Wednesday, November 6, 2019
WW1888 essays
WW1888 essays World war I began in the Balkans, which was the same place many small war took place. Archduke Francis Ferdinand was the heir of the throne of Austria-Hungary; he hoped that his sympathy for the Slavs would ease the tension between Austria-Hungary and the Balkans. He and his wife had arranged to tour Bosnia. As the couple rode through Sarajevo on June 28, 1914, an Asian by the name of Gavrillo Principe jumped on their car and fired two shots. Francis and Sophie, did almost instantly, Gavirle Principe, was linked to a Serbian terrorist group called the Block hand. The Assignation gave Austria-Hungary a good reason to crush Serbia, a lay time emerge in the Balkans. But first they gained Germanys promise to support them in any action they took against Serbia. Then they sent Serbia a list of Humiliating demands on July 23. Serbia accepted most of the demands and offered to have the rest settled by an international conference. Austria-Hungary rejected the offer and declared war on Serbia on July 28 1914. It was expected to be a quick victory. Germany had a war plan witch had been prepared by Alfred von Schliffer in 1905. Schliffen was the chief of the German General staff; witch was a group of officials who provided advice on military operations. The plan assumed Germany would have to fight both France and Russia a quick defeat of France while Russia was slowly mobilizing. After they defeated France they would have to deal with Russia. If war came Germany would have to strike first. After the plan was put in motion, the system of military alliances almost assured a general European war. The plan said that there was suppose to be 2 wing of the German army to come in and crush the French arm in a pinchers move. The left wing would be smaller to defeat Germany along side of France. The larger right wing was supposed to invade French in through Belgium, encircle and capture the capitol of France and then move east. This plan relied...
Monday, November 4, 2019
Powers of the President and Public Policies Essay
Powers of the President and Public Policies - Essay Example These powers are exercised at the federal level. The main instrument of discharging these powers is the executive order. Executive orders are issued by the President to provide rules and regulations for the federal agencies along with key matters of national interest. The President also has extensive legislative powers. Firstly, the Constitution of the United States is highly rigid and secondly, the US Congress is often subject to the rulings of the President’s own party. Actually, the general situation in the Congress is that the President’s political party holds the majority of the seats. But even if in such circumstances the President fails to exercise his influence and/or control, he/she may resort to the mechanism of Presidential veto. This veto mechanism helps the President to block Congressional Bills if he/she wishes to do so. However, the President should explain the reason behind such actions. (The Oxford Handbook of the American Presidency 2009) Another major power of the President that has a nation wide influence with regard to both federal and state level affairs is the Presidents appointment powers. By the virtue of appointment powers, the President can appoint a wide range of government officials, federal courts’ judges, Supreme Court’s judgers, civil servants, chiefs of federal agencies, etc. In this way, the President can bring persons who agree with his/her policy preferences to powerful positions so that they can implement the President’s public policies in a more effective way. (Walker 2012) An important pejorative power of the President is his/her constitutional ability to convene a special session of Congress. These sessions are meant to debate and decide on major national and/or international issues of contention. This power of the President can be thought of as a power that lies in the borderline of both
Saturday, November 2, 2019
Red Ball Express Research Paper Example | Topics and Well Written Essays - 1750 words
Red Ball Express - Research Paper Example In comparison to such scenarios of war from the past, the modern way of warfare is quite different in terms of dimension and pace. In today’s time, due to automated and mechanized forces, long distances can be crossed at a velocity that could previously not be perceived by the best war leaders of the old era. With the invention of automated and mechanized armed forces, expedite transportation became possible. However, along with this speed of transportation, a new requirement developed. Inventing new, highly capable fuels in abundant amounts was now required to sufficiently maintain and run these engines of mechanized war equipment. Further comparison of the ancient times of warfare to the modern day situation illustrates that previously the armies had to keep sufficient supplies of goods like barley, hay and oats for the long distances