Worksheet 1 Authors Purpose

Television Does More Harm Than Good - 596 Words

Television does more harm than good When the TV was invented, it impressed the whole world, so everyone since then seeks to buy a one. In the past TV was only has less than ten channels and it were locked in the latest hours of night. But now there is thousands or millions of satellite channels are broadcasted on TV. As a result the number of TV owners has risen until 98% of American households have a TV set and the same is true of most developed countries. In fact, television channels should be boycotted by the public because most of these channels broadcast valueless programs and sometimes telecast programs that have a negative effect on the spectator and society, so television does more harm than good.†¦show more content†¦Proponents of TV sometimes suggest that TV makes the world a small village as it closes the gap between different nations and cultures, for example satellite TV news reaches people simultaneously all around the world, as result cultures approached from each other, so the unde rstanding and respect rose between them. However the satellite channels are controlled by powerful western corporations and the culture of the programs is predominantly North America, European or Australian, so they service the interests of these corporations, as a result of that there is not an equal sharing of information, opinions or cultural expressions. Television is often used as a propaganda tool way to enter everyones home and brain, so the powerful western corporations used it in a very subtle way to encourage materialism by developing a desire in developing countries for Coca-Cola, Big Macs, fast cars and western fashion. In conclusion, television has become a tool in the hand of the western world by which they can control the rest world, so everyone should stop for seconds before switching on a TV and think of what he is coming to do, he must deduce that TV viewing accelerate the process of Coca-colonization, destroys the art of conversation, healthy, optimistic view of l ife and turns people into unthinking, illiterate couch potatoes. Just a drug addict must be fought in order to avoid an early death, so theShow MoreRelatedTelevision s Effect On Children887 Words   |  4 PagesTelevision a Tool for Education or a Harmful Obstacle Television is it a tool for education or a distraction that is an obstacle? Television is often blamed for having a harmful effect on children. Is this true or is it a hoax, there has been repeated studies and theory’s on the effects of TV on children and adults. Television was designed for entertainment and to relax and to inform the masses. Back in the 1900s TV was a rare item in a house hold but. According to the website Salon.com â€Å"SociologistRead MoreHoney Boo Boo: The Dark Side of Reality TV947 Words   |  4 Pagesreplaced by money.† Today’s television shows are decaying into more polluted and inappropriate ideas, which are then presented worldwide. This is a negative influence on not only young people, but also society as a whole. How can it be expected of youth today to be appropriate role models to future generations with such corrupt influences? With the filth, dishonesty, and abuse of freedom of speech, reality television ultimately does more harm on today’s society than good. â€Å"’Jersey Shore’ Season 5Read MoreThe Pros and Cons of Children Watching Television Essay1596 Words   |  7 PagesTelevision since its invention has come to be an influential part of the everyday life. The question that is presented now is if television is in fact a positive or negative factor in the lives of those who watch it. One side of the debate in favor in the usage of television says that television is something that can be used to educate and improve lives.   The opposing side to this debate claims that television does little more than numb the mind and creates habits that harm the body. I believe thatRead MoreHow Technology Can Benefit A Child s Cognitive Development1061 Words   |  5 PagesChildren use a lot of technology. They use technology whether they are using social media, using a learning program, or reading an electronic book. The truth is, that there are more positives than negatives when children use technology. There is fear that if chi ldren use too much technology they will not have proper development especially cognitively. This paper will show how technology can benefit a child’s cognitive development. One benefit is young children can learn how to read while using aRead MoreHarms of Watching Television632 Words   |  3 Pages There are benefits to watching TV like gaining minimal knowledge, but in comparison to how harmful it can be that small amount of knowledge isn’t worth it. Also television can harm a child’s development, encourage laziness, and cause you to obtain an addiction to it. There are so many things that you can damage when you watch TV on a regular basis, why do this to yourself? To begin, the first few years of life are very critical for a child’s development, why ruin it by usingRead MoreThe Pros and Cons of Technology Essay687 Words   |  3 Pagestechnology is good or bad. Many people believe that technology can only cause harm to their lives and society, while many others strongly defend the technologies which have made their lives much more leisurely and enriching than it could have been several hundred years ago. In my opinion, both of these views are correct to an extent, but I also believe that what should be examined is not whether technology in its self is good or bad, but rather how we as humans use it.For decades now, television has beenRead More Postmans Amusing Ourselves to Death Essay678 Words   |  3 PagesPostmans Amusing Ourselves to Death I have just read Postmans Amusing Ourselves to Death. Postman states that the age of typography has been replaced by the age of television. This has changed the way we look at the world and the way we think, which in turn has almost made us less intelligent. Postman speaks his opinions freely, and really gives the reader a new perspective on media, and the effect it has on society. To often we think nothing of what we see and read in the media, but afterRead MoreTv, Bad Influence on Kids Essay637 Words   |  3 PagesReview the following argument: Television programming such as MTV is corrupting young children. Write two, 2-page essays for this assignment: Essay 1--Persuade your reader to accept the argument, that television programming such as MTV is corrupting young children. (the pro side) Essay 2--Persuade your reader to reject the argument, and defend the credibility of television programming such as MTV. (the con side) Essay should be well reasoned and include references to support your conclusionRead MoreThe Effects of Television Violence on Children Essay1338 Words   |  6 PagesThesis Statement: Unsupervised children who watch violence on television exhibit violence in their everyday lives and develop into aggressive adults. â€Å"Research shows that television violence increases levels of aggression, fear, and desensitization among some who consume it† (Hamilton). This quotation by James Hamilton briefly summarizes the potentially negative effects of television on young minds. A child’s favorite television show can keep a child occupied while the mother prepares dinnerRead MoreBook Review: Marie Winns The Plug-In Drug705 Words   |  3 Pagestext. Winns thesis is that television is uniquely detrimental to the intellectual and creative development of children, creating a generation of passive watchers rather than active doers. She links the dependence upon television as a mode of entertainment to everything from declining SAT scores to a decline in the ability of families to connect with one another. Television enables families to avoid talking during difficult times and families sit around the television like a fireside. Encouraging

