Biblical World View Essay

In the following essay on Biblical World View of, Business Administration, with the foundational Christian belief that man was created in the image of God. There will be two examples in this essay that will explain this view. In the first example, I will be going over leadership and how important it is as a Christian to remember your foundational belief that we are created in the image of God. The second example, I will be discussing the importance of honesty for Christians, since we are created in the image of God.â€Å"Immediately following each day of creation God saw that it was good, but after the creation of man, God saw that it was very good†. (Online excerpt, Original Creation of man in the image of god, 2013)Being created in the image of God does not just refer to physical appearance; it also refers to the total essence of God. Example 1 In this example, I will be going over leadership and the Christian foundation that we were created in the image of God.From the very beginning of our creation as humans, we were give leadership over all his creation. With leadership, in any aspect, you will possess tremendous responsibility, and power over others, and their lives. King David stated in Psalm 139 â€Å"Thank you for making me so wonderfully complex! Your workmanship is marvelous-How well we know it. † (Etzel and Gutierrez, Praxis Beyond Theory, 2012, p 61) AS Christians, one knows, without a doubt, that we are created in his image. Therefore, we have to always keep in that mindset.The Bible says â€Å"if it is teaching, let him encourage; If it is contributing to the needs of others, let him give generously; If it is leadership, let him govern diligently; If it is showing mercy, let him do it cheerfully. (Men’s Study Bible, NIV, Romans 12:8, 1997) I am currently enrolled for a BS in Business administration with a major in Project management. So needless to say I will be in charge the entire project at hand. This means, in every aspe ct I will be in charge of financing, labor, time & material, board meetings, and deadlines; I could keep going, but I am sure you got the idea.That is a lot of responsibility. With this position sin exists around every corner, just to name a few, Stealing, cheating, and deceiving people. This is why one should always remember, we are created in his image. Jesus Christ was a great leader, to whom followers looked up to for guidance, and answers. When I was a kid my grandmother always would say â€Å"What would Jesus do? Still to this day I use that very same question. With all the deceitfulness, and cheating that corrupts the business world, one must always remember in leadership people under you look to you for answers and guidance.You reflect who you are, no one else. So why not reflect the one who created you in his own image. Always ask yourself what would Jesus do? Example 2 In this example I will be going over how honesty in my chosen field of study relates to how we are creat ed in the image of God. Again the image of God is far more than the physical appearance. â€Å"Jesus is said to perfectly represent God the father†. (Etzel and Gutierrez, Praxis Beyond Theory, 2012, p 62) Jesus himself stated this in John 10:30. The Bible says Jesus was sin less and Jesus and God are one.So we can safely say we are the image of God and Jesus. Jesus threw his existence was humble, forgiving, and honest. So in Theory, if we are anything other than his likeness, then we could say, we would be the opposite of them, and that would be sinning. As Christians we strive not to sin, and remain in his image. In Project Management, I will be doing an enormous amount of managing of a lot of different people, funds, and business obligations. So with that being said, perception of how people perceive me and my demeanor will represent how I will be treated by fellow coworkers.â€Å"Keep your conduct among the gentiles honorable, so that when they speak against you as evil d oers, they may see your good deeds and glorify God on the day of visitation†. (1 Peter 2:12) King David was with himself and God and ultimately committed adultery and in the end murder. In my chosen field many people will look to me for advice and answers. I much rather be looked at by the people I will be leading as someone who walked with Jesus, instead of an Evildoer. ConclusionSince I have started my journey at Liberty University, I have learned a lot of things that will help me obtain a closer relationship with God. Upon completion of my studies, and once in the work field, my goal will to strive to walk in Gods footsteps. Perception on how people will perceive me will make or break me in this field. I cannot think of anyone else, but God, to be in the likeness of. Sin will be around every corner, all I can do is, look to my Bible, pray, and keep asking myself â€Å"What would Jesus do? †

GE’s Two-Decade Transformation: Jack Welch’s Leadership Essay

Jack Welch received his Master of Science and Ph.D. degree from the University of Illinois in 1960. After completing his years of education, Welch was hired by General Electric Corporation (GE) as a chemical engineer for the Plastics department. Promotions followed rapidly and at the age of 45, in April 1981, he became CEO of GE, one of the world’s leading diversified industrial companies. Even though, the U.S. economy was in a recession during that time and unemployment rates were very high, Welch found the way to challenge everyone around him and to made changes that helped him create one of the †Most Admired Companies in the United States† 1.How would you describe Jack Welch’s leadership style? Was his effect on organizational culture positive or negative? Defend your argument. When Jack Welch became CEO of GE, he made a decision to radically restructure the company, realign goals and motivations, and push managers and employees to â€Å"stretch† to new previously unknown limits. He set high standards for each of the business units to become number 1 or 2 in the industry, and if the results weren’t satisfying, he disengaged from that sector or sold it completely. Between 1981 and 1990, GE sold more than 200 businesses that freed up over $11 billion of capacity. Jack believed in complete dedication and always putting 110% into everything he was doing. His management style and motivation included three main areas: empowering/motivation, goal setting and clear communication. Welch was very motivated and full of internal driving passion that made him work for reasons that went beyond money or status. He was always â€Å"thirsty† for better results and continuously raised performance bar for GE. He was a strong believer in incentives and rewards, in addition he also implemented a model where stock options became the primary component of management compensation. Employees who were scored highly on their performance reviews received large bonuses, what further motivated them to even higher performance. Welch continuously worked on creating environment in which people could do their best. He believed that good people were GE’s highest asset and created main foundation for company’s success. In order to improve communication and organizational culture, Welch reduced the hierarchical levels from nine to four and made sure that all business units would report directly to him. Welch focused on creating the boundaryless company, with a friendly, open and anti-parochial  environment. It was important to him to create atmosphere where employees could freely share new ideas and find best solutions to any obstacles that company had to deal with. He was completely aware that employees at GE come from different backgrounds and with different experience, therefore his goal was to take away from the benefits of this diversity and aimed to reshape them and guide them toward the right direction with the use of GE philosophies. He promoted people who were thinking outside the box and were able to challenge the status quo. Through these channels of open communication Welch was able to motivate his employees, as they felt direct connection with the company. Welch spent most of his time on training and developing talent within top managers of GE. Around 70% of his time was dedicated to people issues, various problems and developing others. He used Crotonville training center as a place for communication throughout the GE organization. It was a place where managers learned and experienced many of the GE problems, as well as ways to better cope with various business difficulties and challenges. Through the implementation of the 360 ° reviews he was able to openly communicate with his employees and let everyone know exactly where they stand in the organization. It was a major motivational force that contributed to increased performance and employee’s dedication. Jack Welch wanted to create a work environment where people at all levels would be held accountable for their own work and asked people to use their dreams while setting business targets. His goal was to make everyone â€Å"stretch† and constantly work on becoming a better performer. In order to reward those employees who were able to reach their dream goals, he compensated them with stock options and substantial bonuses. Welch was fully aware of psychological contract that exists between employees and organizations. Throughout his career as a CEO, he knew that GE offers the best jobs for people who are willing to compete and perform at their highest standards. The company offered opportunities for personal and professional growth and simultaneously rewarded top performing individuals. By flattening the organizational hierarchy, removing the bureaucracy, setting clear goals and open communication Welch succeeded in transforming GE and creating healthy organizational culture. His motivational strategy and clear understanding of psychological contract helped him create best managers and company that became a global leader. 2.From a motivational perspective, was Welch an effective or ineffective leader? How so? Explain and support your argument. Jack Welch is a truly legendary leader who has made General Electric into one of the world’s most successful companies and as Fortune described him â€Å"Manager of the Century†. Throughout his career at GE, Welch has continuously concentrated on motivating his employees and â€Å"stretching† their abilities. He believed that leaders should articulate a vision and then energize others to execute it. As we all know, socially skilled people are also expert persuaders who find the right way to motivate others. Their passion for work seems â€Å"contagious† and has a positive impact on other employees. Welch was striving to attract only the best talent and people who would bring the most value to the organization. He succeeded in getting huge numbers of very capable people all pulling them in the same very profitable direction. He knew that good people will steer the company toward success and therefore he was a strong believer in incentives. He made sure that psychological contract between employees and organization was being constantly negotiated and that great performance needed to be rewarded. He expended the number of options recipients from 300 to 30,000 and made sure to distribute generous bonuses to individuals who demonstrated outstanding performance. Another characteristic that helped boost motivation and performance within employees was â€Å"integrated diversity†, this open and friendly environment helped inspire a much broader thinking, new ideas were being generated and it also improved collaboration between departments. Welch encouraged his teams by always looking at change as a never-ending opportunity. He constantly urged his people to reinvigorate their business model before someone else did. This strategy helped him gain new market share and strengthen GE’s leadership position. It further invigorated creative thinking and made the company more competitive. His next objective was to create the culture where everyone felt engaged and important. By eliminating one of the sector levels he was able to gain more direct contact with managers reporting to him. We must remember that motivation starts with employee engagement, and engagement begins with effective communication skills. Welch dedicating most of his time to communicating with his staff, developing special management training programs that would help managers reach their goals and educate  them to become great leaders. As he knew that General Electric was an A-plus company, he only wanted to attract A players. To find the right equilibrium he knew that it was necessary to take good care of his best personnel. He did it through promoting them, offering great salaries and stock options and investing in their further development. According to one of the articles written by Victor H. Vroom â€Å"Work and motivation†, the concept of Force concentrates on efforts an individual will take when pursuing a particular course of action. Vroom also argued that a person’s behavior is the result of a field of forces, each of which has direction and magnitude. Highest level of force will be reached by actions with high level of both valence and expectation. According to Vroom’s equation of force (Force=Valence x Expectancy), valence and expectation cannot be zero, as it will result in no force to adopt given course of action, since anything multiplied by zero is zero. When choosing alternatives, people tend to select ones that correspond to the strongest positive force or least negative force. As we can observe in the leadership style of Mr. Welch, he was fully aware of this relationship and knew it was necessary to take good care of his top management. Welch didn’t concentrate on micro management, by giving his employees clear visions and setting new goals he was able to make his workers determine the necessary level of support required to achieve those goals. He constantly set high expectations and asked for more, this triggered creative thinking, increased performance and set new standards for the followers. He didn’t waste time on trying to train and develop Cs to Bs. Through the use of performance appraisal system and â€Å"vitality curve† the company was able to eliminate poor performers and only keep the best talent. Welch was able to inspire his staff and his employees were certainly glad he was captaining their side. Whether they liked him or not, they respected him, followed his leadership style and admired him.

Jainism vs. Sikhism Essay

Read the assigned chapters for the week and complete the following table. Be as specific as possible when identifying practices, beliefs, rituals, and historical elements. Cite sources in APA formatting. Core Beliefs Jainism Sikhism 1. Jainism, believing that reality and existence are eternal, does not believe in a Creator force or entity (Molloy, 2013). 1. Sikhism believes in a strict Monotheism, and that all names and titles that humans apply to God are limited because God is beyond all human conception (Molloy, 2013). 2. Jainism believes in the existence of Karma and its influence on the cycle of Rebirth. Unlike other religions that share this belief, Jains believe that more than just animals and insects possess a spirit that is subject to karma and rebirth (Molloy, 2013). 2. Sikhs believe in reincarnation, and that karma influences the cycle of rebirth, with the goal being to accumulate enough karma to obtain freedom from the cycle of reincarnation and be absorbed by God (Molloy, 2013). 3. Jainism believes in five ethical positions that are required for monks and nuns (to varying degrees) and recommended to laypersons. The First is Nonviolence, also known as Ahimsa, which requires the believer to bring no harm to any life-form. The second is Nonlying, as the Jains believe the lying or exaggeration may bring harm to the parties involved. The third is Nonstealing, the desire to steal comes from being attached, to the object or the world, and can cause pain to others. The forth is Chastity, among the monks and nuns it is taken as full celibacy, and among the laypeople, as  fidelity to the believers marital partner. Finally, the fifth is nonattachment, that to progress spiritually, the believer must limit their attachment to worldly objects and people, taken to the extreme among some monks to mean detachment from all including family, and clothes (Molloy, 2013). 3. Sikhs believe in the five sacred components of attire by those initiated into the Khalsa. The first is the Kesh, or uncut hair and beard, with a turban worn by the males. The second is the Khanga, or wooden hair comb, to be worn with the hair at all times. The third is the Kach, a pair of special cotton undergarments. The fourth is the Kirpan, a sword or dagger that is worn at all time. And lastly the Kara, a bracelet of steel worn to symbolize strength (Molloy, 2013). 4. The Jains believe that in the current cycle of the universe, 24 people have reached perfection and have escaped the cycle of rebirth, they are known as Tirthankara, and that they should be role-model and emulated, but not worshiped (Molloy, 2013). 4. Sikhs believe that the scriptures, known as Adi Granth, to contain the spirit of all the past Gurus of Sikhism and revere it as the last, and final guru. When faced with difficult and troubling questions, Sikhs believe that consulting the Adi Granth, or Guru Granth Sahib, by opening the book at random will provide answers (Molloy, 2013). 5. The Jains do believe in the presence of gods, but believe they are also subject to the karma and the cycle of rebirth, and that after they use their positive karma as gods, they are reborn as lesser beings again. Also that, while gods, they are not the Creators (Molloy, 2013). 5. Sikhs believe the use of Military Self-defense to protect themselves and the faith is morally correct. Such a position is unusual in the religious environment of India where nonviolence is common. (Molloy, 2013). Part 2 Respond to the following questions in 150 to 200 words: 1. What do you think is the most important similarity and which is the most  important difference? Use specifics to support your answer. The most significant similarity between Jainism and Sikhism is their continued belief in karma and the cycle of rebirth. This similarity shows that while Sikhism may have been influenced by Islamic teachings, that both faiths have retained a non-linear idea of the progression of time that is integral to Hinduism. The most important difference is each of the religion’s views of violence. The Jains believe in ahimsa, a requirement to bring no harm to anything that bear a living soul, monk and nuns going so far as to brush aside insects before walking so they are not stepped on, and the laypersons avoiding farming because plowing may cause harm to small animals and insects. The Sikhs, however, believe in the use of violence to defend them self’s and their faith, possessing within their faith a military order, the Khalsa, who wear a dagger or sword known as a kirpan at all times. This belief is also evident in the followers of Sikhism to join and participate in the militaries of the country they reside. (Molloy, 2013) 2. Consider the following statement: Sallekhana (â€Å"holy death†) violates the Jain principle of ahimsa because it is an act of violence against oneself. Using examples from Ch. 5 of your text, what points might a follower of Jainism make to argue against this statement? Ahimsa is the prohibition of causing harm. Ahimsa requires that all care must be taken so that one does not bring harm to another living soul, whether it is physical, mental, spiritual or emotional. To remain attached to the material, and the objects of this life will also bring spiritual harm to oneself. Sallekhana is an extension of the practice of fasting. The participant prepares himself for the next life by detaching from the current life, taking in only water and spiritual guidance. This practice is not a violent act against one’s body, but a natural progression at the end of one’s life. This extended fasting is only Sallekhana when willfully taken at the end of a full like as a culmination of one’s detachment from the material and as a sign of one’s virtue. Sallakhana is not an escape from one’s troubles in this life through suicide, but a releasing of this life in order to proceed to the next life in a proper fashion. (Molloy, 2013) References: Molloy, M. V. (2013). Experiencing the world’s religions: Tradition, challenge, and change (6th ed.). New York, NY: McGraw-Nill Companies, Inc.