that had to be covered. This has now been replaced by the need to ensure supply of energy sources like petroleum, oil and other lubricants, PO L, which constitutes the ‘modern-day’ need of the United States army. The older techniques of warfare started to fade and the army started the usage of vehicles and trucks in warfare since the year 1911. The Red Ball Express was a creation during the period of the Second World War for the management of the supplies during the war. There were many underlying reasons that led to the formation of the Red Ball Express and then to its discontinuation (Anders 2011). In the year 1918, on November 15th, the Third Army was formed and because of its efficient working and success in its operations, it was given the authority of handling the functioning and working of the Red Ball Express. They had the power to control the posting of the units of the Red Ball Express according to their decisions. Following its formation, the Third Army was given a high command with regard to all the army decisions during the periods of wars. The Third Army played an active role in the Second World War; it trained armed forces for the purpose of the war. Its success was indicated by the victory of the army against the Nazis of Germany (Province 2011). The Third Army was inactivated from duties of war and the army was given administrative duties in the year 1947. It was completely abolished in the year 1973. However, an insight of history shows that on 3rd December, 1982, an official function was done at Fort McPherson to officially announce the same status of the Third Army as before. Third U.S. Army was activated again. The army was to be regulated by Lt. Gen. M. Collier Ross. High profile army personnel were present at the occasion (Pike 2011). Keeping in mind the overall aspects that gave birth to mechanized and fast paced wars, it can be said that World War II was the first war which utilized all the technological innovations and modern warfare techniques. Due to exceptionally high consumption of POL, throughout the war the demand remained sky high in most of the countries of the world. TORCH, an operation that initiated in North Africa was a very small scale project but still its requirements of fuel were as high as ten million gallons. â€Å"Blitz†, which was basically a 5 gallon container, was manufactured by Allied logistics, and these were brought to use. Not only this, a number of oil tankers, trucks and pipelines that carried oil were utilized to meet the increasing oil demands. These preparations were basically for the
Thursday, October 31, 2019
An investigation into issues surrounding consumer online purchasing Dissertation
An investigation into issues surrounding consumer online purchasing influenced by Facebook and Twitter - Dissertation Example A primary research method was used and a survey instrument with 30 questions based on the Likert scale was used. This was administered to a research sample of 200 and the responses analysed using SPSS. Findings from the research indicate that fashion firms use a number of methods and tools for promotion. These include Facebook posts, online reviews, and posts about latest events, trends, celebrity wear, online galleries, discounts and promotion codes. In addition they use eWord of Mouth advertising, buzz marketing and viral marketing. Facebook has also introduced Facebook stores that are micro sites for small and medium enterprises and introduced the Facebook Commerce, which is similar to e-Commerce but based on the Facebook marketplace. Facebook users place a high level of reliance and trust on the online reviews and posts and base their purchase decisions on these reviews. The research concludes by indicating that Facebook has emerged as the new marketplace for fashion products sin ce it brings together customers, sellers and hosts promotions and reviews that attract customers. Table of Contents 1. Introduction 13 1. Introduction 13 1.2. Literature review 15 1.2.1. Internet users 15 1.2.3 Online word of mouth 15 1.2.4. Social media 17 1.2.5. Social media marketing 17 1.2.6. Consumer’s purchase decision behaviour 19 1.3. Research Aims and Objectives 21 1.4. Time schedule 21 1.5 Resources 23 2. Literature Review 23 2. Literature Review 23 2.1. Decision making with Facebook 25 2.1.1. Items purchased with social media 29 2.1. 2. Facebook for selling and buying 29 2.1.3. Emergence of Facebook Store 35 2.1.4. Emergence of Facebook F-Commerce 37 2.2. Word of mouth and e-Word of mouth 39 Figure 2.1. Model for branding in eWoM (Jansen, et al, 2009) 39 2.3. Communication through social media 41 2.3.1. Buzz Marketing 43 2.3.2. Viral Marketing 45 2.4. Summary of the literature review 47 3. Methodology 49 3. Methodology 49 3.1 Introduction 49 3.2 Research Objectives 51 3.3 Research Philosophy 53 3.3.1 Deductive Approach 53 3.4 Research Design 55 3.4.1 Primary and Secondary Data 55 3.4.2 Quantitative Method 59 3.5 Sampling 61 3.6 Survey 63 3.6.1 Survey Design 63 3.6.2 Survey Limitations 65 3.7 Research Limitations 67 3.8. Summary 67 4. Findings and Analysis 69 4. Findings and Analysis 69 4.1. Analysis of various groups in the survey 69 Q1. I use Facebook to look at fashion items that inspire my own wardrobe. 