Coordinate Implementation of Customer Service Strategies

Question: Discuss about the Coordinate Implementation of Customer Service Strategies. Answer: A Description of the Problem The two problems that the company is facing are the issues of stiff competition and lack of information about the tastes and preferences of the customers. The stiff competition may be as a result of the emergence of other market players or other rivals adopting strategic policies that have made them more efficient. The customers, on the other hand, may have changed their tastes and preferences which can be as a result of more uncontrollable factors such as inflation or unemployment. It is imperative that the problems are looked into so that the expectations of the company are solved (Tseng et al. 2011). There is need for various steps to be taken so that the firm is assured of its survival in the ever competitive market A List of Options or Slternatives for Solving the Problems The options that are available for the company include, carrying out market research on the market segments so as to establish the new needs and preferences of the potential customers (Goetsch Davis, 2014). The investigation of the needs will make the company strategize on what to do so that it customizes the goods to correspond with the requirements of the potential customers. The assessment of the market can also make the company develop more products that the competitors are dealing with and are being preferred by the target segment (Kiel, 2014). Moreover, it is imperative for the ABC Company to seek more information about the competitive company that they share with the market segments so as to establish the processes that they are engaging with so as to gauge on the policies that they can put in place to ensure that they acquire a competitive edge in the market. The last option would be to make changes in the training and development procedures that would make the employees mor e competent in the context of creating an organization that is customer centric. Processes used to Generate these Alternatives The research and development of the trends that are occurring in the market segment will encompass the allocation of funds to the research and development department that will, later on, appoint individuals that will engage in the market survey for a designated period of time9 Mac Cormack, 2013).The researchers will then report on their findings which later on will be used by the organization to formulate on the feasible policies on how to better satisfy the needs of the customers. Also, it may also carry out benchmarks with some of the market players so that the employees can exchange information on the strategies that they are using such as technologies that make their goods to be of better quality (Johnson, 2016). Training and development may be carried out where the company may agree to be training a specific number of employees to say ten per week on quality customer services. It is also ideal for the company to contact some of the customers and inquire from them their take on t he goods and services of the company. Course of Action Based on the Best Options Outlined The aptest course of action would be adopting a customer relational marketing that aims at ensuring that customers are satisfied to the maximum. The wants and the needs of the customers are prioritized in every decision that the company makes (Galbraith, 2011). The customer is supplied with sufficient information about the company, availed to quality goods and services and given an opportunity to be time averse. Also, the company must ensure that the lifestyle and the culture of the customer are fully incorporated in the delivering of the services. Strategies for Resolving theIssues, and justification of those Strategies and the Costs Involved The strategies that will be involved will be those that ensure that customers have an opportunity to interact with the customer service givers in the case of any inquiries. In addition, the customers should be able to access information about the company through the company website, and they can make their orders (Greaney, 2015). Moreover, the company will ensure that customers are given experiences such as self-service and the ability to use credit cards for the payment of services because most of the customers are trendy. The costs that will be incurred will be those to do with employing more competent staff workers that can help in conducting the customer care services. There will also be costs associated with the managing of the websites and the transportation costs of delivering the ordered goods to the customers. The Personnel who Should be Involved and their Roles The staff that will be involved in the new strategy will involve the customer caregivers and the human resource manager who will help in the coordination of the services of the personnel (Brown Brown, 2014). The customer caregivers will have the role of listening and responding to the customer complaints and responding to them in the most appropriate manner. The major role of the human resource manager will be to ensure that the right personnel is recruited and placed in the right jobs. Expected Outcomes of the Interventions the Expected Outcomes of the Interventions and a Statement of the Likely Results if the Interventions are not Implemented The interventions will be fruitful in the sense that they will ensure that customers are retained through the provision of the quality services and goods. In addition, the company expects that its sales will improve through the blending of the customer values and expectations with the objectives of the company (Wieseke et al. 2014).The outcomes that will be experienced if the expectations are not met is the fact that the company will make losses because of the increased costs that were added to its budget. Also, the company will experience stiff competition from other competitors who were also adopting the same strategies. Relevant Legislation The legislation that can apply in this case could be the government reducing the value added tax that is included in the consumer goods and services (Debruyne, 2014). The legislation will make the goods and services to be cheap, and this will make the products of the company to be more appealing to the customers. Survey Questions As a customer, are the products of the company meeting your basic requirements? As a company, do you think we understand your wants? Do you think we are doing everything in our capacity to satisfy your wants? If we were to advance our services as a company what are your suggestions on what we were to change on our products? As a customer, do you think that we are effective in our service delivery? If you were to access information about another product from another company will you prefer that product to ours? Why? In your view, what scores between medium, low and high, would you rate our goods and services? Description on how the Survey was Conducted The survey was conducted through availing the questionnaires to the customers via their emails, and others were handed to the customers when they visited the stores to purchase goods. After filling the questionnaires, the customers sent them to the email of the company or dropped them in the collection containers at the organization (Dale, 2015). The collection of the questionnaires lasted for two weeks. The questionnaires majorly targeted the customers of the company that was both from within the locality of the organization and those that were from other states. Statement of the number of People who Responded and the Percentage Response The questionnaires were given to about 1000 customers, and a total of 842 responded and delivered their responses to the organization. The percentage of those that responded was 84.2% that was a meaningful number to base the views of the whole population of the market segment. The 1000 customers were to act as the sample size. It was a good achievement for the company for it was able to acquire information from a large number of correspondents (Minarti Segoro, 2014). The Collated and Summarized Results The outcome of the survey indicated that 79% of the customers felt that the company was sensitive to their needs, wants, and expectations. 18% of the customers suggested that the company was not conversant with their wants and that amendments were to be made on the service delivery. 3% of the respondents were indifferent on the goods and services of the company; they were not sure on how to rate the company's performance on customer services. The customers depicted that the corporation was in a good position though a lot was to be done on developing the products so that customers were more confident. Report The survey was conducted within a designated time frame. The survey worked within the budget, and thus there were no added costs to the operations of the company. The survey was effective in that it was able to be done in the time frame and the target number of customers was met with a very small disparity. When the questionnaires were received back, the suggestions of the customers were received positively. The questionnaires were assessed, and the responses were presented in the form of graphs that helped in the analyzing of the data that was gathered. The major shortcoming of the survey was the limited resources that denied the company an opportunity to have more responses from the potential customers. The figure that was targeted was 1000 which could have been larger were it not for the inadequate resources of the company. In addition, there were some questions that were not comprehended by the respondents, and thus the responses that were given were insufficient for an informed analysis. It is evident that the customers preferences and wants are dynamic and that the company should implement more robust ways that will help in the integration of the customer needs, wants and expectations of the production process. The survey was a success given that it availed information that was sensitive to a customer and product centric organization. References Brown, L., Brown, C. (2014). The customer culture imperative. McGraw-Hill Education. Dale, B. (2015). Total quality management. John Wiley Sons, Ltd. Debruyne, M. (2014). Customer innovation: Customer-centric strategy for enduring growth. Kogan Page Publishers. Galbraith, J. R. (2011). Designing the customer-centric organization: A guide to strategy,Structure and process. John Wiley Sons. Greaney, T. L. (2014). Regulators as market-makers: accountable care organizations andcompetition policy. Ariz. St. LJ, 46, 1. Goetsch, D. L., Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: Pearson. Johnson, T. (2016). Cooperation, co-optation, competition, conflict: international bureaucracies And non-governmental organizations in an interdependent world. Review of InternationalPolitical Economy, 23(5), 737-767. Kiel, I. H. (2014). Entrepreneurial marketing. MacCormack, A., Murray, F., Wagner, E. (2013). Spurring innovation through competitions. MIT Sloan Management Review, 55(1), 25. Minarti, S. N., Segoro, W. (2014). The Influence of Customer Satisfaction, Switching Cost and Trusts in a Brand on Customer LoyaltyThe Survey on Student as in Users in Depok, Tseng, M. M., Piller, F. (Eds.). (2011). The customer centric enterprise: advances in mass customization and personalization. Springer Science Business Media. Indonesia. Procedia-Social and Behavioral Sciences, 143, 1015-1019. Wieseke, J., Alavi, S., Habel, J. (2014). Willing to pay more, eager to pay less: the role ofCustomer loyalty in price negotiations. Journal of Marketing, 78(6), 17-37.