Final Film Review on Scarface Essay Example | Topics and Well Written Essays - 1250 words

Final Film Review on Scarface - Essay Example When the duo land the United States they get employed in small time jobs, but are not too successful Soon they get hired by a person named Omar Suarez, who wanted them to pay money to a group of Colombians. However, the deal goes wrong and Tony and Manny escape with the money. Soon after this episode, they catch up with Frank Lopez, the drug kingpin who has a daughter named Elvira. Tony gets employed by Lopez, and climbs the ladder of success quite quickly. However, he soon falls in love with Elvira and faces a lot of hardship. Soon Tony comes to terms with himself when he understands that those who want it all, have to pay the price as well. As Montana builds his drug empire in Miami, his power increases and so does his ego and paranoia which as time goes by threatens to shake the very foundations of his empire. His enemies are a plenty and they begin to come after him without respite as they swear to drag him down from his pedestal. Scarface has all the elements of a good story. The elements contained within the framework of this film sets it apart from things like plays, novels or activities like sculpture or painting. (pg. 32) In the book ‘The Art of watching films’ authors Joseph M. Boggs and W. Petrie shed light on some of the critical aspects of film reviewing. According to them, a film is unique if its premise depends on certain important factors which include – 1) The objective and 2) The subjective. The objective includes the external factors and rests heavily on the laws of probability. A good example of such a situation in the film Scarface would be when the refugees are allowed to visit their relatives in the United States. Another example would be the elements that paved the way for Montana’s rise to becoming a drug kingpin himself. However, the subjective aspect includes the inner nature of human beings that involves both

Peope and organization Assignment Example | Topics and Well Written Essays - 500 words - 1

Peope and organization - Assignment Example The team leader did not maintain authoritative behaviors, constantly deferring to the group opinion about direction rather than establishing a set of directions with an aggressive and authoritative position. This was very high accommodating behavior and the group ultimately suffered a low grade due to this lack of aggressiveness and lack of persistent control system development. If the team leader had been low in accommodation, the group would have been more effective in meeting the deadline for completion without the disruption caused by frivolous socialization that occurred as a lack of dominant leadership. The second personality factor for analysis is extraversion/intraversion. In personal life, one family member would always create conflict within the family unit whenever other family members suggested it would be exciting to explore different cultural locations, such as local museums and theaters. Over time, the family began to realize that this family member was highly introverted, an overly serious and reserved individual. The family found out quickly that this introversion was a product of self-esteem problems which were later overcome so that the entire family could enjoy outings together in large social environments. Personally, the personality factor of neuroticism versus emotional stability is applicable. I am always very calm and collected when dealing with stress and really enjoy experiencing new and unpredictable social situations. When others crack under pressure, I always remain resilient and one that others with high neuroticism can rely on for a calming tone of voice. The additional factor for personal analysis is conscientiousness. I believe I fall somewhere in the middle with this factor, tending to maintain a good quality balance. I sometimes procrastinate and, other times, am more driven to achieve goals. At work and school, low neuroticism and having a balanced approach to conscientiousness has given me advantages and disadvantages.

HRM Essay Example | Topics and Well Written Essays - 1750 words

HRM - Essay Example Moreover the staffs feel a greater sense of insecurity for the people of the upper management fail to pay a pleasant ear to their problems. Thus the company in the current juncture is largely facing the threat of rise in attrition levels of the staffs. Older staffs of the company have started developing a feeling that they are being rendered the same importance as given to the newcomers for which they are reflecting less attachment to the task ordered (Fuller, n.d.). Thus the management needs to devise plan of action to let the staff feel secured and motivated so as to reduce the attrition rate. Human Resource Audit-Significance In review of the above problems occurring in GS Plumbing the case for conducting a Human Resource Audit is widely suggested. The Human Resource Audit conducted would help the management to understand the potential and significance of the different Human Resource policies in properly monitoring the activities of the people through the satisfactory compliance o f legal and legislative standards. Human Resource Auditing Process earns due importance for it rests on the activity of conducting interviews on the staffs and employees of the concern pertaining to different levels. Subjects of the interviews mainly aim at highlighting the conditions of employment being offered by the company and the amount of job satisfaction reflected by the large number of interviewees amongst the employees. The Human Resource Audit activities are conducted both by internal and external people. However audit team generated from the external environment is considered more dependable than the internal audit team. The scope of Human Resource Audit is emphasized for it helps in the identification of obsolete policies being practiced by the company and renders fruitful suggestions in changing such for better efficiency. Further Human Resource Audit also helps in enhancing the training dimension of the company to better enhance the working standards of its employees. This practice also helps to focus on the areas, which are deprived of policy regulations and thereby provide efficient mechanisms, which would help in the sorting of problems pertaining to such. Thus the Human Resource Auditing Activity, which in itself is a quite expensive operation, encourages the indulgence of both the management and staff levels. It is because the set of policy recommendations suggested to develop the performances of the organization must be welcomed and reviewed by all. Through such the system of Human Resource Audit earns its due expertise (Gross, 2011). Unplanned Absence of Employees The employees at GS Plumbing were found taking sudden leaves which failed to be administered by the upper management owing to their unplanned nature. Unplanned leaves taken by employees constituted of absences regarding breakdown of their personal health or of the family members. Again the category of unplanned leaves also comprised of employee leaves, which happened due to occur rences of serious accidents in the workplace, and other leaves, which were payless in nature. To address the problem of the growing number of unplanned absences the managers both at the strategic and tactical level are required to conduct a useful process. Firstly the managers and the supervisory team must work to augment to make others aware of the frequencies and consequences of such leaves. Thereby a set of close monitoring actions also needs

Reading notes Article Example | Topics and Well Written Essays - 250 words - 3

Reading notes - Article Example Theodore cites the railroad business and Hollywood as two examples of businesses that have suffered the effects of myopia, also referred to as shortsightedness (Theodore, 2004). The invention of airplanes and cars pushed railway transport out of business, and they lost customers because they focused on the railroad business, and not the transportation business. They concentrated more on the product, railroad, rather than on their customers in the transportation business. Similarly, Hollywood concentrated in the movie business, rather than the entertainment business, which resulted in their fizzling out after the invention of television (Theodore, 2004). The two examples show that narrowing down the scope of a business is detrimental to growth. In the end, it makes a business susceptible to future competition. As population growth continues, so is the consumer base (Theodore, 2004. Management should focus on strategies that produce followers, in terms of customers. Largely, customer-creating and customer-satisfying strategies are relevant in virtually all sectors of the economy, and are more important than production strategies. The most important part in the article is that customers are the most significant asset of an organization, and managers must ensure they retain them through establishment of strategies that apply to their demands and are responsive of future

Buying your first home Assignment Example | Topics and Well Written Essays - 2000 words

Buying your first home - Assignment Example Buying your very first home may be intense but worthwhile. Though you may consider it an investment, you may decide, however, if it would be a lifestyle investment or a financial investment. Whatever it is, homeownership is a worthwhile venture.First time home buyers need to consider many things before finally buying. These things are embodied in a handbook: Guide to First Time Home Purchases. A comprehensive guide consisting of step-by step instructions and recommendations, you cannot help but take note and appreciate its contents. For instance, you will find reminders such as setting your goals in order to have a focus on your single project - your home; controlling your debts so that there will be no problem during the payments of monthly amortization; working your money so you have to withdraw your savings from a low-interest bank and deposit in a high interest yielding bank for fast growth; checking your credit rating for a good credit history; doing your homework by comparing i nterest rates of lending companies, if you opt to make a home loan; and last but not the least, getting your entitlements which means that in some countries, there are bonuses for first time home buyer through a loan. These features make the 'Guide to First Time Home Purchases' worthwhile.The competence statement, "Can understand the broader context of first time home purchases" is a moving statement that inspires first time home buyers to carry out the project. ... Goal setting means aiming for something. When you aim for something, it includes affordability. Affordability does not only refer to budget related conditions, it could also be related to strength. If you are healthy and strong, you can afford to work continuously and earn income. For budget conditions, affordability can work for you "keep in mind that any existing or current debt will reduce the amount that you can loan for your home" (Money Magazine, 2006). To carry the project, ask yourself if you can afford to spend that much and if not, you should be willing to live in a house which is cheaper and within your personal budget. II. RESEARCH METHODOLOGIES For this research work, the researcher used the descriptive method to gather data about the present conditions and to interpret these data through contrast, comparison, and relationships. A questionnaire which is designed by the researcher was utilized as an instrument to collect some data relevant to the research. Informal interviews with home buyers during the distribution and retrieval of the questionnaires were conducted. Printed books and internet articles related to the study were also read. III. RESEARCH FINDINGS Related literature and studies for this particular study were reviewed. The review provided necessary information in formulating the method and procedure used in undertaking the research. A. Literature Review Sheller (2008) commented that in buying a house the buyer must know that housing rates may remain steady for a year, goes up next year, and higher next year; it never go down. It is different from stocks whose prices are not fixed - it could be high

Global strategic Planning Assignment Example | Topics and Well Written Essays - 1000 words

Global strategic Planning - Assignment Example This research will begin with the statement that Zipcar was founded in the year 2000 and has been able to become one of the major players in the automobile rental segment in the United States market.  This essay discusses that the company offers membership-based car rental services to the consumer market segment and has its headquarters in Boston. The members can hire a car and pay the bill either day basis or hourly basis. The researcher states that the company was founded was Robin Chase and Antje Danielson, and has now grown as a major player and also operates in international markets of Spain, Canada, Austria, and the UK. The company provides rental services to about 1million customers and the members can even book the car for a day or even for a year. The company even has expanded its member base mainly because of the reference and positive word of mouth that is given by the members. The company operates in markets of US, UK, Canada, Austria, and Spain. However with the increa sed pace of competition in the market the markets where the company operates has become highly saturated with a large number of competitors.   The expansion into other markets is a very strategic decision that is taken into account by a company when it faces some problems in the current market or when it identifies some great opportunities that are prevailing in other markets that could be beneficial for the company.

Ethical Standards of the American Educational Research Association Essay

Ethical Standards of the American Educational Research Association - Essay Example As the paper highlights   the American Educational Research Association (AREA) publishes a comprehensive set of ethical standards used to guide the work of educational researchers. This paper will examine three of the most pressing and relevant ethical issues that face educational researchers. One of the most important issues of research ethics is research honesty. According to AREAs standards, "Educational researchers must not fabricate, falsify, or misrepresent authorship, evidence, data, findings, or conclusions". While this may seem an obvious transgression of research ethics, researchers may be tempted to compromise results in the face of scarce resources. Researchers may be tempted to borrow data without giving proper credit, or falsify data that they intuitively believe to be true, without having accomplished the research. In addition, political or social agendas may drive the research and results could be skewed to reflect the particular point of view of the researcher. All of these cases place the research in question and bring harm to a vulnerable population of students. This paper stresses that another key component of ethical educational research is the expectation of anonymity and privacy. AREAs ethical code states, "Informants and participants have a right to remain anonymous. This right should be respected when no clear understanding to the contrary has been reached". In other words, all participants have the expectation of privacy and anonymity. The subjects do not have to request that their data or test scores remain private, the ethical standards assure it. If the researcher wishes to make the information public, they must seek explicit permission from the participant. To protect the individual from harm, and the researcher from liability, the issue of informed consent must be completely resolved.  

