLIES TO PERSONS INVOLVED IN A RESEARCH STUDY AND ARE REQUIRED ON ALL CONSENT FORMS. CONFIDENTIALITY Medical information produced by this study will become part of your hospital medical record, unless specifically stated otherwise in this consent form. Information that does not become part of your medical record will be stored in the investigator’s file and identified by a code number only.The code key connecting your name to specific information about you will be kept in a separate, secure location. Your medical record is available to health care professionals at Brigham and Women’s Hospital (BWH), Dana-Farber Cancer Institute (DFCI), or Massachusetts General Hospital (MGH), collectively called the â€Å"Hospitals†, and may be reviewed by appropriate Hospital staff members in the course of carrying out their duties; however, they are required to maintain confidentiality in accordance with applicable laws and the policies of the Hospitals.Information contained in your records may not be given to anyone unaffiliated with the Hospitals in a form that could identify you without your written consent, except as described in thi s consent form or as required by law. It is possible that your medical and research record, including sensitive information and/or identifying information, may be inspected and/or copied by the study sponsor (and/or its agent), the Food and Drug Administration (FDA), federal or state government agencies, or hospital accrediting agencies, in the course of carrying out their duties.If your record is inspected or copied by the study sponsor (and/or its agents), or by any of these agencies, the Hospitals will use reasonable efforts to protect your privacy and the confidentiality of your medical information. The results of this study may be published in a medical book or journal or used for teaching purposes. However, your name or other identifiers will not be used in any publication or teaching materials without your specific permission. In addition, if photographs, audiotapes or videotapes were taken during the study that could identify you, then you must give special written permissio n for their use.In that case, you will be given the opportunity to view or listen, as applicable, to the photographs, audiotapes or videotapes before you give your permission for their use if you so request. REQUEST FOR MORE INFORMATION You may ask more questions about the study at any time. The investigator(s) will provide their telephone number so that they are available to answer your questions or concerns about the study. You will be informed of any significant new findings discovered during the course of this study that might influence your continued participation.If during the study or later, you wish to discuss your rights as a research subject, your participation in the study and/or concerns about the study, a research-related injury with someone not directly involved in the study, or if you feel under any pressure to enroll in this study or to continue to participate in this study, you are asked to contact a representative of the Human Research Committees at BWH (617) 732-7 200, at MGH (617) 726-3493, or at the Protocol Administration Office at DFCI (617) 632-3029. A copy of this consent form will be given to you to keep. Page 4 of 5 Subject Population: Patients with congenital anomaliesIRB Protocol Number: 1999P-003090 98-09233 Sponsor Protocol Number: N/A Consent Form Approval Date: DECEMBER 9, 1999 Amendment Number Approved: N/A IRB Expiration Date: Amendment Approval Date: N/A NOVEMBER 22, 2000 Research Consent Form Brigham and Women’s Hospital Dana-Farber Cancer Institute Massachusetts General Hospital Version III. a August 1998 Pi_dist9. doc Imprint Patient ID Number REFUSAL OR WITHDRAWAL OF PARTICIPATION Participation in this study is voluntary. You do not have to participate in this study. Your present or future care will not be affected should you choose not to participate.If you decide to participate, you can change your mind and drop out of the study at any time without affecting your present or future care in the Hospitals. In additi on, the doctor in charge of this study may decide to end your participation in this study at any time after he/she has explained the reasons for doing so and has helped arrange for your continued care by your own doctor, if needed. INJURY STATEMENT If you are injured during the course of the study and as a direct result of this study, you should contact the investigator at the number provided.You will be offered the necessary care to treat that injury. This care does not imply any fault or wrong-doing on the part of the Hospitals or the doctor(s) involved. Where applicable, the Hospitals reserve the right to bill third party payers for services you receive for the injury. The Hospitals will not provide you with any additional compensation for such injuries. SIGNATURE I confirm that the purpose of the research, the study procedures and the possible risks and discomforts as well as potential benefits that I may experience have been explained to me.Alternatives to my participation in t he study also have been discussed. All my questions have been answered. I have read this consent form. My signature below indicates my willingness to participate in this study. Subject/Patient Date Witness/Advocate/Minor/Legal Guardian (if required) Date Additional Signature (if required)(identify relationship to subject) Date I have explained the purpose of the research, the study procedures, identifying those that are investigational, the possible risks and discomforts as well as potential benefits and have answered any questions regarding the study to the best of my ability.Study Representative Date Investigator Complete This Information At Enrollment for HEMATOLOGY/ONCOLOGY PROTOCOLS ONLY (A copy of this form should be faxed to the QCC and to the appropriate Medical Records) Primary Care Physician’s Name: Date protocol treatment begins for this subject: Diagnosis: Page 5 of 5 Subject Population: Patients with congenital anomalies IRB Protocol Number: 1999P-003090 98-09233 Sponsor Protocol Number: N/A Consent Form Approval Date: DECEMBER 9, 1999 Amendment Number Approved: N/A IRB Expiration Date: Amendment Approval Date: N/A NOVEMBER 22, 2000