Competitive Strategy Operating Business Processes

Question: Discuss about the Competitive Strategy for Operating Business Processes. Answer: Introduction: Innovation is supposed to be very important for many of t firm operating their business processes throughout different parts of the world. Innovation in the products and services has become the trend throughout the competitive market areas. Moreover, it is a matter of fact that mission and the vision statement sometimes affect the innovation of the products (Massa and Tucci, 2013). This particularly affects the execution of the business practices of the association within the targeted marketplaces. Moreover, the definition or the actual meaning of innovation should be understood in an effective way. It is defined to be the preferred changes in the products along with the services offered by the concerned firm as to increase the selling of the products and this will help in bringing positive outcomes for the firm (Gobble, 2014). There are some of the companies who think that innovation is the idea to reduce the cost price of the products or the services offered by the firm. Apple is o ne of the leading firms which have significantly adopted the desired concepts of innovation as to amplify the selling of all its respective goods throughout different market segments. The implementation of the concepts of innovation in the business model has helped Apple to enhance its reach globally throughout different parts of the world. In other words, it becomes very important to understand the desired importance and concepts of innovation as it helps in enhancing the development and growth of the firm (Amit and Zott, 2012). Furthermore, Dell is another firm which manufacturers the personal computers and it has innovated its products be reducing the cost prices and modify the features as per the needs of the customers and this has helped in extending the barriers of the firm to a large area of the market segment (Taran, 2012). There exists crucial need to enhance the built-in procedures and reducing the operational costs as to maximize the profit of the concerned organization. There are three of the vital points which need to be identified before innovation gets to be conceived; they are the uniqueness of the idea, thinking of having superior knowledge regarding technologies and thinking that success comes with bigger ideas. Some of the best examples from the market segments are Nokia' do not gets changed and stick to its own strategies and therefore the firm suffered a loss whereas Samsung' changed as per the market requirements and brought up the desired change and increase its rate of profitability throughout the concerned market areas. As for example, innovation-led business processes mainly focuses on initiation, integration, and ideation along with the implementation of the selected idea. IKEA is one of the leading firms in the field of furniture making and this company has enhanced the overall performance of the firm by implementing the concepts of business model innovation. The company is engaged in providing stylish and latest design of furnitures in order to capture a wide area of the market segments. Moreover, the company uses the concepts of innovation as to increase the desired rate of profitability in a wide area of the market segments. There are different categories of people having different incomes and therefore adoption of the innovative ideas will facilitate the growth of the firm selected. Pankaj Ghemawat: CAGE framework CAGE is the desired framework developed by Pankaj Ghemawat basically based on the economic trade opportunities of different international countries concerned. The framework is essentially shaped facilitating four dimensions like C for Cultural, A for administrative, G for Geographic as well as E for economic (Ghemawat, 2013). The basic ideas behind these dimensions are not only up to the trade interactions bus various other interactions revealing the differences which critically exists behind these dimensions throughout the different countries. This process can be enhanced along with the similarities with these dimensions (Ghemawat, 2015). If one is thinking to have merchandise trade then the two companies should have common borders, same per capita income then it can be expected that these two concerned countries can trade 10 to 15 times much with one another. Basically, the framework helped in evaluating that the trade needs to follow some rules in order to enhance the effectivenes s of the trade between these countries (Ghemawat and Altman, 2016). The impact of this framework is large and the utility is rather than simple discussions as per many of the countries are concerned. There are several dimension that helps in understanding that why Canada is still the bilateral trading partner of US presently. Though, it is one of the 10th economies throughout the world and therefore it follows the CAGE framework and therefore, in order to enhance the effectiveness of the trade practices the two of the countries concerned should understand the desired elements of the CAGE framework. As for example, Canada and U.S are the two of the countries that trade with each other and stood cup on the CAGE framework. Therefore, it becomes more important for any of the firms to understand that the countries with which the origin country is going to share the trade should have the common borders or should have common language or they should stand on the cage framework as it helps coin increasing the rate of profitability for the entire trade practices (Ghemawat and Altman, 2016). The cultural differences or the similarities are of great importance and these needs to be evaluated on a large scale as this helps in increasing the trade practices to a large extent. The economic and the geographic conditions generate enormous impact on the execution of the trade and the business practices and therefore, it becomes very important to understand the role of these two dimensions. References Amit, R. and Zott, C., 2012. Creating value through business model innovation.MIT Sloan Management Review,53(3), p.41. Ghemawat, P. and Altman, S.A., 2016. 