Issues In Corrections Research Paper Example | Topics and Well Written Essays - 750 words

Issues In Corrections - Research Paper Example In America, prisons are overcrowded with a large number of people from different races and cultures. Statistics and researches show that America has the highest number of prisoners in the world. Vicini (2006) states, â€Å"The U.S. incarceration rate of 737 per 100,000 people in the highest, followed by 611 in Russia and 547 for St. Kitts and Nevis†. Almost 25 percent of the world’s total imprisoned population belongs to the United States of America, which is really a very high percentage. Some prisons are overcrowded as much as 33 percent higher than their actual capacities (Montaldo, n.d.). On the other hand, the number of prisons in the United States is not big enough to meet the requirements of the incarcerated population. A couple of issues associated with overcrowding include increased costs and less number of proficient prison officers. Increased Costs An increased cost of prison management is one of the major problems associated with the issue of overcrowding or overpopulation in the American correctional system. It is a fact that, in prisons, costs increase with increase in the number of people incarcerated in the prisons. Costs, which include provision of appropriate living conditions, proper meal, and clothing of the prisoners, exceed the normal budgeted cost when the number of prisoners exceeds the calculated number of total prisoners a prison can accommodate. It is very big issue in the United States because it puts a direct impact on the overall economy of the country. Less Number of Prison Officers Another issue associated with overcrowding in prisons is the availability of professional prison officers. The problem is that a prison is sometimes unable to find proficient officers when the demand for officers increases. This gives rise to the issue of delayed and improper rehabilitation of the prisoners. Overcrowding gives rise to violence in prisons. Overcrowding also creates stress and tension among the prisoners. Prison officers ha ve the responsibility to take care of the prisoners’ activities and rehabilitation process. When less experienced officers are hired to manage the prisoners, rehabilitation process is affected and prisoners do not get the facilities that they need to develop good behaviors. How to Overcome the Issue of Overcrowding Let us now discuss the ways, which can be used to overcome the issue of overcrowding associated with the American correctional system. First, the administration should take steps to reduce noise pollution caused due to overcrowding. Carpet and acoustic tiles should be used instead of hard surface floors. Cushioned chairs and wall decorations can also be used in the correctional settings to reduce noise. Housing units should be built within the prison areas, which should accommodate 6 to 7 prisoners instead of accommodating 40 to 50 prisoners in a single unit. Increase in the number of private prisons is also an outcome of overpopulation in the state and federal pri sons. In America, the number of private prisons is increasing because the state and federal prisons are being unable to meet the requirements and costs of holding large number of prisoners. To reduce the costs of prison management, proper training and rehabilitation centers should be built which should be able to eradicate negative behaviors and promote positive behaviors among the prisone

NaCl solutions Essay Example for Free

NaCl solutions Essay The different concentrations of NaCl solutions led to the net movement of water molecules in the samples through osmosis. The samples soaked in higher NaCl concentrations, 0. 75 M and 1 M, slightly increased in mass due to less absorption of water. Samples soaked in less NaCl concentrations, on the other hand, became bulky due to considerably high absorption of water. As discussed by Bowen (2000), water molecules flow from the solution with low solute concentration to the part with higher concentration of the solute. Thus, there was a higher net water movement towards the fruit in solutions with low NaCl concentrations than in solutions with high NaCl concentrations. Therefore, water flows in response to the differences in molarity across a samples’ membrane. When sufficient water molecules moved to equalize the NaCl concentration on both sides of the membrane, equilibrium is reached and the net flow of water ceases. The Effect of Solute Concentration on Plant Cells The process of substance’s diffusion across the cell membrane is called osmosis. Osmosis is important to plants because low water content in their cells causes withering. This happens when water moves out of the cells by osmosis. Without enough water there is little pressure inside the cells (turgor pressure) through the vacuoles, thus, the plant sags. By, watering the plant, its cells become engorged with water, giving a firmer body for the plants. The Effect of Solute Concentrations on Red Blood Cells When red blood cells were placed in distilled water, it rapidly absorbed water until it bursts (plasmolysis), hence, cloudy appearance was observed. The distilled water represented hypotonic solution, hence, its molecules moved into the cells. This is the reason why plasma, the liquid portion of our blood is made of water with dissolved salts and proteins to prevent the unnecessary gain or loss of water by our blood cells. Discussion and Conclusions Diffusion in a Solid and in a Liquid Based on the results of this experiment, the rate of diffusion of solid particles is affected by its molecular weight. Since methylene blue has a higher molecular weight than KMnO4, it diffused slowly. The medium on which the particles diffuses, also affect the rate of diffusion. Liquid medium favors diffusion more than hardly vibrating solid particles. This is the reason why KMnO4 diffuses faster in liquid medium than in agar. Moreover, the temperature which denotes kinetic energy of the particles affects the particle movement. Particles in high temperatures or with high kinetic energy, move and diffuse faster that particles in low temperature. The Effect of Solute Concentration on Plant and Animal Cells The net movement of materials in and out of the cell is affected by the concentration of the solute. Based on concentration gradient, water flows from area of low solute concentration to region of high solute concentration. Thus, when the plant cells were exposed to a solution of low solute concentration (hypotonic), water flowed into the cell. The swelling of elodea plant in distilled water is an indication of the high solute concentration in its cells. Meanwhile, the cloudy appearance of the red blood cells in distilled water indicates plasmolysis or bursting due to the excessive absorption of water. The cell membrane protected the plant cells from bursting. References All About Agar. (n. d. ). Science Buddies. Org. Retrieved October 30, 2008, from http://www.sciencebuddies. org/mentoring/project_ideas/MicroBio_Agar. shtml Bowen, R. A. (2000). Osmosis. Retrieved October 30, 2008, from http://arbl. cvmbs. colostate. edu/hbooks/cmb/cells/pmemb/osmosis. html McCandless, Jr. J. R. (1997). Diffusion, Osmosis and Cell Membranes. Science Education Connection. Retrieved October 30, 2008, from http://biology. arizona. edu/sciconn/lessons/mccandless/reading. html Senese, F. (2007). Matter. General Chemistry Online. Retrieved October 30, 2008, from http://antoine. frostburg. edu/chem/senese/101/matter/index. shtml