71 Q2. I enjoy using Facebook because it gives me access to fashion ideas I would not otherwise have. 71 Q3. I use Facebook to look at celebrity styles and fashion items 73 Q4. The fashion item posts I see on Facebook inspire me to buy the same things. 75 Q5. I am compelled to buy fashion items to fit in with my friends who post their items on Facebook. 77 Q6. I use Facebook for fashion inspiration because it is free and I have constant access to it unlike fashion magazines. 77 Q7. I buy fashion items spontaneously 79 Q8. I am easily influe nced to purchase items because of fashion posts 81 Q9. I follow fashion on Facebook because it is updated much quicker than any other modes of media. 81 Q10. Once I purchase a new fashion item I post the details on Facebook 83 Q11. I actively search for fashion advice posted by people and pages on Facebook 85 Q12. I mostly use Facebook to be able to see what everyone else is wearing 87 Q13. I trust in the recommendations on products through Facebook 87 Q14. I take advice from Facebook and research online before a purchasing decision. 89 Q15. I am likely to be influenced to buy a particular brand if it is
Tuesday, October 29, 2019
Placement report Essay Example for Free
Placement report Essay N.V. Elmar (Naamloze Vennootschap Electriciteit-Maatschappij Aruba) is in charge of providing electricity in Aruba. Formerly, the company’s name is N.V. ELECTRA founded by Mr. John G. Eman in 1950. After his death, his wife Mrs. F. van der Biest-Eman took over his place and continued the company’s operation. In November 9, 1950, N.V. ELECTRA discusses with Parliament the dealings of providing electricity in Aruba at the public’s interest. Under this discourse, the company had experienced several issues. ELECTRA then becomes a government property after the approving the proposal. Within the proposal, the company specifies itself to be under the control of OGEM N.V. located at the city of Rotterdam, Holland. Its first operation in November 15, 1950, N.V. Elmar has the capacity of 3000 KW with three diesel engines and eventually increased in 1958 buying a power station with a capacity of 15,000 KW. However, in 1982, OGEM experienced bankruptcy and decided to sell its shares of N.V. Elmar to Utilities Aruba N.V. owned by the government. Now, the company proudly states of its financial stability and management under the limits of concession (elmar.aw, 2004). Now, Elmar has a number of 163 employees and approximately 33,000 consumers on the island of Aruba. Island of Aruba            Serviced by the N.V. Elmar, Aruba is a Carribean island 24 km west coast of Venezuela. Of the three Dutch Islands, Aruba is the smallest having an area of 194 km2 with eight regions, namely, Noord / Tanki Leendert, Oranjestad (West), Oranjestad (East), Paradera, Santa Cruz, Savaneta, Sint Nicolas (North) and Sint Nicolas (South). The official language used is Dutch, particularly in education, mass media and civil service. Another language, is Papiamento, second to English as the main language in the island. The population also speaks of Spanish, a prevalent language in upper grades of primary schools (Elmar, 2006). Role in the Company            Because I hold a position in the Human Resources Department, most of my concerns are on employee benefits, recruitment and other employee related issue. Six months in N.V. Elmar has undoubtedly reached my capacity as an employee in the Human Resources Department. Two of their projects for employees, health and wellness program and monetary rewards will be discussed as the main concept of this report. Methodology Research Design            Elmar, like any other company, has major concerns on their employees. To address, this, the company initiated a corporate Health and Wellness program. In this program, the awareness of employees on health related issues and quality of life are substantially relayed. The company has outlined the procedures by giving employees education and promotion on health programs, and orientation and coordination of health assistance. Primarily, it is important to know what the general health status in the island is. Some of the researches made convey of obesity as the primary contributor to life-limiting illnesses in Aruba. The reasons for a high rate in the island are the decreased deprivation of food and a sedentary lifestyle. Aruba is a developed country and in most studies, countries in this state have high incidences of obesity especially on families with lower household income. Often, the quality of food is overlooked wherein buying foods high in calorie and fat is rampant. In a survey conducted in 1991-1992, 67% of the Aruba population is overweight. Moreover, this finding affects both sexes. Next study was conducted in 1995 to 1996 showing the nutritional state of first up to fifth grade overweight. Approximately, 13.4 to 14% of the first graders are overweight and 26.1 to 29.4% of the fifth graders experience obesity. A more recent study in 2004 by Dr. Richard Visser stated that of the 367 children studied, 133 were obese, the number of underweight children is 18, and the remaining 216 were healthy. Significantly, Visser found out that one factor of the growing population concerning obesity in oner population is the unawareness and disregard as a public concern. Hence, attention such treatment and proper education about being obese is insufficient.            