6 The distance at the Industry and Company Levels.The Laws of Globalization and Business Applications, p.159. Ghemawat, P. and Altman, S.A., 2016. 7 Distance and International Business Research.The Laws of Globalization and Business Applications, p.200. Ghemawat, P., 2013.Redefining global strategy: Crossing borders in a world where differences still matter. Harvard Business Press. Ghemawat, P., 2015. From International Business to Intranational Business. InEmerging Economies and Multinational Enterprises(pp. 5-28). Emerald Group Publishing Limited. Gobble, M.M., 2014. Business model innovation.Research-Technology Management,57(6), pp.58-61. Massa, L. and Tucci, C.L., 2013. Business model innovation.The Oxford Handbook of Innovation Management, pp.420-441. Taran, Y., 2012. Business model innovation.

Corporate Web Presence Essays - E-commerce, Marketing, Internet

Corporate Web Presence Advantages and disadvantages of a Web Presence The World Wide Web is a World Wide Market. It is a new way of selling. More and more customers expect to find your product news and specifications on the web. But even on the Net, you have to advertise your product. Using Internet as a media to advertise your product is different from traditional media. Through Internet companies can be present all over the world. Using the web as an advertising tool is the cheapest way to be discovered at every time. You can also quickly change your promotional campaign, in order to gain attention that may lead the consumer to the product. Online services become so popular because they provide two major benefits to potential buyers: Convenience: Customers can order products 24 hours a day wherever they are. They don't have to sit in traffic, find a parking space, and walk through countless aisles to find and examine goods. And they don't have to drive all the way to a store, only to find out that the desired product is out of stock. Information: Customers can find reams of comparative information about companies, products, and competitors without leaving their office or home. They can focus on objective criteria such as prices, quality, performance, and availability. Customers can expect the advantage to pull the information, to be drained into detailed catalog or other information about products and services for sale that they are looking for. They do not feel forced, they are looking for the information by themselves. Nevertheless it seems that Web advertising is much more price than image oriented. Web advertising does not seem the appropriate way to advert a product. According to BMRB International (annex 1) 37% of UK Net shoppers are not ready to purchase off-line They always fear to give their account number to a company they do not know. Today a well-known brand is a real competitive advantage. BRMB International has shown that 16% of purchases has done thanks to an implicit trust of established brands. Nevertheless it does not mean that it will stay an advantage in the future. Moreover the difference with more traditional media is that customers come to you and not you to the customers. You cannot retain their attention if they feel that it does not worth it. When you wish to expand your market share trough Internet, you have to consider the specificity of your target audience. At the present time people who buy through Internet are young, daily users of computers. But there are not only people used to Internet. Because e-business is growing up (annex 2), we can assume that most people have no experience in e-business. The audience can be both good Internet users and beginners. Dealing with communication interaction Security The World Wide Web is the fastest growing part of the Internet. Increasingly, it is also the part of the Internet that is the most vulnerable to attack. For users, a secure web server is one that will safeguard any personal information (bank account number) that is received or collected. It is one that supports their privacy and will not subvert browser to download viruses or other rogue programs onto their computer For a company, a secure web server is resistant to a determined attack over the Internet or from corporate insiders. In order to increase security, you can use a system for automatically encrypting information as it is sent over the Internet and decrypting it before it is used. One of Netscape Communication's early innovations was its SSL. You can also use firewalls, which is a device that isolates an organization's internal network from the Internet at large, allowing specific connections to pass and blocking others. Marketing / Communication It is really important to get people inform of the existence of your web site. You will have to shout it from the roof tops! You can use your letterhead, your cards or your leaflets to write your web address. You can also through a TV or board advertising campaign let people know about your site existence. As Jim Sterne says: "your web site can be funny, pretty, useful, crisp and clean, but if you don't promote it, its message won't be seen". By the way you can also manage to register different key words on browsers in order to put make know your web site when people look for information in your business area. Deliveries and Payment If you use e-commerce on your website, once the buyer has searched through a