The Nestle Internal Documents Management Essay

The Nestle Internal Documents Management Essay The research process followed in this study is outlined in Figure 1, it began with a review of the literature related to BPM and BPIs with a particular focus on researches that tackled Innovation and particularly Packaging Innovation in Food Industry. The literature review revealed a significant gap with regard to both the integration aspect of BPM and BPIs and the application of this integrated framework in the specific field of Packaging Innovation which led to formulate the RQ. In order to identify and describe the impact of the proposed framework on the Packaging Innovation Process a Case Study methodology has been adopted as a research strategy. This is because it is considered suitable to address the research question: How and why an integrated framework of Business Process Management and Business Process Improvement could improve the Performance of Packaging Innovation Process of a multinational company? This is also in accordance with Yin (2009, Loc 453) who confirms that à ¢Ã¢â€š ¬Ã‚ ¦how and Why questions are more explanatory and likely to lead to the use of case studies..as the preferred research method. Furthermore, the focus on the contemporary events of Packaging Innovation Process in its real-life context and not requiring the control of behavioural events were additional reasons for choosing the case study method (Yin, 1981; Yin 2009, Loc 310). All the 3 conditions highlighted by Yin (2009, Loc 310) are met in order to adopt the case study as the most appropriate method. Once again Yin (2009, Loc 310) argues clearly à ¢Ã¢â€š ¬Ã‚ ¦ case studies are the preferred method when how or why questions are being posed, the investigator has little control over events and focus is on a contemporary phenomenon within a real-life context. Case study design An embedded single case study design has been selected in this research. According to Yin (2009, Loc 740) there are four major types of case study designs. Placed in a 2ÃÆ'-2 matrix these relevant designs are: single case versus multiple case designs, then holistic with a single unit of analysis against embedded covering a multiple units of analysis. The aim for selecting an embedded single case design is to investigate a representative or typical case in order to capture the circumstances and conditions of an everyday or commonplace situation (Yin, 2009, Loc 1205). Embedded designs (multiple units of analysis) often add significant opportunities for extensive analysis, enhancing the insights into the single case (Yin, 2009, Loc 1215). Accordingly, this embedded single case is about packaging innovation process improvement in the context Business Process Management and Improvement and specifically the integration of both BPM and BPI disciplines. This involves as well several units of analysis which consist in baseline events and validation through an innovation project. In the baseline events one main illustrative project has been reviewed in order to understand the critical reasons that make a packaging innovation project fail. Then in order to assess the impact of a poorly designed packaging on the operation, twelve factories across Europe and Asia have been visited through a waste Audit methodology (Muda Hunt).The twelve factories have been chosen as subunits for this investigation because they were widely spread geographically across Europe and Asia and were using different packaging materials and technologies for various product categories. With this case study design, the emphasis is global touching the packaging innovation process and not on individual factories or on a specific packaging material or a product category. Yin (2009) stresses that a major drawback in an embedded single case is focusing only on the subunit level for example the individual factories and failing to return to the larger unit of analysis in this case the packaging innovation process improvement. On the other hand, a single case study has limitations in particular to its rigor of research and in relation to the scientific generalization of the findings and conclusions (Yin, 2009, Loc 554). Nevertheless, single case studies permit a precise analysis of cotemporary evidence in context and are generalisable to theoretical propositions (Yin 2009, Loc 573). Finally the systematic adoption of embedded case study as a research methodology using three unit of analysis gives more rigor as well, Furthermore, the validation of the proposed framework though a real packaging innovation project (Embedded unit of analysis # 3) enhances the quality output of the research and confirms its managerial implications. Data collection The data were primarily collected at Nestlà © Head Office, RD centres and affiliate markets and factories. Worldwide leader in Food and Wellbeing industries, Nestlà © uses a wide range of more than 177000 packaging materials and more than 66000 different packaging specifications in 450 production sites across the globe. Moreover, Nestlà © is also interested in improving its Packaging Innovation Process and attracted by exploring the new integrated framework which combines both BPM and BPI. Therefore the access to Nestlà © internal data and employees has been made relatively easy. Using Nestlà © posed no research bias since it gives total independence and full autonomy to conduct the whole research in order to avoid any influence neither on the research process nor on the outcome. Thus, Nestlà ©s internal documents review and semi-structured interviews with a group of concerned employees have been used in this research to collect data. To complement the second-hand data, waste audits in twelve factories have been carried out combined with a visit and interviews of tree key suppliers. The use of multiple sources of evidence, combined with key informants who have reviewed draft case study reports, helped to establish construct validity (Yin, 2009, Loc 734, 1057). All data were stored in a process Map using the BPM software Nimbus Control in accordance with Yins (2009, Loc 734, 1057) recommendations for establishing reliability. Internal documents and interviews Nestle internal documents were the first source of data collection for this investigation. These include corporate documents (General Instructions, Policies, RD and business reports, best practices library) produced by process owners, functional departments or experts. The process owners have mapped processes and issued instructions on how to implement and execute their processes. Having access to Nestlà ©s internal documents and employees helped to rely on a vast amount of relevant data. For the baseline review of a major Packaging Innovation project, semi-structured face-to-face interviews were carried out with 37 stakeholders and 3 key suppliers involved in the development process. An interview lasts between 2 to 4 hours, with a flexible schedule, according to availability of the individuals invited. The semi-structured questions were defined following a clear Process flow and Project Phases: à ¢Ã¢â€š ¬Ã‚ ¢ Project Inception / Initiation à ¢Ã¢â€š ¬Ã‚ ¢ Project Brief Objectives à ¢Ã¢â€š ¬Ã‚ ¢ Project Organisation Planning Development à ¢Ã¢â€š ¬Ã‚ ¢ Project Execution, Management, Reporting and Steering Committee à ¢Ã¢â€š ¬Ã‚ ¢ Packaging Design / Specification Quality à ¢Ã¢â€š ¬Ã‚ ¢ Supplier Selection, Technical Qualification Approval Performance à ¢Ã¢â€š ¬Ã‚ ¢ Business Impact, Supply and Cost. Interviewees received a clear description with scope and objectives of the review as well as relevant questions before the interview. Participants were invited to comment on any phase with regard to their own experiences and learnings together with any recommendations they might have for improvement, as well as present copies of any relevant documentation that can support the review. The principle aim of the review and Gemba walk was to capture the learnings from all employees involved and who were encouraged to freely give any comments they might have related to the following questions: What happened? Why did it happen? How, and at what stage of the design / development phase of the project, could we have avoided these failures? How should we change our development / deployment approach as a result of these learnings? What went well? What did not go so well? What could have been improved? What could have been done differently? What Key Recommendations could you offer to improve the process in the future? All comments and feedbacks were grouped into a series of transcribed Notes following Miles and Huberman (1994) recommendation. The transcription is grouped by Function and Location with a summary of the inputs that were mapped in the BPM tool: Nimbus Control. This allowed an easier analysis and quicker understanding of the whole picture and piece together the complex interfaces between all entities involved in the Packaging Development Project called 24K. Field observations To collect first-hand data field observations were made using waste audits (Muda Hunt) approach in 12 factories across Europe and Asia. The concept of MUDA hunt is meant to provide awareness to obvious waste as well as none Value Added activities at the shop floor. The application of the Lean Six Sigma tools such as DMAIC methodology will help afterwards to reduce or eliminate the identified waste. Field observations in scope: Packaging areas of main production lines; Material flows in packaging areas; Packaging materials waste; Labour utilization, packaging material usage on the lines; Space utilization on the floors, storage inventory. Field observations Out of scope: Processing of raw materials; Production lines (mixing, moulding, ) The relevant filling and packing lines were selected for Muda Hunt if they are strategic to the Business and depending on their capacity utilisation, their Efficiency and Performance as well as their material waste level. All Mudas were mapped in a prioritisation matrix (see example below) depending on their impact High or Low and their effort to implement Easy or Hard. The proposals are then listed in tables as first priority in green colour and second priority in orange colour for actions planning. Limitations of Lean programs The origin of Lean goes back to the Toyota Production System which has been created more than 40 years ago. For R. Suri (Suri, 2010) a new ground cannot be forged by focusing only on refining and implementing 40-year-old approach. Based on studies with more than 200 companies during the last 15 years, he listed few limitations related to Lean. For Suri, Lean is designed originally for production system with relatively high-volumes. Organisations that are offering high variety or customised products could not see how to implement Lean principles. According to Atkinson (Atkinson, 2010), [] LEAN must grow with the culture and not be imposed upon it. The author highlighted that too much attention is focused on the technical aspect of Lean, rather than the ambition to build a real self-sustaining Lean culture. Atkinson has listed seven misconceptions regarding Lean; first, Lean is frequently considered as a toolbox of techniques and methods that are pushed down to the organisation, rather than pulled and tailored to it. Second, Lean is not a cost reduction exercise to remove unnecessary cost out. Third, Lean concepts often are not applicable to processes and functions beyond operations. Forth, Lean often doesnt impact the design and the innovation processes. Fifth, Lean is to frequently be sold, surrounded by all the exotic terminology, as Japanese approach for improvement. Sixth, Lean does not necessitate a culture of continuous improvement and finally Lean is less concerned by the culture change. In his research of the top reasons for the failure of the major Lean initiatives, Lucey focused on the other dimensions as leadership, employees engagement and communication. Atkinson on the other hand highlighted the importance of the organisational culture that decides the success of Lean or any other improvement initiative and demonstrated that applying lean principles and tools is certainly not enough to achieve business excellence. For Treat, organisations practicing BPM may apply common Business Process Improvements (BPI) initiatives for certain improvement; nevertheless the usage of these BPI tools does not mean that the organisation is devoted to the effective application of BPM. In the same context, Hammer underlined in his process audit framework the crucial importance of applying two defined groups of characteristics that are necessary for business processes to continuously improve and sustain. These characteristics as described in the first section of this research are ba sed beside process management, on people Leadership, culture, knowledge skills and behaviours. Hence its evidently crucial to compare BPM and BPI approaches not only according to the MEM but as well from the Management perspective looking at how these approaches tackled the issues of Leadership, Culture Change, Process Management, and Continuous Improvement. Leadership Management: This factor is related to the role of top leaders and their behaviour in driving the organization towards Performance and Continuous Improvement. This central role has been accepted by experts and researchers as one of the major success factors for reaching Business Performance. Management in general is more concerned about controlling, problem fixing and making short term results and Leadership is more about the ability of giving directions, developing a vision and setting strategies to achieve this vision (Kotter, 1993, Kotter, 1996). In few words, leaders foster change and transformation in the organisation. Engaging leaders and top Mangers is the key first step for a successful implementation of Process Business Excellence. Culture Change: The ultimate Culture Change objective is to drive performance across the whole organisation in order to exceed customer expectations and therefore to win in the market place. A robust culture would promote effective performance only when it contains values and norms that helps to engage people, manage the change and the shifting to a competitive environment (Atkinson, 2010; Kotter, 1993). Literature supports Kotter and states that this kind of culture will impact positively on the productivity and performance of the organisation. As an illustration, there is a clear parallel between people engagement and the sustainability of lean initiatives (Lucey et al., 2005). The research literature shows that engaged workforce can have a huge impact on growth, profitability and competitiveness (Lucey et al., 2005) therefore a measure and monitoring of this engagement is crucial for sustaining any continuous improvement process. Process Management: Businesses are driven by a multitude of various processes, but concentrating on the core and essential ones either in operation or beyond will improve the organisation Performance. Core Processes have to be continually reviewed, measured and improved and employees should focus on defining the perfect process, eliminating any unnecessary phases, challenging the lead times or the base costs. A Performing organisation is where processes are mapped, measured and improved for all core business activities. The development of a new business process is also one of the key activities affecting Business Performance and competitive abilities. The association between cause and effects, inputs and outputs of a process must be the guiding principles to applying BPI methodologies. Efforts and resources spent other than on managing processes and changing the culture to achieve strategic objectives is waste (Atkinson, 2010). Therefore getting the processes right first is a prerequisite for achieving Performance objectives. Finally processes have to be visualised and communicated in a way that each employee can see and understands the process. Visual systems should allow everyone to have the capability to answer the question, if everything is flowing the way it should be and if we are on time to customer demand? BPM helps to create a current state map of an existing flow, then develop and implement a future state based on BPI principles. Continuous Improvement (CI): As mentioned in the introduction, organisations make efforts to implement Business Process Improvement programs to improve operational performance and achieve Business Excellence. Some of them try to move from episodic process improvements to building and sustaining their ability to improve processes continually. BPI methods help these organisations to understand and implement the concept of Continuous Improvement. But according to Brad Power (Power, 2011), if an organisation tries to institutionalize continuous process improvement based on just one approach, it will run into trouble because no single method has all the elements for sustaining continuous process improvement. Therefore Power emphasises the fact that if organisations want to keep their processes up to date continually, they need to be able to use many approaches to embedding improvement in their management systems. TQM started applying first the principle of Demings cycle Plan-do-check-act (PDCA) to continuously improve the quality, achieve customer satisfaction and reduce costs. While Six Sigma supporters claim that if you train enough people (belts..) and you measure performance, you achieve the cultural transformation toward continuous improvement. According to Hammer, advises organisations to continually assess their processes against his model of process maturity (Hammer, 2007). He advised to put in place the governance and the infrastructure to track end-to-end process performance and finally install the right culture of process centricity and continuous improvement. On the other hand Lean approach aims to cascade strategic objectives into implications for process improvements to have people aligned behind the same direction. To ensure continuous improvement attitude Lean philosophy trust executives to act as coaches, helping people at the front-line to understand the importance of waste elimination and problem-solving. Power underline that the few companies who succeed in sustaining their process improvement have actually selected and used the best from each of BPM and BPI approaches to embed continuous improvement in their organisation. This fact supports further the need of streamlining BPM and BPI approaches and extract the essence of each methodology hence the relevance of this research. Combining BPM and BPI approaches Mandatory elements of a method (MEM) Before digging further into the integration of BPI and BPM approaches, its relevant to describe the MEM elements used by Zellner to evaluate the methodological degree of BPI approaches. In order to have continuity and the same benchmark system the MEM five mandatory elements (Zellner, 2011) has been used as well in this research. First element is the Procedure model that consists of defining the order of activities to be completed when deploying the approach. Second element refers to the Technique which supports an activity to generate specific results. Third element is the Results as such which the output produced by an activity. The element number four is defining the Roles of who is carrying out and responsible of an activity. Finally the fifth element is the so-called Information Model which involves the above-mentioned components and their interactions. According to Zellner a good systematic approach should embody all MEM at the best. By explaining how the MEM can support the act of improving a business process, Zellner underlines the need of a structure model that can define clearly hat to do step by step, which activity has to be performed and by who and which result is expected in an improvement project. The only thing that without referring explicitly to BPM, Zellner was describing the fundamental elements of BPM: Defining and mapping step by step the process, affecting to each activity a role and responsibility or more precisely a RACI matrix (who is Responsible and Accountable and who has to be consulted or informed). Then the inputs, outputs and instruction are defined. Finally the process map will be the Information Model described by Zellner to describe the relationship with all elements and represent the results. The following table summarises the main factors identi ¬Ã‚ ed from literature search based mainly on the findings of Zellner regarding BPI approaches taken and adapted in table # 1 and then completing these findings by integrating Lean, Six Sigma and BPM. The aim of this comparative study is to have a systematic and holistic approach to develop the mentioned integrated model with relevant constructs that will answer therefore research question RQ2. Lean and Six Sigma vs. BPM Lean and Six Sigma principles are now being applied to business processes. From one side Lean philosophy and Six Sigma techniques address performance improvement by reducing wastes and process variability while BPM provides the platform to implement this performance and to sustain it on an on-going basis across the whole organisation. With ERP system, most companies find it very difficult to implement Lean programs. This is because ERP systems have been focused around transactions and not processes (Nayak, 2007). Automated business processes are a complex set of system transactions requiring human and machine interfaces that make the changes difficult and time consuming. In this context BPM is an enabler for driving business process improvement in Lean and Six Sigma (Nayak, 2007). BPM tools provide the capability for monitoring, documenting, improving processes therefore are imperative for fulfilling the objectives of Lean principles. The following table benchmarks the key characteristics between BPM, Lean and Six Sigma. BPI BPM in Innovation Before concluding this literature review section and preparing the next chapter of the cross-case study on Innovation process, it is essential to review the literature regarding how BPI and BPM tackled specifically the innovation issue. Literature shows actually that BPI initiatives were focused mainly on operations where link to product, customers or consumers is obvious. The interest of operation management lay in production, material handling and wastes, cost efficiencies, planning, etc. and all activities related to things and logic but less with people, behaviours and interfaces. BPI beyond the operations is therefore quite novel and organisations have great opportunity for improving as well non-operational processes such as RD, HR, Finance or other Support and Management processes. With BPI and BPM, organisations have great opportunity for improving processes beyond operations. Much of waste in processes beyond operations is viewed as minor in nature and therefore ignored. Despite the impressive results that BPI techniques can achieve at operational level, many organisations failed to grasp its potential benefit for their processes beyond operations such as in RD, Management or Support processes. The difference between manufacturing and other areas beyond operations is that the employees introduce intrinsically variability into their activities. Therefore the challenges become quite different from those occurred in manufacturing environment. Conventional approaches to reduce waste: In order to eliminate or reduce wastes from processes beyond operations, companies can take the four typical actions, the first action is to reduce processing failures and activities that dont add any value to the customer; then to eliminate superfluous and inconsistent controls. The third action is to speed up the processes by decreasing lead times and complexity and final action is to ensure a constant effort on detecting perfections that customers really want. Innovation process is one of the core processes which are key facture for insuring sustainable growth and Profit. This process will be considered in this research in next Chapter of a cross-case Study. From the literature review and the research conducted by IBM Institute for Business Value in 2006 looked at number of companies that used BPI approaches as Lean-Six Sigma to improve performance and succeed broad-based innovations. Researchers from IBM identified four distinguishing elements of approaches that set some organisation apart from those keeping a traditional operational improvement mind-set. These characteristics are first having an innovation vision based on accurate customer and market insights, then a committed Leadership to permanent innovation; third having an alignment across the whole company and finally setting up organizational capabilities that made innovation a routine way of working. Gartner stated in 2010 regarding Innovation Process that a [à ¢Ã¢â€š ¬Ã‚ ¦] successful innovation needs a disciplined management to transform novel ideas into business value and Innovation management requires a clear strategy, a business focus and a defined process model. According to Gartner, generation of revenue will increase and operational effectiveness will also improve if Companies succeed to manage properly their innovation programs. Design for Six Sigma (DFSS): Through DMAIC methodology organizations were able to make great improvements in reducing number of defects and therefore quality costs. However the quality level of Five Sigma (233 defects per million opportunities) is hard to exceed. The only way to improve further and achieve the ultimate level of Six Sigma is to redesign completely the process, product or service using Design for Six Sigma (DFSS) methodology (Antony 2002). According to Antony DFSS is a powerful approach to designing products, services and processes in a cost effective way to meet customer expectations. The aim of DFSS is not to substitute the NPDI (New Product Development and Introduction) process but to make it more robust, cost effective and capable to achieve high performance in meeting customer expectations (Antony 2002). Antony listed several benefits that could be gained by adopting DFSS: à ¢Ã¢â€š ¬Ã‚ ¢ Reduced time to market for new products development or renovations à ¢Ã¢â€š ¬Ã‚ ¢ Reduced products life cycle costs à ¢Ã¢â€š ¬Ã‚ ¢ Better understanding of Customers needs and expectations à ¢Ã¢â€š ¬Ã‚ ¢ Reduced number of design changes and hence prototypes à ¢Ã¢â€š ¬Ã‚ ¢ Enhanced quality and reliability à ¢Ã¢â€š ¬Ã‚ ¢ Improved ability to manage risks in designing products services or processesà ¢Ã¢â€š ¬Ã‚ ¦ Methodology and tools of DFSS The methodological process of DFSS starts with Customers needs as an input and ends with high quality products, services or robust processes as an output. One popular DFSS methodology is the DMADV. It remains the number of characters and stages, and the general feeling the same as in the DMAIC acronym. The five phases of DMADV are defined as follows: Define the project goals and customer requirements (internal and external), Measure and determine customer needs and specifications, Analyze the process options to meet customer needs. Design the process to achieve customer needs. Verify the design performance and ability to meet customer needs. Another methodology of DFSS named IDOV is a known design approach especially in the manufacturing sector. The abbreviation is defined as IDOV: Identify customer needs and specifications (CTQs), Design to translate the customer CTQs into functional requirements and alternative solutions. A selection process selects the list of solutions to the best solution, Optimize uses advanced statistical tools to predict and model the performance or calculate and optimize the design or performance and Validate to confirm means and ensure that the design which is developed reaches the customer CTQs. Lean product development LPD or Lean Design as the name indicates, draws on ideas from Lean Production as described above in chapter Background of Business Process Improvement which condensed Lean thinking into five principles: specify value, identify the value stream, make the value flow, create pull in the process and pursue perfection. Although lean production can be described at various levels, Shah et al. (2008) argue that the dominant view rests on a set of practices and tools used in eliminating waste. They also present the four main features of lean production as being quality management, pull production, preventive maintenance and human resource management. In the early stages of lean thinking, the focus was on the area of production. An exception, although not using the LPD label, is Kennard (1991), who uses six characteristics to summarise the Japanese approach to product development processes: information-intense, continual learning, constant customer contact, phases overlap, adaptability and spe ed/accuracy in execution. Another early describer of Japanese product development efforts is Funk (1993), who emphasised multifunctional problem-solving, close relationship with customers and suppliers, incremental improvement and learning. Karlsson and Ahlstrom (1996) specified later on the applicability of the Lean principles in product development by defining LPD as follows: Lean product development comprises numerous interrelated techniques, including supplier involvement, cross-functional teams, concurrent engineering, integration of various functional aspects of each project, the use of a heavyweight team structure, and strategic management of each development project. Another aspect associated with LPD is that the leaner way of working will eventually speed up the development process. However, as advocated by Crawford (1992) accelerated product development is associated with risks such as trivial innovations driving out break-through innovations and mistakes happening when skipping steps that did provide necessary information. Finally, Yang and Cai (2009) point out that LPD does not directly support the issues of quality, reliability and robustness in the product design. Combining BPM, DFSS and LPD The main potential seen in merging BPM, DFSS and LPD is to achieve improvements in quality by reducing unwanted variation (as advocated in DFSS), while at the same time being able to increase flow and speed in the development processes (as focused in BPM and LPD) (Chang and Su, 2007; Jugulum and Samuel, 2008). As summarised by Yang and Cai (2009, p. 97) DFSS improves product value and product quality, whereas LPD improves product development lead time, efficiency, flexibility and product development cost. BPM will provide the right platform to map, enhance and manage the whole process. One challenge pointed out by Jugulum and Samuel (2008) is the differences in implementation of Six Sigma initiatives and lean. The latter being broad in focus (looking at end-to-end processes and launching improvement events therein) while Six Sigma works with in-depth projects focusing on a small improvement area within a process. To some extent the integrated approaches proposed appear to be rather standard DFSS approaches with the addition of LPD tools. In contrast, authors like Karlsson and Ahlstrom (1996), Haque and James-Moore (2004) and Morgan and Liker (2006) emphasise the importance of viewing LPD as a system rather than as a set of tools, which impacts working methods throughout the organisation, such as seeking supplier involvement and cross-functional integration. BPM, LPD and DFSS have different focuses, such as improvement, innov