Monetary and Non-Monetary rewards are essential for performance improvement of employees. Though we may see that vision, mission, and goals would be enough motivating entities in employee performance, still, these direct costs will provide a meaningful and prosperous stay in the company. In the monetary rewards, as the name implies, more of salary additions are being worked upon while the non-monetary rewards focus on recognizing the employee capability on work and other areas. Elmar Company has an incentives and rewards system, wherein it compensates, reinforces, and encourage enhancement of employee duties. In these types, providing incentives and rewards may focus on team or individual distribution. Moreover, the essentiality of these programs for employee performance, will direct work efforts in advantage to the mission, vision and goals of the company. Incentives and rewards are given to teams, organizations, or individuals in the company that exceed the company’s expectations. Procedures            Elmar company has outlined its goals and objectives in preparing the health and wellness programs. In this way, the company will properly monitor how the program is advancing towards the organization’s benefits. The company’s concern for its employees marks the unity of the two in a system of social relations. Upon noting the principles held by the company in this program, the statement now implies that there is the importance for maintenance, prevention, and promotion of health status of employees.            The vision of the company in pursuing this project is to develop an advanced and efficient program for the health and wellness of the company. Conceptual perceptions about this vision are: Corporate health and wellness means work with the employees of Elmar. Corporate health and wellness underlines the positive dimensions of health. Corporate health and wellness has to involve different groups, organizations and institutions.            Subsequently, the company has marked the strategic and operational objectives for this program. Strategic objectives cover the expected results upon reinforcement of the program while the operational objective sees how the actual procedure must perform on the employees. The following are the strategic objectives: To reduce medical costs and disability costs: many companies have found that they can significantly reduce the cost of employee health care benefits by proactively promoting health, safety and wellness. To reduce absenteeism: numerous studies have found that employee wellness programs can significantly reduce employee absenteeism. To enhance productivity: many studies have linked health risks with reduced employee productivity and have found that healthier workers are more productive. To improve general health and well being. (Corporate Health and Wellness Program, 2006: 12) While these are the operational objectives: Structure and develop corporate health and wellness programs and activities according to priorities established. These programs c.q. activities are directed to the individual employee, Elmar as an organization and the community of Aruba. Establish and reinforce collaborative relations with organizations in the community, government, and NGO’s, related to the development of specific projects in corporate health and wellness. Generate an employee data bank related to the risk factors in health and wellness that can be used to generate assistance, prevention and education programs. Develop educational activities for the employees that can reinforce the actions of promotion in corporate health and wellness. (Corporate Health and Wellness Program, 2006: 12).            To start the program, first, the company must identify which are the employee needs prior to implementing operational objectives. In order to have an appropriate amount of data, the company will have to conduct as survey amongst its employees, invite an organization that will manage the physical examination among employees and facilitate education about eating healthy.            