Free Essays on Immigration In Canada

Immigration Immigration is a worldwide phenomenon. Canada is an increasingly ethnically diverse country. Canada’s reflection of ethnic diversity is due to the increasing flow of immigration. The vast majority of Canadians are born in Canada, and most of them are from European descent. Close to, half of all immigrants that came to Canada between 1991 and 1996 reveal a first language other than French or English. During this time, many immigrants came from Asia and the Middle East. It’s been reported that 29 percent of Canadians have more than one ethnic origin. Native peoples make up about 3 percent and blacks about 2 percent of the population. Canada has an open immigration program that accepts newcomers approximately from every other country in the world. The estimated population in 2002 was 31,902,268. Immigration is important in maintaining Canada’s population. The current childbearing generation has smaller families than earlier generations: the fertility rate is 1.6, less than the population replacement rate of 2.1. At the same time, older people are living longer, so that the average age of the population is higher. In 2002, Canada’s rate of natural increase was 0.36 percent, resulting from a birth rate of 11.1 per 1,000 persons and a death rate of 7.5 per 1,000. There is a downward trend in the birth index- in 1981, it was 15.3- and the likely result will be zero growth or population loss. For this reason the Canadian government in the 1980’s decided to balance the low birth rate by allowing more immigration into the country. The way immigrants adjust to life in Canada has much to do with the reason why they came here. Most modern immigrants are motivated to relocate far from their homelands by the desire to improve their and their family’s lives. Such people are known as economic immigrants. They r... Free Essays on Immigration In Canada Free Essays on Immigration In Canada Immigration Immigration is a worldwide phenomenon. Canada is an increasingly ethnically diverse country. Canada’s reflection of ethnic diversity is due to the increasing flow of immigration. The vast majority of Canadians are born in Canada, and most of them are from European descent. Close to, half of all immigrants that came to Canada between 1991 and 1996 reveal a first language other than French or English. During this time, many immigrants came from Asia and the Middle East. It’s been reported that 29 percent of Canadians have more than one ethnic origin. Native peoples make up about 3 percent and blacks about 2 percent of the population. Canada has an open immigration program that accepts newcomers approximately from every other country in the world. The estimated population in 2002 was 31,902,268. Immigration is important in maintaining Canada’s population. The current childbearing generation has smaller families than earlier generations: the fertility rate is 1.6, less than the population replacement rate of 2.1. At the same time, older people are living longer, so that the average age of the population is higher. In 2002, Canada’s rate of natural increase was 0.36 percent, resulting from a birth rate of 11.1 per 1,000 persons and a death rate of 7.5 per 1,000. There is a downward trend in the birth index- in 1981, it was 15.3- and the likely result will be zero growth or population loss. For this reason the Canadian government in the 1980’s decided to balance the low birth rate by allowing more immigration into the country. The way immigrants adjust to life in Canada has much to do with the reason why they came here. Most modern immigrants are motivated to relocate far from their homelands by the desire to improve their and their family’s lives. Such people are known as economic immigrants. They r...

Research paper on the death penalty Essay Example | Topics and Well Written Essays - 1000 words

Research paper on the death penalty - Essay Example Whether or not it is cruel is not definable by law. It can only be defined by the collective social conscious of a culture. The legal interpretation of ‘cruel and unusual’ is somewhat open to debate but in general, the term ‘cruel’ refers to brutal punishments that cause excessive pain. Most legal experts agree that punishments including bodily dismemberment or torture are undoubtedly classified as cruel. Again, terminologies are open to interpretation as evidenced by the current debate at the highest level of government involving the definition of torture. The term ‘unusual’ is commonly understood to define the equitable application of punishment for a particular offense. For example, if ten people were cited for speeding and nine of them were fined $100 but one was fined $1000, this penalty would be considered ‘unusual.’ Taken together, both ‘cruel’ and ‘unusual’ indicate that the punishment should be exa cted in proportion to the offense committed. A life term in prison is an acceptable form of punishment but if it were imposed for jaywalking, this would be an unacceptable sentence because it would be considered excessive given the severity of the offense. Excessive is also open to wide interpretation in both the public and legal realm. Some would argue, for example, that imprisonment of any amount of time for ‘crimes’ such as gambling, prostitution and the possession of drugs should be interpreted as excessive therefore ‘unusual.’ The Supreme Court has on several occasions dealt with judging the merits of the death penalty and whether or not it is interpreted by the Constitution as punishment which is cruel and unusual. The Court has always ruled the terminology of the Eighth Amendment does not exclude the implementation of death as punishment. The Constitution is a malleable document, however. The interpretation of the Eighth Amendment has evolved somewhat throughout the years and the Court