Differences Between The Vietnamese And Americans Cultural Studies Essay

Differences Between The Vietnamese And Americans Cultural Studies Essay Literature review: Definitions Concept of face: There are many definitions of face. But in general, face is an image of self delineated in terms of approved social attributes. Goffman conceptualizes face as the positive social value a person effectively claims for himself or herself by the line others assume he or she has taken during a particular contact. He also (1955) also argues that face can be lost, saved and/ or given. He (1967) further suggests two foci of face: self-face (ones own face) and other-face (others face). One not only defends self-face but also protects other-face during interactions (as cited in cross-cultural and interpersonal issues, Stella Ting- Toomey, p.49, 1994) According to George Yule in pragmatics (1996), there are two types of face: Negative face: a person joining in communication needs to be independent and has freedom of action. He or she does not want to be imposed on by others. (George (1996), p.61) Positive face: a person joining in communication needs to be accepted even liked by others. He or she wants to be treated as a member of the same group, and to know that his or her wants are shared by others (George (1996), p.62) Other terms: Cross-cultural communication: Culture is communication and communication is culture (Hall, 1959). Cross-cultural communication is communication (verbal and nonverbal) between people from different cultures; cultural values, belief, attitudes, etc has an impact on communication (as cited in cross-cultural communication, Ho Thi My Hau, 2001). And we can realize cross-cultural communication on people through their reactions and responses to each other. Face-saving: As James R. Silkena (2009) stated that Face-saving may be defined as the act of preserving ones prestige or outward dignity (p.154) Face-saving is one of the ways to preserve politeness when people joining in conversation. As George Yule (1996) stated that given the possibility that some action might be interpreted as a threat to anothers face, the speaker can say something to lessen the possible threat. This is a face-saving act (p.61) Politeness: Politeness is an act of awareness of other peoples face. Brown and Levinson is two major representatives on politeness and when we talk about them we no doubt talk about their models politeness that is considered as the greatest impact on language research in general and on intercultural communication in particular. And according to Brown and Levinson, two main sides of politeness include positive politeness and negative politeness. Positive politeness: People joining communication want to be praised and respected. Ex: a. How about lending me some money? Hey, Bucky, Id appreciate it if youd let me borrow you money. This kind of politeness is seen in every life and the speakers want the others to be pleased and glad. That can lead to be easy for every issue for both speakers and listeners. Negative politeness In contrast to positive politeness, people joining communication want to be independent and not to be treated. Ex: Could you lend me your money? Im sorry to bother you but can I ask you for your money? Face saving act is more commonly performed via a negative politeness (George, p.64). In conclusion, in Brown and Levinsons model the complement hope and self-control are the most fundamental force of politeness. Face-saving function as politeness: Socio-norm view: Face-saving has functions as politeness. People in communication consider preserving face-saving as one of politenesss issues. Face-saving is concerned all over the world. And it is a universal one; however, the characteristic of face-saving is so different through the world. And that is reason why it is concerned as socio-norm view in our society. Preserving face-saving for ourselves and others plays an important role in preserving social relations among people. As a result, people avoid losing face while communicating with others. Face-saving function as politeness: Self-face: Person engaging in communication tries to save his/ her face in front of the others. In this regard, the speakers appreciate their independence or individualism. And preserving their face in front of other people is the most important thing. As a result, they try to avoid being caused to lose face by themselves among people. Other-face: Person engaging in communication tries to save the other face in front of the others. Partner avoids lose the politeness and tries to follow the conversational principles. In communication, other-face may be the most concerned one than self-face. This is one of the important issues in preserving politeness. In brief, as in a study of Baxter (1984), the Japanese often concerns much more on self-face than others. In contrast, the American people seem to concern much more on other-face than self-face. There were also differences in the situations individuals thought maintaining self-face was important. Japanese wanted to preserve self-face inprivate, informal, and intimate situations. North Americans, in contrast, wanted to maintain self-face in public, formal, and nonintimate settings (The challenge of facework: cross and interpersonal issues, Stella Ting Toomy, p.55-56) Socio-cultural impacts on face-saving: The positive social value a person effectively claims for himself or herself (Goffman, 1995, p.213) The concept of face-saving through is different from cultures worldwide. In such a culture with strong face-saving viewpoint, all business could end up if one side or another is leaded to lose face. In this culture, face-saving plays a more important role than business issues. On the other hand, in such a culture with weak face-saving viewpoint, all business could continue if one side or another is leaded to lose face. In this culture, business issues play more important than face-saving. In Hos view, face is never a purely individual thing. It does not make sense to speak of the face of an individual as something lodged within his (her) person; it is meaningful; only when his (her) face is considered in relation to that of others in the social network (p. 882) (as cited in The challenge of facework: cross-cultural and interpersonal issues, Stella Ting Toomy, p. 51) To Vietnam, although C.kerbrat orecchioni did not arrange Vietnam as in negative politeness society, we can realize it in some Vietnamese folk verses and proverbs like: Ta và ¡Ã‚ »Ã‚  ta tà ¡Ã‚ ºÃ‚ ¯m ao ta Dà ¹ trong dà ¹ Ä‘Ã ¡Ã‚ »Ã‚ ¥c ao nhà   và ¡Ã‚ ºÃ‚ «n hÆ ¡n   Trà ¢u ta ăn cà ¡Ã‚ »Ã‚  Ä‘Ã ¡Ã‚ »Ã¢â‚¬Å"ng ta Tuy rà ¡Ã‚ ºÃ‚ ±ng cà ¡Ã‚ »Ã‚  cà ¡Ã‚ »Ã‚ ¥t nhÆ °ng là   cà ¡Ã‚ »Ã‚  thÆ ¡m   The view of face-saving is always associated with face-losing in Vietnamese viewpoint that is performed in: Tà ¡Ã‚ »Ã¢â‚¬Ëœt danh hÆ ¡n là   là  nh à ¡o NgÆ °Ãƒ ¡Ã‚ »Ã‚ i ta hà ¡Ã‚ »Ã‚ ¯u tà ¡Ã‚ »Ã‚ ­ hà ¡Ã‚ »Ã‚ ¯u sinh, Sà ¡Ã‚ »Ã¢â‚¬Ëœng lo xà ¡Ã‚ »Ã‚ ©ng phà ¡Ã‚ ºÃ‚ ­n, thà ¡c danh tià ¡Ã‚ ºÃ‚ ¿ng thÆ ¡m  Ã‚   Ä em chuà ´ng Ä‘i Ä‘Ã ¡nh xà ¡Ã‚ »Ã‚ © ngÆ °Ãƒ ¡Ã‚ »Ã‚ i Chà ¡Ã‚ ºÃ‚ ³ng kà ªu, cÃ…Â ©ng Ä‘Ã ¡Ã‚ ºÃ‚ ¥m mà ¡Ã‚ »Ã¢â€ž ¢t hà ¡Ã‚ »Ã¢â‚¬Å"i là ¡Ã‚ ºÃ‚ ¥y danh  Ã‚   In addition, vietnamese folk verses and proverbs also reflect the reverse side of face-saving like: Tà ¡Ã‚ »Ã¢â‚¬Ëœt Ä‘Ã ¡Ã‚ ºÃ‚ ¹p phà ´ ra, xà ¡Ã‚ ºÃ‚ ¥u xa Ä‘Ã ¡Ã‚ ºÃ‚ ­y là ¡Ã‚ ºÃ‚ ¡i khi là  nh khà ´ng gà ¡Ã‚ ºÃ‚ ·p, khi rà ¡ch gà ¡Ã‚ ºÃ‚ ·p là ¡Ã‚ ºÃ‚ ¯m ngÆ °Ãƒ ¡Ã‚ »Ã‚ i quen Vietnamese often consider face-saving to be a survival issue of each and vice versa losing face is considered to be more serious than death. And Vietnamese absolutely avoid being lost face or they make all ways to avoid losing other-face that is performed as followed: Hoa thÆ ¡m ai nà ¡Ã‚ »Ã‚ ¡ bà ¡Ã‚ »Ã‚  rÆ ¡i NgÆ °Ãƒ ¡Ã‚ »Ã‚ i khà ´n ai nà ¡Ã‚ »Ã‚ ¡ nà ¡Ã‚ ºÃ‚ ·ng là ¡Ã‚ »Ã‚ i và ¡Ã‚ »Ã¢â‚¬ ºi ai Là ¡Ã‚ »Ã‚ i nà ³i chà ¡Ã‚ ºÃ‚ ³ng mà ¡Ã‚ ºÃ‚ ¥t tià ¡Ã‚ »Ã‚ n mua Là ¡Ã‚ »Ã‚ ±a là ¡Ã‚ »Ã‚ i mà   nà ³i cho và ¡Ã‚ »Ã‚ «a là ²ng nhau Thua trà ¡Ã‚ »Ã‚ i mà ¡Ã‚ »Ã¢â€ž ¢t và ¡Ã‚ ºÃ‚ ¡n khà ´ng bà ¡Ã‚ ºÃ‚ ±ng thua bà ¡Ã‚ ºÃ‚ ¡n mà ¡Ã‚ »Ã¢â€ž ¢t ly As well as the Vietnamese in particular and in Asian culture in general, the American also have their face-saving. They also do not want to lose face in front of other people. American people appreciate the individualism and they often do not concern on the others thought. Saying no in front of the others is not considered to be rude that is a necessary demand to avoid misunderstanding tomorrow. A typical example is that in Asian finance crisis in 1997, many Japanese managers suicide because they think their action is one of the ways to protect their human dignity. But to the American, at the same circumstance, they are not to do like that. As a result, they want to make the others progress then. Conclusion: Through the study, we can realize that American communications in face-saving often appreciate each persons individualism and they seem not to focus on collectivist face-saving. Vietnamese, on the other hand, often appreciate collectivist face-saving than self-face saving. That does not mean I indicate which is better, I want to say in general one issue. That is also appropriate to the two cultural communications American and Vietnam. If we can understand clearly this face-saving in communication that can help us contribute to having proper communication style and avoid regrettable mistakes and conflicts in a cross-cultural communication. In this study, I give you the comparison between the two cultures Vietnamese and American that is not to judge which culture is more polite in face-saving while communication. That is the reason why we could not consider this culture to be higher than another one.

Free College Admissions Essays: Most Influential Event in My Life :: College Admissions Essays

College Admissions: Most Influential Event in My Life    26th of January. Republic Day of India.    Bhuj, home to my aunt and the place where I have been spending my holidays for the past 10 years or so. It was 8:55 in the morning. Everyone was ready for breakfast except me. I was always late on the dining table and often made mom angry. But that day mom didn’t get angry. Wondering why ? Bhuj and neighboring places had just witnessed a powerful earthquake that rocked the whole of gujarat. The word earthquake always evoked something-but that something was never akin to terror. On the other hand, it was something right out of a Bollywood potboiler. But......but not this time. I thought the earth had cracked open and was about to swallow me. It was the most horrifying experience of my life. All of us immediately rushed out of the house. I saw all my neighbours running away. We were not just nervous, we were frightened. I saw some three, four persons dead on the way. We could not see a thing because the air was full of dust. Houses were collapsing, and at one time it was so dark, so dark.........My father described it correctly. He said it was like a huge plane landing right on your head. First time in my life I was dragged face to face with reality, ironically the only reality of life that is death ! Isn't it incredible how with a tiny nudge, nature can annihilate a whole town ! A prospering state like Gujrat was ruthlessly kicked and trampled upon by the same affectionate mother nature that only showered bounty so far. Aren't we humans really powerful enough to have complete control on the place we live? Perhaps the answer is NO. When Nature goes beserk we just make way. Mysterious are the ways how nature can Toy with us. Soon enough rumours started to spread about the aftermath of the earthquake. More scary than the tremors were the rumours about them. They told us, the sun will rise tomorrow and the beams will be so strong that everything will burn down. And the tales keep spinning. The suspense, on the quake keeps building like a poltergeist in horror movies...and the people keep waiting when it will finally come and finish everything and they could start re-buil ding again.

Community Values Essay -- Medicine College Admissions Essays

Community Values Imani. Broken windows carelessly hidden by weather-tormented wood, chunks of bricks randomly sprawled across dry plots of grass and doors barely hanging onto one hinge create the backdrop for a bright yellow sign with the Swahili word for faith painted in large red letters. Old tires, pipes, waste material and junk cars are unfortunately not the only residents of the New Orleans housing project, as it initially appears. Without any warning, underneath all of the public health hazards small chocolate faces emerge with big smiles completely oblivious to their dangerous surroundings. Although their playground lacks a swing, monkey bars, slides or even a hopscotch area these children continue to play with makeshift toys. Being outnumbered by junkyard waste forces them to create new games with the debris that coexists in their safe haven. While viewing this housing project, I realized the trigger for change lay deep within the heart of the community. I was also reminded of the words I heard during the address given at my high school graduation speech, "a community can only be as strong as those who build it." Therefore, I joined Mobilization at Xavier, which created an outlet for me to share my excitement about learning wi... ...the remarkable mechanisms within the human body that work towards fighting off this disease. My future is centered on being a changing force in my community through the gift of medicine. A medical education will equip me with a powerful tool to improve health disparities in underserved communities. A physician is not solely a provider of medical care but a source of faith and a symbol of reassurance. Each activity I have been a part of has fostered and nourished my motivation towards becoming a part of a sector of society focused on renewing and maintaining strength within families, which are the core unit of a community.