The monetary and non-monetary programs will take effect on employee’s performance level. Generally, it enhances the performance to satisfy or exceed the objectives. Examples of Monetary incentives are: Performance awards – monetary incentives that reward employees upon performance that exceeds the expectation of the company. Observation of giving this award is through formal performance ratings of record on the appraisal period. Special act or service awards – one-time awards like lump sum for employees that had done a specific task from performance. Judgment in this kind of award comes from the first line supervisors. Quality Step increases – gives employees faster than normal progression by facilitating stepped rates and a permanent increase in basic pay. Time Off awards – granting employees leave without charging their annual leave. Gain Sharing – a system, wherein both the company and the employee gain improved productivity. In this system, the company measures the productivity of employees, which in turn gives additional income to the company, then, the employees and involved organization will benefit through associated earnings of the company.            Non-monetary incentives may be tangible or incentives that have more bases on rewards like trophies, medals, certificates, and plaques. Moreover, this kind of incentive may take an intangible position, for example, if an employee has exceeded the expectation of the company, the organization may include training opportunities and assignment of employees to a more meaningful, challenging, and prestigious kind of work. Even though these incentives may not have much value directly on budget, some studies have shown that this becomes more important as motivating factors for employee performance. The Report SWOT Analysis            SWOT (which stands for strengths, weaknesses, opportunities, and threats) is a type of management observation on the overall performance of an organization. This method is often used on businesses because results can be easily transformed in other business philosophy like Porter’s five forces. Generally, the SWOT analysis has effect on overall evaluation when one factor has a cited defect or disadvantage. The strengths and weaknesses are the internal factors while the external factors are the opportunities and threats (marketingteacher.com, 2007). Strengths The strengths of the health and wellness program are in aspects of giving educational awareness to employees considering health problems, disease prevention, and health status. Hence, employee performance may increase. Moreover, productivity may increase because of reduced absenteeism, medical insurance policies, and cost effective strategies. The strengths of monetary and non-monetary incentives take effect on employee and company relationship. Employees regard much of their work because of these rewards, which in turn will not only increase productivity but also enhance the quality of products and services as well. In addition, if properly examined, is the preservation and maintenance of employees with exceptional skills and abilities. Weaknesses Apparently, the weaknesses of health and wellness programs are the appropriate participation of employees particularly in health awareness programs. The individual may listen to these lectures but do not apply them in real life. One weakness of incentives is on the monetary rewards. Generally, monetary rewards have the â€Å"amounts†in order to make employee performance more successful and productive. However, some employees may look at incentive as the central mark of their performance rather than cling on the vision and mission of the organization. In addition, not all employees may non-monetary rewards as a moral perspective, because some employees may develop envy among their co-workers if abundantly present in most of the incentive policies. Opportunities A big opportunity for health and wellness program is to widen the controlled areas in health provisions such as insurance policies and discounts on medical services. The company may also generate proper motivation of these programs when medical specialists are very much involved with the program. There should always be continuity with this kind of program because health is a very essential to an individual. In monetary incentives and non-monetary incentives, monitoring units for choosing which of the employees will gain the award should have a regard. In this way, proper evaluation of the programs will provide trust to employees that the awardees deserve. Hence, envy will not have its place in the organization. Threats The health and wellness program should look unto costs prevalently diverse in most health programs like medicines, fees of professionals and other related issues on economic changes in effect to medical facilities. One threat in monetary programs is that there may be possibilities of lost on the best employees if monitoring is not properly achieved. Hence, the probability of giving good services and products may have hindrances. Reflection            As part of this project, I have noticed the essentiality of the company and employee relationship. Seeing how Elmar valued this social interaction, the severity to serve the company is overwhelming