History of Republic of Korea and its Affect on Cultural Values, Research Paper

History of Republic of Korea and its Affect on Cultural Values, Attitudes, & Beliefs - Research Paper Example From the northeast Asian landmass, the Korean Peninsula extends a thousand kilometers southwards. Variations on climate were pronounced three hundred kilometers along the south-north axis. Variations of these climates mark the differences in plant vegetation along the axis making the southern half of peninsula warm. Mountain ranges served as boundary markers between the regions. The natural boundaries inhibited numerous interactions between the populace living on either side of subtle, range or substantial resulted to the development of regional differences in both the customs and spoken language of the people. Town-states of Korea eventually united into tribal leagues involving complex political structures leading to the growth of three kingdoms. Between 37 B.C. and 668A.D, Goguryeo tribal league, located along the middle course of the Yalu River became the first to grow into a kingdom. Goguryeo occupied a large area of land in the segments of Korean Peninsula and Manchuria. Goguryeo attained complete trappings of an empire after subsequent establishment of a political structure (Peterson & Margulies, 2010). Baekje is the second kingdom which grew between 18 B.C and 660 A.D. Baekje kingdom grew from the town-state that was located in the south of Hangang River which is today referred as Seoul. Silla kingdom developed between 57 B.C and 935 A.D. Silla kingdom was the weakest and underdeveloped compared to the three kingdoms. Silla was located in the southeastern area of the peninsula (Peterson & Margulies, 2010). The kingdom had no Chinese influence to its geographical location. Silla kingdom had advanced Buddhist order that marked class-orientation including Hwarang, who was young aristocratic warriors. Gaya kingdom developed, as a result, of the union of several tribes along the river of Nakdonggang. In the mid-sixth century, Silla controlled the neighboring-states that were

Dram Job Essay Example | Topics and Well Written Essays - 500 words

Dram Job - Essay Example In this regard, this paper discusses my dream job, critically highlighting the major factors and requirements of getting there. Undoubtedly, the fashion and apparel industry is a dynamic one with new trends setting in throughout the year. In this regard, I have always had an undying love for fashion and new trends primarily because my father used to buy me new clothes every time a new fashion trend set in. Additionally, I come from a strong Islamic background hat necessitate the followers to put on certain distinctive kinds of clothing. Owing to these factors, I have always aspired to work in a textile industry particularly as a high-ranking manager in order to help make clothes accessible to the human race. This is especially so after having watched certain regions in the world through the television, where adults had barely any clothes to cover their bodies. Primarily, my dream career is to set up a clothing company and run it as the CEO in Saudi Arabia. Although I am still in high school, I can clearly visualize myself managing this big textile company than manufactures a wide array of clothing. Perhaps it would be desirable if I elaborate why I prefer setting the company in Saudi Arabia. Since Saudi is my home, I prefer to operate there as the proprietor and because I am well versed with the country’s laws especially laws pertaining to business, I strongly believe that I will not face any major challenges during the startup. Besides, I have many friends back in Saudi Arabia who are very competent as far as marketing of fashion products is concerned and in this respect, their input will give my business a head start. Before I embark into any business or profession for that matter, I have to ensure that I successfully pursue and complete my studies to the university level. As part of my ambitions, I aspire to graduate from Cape Breton University (CBU) with a Bachelor of Commerce degree that will be very