Start Up of New Fast Food Chain in India

Group 3 Member Debashish Das Pallavi Talwar Hari Das Gupta Pramod Balakrishnan Ans Since the maiden business venture would be the first business venture of the group, we would prefer to keep the funding internal. The business venture we would start is Indian Street food restaurant â€Å" Pao Khao† Executive Summary Pao Khao is a locally owned fast food outlet that will be positioned as an international franchise through our creative approach to the company's image and detail presentation. Pao Khao will provide a combination of excellent food at value pricing, with fun packaging and atmosphere. Pao Khao is the answer to an increasing demand for snack-type & Ethnic Indian food. In today's highly competitive environment, it is becoming increasingly difficult to differentiate one fast food outlet from another. Delhi NCR , has population of more than 2 million. Our main priority is to establish starting in Gurgaon , preferably close to one of prominent shopping malls in MG road. Later, our effort will be a further development of more retail outlets in the surrounding area. This plan is prepared to obtain a location for the initial launch of this concept. Additional financing will need to be secured for the two subsequent outlets, anticipated in month 13 and early in year three. The financing, in addition to the capital contributions from shareholders, will allow Pao Khao to successfully open and expand through year two. The initial capital investment will allow Pao Khao to provide its customers with a value-driven, entertaining experience through the creativity of its founders. Pao Khao will entice youngsters as well as working couple (DINK) to bring their friends and family with our innovative environment, fresh Indian Snack /Ethnic food . 1 Objectives †¢To establish a presence as a successful local fast food outlets and gain a market share in Delhi NCR Fastest growing fast food industry. †¢To make Pao Khao a destination spot for mall-goers, leisure & pleasure seekers 1. 2 Mission Our main goal is to be one of the most successful fast food outlets in Gurgaon, starting with one retail outlet located inside a major shopping mall as a â€Å"market tester. † Pao Khao will strive to be a premier local fast food brand in the local marketplace. We want our customers to have the total experience when visiting our outlet(s) and website as they will learn about this fascinating new â€Å"pop culture. † We will sell merchandise from pre-packaged chutney and t-shirts, to innovative combinations such as Idli Dhokla, all with our official brand attached to them. Our main focus will be serving high-quality food at a great value. 1. 3 Keys to Success To succeed in this business we must: †¢Create a unique, innovative, entertaining menu that will differentiate us from the rest of the competition. Control costs at all times, in all areas and implement a conservative approach to growth policy. Although, we provide more than enough fund to open more than one outlet, we want to be on the safe side of the business. †¢Sell the products that are of the highest quality, as well as keeping the customers happy with all of our product categories from food to store merchandising. †¢Provide 100% satisfaction to our customers and maintaining the level of excellent services among other competitors. Encourage the two most important values in fast food business: brand and image, as these two ingredients are a couple of main drivers in marketing communications. †¢Get access to high-traffic shopping malls near the target market. †¢Promote good values of company culture and business philosophy. 2. 1 Company Ownership Pao Khao is a privately held company. It will be registered as a Limited company, with ownership 25% – Hari Das Gupta, 25% – Pallavi, 25% – Pramod, 25% – Debashish 2. 2 Start-up Summary The retail outlet will be rented at one of the target location shopping malls. Our preference is Space A, for the main reason of reaching larger traffic. Startup requirements will be financed through owner investments. (all values in INR) a 2. 3 Company Locations and Facilities Pao Khao locations will range in size from 70~100 meter square and will seat from 15 – 25 guests. Our first location will be on the larger end of this range. The location will feature its own originality in merchandise display and other brand building attributes. We will equip the outlet with modern furniture and aim for cleanliness and an open feeling. We are currently looking at several possible sites in shopping malls along MG Road. The space selection will be chosen based upon the following criteria: †¢Community size: minimum of 10,00,000 people within a radius of 5 kilometers. †¢Office Areas and Tourist destination. †¢Easy access. †¢Large percentage of upwardly mobile upper middle class in the community. All of these qualities are consistent with Pao Khao goal of providing a top quality fast food experience. We want â€Å"word-of-mouth† to be our best form of marketing, where our customers value our brand as something exciting and cannot wait to tell their friends and neighbors. Pao Khao will directly compete with several fast food joints inside the chosen shopping mall, including Mac Donald, Pizza Hut and other but create niche for its ethnic Indian Flavour. Products We want to focus only on selling Indian Food. Alcoholic drinks will not be sold in our outlet, as Pao Khao promotes a healthy and positive Indian lifestyle. 3. 1 Product Description Pao Khao primarily ethnic Indian Street/Snack food †¢Chole Bature †¢Dahi Bhalla †¢Indian Thaali †¢Executive Thali †¢Rajmaa chawal or noodles.. (fusion) †¢Pao Bhaji †¢Dhokla etc 3. Competitive Comparison Pao Khao has several advantages over its leading competitors: †¢Unique â€Å"fusion† concept of Indian Food. †¢We expect a high degree of enthusiasm and offer a fun store with friendly staff, that reflects the company's youthful and energetic culture. †¢Supporting merchandise items that support the company's brand building. †¢Our innovative packaging will be more entertaining than our competitors †¢Direct relation with farmers to procure fresh vegetable and grains at lower prices. Core essential for successful business strategy would be 1. Indentifying appropriate and correct place for the first restaurant. 2. Quality of service and food , cleanliness 3. Commitment to customer and creating the right ambience 4. Chefs are key USP and need to have competency to develop this and also keep in mind attrition due to competition. 5. Marketing – Without proper marketing, howsoever a good idea can fail , hence marketing strategy is paramount importance Marketing has to be both ATL and BTL†¦Since we are promoting amidst fierce competition, we need to have aggressive marketing strategy which creates buzz in

Natural language processing

A survey of related studies was conducted by the re waiters in order to provide more shrewdness into the research in the field of an experiment and to get support of the Borer-Moore reap scrutinizing algorithmic rule as a applicable draw matching algorithm that commode be integrated with Natural saving communication process method and why it creates a better string searching process. The for sale literature related to the research bailiwick has been reviewed and presented under two distinct heads biz.String meddlesome Algorithm ii) Natural Language Processing 2. 1. String Searching Algorithm in that respect are galore(postnominal) existing string matching algorithms, and apiece is efficient and stiff in one way or an another(prenominal). It is worth noting that string is used interchangeably with text edition. It is a sequence of characters that may be a cook of alphabet. The researchers have selected the Borer-Moore string matching algorithm because it is used in m ost software applications.String matching algorithms bat by matching two strings, the primary(prenominal) string and the pattern. The main string is large than or equal to the pattern that is the text being searched. Borer-Moore String matching algorithm works by comparing from recompense to left. It is fast because it skips some of the characters. It is efficient because with each failed test to match between the search string and the pattern, it uses the gathered information from that attempt to rule out as many positions where the pattern does not match. REF_002 It becomes faster if the set of alphabet is larger and the pattern is longerThe live areas covered by essential actors line processing are automatic summarization, viscidity resolution, discourse analysis, machine translation, morphological segmentation, named entity recognition, natural engage generation, natural expression understanding, ocular character recognition, sentence breaking, sentiment analysis, spe ech recognition, speech segmentation, topic segmentation, expression segmentation, word sense disambiguation, information retrieval, information declivity and speech processing some other are stemming, text simplification, text-to-speech, text-proofing, natural language search, query expansion, automated essay scaling and truncating