yet incomparable to what I have seen on other organizations. Both the company and its employees are very much interested on the productivity and quality of service. Furthermore, I have seen the social impact of the health and wellness project, as it projects how the society has evolved from a simple unit to a larger unit of the company because it affects the employee performance. Monetary and non-monetary incentives are appropriate sources of motivating employees on the vision and mission of the company but proper attention on the monitoring and evaluation of awardees should be considered, as this could affect trust amongst employees. I think these are apparent objectives after the actual placement: Enhance productivity due to reduced absenteeism and proper well-being. Reduced medical costs because of subsequent education of employees on health related issues. Educational activities for employees in areas like Roll in â€Å"Wit Gele Kruis†for yearly check ups and mini health fair. Monetary Rewards has succeeded in increasing productivity. Non-monetary rewards have increased company commitment among employees. Conclusion            Questionnaire results were positive, looking at the overall performance of corporate health and wellness programs. This survey will generally help the family to be aware in eating the right food and proper diet to reduce the medical costs. The mini survey has given positive results and future benefits to most employees. On the other hand, monetary and non-monetary incentives will help in motivating employees of their performance level and commitment to the company. There is also a great probability of preserving and acquiring employees with exceptional talents and skills. Bibliography N.V. Elmar. â€Å"About Us.†2004 29 January 2008 http://www.elmar.aw/info/content/wp_aboutus.jsp SWOT Analysis. 29 January 2008 http://www.marketingteacher.com/Lessons/lesson_swot.htm
Sunday, October 27, 2019
Employee Involvement in Decision Making
Employee Involvement in Decision Making McCabe and Lewin (cited in Dundon et al., 2004) termed employee voice as a way of expressing complaints or grievances or dissatisfaction and the participation and involvement of employees in decision making process of organization. During the last two decades, revolutionary steps that have been initiated to facilitate the high performance working mainly focused on increasing the ways of joint consultation, which attracts both employers (who demand better business results) and employees (who demand recognition and protection of employee rights) (CIPD, 2009). Employee voice is a very important factor in the success of an organization. Dundon et al. (2004) argues that successful voice regimes not only positively affect the performance of employees in terms of quality and productivity but also help to negate the issues which might explode otherwise. Opportunities of Employee voice are believed to be associated with the employee turnover. According to (Spencer,1986)employees will show more interest in staying with the organization if they have more opportunities to express their dissatisfaction, grievances and to change the unsatisfactory work conditions. Collective bargaining and joint consultation have been the main spotlight of industrial relations as far as employee voice is concerned According to Boxall and Purcell (2003) in the industrial relations, the main focus for representation of employee voice has been on the collective bargaining and consultation. Freeman (1976) defined unions as the institutions of collective voice in the labour market. He further asserted that collective forums, for voicing employee issues are more effective in some situations as they help strengthening worker communities and provide a direct mean of communication between them and management; but Addison and Belfields (2004) findings tend to negate these arguments as according to them more formalized union structure may create a communication gap between workers and management, because they have to deal with their issues through a third party. Freeman and Medoff (1984) argued that union plays a vital role in minimizing turnover rate as they provide employees with the voice mechanisms through which they can rectify the work related problems and can negotiate higher compensation packages . Their arguments are supported by Batt, Colvin and Keefe (2002), who believes that employees in union set-ups are expected to have higher compensation than they could earn in similar jobs in non-union set-up and secondly unions strengthen employees, by providing them with a voice in determining policies that reduce the pay inequality, grievance and arbitration procedures for appealing managerial decisions Employee voice refers to the two dimensional dialogue between management and employees which allows employees to give their feedback and express their concerns and griefs relating to matters affecting them. Employee voice is not a one-off phenomenon as employees like