Designing a Successful Multi-Generational Workplace

Designing a Successful Multi-Generational Workplace Introduction Significant characteristics including values, internal and external motivators, and communication styles vary greatly among employees. This diversity is a result of the variety of genders, ethnicities, economic situations, educations levels and ages represented in the workplace. We chose to review how age, or generational diversity, impacts the workplace today. Specifically, we wanted to look at how similarities or differences regarding the generational personalities of employees may affect the work environment and employee satisfaction. A generation is defined as a group that shares specific birth years and a common set of historical and social events. Each generation is defined by common tastes, attitudes, and experiences; a generational cohort is a product of its times and tastes (Zemke, Raines, Filipczak, 2000, p. 16). Most studies focus on the following groupings: the Matures or Traditionalists those born before 1946, the Baby Boomers born between 1946 and 1964, Generation X born between 1965 and 1980, and the Millennials or Generation Y born after 1980. Today, members of each of these generations are often represented in the workplace, especially as the Matures and Baby Boomers delay retirement due to economic circumstances. The Baby Boomers and Generation X are the most prevalent groups; however, the number of Millennials is continuing to increase. This poses a unique challenge to managers as they attempt to balance the unique perspectives and needs of the four generations, while creating a unified corporate culture. While this generational diversity, much like any other type of diversity, can cause conflict and breed stereotypes, we will outline recommendations for managers to adapt to the differences and leverage the similarities in order to use them as a source of creative strength and a source of opportunity (Zemke, et. al, 2000, p. 17). Historical Social Context Each of the aforementioned generations has a distinctive set of historical and social events that has shaped their development. Globalization of business has increased the breadth of nationalities that may be represented in an organization; however, for our study we will focus on the unique context of employees born in the United States. The Traditionalists or Matures were influenced by World War II and the Great Depression. They felt a strong sense of commitment to their families and country. They endured financial challenges and thus had to learn to work hard and sacrifice (Ballone, 2007, p. 10). These individuals also held onto the notion of a nuclear family with traditional roles. Ultimately, their commitment, foresight and hard work created the United States we know today from the infrastructure, to the space program and scientific advancements, to social programs such as Social Security (Zemke, et. al, 2000, p. 31). The Baby Boomers are the children of the Matures and were raised in the prosperity and expansion of post-World War II America. Their parents had sacrificed throughout the Great Depression and the war and wanted their childrens lives to be better. They were afforded opportunities to pursue their passions often without boundaries, causing them to be more optimistic and idealistic than the generation before. Since they were the largest generation of Americans, these individuals had to learn to work together from school-age on, while also maintaining a competitive attitude. Based on their upbringing and formative events, they often felt that the purpose of world they lived in was to actively serve their needs, wants, and whims (Zemke, et. al, 2000, p. 67). At the same time, societys status quo changed, affected by the Vietnam War and Civil Rights movement, which made individuals wary of authority and feel a need to gain power by challenging it. Generation X grew up in the shadow of the Baby Boomers. They are often characterized by a survivor mentality, as they grew up in the wake of the Vietnam War, the Watergate scandal and massive layoffs by U.S. corporations (Zemke, et. al, 2000, p. 95). Not only that, but the U.S. divorce rate nearly tripled during their birth years, so they became distrustful of the permanence of institutional and personal relationships (Lancaster Stillman, 2002, p. 25). The instability in economic structure, political affairs, and even home life created a strong desire to become self-reliant and learn to thrive in the midst of constant change. The final group in our study, the Millennials or Generation Y, was raised in the era of soccer moms who were extremely involved in the numerous activities of their children. Family life was usually centered on them and they were often involved in the decision making. They are the first generation to have access to technology since birth. Considerable exposure to various cultures, races, and religions through the internet and even their own classrooms, has given this group the opportunity to accept diversity as a norm in daily life, which is unique to that of the views of previous generations. Major events of conflict, including the shootings at Columbine High School in 1999 and the terrorist attacks of September 11, 2001, have also influenced this generations perspective, while their upbringing has caused them to feel empowered to take positive action when things go wrong (Lancaster Stillman, 2002, p. 29). Work Values Attitudes Work values shape employees perceptions of preferences in the workplace, exerting direct influence on employee attitudes and behaviors (Twenge, Campbell, Hoffman, Lance, 2010, p. 1121). The historical and social context in which generations were raised and entered the workforce may have an impact on values, attitudes and behaviors. It is essential for organizations to be aware of both common and differentiating traits between generations and also individual preferences, in order to adapt their management techniques for the combination of employees represented. The Matures tend to be very loyal to their employers and it is not uncommon for them to have a long tenure with one company. They believe in the idea of sweat equity and that hard work earns one leadership positions. This is most often the result of a soldiers mentality created through their experience with the military and its tiered system of rank and authority and is often reflected in the management hierarchy that exists in many corporations today where its best to have the brains at the top, in executive ranks, and the brawn on the bottom, on the front lines (Zemke, et. al, 2000, p. 41). This mentality is also evident in their discipline and unwillingness to buck the system or disagree with authority. Each person does his or her own part to achieve a goal, as determined by an identifiable leadership figure. Ambiguity and change are difficult for them and if forced to adapt, logic and facts are the elements that will make them the most comfortable. Ultimately, they want to leave a meaningful legacy and in the workplace this often means that they enjoy mentoring younger employees and sharing their extensive knowledge (Crumpacker Crumpacker, 2007, p. 353). The sheer size of the Baby Boomer generation created an understanding that competition was tough and that they would ultimately be responsible for their relative success (Hill, 2002, p. 62). Despite this competition, they understand that teamwork is important and often prefer a consensual leadership style (Ballone, 2007, p. 11). At the same time, the historical events which occurred during their formative years also lead them question authority and not always accept the status quo. They are comfortable with change and optimistic about what the future holds. However, since they are accustomed to being successful and pursuing their passions, they can be overly sensitive to criticism and feedback. Generation X-ers are extremely self-reliant and often seek autonomy and self-direction in their jobs. They witnessed their parents be downsized by large businesses and are distrustful of corporations and the validity of the established hierarchies. These individuals are also much more skeptical than the generations before, choosing to put faith in themselves and their abilities rather than putting it in others, being careful with their loyalty and commitments, for fear of getting burned (Zemke, et. al, 2000, p. 101). They are more casual in their approach to authority, appreciate a more informal atmosphere in the workplace, and are impatient with needless bureaucracy and slow decision making. Millennials value autonomy and the opportunity to learn, yet