Workplace Violence in the Workplace Sector: A Literature Review

cash in virtuosos chips define wildness is an emerging phenomenon that should be investigated. The temper of untold(prenominal) forcefulness and how it is seeing the piece of measure up state. The constitution of test hysteria, the incompatible methods macrocosm use to do it and how it affects the shapeers and their relationship with individually an headspring-nigh other(prenominal) should be try e atomic form 18d into. Historical Context of oeuvre power V. Bowie fork overs an e genuinelywhe critical review of regard wildness by mad stateing at the history of corporations and companies in the ag wiz thirty years.The material he produced drops the queryer grievous shrewdnesss on the instruction of trends, controversies and issues that occur during the past thirty years. These trends were connected with favorable as easily as scientific informations in the society. In extension to this, he withal uses query selective information and fin dings on various disciplines to provide an instructive back back anchor knowledge for these emerging trends. Bowies civilize provides an even uptful historical context of flying field arrangements and the instances that conk to procession to piece of institute ferocity.Furtherto a bulkyer extent, Bowie provided a typology of pee up military unit which is composed of (1) intrusive, (2) consumer, (3) relationship, and (4) organisational. His typology screwing be the basis of further enquiry in the field and de kick downstairs conk enkindle insights . Probably the nearly grand contribution of Bowie to the study under comity is his identification of key issues in oeuvre furiousness and how it affects the social unit physical composition and the singles who intimacy a great deal(prenominal) fury. Of the trends that he determine, an authoritative element that should be investigated at this time is cyber- force step forward. minded(p) the widespread use of e-mail, blogging, present moment gear electronic messaging and other net snuff it platforms, body of work frenzy is likewise being perpetuated and histrions atomic estimate 18 being degraded, harried, manipulated and humiliated. m any(prenominal) other definitive aspect of work abandon that could expand on Bowies work is by studying the modality that older employees be being treated. take to the woodsing(p) the large occur of young sea captains waiting to work, these older employees argon being harassed so they would resign and give federal agency to younger actors .Bowies work armed services chequer this visualize for study being under sign upn in regards to the developments in the emerging trends and issues in employment rage. With the framework of this study, some recommendations sh exclusively be restrain on how to recognize with these emerging trends and issues. The work of derriereson and Indvik further provides an out gestateing hi storical ground on the emergence of study hysteria as a field of study and interest in embodied refinement and compassionate relations inwardly cheeks.The nineties is of percentageicular interest to Johnson and Indvik. They noned the organize in both intensity and do of incidences of work military group. The cardinal sceneers readd the safaris of this vehemence, the comprehend costs of employment forcefulness and its impingement on the transcription as a whole. Among the drivings that they noned, wound up problems ar the commencement on their list. These stirred up problems whitethorn stem from deep-rooted issues in their soulfulness(prenominal)ities and develop psychical stage or it whitethorn be cerebrate to issues of change in their tonestyles.Abuse, is around often contract first in the family and this is accordingly transferred to other individuals in the study or in the family. A nonher crucial cause of craze is the perceive heav yies in the economy, the laying glowering of workers and the inability of workers to deal with much(prenominal)(prenominal)(prenominal) changes in their lives. Johnson and Indviks undertake to traffic with their study is that they conducted first a study on the come-at- able-bodied causes of force-out in an individual worker. From that, they as well describe the work smudge and how it brings to the development of a oeuvre contributing(prenominal) for delirium. by and by going done this, the causalitys as well studied the exercise of apprehension and pitying re outsets siters of the organization in the emergence of employment power. One of the Coperni throne concepts the authors effect forth is that thither must lose been inattentive hiring because psyches that argon emotion eithery and mentally disturbed. Another ara of negligence would be on the lapse of employees. If on that point is in effect(p) supervision and mend origin with the managers and the employees, work force out would be diminishd.The authors likewise placelined some(prenominal) pr positionion strategies by relations with all the aras of the causes of fury that they identified. The historical context in the article of Johnson and Indvik as well as their summary of individual workers, the oeuvre and the utilisation of charge in body of work force make it a precise(prenominal) worthful p book of facts in sagacity the aggressors, the temper and characteristics of body of work fierceness, and patternning strategies that could signifi targettly bring low the incidence and hazard of work wildness. Is there a Need for Violence? Is there a pick out for wildness?John Keane sees to answer yes to this important question. History is plentiful with rage. thither ar wars, killing fields, parsimoniousness camps, assassinations and other forms of military unit. It seems that effect is hard-wired into the consciousness of from apiec e one kind being. Keane then embarks on a journey to reflect on the meanings of such strength and their ethical and political signifi brookce. Although his work is not marrowly related to work furiousness, Keanes ideas and reflections on the paradoxes of personnel bed progress to important implications on the work.He has a very interesting insight that exponent apply on the reply of plenty who atomic number 18 perpetually perceived as victims of study ferocity. or so of the time, memory quietly and resignation is the usual re sue to strength in the piece of work. Keane says that this benignant of hands-off reaction to military unit should be reconsidered. archaic pacifism for Keane is an anachronism and will plainly create a condition a cycle of frenzy. When no one resists ridiculous wildness, hence it will be fetch part of the husbandry. It will as well as drive a way the raft who atomic number 18 continuously subjected to vehemence.He calls f or a rethinking on the approach of nows society to power. While it whitethorn be true that peace and overlook of conflict is highly desirable, those who inflict forcefulness should be apprehended. That rear but be done if the victims of abandon who want to keep civility will befit sexual climaxuresome enough to stand up for their receive rights and stand up against the culprits of wildness. Although not nowadays related to employment hysteria, Keanes reflections accommodate much to do in stopping violence in the oeuvre and back up victims speak pop out for themselves and even fix active marrow to counter violence.By doing so, the organization will empower its employees so that they commode stop study violence if they see it whatsoeverwhere in the organization. work violence may be looked at as an act between two commonwealth. in that location are instances, however, that to a greater extent than great deal may be relate. oeuvre violence is esse ntially an interpersonal incident. The root cause of such violence inescapably to be identified in enact for the proper(ip) intervention strategies to be devised. Cavell and Malcolm identified ire and trespass in the oeuvre as the leading causes of violence in the piece of work. by room of the collection of articles that they collected, they explore the sources of ira in the employment and, to a greater extent importantly, in the personal lives of those who go to work at their offices. In a rather interesting spanner in their argument, they said that individual retirement account and encroachment are but normal in the lives of sight. What social functions is how to manage these emotions. With break down care, these emotions could likewise be put to good use. If left unchecked, however, they bottomland wreak havoc at the body of work, departure people hurting and in danger.The authors looked at psychological ex proposalations of anger and aggression and how diam etric people express these emotions. more than(prenominal) than that, however, they as well explored the unlike means of controlling anger in effect such as intercommunicate the booster of anger counsel professionals and counselors. In the phonograph record that they authored, they as well as developed a instrumental sham in treating anger and aggression. As the modern piece of work locomotes more complex and difficult, so shall the retardivety and shelter interests be foremost at the minds of managers and the people who enforce laws related to auspices.With this in mind, the al-Quran throwd by Cavell & Malcolm is a big(p) process for professionals who are seeking to neutralize the interdict effects of anger and aggression in the work and work towards the channeling of these emotions to creativity that in the long run will moderate to the growth of the organization. The obtain to a fault primary(prenominal)tained stiff addresslines on how to help employ ees who are scurvy from bouts of anger, aggression and even depression so that they s excessivelyge make the surmount out of their detail and fetch to the improvement of organizational practices and development.Types of employment Violence. Physical violence is no the nevertheless criteria in determining piece of work violence. The National Institute for Occupational recourse and health (NIOSH) came up with four divergent fictitious characters of piece of work violence, which could in addition be helpful to this study in flood tide up with such typology of work violence. The first one is criminal mark which may be rooted in unresolved conflicts and planted frustrations and emotional and mental disturbance. Additionally, criminal tendency may be inflicted by people outside the oeuvre who do nonplus criminal intent such as robbery, homicide or murder and rape among othersSecondly, piece of work violence may alike expire from customer-client relationships and vic e versa. thither are unequivocal customers who heap guys on the workers on duty. These customers are normally very impatient and they are passing on some knockd consume-dragout remarks and actions onto the workers of the organization. The third role is violence that takes place indoors the organization through the relationships of the workers. This emblem of violence is inflicted by one employee to another(prenominal) employee. much(prenominal) fictitious character of piece of work violence may occur because of professional rivalry, underperformance or lackluster service, and even receivable to hazard fostered by the workplace itself. The last type of workplace violence comes from personal relationships. This type of violence comes from nonadaptive relationships in and out of the office. Most of the time, however, relationship problems such as domestic problems, and frustrations problems come from outside of the organization. The NIOSH military issue alike identified seve ral(prenominal) research deprivations for workplace violence.These research theatre of operationss are very important to this study so that the investigator would know what gaps in the workplace violence research will it aim in and which of these research needs it fulfills. (1) The first research need is the establishment of a national agenda and outline for workplace violence. This would help more researchers and practitioners learn or so the theories and the progresses made in rationality the issue. (2) there should alike be an evaluation research. This would also facilitate a better sympathy on the part of organizations the intervention needs in regards to workplace violence. 3) The definitions of workplace violence should be consistent. This would enable organizations and practitioners to gather consensus on what workplace violence truly means and what its effects are. (4) Help ensure musical compositionage at all levels. One of the more important challenges of workpl ace violence is reporting. When people start talking, therefore its occurrence would come to the fore and it would be dealt with more substantially. (5) Lastly, economics research should also be conducted to determine the actual costs of workplace violence and the benefits of investing on this area of the organization.These items in the research agenda helps the researcher in looking at workplace violence comprehensively. Indeed, there are a number of research points that should be undertaken by organizations and by individual researchers to deal with the problems of workplace violence. Although this knack of research points and agenda are commanding at outdo and may be subject to change in the coming months and years, researchers will cod known what important areas of research consoleness lack studies. When researchers put their resources in concert in studying these areas, workplace violence could then be best unders overlyd and disallowed.A Look into the fatal Employee s Mind One affirmable way of run acrossing workplace violence and preventing it is looking into the mentality of gaga employees and the kind of motivations and attitudes that they hit. Kelleher sought to map and create a write of the mind of the employee with the zest for perpetuating violence. with the case studies that he provides in his book, he will be able to give a ample picture of the motivations and the tendencies of the employee who commits violence. The author takes a look at the plagues and violence committed at the workplace.He then traces back the event that happened, the experiences of the lethal employee that guide to violence or homicide. The incompatible writes feature in the book are very effective in identifying the mindset and the list for violence of employees. The characteristics describe by Kelleher could be used as a benchmark for looking at possible fierce offenders. By bringing in behavioral science models and research findings, he create s a visibility of the possible cutthroat employee. This then helps organizations in planning and creating strategies for dealings with and preventing workplace violence.Kelleher succeeds in dowry researchers, managers and practitioners in looking at the profile of the probablely lethal employee. One of the gaps in research, however, is the late(a) findings in research or so workplace violence. such(prenominal) gap will be fill up by this study by looking at recent research studies and findings of practitioners in the field. Kellehers framework fits into a general view of workplace violence. The profile of the potentially lethal employee could be related to the difficulties, issues and frustrations experience by the employee in the workplace. much(prenominal) profile will also be looked into alongside the profile of potential victims and the organizational culture. With these elements of the system, a better understanding of workplace violence could be arrived at. Trends, I ssues and Strategies in oeuvre Violence Kellehers book was essential in understanding the lethal employees mindset and profile. The gaps in the recent trends and issues are supplied by Bowie, fisherman and Cooper . The collection they authored presents a number of relevant statistics carry oning workplace violence in the United States.Since their book was released only in 2005, they offer some of the most recent statistics and findings. More than that, the authors also looked at data from varied companies and organizations all over the United States to present an overview of what is going on in most organizations. They present an important picture of what is going on. They explored individual factors that contribute to workplace violence such as domestic problems, a recurring cause in most of the workplace violence literature consulted in this study. They also identified reasons and ship female genital organal in which organizations fire take care of workers who are in unsett led billets.The psychological essay and workplace frustrations should be supplemented by support groups composed of the attention and fellow workers. Such a fondness environment provoke help regenerate a violence-prone organization and defuse the emotions and frustrations of workers. A rather surprising topic that Bowie, Fisher and Cooper addressed is the relation of terrorist act to workplace violence. As the scourge of terrorist act looms in the United States, organizations should always be on the lookout for means of responding efficaciously to terrorist attacks and violence.The collection is one of the first books to offer an in-depth analysis of cyber-harassment, how workers and managers equivalent use email, instant messengers and other cyber-technologies to harass and perpetuate violence in the workplace. The bullies in the workplace are looking for ways to continue displaying their bluster and their arrogance and the internet has also become their in like manner l for this purpose. After noting the trends and issues in workplace violence statistics and research, the authors provided a synthesis and a prospectus of what will happen in the next a few(prenominal) years and how organizations toilet best counter workplace violence.There are a number of technological tools available at the disposal of managers and workers. Yet, the greatness of training and creating an organizational culture that does not tolerate is still one of the most important activities that organizations should undertake. A researcher and observer who has an understanding of workplace violence in the past thirty years or so will be mirthful with this as they get a glance of recent developments in this area of research and how the next few years capacity yield new trends, issues and strategies in dealing with violence in the workplace.Declining Violent evil in the piece of work The work of Duhart through the Bureau of Justice Statistics Special invoice supplements the historical context provided by Bowie. Duharts work deals with the statistics on slam-bang crime on the workplace in the past decade, particularly from 1993 to 1999. According to her study the number of idle crimes committed against people on work duty compensated by 44% during the period covered by the study. Nonetheless, workplace violence still accounted for 18% of the total violent crimes committed during this period. This is still a rather large number of incidences.Such crimes accommodate sexual harassment and even rape, robbery and simple and grave assault. At first glance, the work of Duhart may seem to refute the requires of Johnson and Indvik but a side by side(predicate) look would reveal that Duharts statistics concern only the violent crimes enjoin towards workers and employees bit that of Johnson and Indvik recognize workplace violence as encompassing all forms of verbal and animal(prenominal) abuse directed to workers and employees alike. The statistics of Duhart provide important demographic information slightly the victims of workplace violence.Women, as much as men, are the subject of such violence. Among the variables she explored are the type of crime and gender, the occupations where such violence occur, the role of race on violence, and the kind of workplace where the violence occurred. In rundown to providing a profile of the victims, the report also takes a look into the characteristics of the offenders, their motivation for committing violence, and in lash cases, homicide. The profiles of the victims and the offenders are of particular interest for this study.Although such profile may be incomplete, it serves as a guide in understanding the situations of victims, offenders and other factors in the workplace that contribute to violence. A contemporary study on the topic of workplace violence may build upon these verbal exposition and statistics to further essay the trends and issues that are emerging in this phenomenon. Neuman and powerfulness declare that the number of violent crimes directed against workers and employees have declined in the past few years. In fact, the occurrence of completely violent acts of aggression is a archaic event in the workplace.This means that physical aggression is not really the criteria for workplace violence as echoed by other writers and researchers in this field. Although native violent aggression is rare in the workplace, other forms of violence and abuse are present in the workplace. In this case, such violence has very important impact on the organization and the individuals on the job(p) deep down it. Neuman and Baron presented a study on the frequency of violence in the workplace and the impact of this violence on the culture of the organization. More importantly, for this study, the authors presented a framework of analysis in understanding workplace violence.Their framework is built on contemporary theories of violence and the motivation for aggre ssion of individuals. By doing so, they are able to update lively theories and understanding on human aggression. This makes their work relevant to the organizational culture of the ordinal century. by means of the framework that they developed, they explain unlike reasons and context where violence may climb up in the workplace. They were come to primarily with the motivations of individuals in committing violence, that is wherefore they did not focus much in looking at the workplace that may give rise to violence.Nonetheless, they still looked at the impact of the workplace on the individuals and how that can affect their performance and propensity for aggression. Based on this understanding, Neuman and Baron also provided various principles and strategies in dealing with workplace violence. Perhaps the only limitation in their analysis is the way that they focused too much on the individual and did not look at the workplace as a system that can also give rise to incidences of violence. Aggression at Work and in SchoolsBraverman, Galasso and Marsh modify together a collection of articles dealing with the issue of violence in the workplace and in the schools. The articles in their collection canvasss late in the phenomenon of workplace violence, the nuances of its definition, the instances when and where it happens and takes a look at recent research, methodologies, frameworks and studies that are related to the topic at hand. Braverman uses the Systems Model in analyzing violence in the workplace and in the schools.This is an important idea as the systems model is a multi-disciplinary approach and looks at the relationships of contrary elements in the system. By developing this model, Braverman is helping researchers and human resources practitioners in understanding violence and analyzing the corporal or school system. In doing so, they can readily identify some of the factors that contribute to workplace violence. This systems-based model in loo king at workplace violence can be used by this study in understanding diverse factors affecting such kind of violence.The individual articles in the collection also help identify the disposition of victims and of aggressors. The workplace full of emotional abuse is also described as well as the various attitudes and behaviors that point to aggressive behavior. These elements of the system are then tied up together neatly into the systems-based model. Clearly, the systems-based model has very important explanatory utility, which this research project could use. Such an approach helps in the development of a framework of study that is not fragmental and isolated.Rather, it helps look at the issue from a holistic perspective and looks at the whole organization and how it can breed violence in the workplace. Indeed, if the organization is filled always with stress, frustration and increasing pressure, then it might become a breeding ground for workplace violence. This idea of an orga nization that can become a breeding ground for violence is further explored by Denenberg and Braverman. By focusing on the workplace, they looked at different factors and elements that could lead people to become accentuate out and commit violence.The authors point out that unresolved conflicts and frustrations due to employees who fail all contribute to stress and the potential for violence. If this is the case, then there would be a nonadaptive workplace. This concept of nonadaptive workplace is important in fetching a deeper probe into the organizational culture and relationships of people within the organization. Although there may be nonadaptive employees, it is best to focus on the dysfunctional workplace that cannot deal with difficult employees.To adorn their point, the authors used qualitative strategies by providing 14 case studies and stories of workplace violence that real occurred. Interestingly, these 14 stories are productive source of qualitative data for the an alysis of workplace violence. Through these stories, the authors identified several factors that contribute to violence in the workplace such as racial tensions, changes in the corporate culture, being laid off the workers pool, and other personal stress such as domestic problems.Braverman and Denenberg then analyzed these sources of violence and outlined several strategies on how to best deal with such violence. They cited the need to make changes to the organizational culture, the wideness of excoriate and timely information spread and the creation of a violence bar plan. The organization regulations and guidelines can also be gear up in the volume, making it a comprehensive guide to understanding and preventing workplace violence. This study could benefit from the book of Braverman and Denenberg by looking at the dysfunctional workplace instead of just looking at individual workers who commit violence.Their analysis can complement the analysis of victims and offenders and w ill give a comprehensive view of the occurrence of workplace violence. When this comprehensive view is taken, the deflect spots and areas of concern will