to put their suggestions for improvements and express griefs on a continuing basis. (Landau, 2009) Employee voice not only helps employees to improve performance but it is good in principle (Wilkinson 2001). It is a fundamental right of each employee to know the information regarding the financial and organizational performance of the organization and express their concerns about the work conditions or feed any ideas which they feel will be beneficial and helpful in achieving the long term goals of the organization. Employee involvement (EI) and employee participation (EP) have been given much importance in the employee relations literature for a long time. Employee involvement is normally initiated by the management and it takes place at lower levels of organization sharing information at the shop floor on matters that effect their day to day working not allowing them to give their opinion about the higher lever decision making., on the other hand ,employee participation is driven by indirect means of representation like unions and advice councils etc and its aimed at higher levels of the organization concerning matters of long term importance (Ackers et al,2003). Employee voice plays an important role in increasing commitment. Sensitive financial and organizational information is shared with employees. These symbolic gestures can make them feel they are trust worthy and being treated fairly and openly and they are an important asset for the organization. (Marchington,Wilkinson, 2005 pp77). This commitment can lead to improved performance as committed employees put extra discretionary effort in to the work. Landau, 2009 concludes that employees who express their voice and their voice is accepted and appreciated are more committed,more likely to stay in the organization, have good attitudes about their immediate managers and feel more secure as compare to those who speak up unsuccessfully. Downward communication takes place in almost all the organizations, different kind of mediums are used to brief employees about the current issues faced by the organization. Employee voice can pave a way for more conducive and open work environment to work in.(Wilkinson,2004) Financial participation not only helps employee to contribute towards the success of the organizatioan but also help them take their fair share of company profits. (Marchington,2005) It is argued that employees will be more likely to accept decisions in which they involved. Employees will be in a right /better position to perform if they know what is expected from them and what is the situation of the organization. Participation can lead to less conflict and increased team work spirit. There is compelling logic in favour of effective employee involvement.regular provision of relevant information to employees together with consultation on management proposal on issues, promotes a shared commitment to the objectives of an organization, this in turn maintains a positive climate in which employees are motivated to contribute to business success which benefits both employer and employees alike. Direct participation: direct participation means that the employees themselves express their opinion and say over matters affecting them on the contrast, indirect participation means that a third party e.g trade union or advice council represents the right of the employees (Guest, Fatchett, 1974). In top down problem solving, workers may feel that they are being lectured and not listened to ,where as in bottom up approach,employees may feel that management is using their ideas and suggestions without giving them any reward. A feeling of powerlessness decreases loyalty and commitment in employees, it is important to tap new ideas and suggestions from lower level employees as there are more close to the customer the workplace. There are more chances of having more satisfied employees if they genuinely being involved. Transformational leadership encourages their subordinates to give suggestions or report grievances or anything they are dissatisfied with because of their natural instinct towards improvement rather than just maintaining the status quo. These initiatives help the employees to perceive/discover their value for the organization and results in more committed and enthusiastic work force which is fundamental to the achievement of long term goals and objectives (Detort, 2007) References Derek Rollinson ,2005 pp56 Organizational behaviour and analysis, an integrated approach,3rd edition,prentice hall publishers. Wilkinson, A.(2001) Empowerment, in M. Warner (ed.)International Encyclopaedia of Business and Management(London:ineternational Thomson Business Press) Dr. Tony Bennett, 2007 The significance of employee voice mechanisms in the workplace: Employee participation in the new global economyPaper for submission to the Work, Employment and Society Conference held at Aberdeen University September 12th to 14th September Peter Ackers, Mick Marchington, Adrian Wilkinson ,Tony Dundon,2003 .Partnership and Voice, with or without trade unions: changing UK management approaches to organizational participation. Research series Paper 4 Peter Ackers, Mick Marchington, Adrian Wilkinson ,Tony Dundon,2004 Changing Patterns of Employee Voice: Case Studies from the UK and Republic of Ireland Mick Marchington, Adrian Wilkinson, ,2005 Human Resource Management at Work, third edition,CIPD Jacqueline Landau, 2009, When Employee Voice is Met by Deafears, SAM Advanced Management Journal ,pp 4 -12 James R.Detort,2007 Leadership behaviours and employee voice,Is the door really open,Academy of management journal,Vol 50,no 4, 869-884 David Guest,Derek Fatchett 1974 ,Worker Participation: Individual Control and Performance ,institute of personnel management ,pp13 Mick Marchington,2005 ,Employee Involvement: Patterns ans Explanations ,Participation and Democracy at Work, essays in honour of Harvie Ramsay, pp27 palgrave macmillan CANNEL, M., 2009. Employee Voice [online]. CIPD. http://www.cipd.co.uk/subjects/empreltns/comconslt/empvoice.html DUNDON, T., WILKINSON, A., MARCHINGTON, M., and ACKERS, P., (2004) Changing Patterns of Employee Voice: Case Studies from the UK and Republic of Ireland The Journal of Industrial Relations, Vol. 46, No. 3, pp. 298-322 SPENCER, D.G., (1986) Employee Voice and Employee Retention Academy of Management Journal, Vol. 29, No. 3, pp. 488-502.
Friday, October 25, 2019
health care :: essays research papers
1.     What conventional economic principles apply in the health care environment? Economics is defined as â€Å"The scientific study of the choices made by individuals and societies in regard to the alternative uses of scarce resources which are employed to satisfy wants (Rodda, 2004).†The health care environment is based off of uncertainty (i.e. accidents, death, etc) thus, we can expect a large amount of uncertainty towards the future. Since we know there is a lot of risk and uncertainty involved, we also know these are major measurements that the study of economics researches. Economics has some basic principles that are crucial to its theory. For instance, supply and demand is an important principle that affects the health care environment. What we know from this is that when demand rises, prices increase, and when supply rises, prices decrease. Currently, we can see this in Medicaid and Medicare today as demand for these services continue to increase as more older people continue to live longer lives. Another issue is costs. Costs are skyrocketing for healthcare and many can no longer afford it. The cost of healthcare continues to rise and many more are becoming uninsured. Another factor is a labor shortage. Nursing, and other areas in the hospital are becoming dangerously problematic. According to The American Association of College Nursing (AACN) between 1995 and 2002 the number of U.S. educated nursing school graduates who sat for the national licensure exam for RNs decreased from 96,438 to 66,286. They also stated that by 2010 more than a million new and replacement nurses will be needed because of increased health care demands and retirements. The average age of working RNs in 2000 was 43. health care :: essays research papers 1.     What conventional economic principles apply in the health care environment? Economics is defined as â€Å"The scientific study of the choices made by individuals and societies in regard to the alternative uses of scarce resources which are employed to satisfy wants (Rodda, 2004).†The health care environment is based off of uncertainty (i.e. accidents, death, etc) thus, we can expect a large amount of uncertainty towards the future. Since we know there is a lot of risk and uncertainty involved, we also know these are major measurements that the study of economics researches. Economics has some basic principles that are crucial to its theory. For instance, supply and demand is an important principle that affects the health care environment. What we know from this is that when demand rises, prices increase, and when supply rises, prices decrease. Currently, we can see this in Medicaid and Medicare today as demand for these services continue to increase as more older people continue to live longer lives. Another issue is costs. Costs are skyrocketing for healthcare and many can no longer afford it. The cost of healthcare continues to rise and many more are becoming uninsured. Another factor is a labor shortage. Nursing, and other areas in the hospital are becoming dangerously problematic. According to The American Association of College Nursing (AACN) between 1995 and 2002 the number of U.S. educated nursing school graduates who sat for the national licensure exam for RNs decreased from 96,438 to 66,286. They also stated that by 2010 more than a million new and replacement nurses will be needed because of increased health care demands and retirements. The average age of working RNs in 2000 was 43.
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