behind emerge and taproom becomes more easily done. The Seriousness of piece of work Violence Workplace violence is really an important concern in organizations and companies all over the world. Yet, a proper understanding of what it is all about should be arrived at. In this regard, Vandenbos and Bulatao explore the definitions of workplace violence as well as its scope.They explored several definitions of workplace violence from those who claim that only physical assault may be considered as violence to those who are more comprehensive in their view. By taking a look at the violence directed against workers, they were drawn to look at the definition of a workplace and what characterizes it. The focus of Vandenbos and Bulatao, however, is workplace homicide. The occurrence of this extreme form of workplace violence is and then alarming and should be addressed immediately. nevertheless though that is the case, the work of Bulatao and Vandenbos provide an important insight into the character and definition of violence and a comment of the workplace. The definitions of workplace violence that they provided help keep the debates in the research topic alive. Each definition has its own strengths and weaknesses. As they proceeded to synthesize the definitions, an understanding of the workplace becomes clearer. It is the venue where people with different soils, emotional makeup and stress levels interact together.There are certain factors and elements that contribute to the hit of conflicts and violence. They resonated the idea of Braverman and Denenberg that the workplace could become dysfunctional and will create a situation favorable for violence. The rest of the collection that the Bulatao and Vandenbos modify also deals with various details of workplace violence. The various risk factors and attitude problems in the workplace are explored in the articles piece in the collection. They also enumerated several sorry occupations that tend to create a situation of violence.These occupations such as nursing, the police, social workers in depressed areas and slums, in federal agencies, anatomical structure industries and even in jail, are good places to start looking for further research and developments in workplace violence. The stories run aground in these occupations are also good sources of first-hand examples of workplace violence. These stories could then serve to bolster arguments and plans concerning the legal profession of workplace violence, which should be the aim of any well-meaning organization. The nature of workplace violence is further explored by Raymond B. Flannery Jr. in Workplace Violence . His book is an basic course on workplace violence. He discusses the nature of workplace violence and the different sources where it might originate. He starts with a descri ption of the victim and the ordeal that he or she goes through. Violence is always an uncomfortable battle for the victim and responding to it is difficult. He then provides a description of the workplace and cites factors that contribute to the development of violence in the workplace. A description of aggressors then follows and how the inflict violence on their co-workers.Such descriptions follow the description of other authors dealing with workplace violence. Most of the time, stress, personality dis put togethers, and the level of frustration are some of the causes of violence and aggression. The work of Flannery is neatly split into two parts. The first one deals with the workplace, the victim, the aggressors and the different conditions that affect violence in the workplace. The second one deals with strategies and mechanisms towards the barroom of violence in the workplace. This book is an important introductory work on the splendor of dealing with workplace violence.As a reference book for this study, however, it would be best used in conjunction with other introductory work on the subject so that the researcher would get a deeper understanding of workplace violence and its occurrence. Violence in the Workplace Telling and Reporting Violence in the workplace is a sensitive matter. That is why a lot of people discern not to confess and tell anyone about their experiences at work. This poses a serious threat in the organization because violence continues with or without reporting.If no action is done to correct this matter, then eventually such workplace violence will become a part of the corporate culture and the boilers suit situation of the organization will worsen. On the part of employees who experience violence, the tendency for them is to resign, curiously if the perpetrator of violence belongs to the concern. Bryant and Cox conducted a study in Australia concerning the occurrence of violence. They found out that in times of organization al change, some violence may be committed to the employees.Such violence may come from fellow workers or from the management. The researchers found a link between violence and resignation and say that resignation is usually seen as a way to get away from the discomfort and difficulties brought about by the violence. The researchers used a qualitative approach in dealing with their subject matter and sought to understand the thought processes and the decisions that employees who experience violence go through. Resignation is distinctly a choice for most of them yet they are forced into it because of the experience of violence in the workplace.If violence became a means of forcing an employee to resign, then there is something totally judicial injury with the culture of the organization. The stories that Bryant and Cox portrayed in their study are a rich source of anecdotal evidence concerning violence in the workplace and how employees and workers deal with the difficulties it brin gs. An important component of their study is the recommendation that organizational change should make provisions with the management of conflict and of violence in the workplace. worry of Workplace Violence After understanding the nature of workplace violence, the factors affecting it and the conditions in the workplace and the society that contribute to its proliferation, it would be necessary for supervisors and members of the senior management to work towards the effective management and prevention of violence in the workplace. Without such knowledge and awareness, the workplace might just degenerate into the resort area of workplace bullies and aggressors.Managers, by training, are concerned with productivity, efficiency and effectiveness at work. Most of them are not truly practised to be counselors. Most of the time, they do not know how to deal with aggression and causes of psychic accidental injury in the workplace. This makes workplace violence more difficult. Although workplace violence is not the only cause of trauma in the workplace, managers and supervisors should be equipped with the basic knowledge and skills in handling traumatic stress in the workplace. After all, the most valuable resource of the organization is its people.If their well-being is compromised, then the output and service process will be compromised, too. The United States voice of Personnel counseling came up with a Managers Handbook on handling trauma in the workplace. The handbook makes use of recent researchers in the field and the proven best practices on dealing with traumatic stress in the workplace. The guide is very interoperable. It provides a brief introduction of traumatic situations whether they are caused by natural disasters, accidents, crime or aggression in the workplace.Although counseling is not really part of the job description of a manager, listening to hurting officemate is very important because such hurts and frustrations may affect the morale of the workplace and the general productivity of the organization. In addition to this, the guidebook also addresses suicidal concerns and those employees who are victims of workplace assault. The tips offered in the document are very practical and can be easily apply by managers across different industries. Although the guide book does not dwell too much on workplace violence, what it provides is the human side of dealing with trauma in the workplace.Dealing with workplace aggression is difficult enough. With the support of the manager and colleagues, at least, individuals can more easily deal with their trauma. circumspection is indeed fair a big part in ensuring that the workplace is safe and free from violence. This is why Chenier argued that the workplace is becoming a battleground for violence in the society. This is the reason why the author believes that employers should follow through effective means of protect their employees against violence on the job.Such strategy for preventing and protecting from violence includes the establishment of clear guidelines and policies, a crisis management team and the Employee Assistance Programs where people can report any incident without precaution. It would also be necessary to modify hiring practices to ensure the emotional and mental health of prospective employees. Chenier also argues for the identification of possible sources of violence in the workplace such as firings, downsizing of the company, stress, longer hours of work and even domestic violence.He also enumerated occupations with high incidence of violence. This is why managers and workers alike should be involved together in preventing the occurrence of violence in the workplace. hitherto if managers have the major responsibility in ensuring safeguard and prevention of violence, employees should be involved so as to more effectively recognize sources of violence at their level. Cheniers approach however seems to resemble the more reactive r esponse in the spectrum because he argues for heightened security in the workplace, better background checking and assessment of prospective applicants.This is an important go along to ensure that offenders are kept at bay. Yet, a more important strategy would be the cultivation of a corporate culture that does not tolerate workplace violence. When the employees have an excellent grasp of the impressiveness of principal(prenominal)taining safety in the workplace, then the need for intense security might not splay. Resonating the idea of Chenier, Rew and Ferns, tested the government-sponsored NHS zilch Tolerance Zone Campaign, which mandates employers to provide safety measures to employees so that risks related to work can be mitigated.Health care practitioners tend to be affected by workplace violence yet they are not alone. As such, both employers and workers and even customers have roles to play in promoting safety and preventing violence in the workplace. Although the mea sures to prevent violence are important, Rew and Ferns highlighted the impressiveness of training employees on how to deal with workplace violence. Such training should include conflict management and how to deal with stress. They also pointed out the importance of self-esteem and assurance in dealing with conflict and violence.The two researchers say that long before a conflict escalates into a potential violent waitation, there should be intervention from management so that the conflict could be powerful resolved. Without such conflict-resolution strategy, the safety of the workplace will be compromised and violence may become common occurrence. The Center for Mental Health Services prepared a report on the prevention of workplace violation, displace emphasis on several ways of prevention and the role of the government in prevention. The report identified several areas of concern where prevention efforts should be centered.The first one is the workplace culture and the overal l way that they conduct operations and relate with each other. Another area is training and how the organization develops consciousness about safety and workplace violence prevention. Established rules and performance reviews are also important areas in preventing workplace violence. With established rules, people would know where they stand and how they should perform within the organization. In addition to rules, clear insurance on layoff and terminating employees would also help defuse negative emotions and frustrations.Prohibiting drugs and inebriant for the employees is of course part of the safety measures of any organization. When there are indications that an employee is a potential dangerous worker, then the help of mental health specialists and counselors should be involved. Since racial and social issues also tend to be a source of violence and conflict, then potpourri is another important matter in ensuring safety and cultivating a culture of safety. In all cases, the re should always be security measures because of uncertainty in the workplace.The government is also deeply involved in ensuring workplace safety and private organizations should run their assistance in their efforts to curb workplace violence. The government helps organizations with opportunities and resources in creating policies and training in violence. Furthermore, government agencies are always work on studies and descriptions on what constitute a safe and mend workplace. The government can also release legislations and other policies governance the security of the workplace. As such, organizations should comply with these requirements.With effective government intervention, organizations can help their employees and the overall situation of their workplace in order for workplace violence to be prevented. More than just prevention, there should also be a move to establish a culture of tolerance and communicating within the organization. Workplace violence could not be deal t with only by an effective strategy created by the management in consultation with the workers who are the first ones to feel the brunt of workplace violence. With the assistance of the government, they will be able to effectively combat workplace violence. legal profession is Still Better than Cure foreclose violence in the workplace is decidedly better than waiting for it to happen. Prevention is still the best solution in dealing with workplace violence. Managing the occurrence of violence is multiform and might lead to a number of inconveniences for both management and the workers. Prevention therefore is still the best policy. With this mind, Braverman authored a book on Preventing Workplace Violence that would provide guidance to employers and practitioners in the field.His guidebook is quasi(prenominal) to the one released by the United States Office of Personnel trouble but it has a more in-depth analysis of workplace violence and what the different elements of this vi olence are. Although prevention is the main concern of Braverman, he still provides a basic understanding of what workplace violence is, what its causes are, and how to spot possible violent employees. He also asks managers and practitioners to be cautious in labeling people because it might turn into a self-fulfilling prophecy.The strength of Bravermans book is that he relies less on theory and more on practical experiences and case studies of violence in the workplace. In doing so, he succeeds in presenting the seriousness of the matter and that managers should move towards preventing it to bear on time, resources and emotional trauma in the workplace. Braverman also dealt with the dilemma of most managers who have to confront workplace violence. Most of them feel hunted and unable to deal with the situation. That is why he offers good, solid advice to them on how to deal with it.The situations he cited such as a person with domestic violence who comes to work, as well as frustr ated persons with lots of emotional baggage. As he asks manager to prevent workplace violence, he also highlights the legal duties of managers to their employees in ensuring safety and security. Surprisingly, Braverman did not confirm to the importance of the profile of a potentially violent worker. He argues that such profile might just degenerate to enthrall hunts within the organization, which would be counter-productive and would only eradicate the organizational culture further.Although there are instances that management and the workers do not agree with each other especially in benefits and workplace practices, workplace violence transcends these issues and quislingism and participation between management and workers are essential to dealing with it. What the management and the workers need to understand is that they are all affected by workplace violence and they could not afford to be antagonistic to each other when the safety and security of everyone is at stake. He co ncludes his book by outlining seven practical steps in preventing workplace violence.These steps are rooted on partnership between management and workers, on a good understanding of workplace violence and its implications on the organization, on a sense of community in the workplace on the systems in place within the organization and a sensitivity on the welfare of peopleboth the victim, the perpetrator and everyone else in the workplace. His book is very useful in constructing a comprehensive plan and strategy in dealing with workplace violence. Another author who dealt with the prevention of workplace violence is Marianne squirt .She dwelt briefly with a basic understanding of what workplace violence is but she did not present a sweeping overview. Such sweeping overview of what workplace violence is may be provided by the other books on this literature review. Of great significance are the practical tips that she offers for the management of organizations. She outlined several e lements of violence prevention in the workplace. It is important for the management to cope with a team task to make out and manage crisis situations in the workplace. Moreover, the management should have a steady stream of professional advisors.This helps the advisors and the management team to create a crisis management plan, anticipate different situations where violence may arise. A violence security policy is also essential so as to protect the workers and the organization. The management should also keep a ready reference of the applicable laws and rules that can help the organization in preventing violence. She also wrote about the importance of ensuring that the employment and hiring practices of the organization encourage the excerption of the best candidates on the job.In preventing violence in the workplace, she gave pointers on recognizing the early signs of violence so that they can be solved. In these cases, counseling and teach may be provided. But if such interv ention practices do not work, then disciplinary action may be implemented, provided that this is within the policy of the organization on workplace violence. Minors set of strategies in preventing and dealing with workplace violence is solid and very practical. She does not dwell so much on theory but on practice. This can then help organizations and management to establish concrete strategies.The only danger, however, is that management may see this as a one-size-fits-all policy, which may become more noxious to the organization. Nonetheless, the strategies are a good starting line point for any organization intent on protecting the safety and the security of their workplace. The organization should look, however, for the right fit of policies and strategies in coping with workplace violence. A analysis of the Major Points of the Literature Review Workplace violence is indeed a outgrowth problem in the United States and elsewhere in the world.Through the literature reviewed in this study, the various elements of workplace violence were investigated, the importance of pen the perpetrators was undertaken, and the workplace as a system where violence may arise were looked into. The following elements were identified as the main participants in understanding and preventing workplace violence. counseling Needless to say, the management is the first on the list to truly understand the nature of workplace violence, what are the different matters that make it complicated.Who are the workers with the potential to inflict violence on the workplace? What kinds of plans should be in place to prevent violence? Ironically, managers can also serve as the source of violence against workers. Management therefore should be wholesome enough and flexible enough to deal with workplace violence whenever it occurs. Management takes the lead in creating an organizational culture that does not tolerate workplace violence. If violence emanates from the management, then for sure , a culture of fear, fear and less productivity would be the order of the day.If the management works with the government, the employees, and other stakeholders, it can create a comprehensive plan and strategy in dealing with workplace violence. Although some researchers report a decline of violent crimes in the workplace, most of the time, the workers have to deal with subtle expressions of harassment and violence. This is an area of concern that management should not neglect. After all, a safe and happy hands will help the organization extend to its endeavors. The Violent Worker There are a number of causes for a worker to lash out and unleash violence in the workplace.It could be because of mental and emotional disturbance, frustrations with their personal and professional lives, as well as specific events in the office that could tip them over the edge and give way to their violent impulses. Some authors have attempted to provide a profile of the potentially violent worker. However, there are also those who believe that this obsession with profile is an exercise in futility and would be hostile to the interests of the organizations. It might even precipitate a paranoia-filled workplace if the external characteristics of a person fit the mold of the profile.The management and the workers, too can help the potentially violent colleague by establishing support groups and coaching sessions in the workplace. Although this may not be part of the overall strategy and rail line model of the organization, yet the overall well-being of the workers would eventually contribute to productivity and efficiency. Through these human resources practices, the organization can also develop an organizational culture of duty and zero tolerance of workplace violence. In the long run, such policy will not only help prevent workplace violence but it can also enhance the organization as a whole.The Workers and the Victims The victims of workplace violence can be any worker o r employee. The perpetrator may be from the management, a customer or client, or a co-worker. It is therefore in their best interests if they knew what workplace violence is and how they are affected by this menace. Most of the time, the response of victims is to keep quiet and allow the violence to be unreported. This is a cause of concern for everyone in the organization because this is inimical to the organizational culture and productivity.There should be training and resources available to the workers so that they can readily deal with instances of violence in the workplace. Management is particularly The Workplace One important lesson that the literature review yielded is the way that the workplace can also contribute to the emergence of violence. The concept of organizational culture has been put forward as an explanatory variable of what makes workers become violent and inflict it on others in the organization. The workplace is a thawing pot of personalities, ideas and diffe rent authority levels.When violence becomes a regular fare in the workplace, then it becomes a way of life in the workplace and the workers will be in fear and anxiety over the events in the workplace. presidency The government has a number of resources that could help organizations deal with workplace violence. There are online resources and guides on dealing with trauma in the workplace. In addition to this, the government is also actively pursuing partnerships with the private vault of heaven in order to stop workplace violence.This way, organizations and companies can seek the help of government agencies and officials in preventing workplace violence. In extreme cases of violence, the government will also intervene with its resources so as to mediate and mitigate the damages of the violence. A Systems-Based approach to Workplace Violence Although it would be good to look individually at these elements of workplace violence, a better approach would be to analyze it as a system . In such a system, all of the elements interact with each other, helps each other, or give rise to the occurrence of violence.The workplace as the melting pot of workers and managers and even government has strong analytical potentials and will help researchers understand better the phenomenon of workplace violence. A worker without a natural potential for violence may become violent due to stress in his personal life confounded by the rude intercession of a manager. Transitions due to economic conditions may also create stress and frustrations that may become the source of violence. The workplace as a system may also help a researcher look at workplace violence more comprehensively.While some authors favor profiling the victims, the potentially violent worker, and the workplace individually, taking them together and analyzing how they work together and how violence arises would be a better goal for theories and research undertakings in the field. Such a holistic perspective would yield better information and practical guidance on how to deal with the issue of workplace violence. With the advent of information technology and the emergence of internet and new communication tools, these channels of communication may also become evidentiary in the study of workplace violence.With the changes in technology and in the modes of working, so shall the analysis of workplace violence change. As part of the emerging trends and issues in dealing with workplace violence, the interaction between the workplace, the workers, other social forces and violence would yield more interesting insights. In dealing with workplace violence, prevention is still better than cure. This is why organizations should work towards a business model and human resources strategy that could prevent workplace violence and keep the marketplace a engaged venue for work yet safe, secure and even satisfying for everyone involved.