enjoy engaging with leaders and coworkers. These individuals are used to multi-tasking and being involved in numerous activities, so challenge and change is nothing new. They want feedback on performance, but sometimes have difficulty accepting criticism (Welsh Brazina, 2010, p. 3). Since they were heavily involved in decision making in their families from childhood on, the lines of authority are blurry and they prefer flat organizational structures. However, they do respect those in leadership positions and enjoy mentorship relationships. At the same time, they have high expectations and desire to start at the top. Millennials want to be invested in the vision of the company and make substantial contributions to that mission. They want to make suggestions right away and expect to be promoted quicklyà ¢Ã¢â€š ¬Ã‚ ¦and expect fulfillment and meaning in their work (Twenge Campbell, 2008, p. 865). If these expectations are n ot met, they do not shy away from seeking out other opportunities as their loyalty is to their work and coworkers, rather than the organization itself (Welsh Brazina, 2010, p. 3). Twenge, Campbell, Hoffman and Lance emphasize that these generational differences in work values can affect the perceived fit of employees within an organization. The vision and ideals of the companys founders, which today is often the Baby Boomers, can be reflected in todays organizational structure and culture. If new employees from any generation hold values that are different from those of the leaders of the company, they may experience person-organization misfit which could yield more negative attitudes toward work, decreased performance, and greater likelihood of turnover (2010, p. 1137). Work-Life Balance Work Ethic Ones work ethic and requirement for a work-life balance can be influenced by numerous intrinsic and extrinsic factors, yet ones generation has an impact as it relates to the aforementioned work values. The Matures work ethic was molded in an era of economic difficulty, so hard work and sacrifice are the rule rather than the exception. They also learned to not take a job for granted and are often thankful for the position they have earned. In their view, work is noble and ennobling; it is something to be revered (Zemke, et. al, 2000, p. 47). Their attitude is that its essential to get the job done and to do it well. The Baby Boomers have been characterized as workaholics who are accustomed to 80-hour work weeks. They often validate their worth through their careers, feeling strongly that work should be one of the most import parts of a persons life (Smola Sutton, 2002, p. 376). However, as some approach retirement, they are seeking more balance between their personal and professional lives. They have put in the hard work thus far in their careers; consequently they now feel entitled to more time to pursue lifelong ambitions and recreational activities. They may also have family obligations such as caring for their aging parents that make this balance a necessity. Generation X-ers are often described as slackers. This is not because they dont get the work done, but rather because they have a non-traditional view of how it gets done compared to the previous two generations. Flexible work arrangements, such as telecommuting, appeal to them. They desire a work-life balance, as they saw how much time, energy, and self-worth their parents invested in their jobs. These individuals value flexibility in their work and many would refuse a promotion if they feel the quality of their home life will be compromised (Ballone, 2007, p. 11). The Millennials grew up shuffling between numerous extra-curricular activities, so multi-tasking and multiple deadlines are not foreign concepts. They are also used to having information constantly at their fingertips and expect to have the tools necessary to perform their jobs efficiently. These individuals are willing to put in the extra effort, as they are optimistic and resilient in reaching for their goals and aspirations and know that the job is a means to an end (Ballone, 2007, p. 11). They expect to work more than forty hours a week to achieve the lifestyle they want (Zemke, et. al, 2000, p. 144). At the same time, they want the flexibility to work when and where they want so they can pursue their outside interests. The differences in work ethic and work-life balance expectations often cause the most disagreement between generations. Assumptions can be made about ones productivity and loyalty to the company based on these two factors, so managers must develop policies that offer options for the differing needs of employees. They could do so by implementing options such as telecommuting, job sharing, varying starting and ending times, or condensed work weeks. However, managers must recognize that the current culture and norms might not support such a shift, so communication of expectations and training are essential. Crumpacker and Crumpacker suggest training managers on a performance management focus that measures not whether the employee is present at work each day, but whether project deadlines are being met and/or whether work products are being delivered in a timely manner (2007, p. 359). Motivation The uniqueness of each generation may cause individuals to react to different sets of motivators and rewards, while seeking to obtain varying experiences and benefits from their job (McDonald, 2008, p. 62). Thus it is essential for managers to understand those potential motivators in order to design jobs and empower employees for maximum motivation. The Matures, Baby Boomers, Gen X-ers, and Millenials motivators may vary with respect McClellands acquired needs theory. McClelland maintains that the need for achievement, affiliation, and power are acquired as a result of ones life experiences. Those who have a high need for achievement desire to be successful, while the high need for affiliation drives individuals to be liked by others and those who have a high need for power want to influence others (Bauer Erdogan, 2010, p. 103). The Matures tend to be motivated when their experience is recognized and utilized by the organization. This is an example of their need for achievement, as they have worked hard throughout their career to be successful and want their actions and knowledge be connected to the overall good of the organization. Contrary to many stereotypes, these individuals rated recognition as the most important value in their work life an attribute most often associated to Millennial workers (Laff, 2009, p. 20). In addition, their status and the loyalty they have had over the years to the organization may translate into their need for power. As stated previously, they have a very traditional view of management hierarchies and how age and gender fit into them. They may be uncomfortable, which in turn could affect their motivation, when that structure is compromised with the implementation of a flatter, more egalitarian, environment. The Baby Boomers are motivated when organizations value their competencies, reward productivity rather than longevity, and create a sense of community (Kupperschmidt, 2000, p. 70). These motivators reflect these individuals need for achievement, power and affiliation. The Baby Boomers need for power is most evident in their desire to have freedom from supervision and control over their own destiny. These individuals have a high need for achievement, apparent in their workaholic tendencies and the value they place on extrinsic rewards such promotions, titles, corner offices, and reserved parking spaces (Kupperschmidt, 2000, p. 68). At the same time, they have a need for affiliation, as they value team-based environments and building consensus in decision-making. According to a study by Jurkiewicz and Brown, the Matures and Baby Boomers did not differ significantly on any of the fifteen work-related motivational factors measured, including learning, leadership, advancement and salary ( 1998, p. 27). Individuals from Generation X differ more significantly from the previous generations in terms of motivation. They are motivated by the opportunity to learn new things, leadership responsibilities, and making a contribution using their unique skills. These individuals want to be challenged and have a chance to try a variety of tasks, demonstrating their need for achievement. According to a study by Harris Interactive, 52% of Generation X employees want pathways to personal growth, compared with 41% for Boomers and 29% for Mature workers (Huff, 2006, p. 28). Generation Xs need for power is illustrated in their need to control their environment, as they do not want to conform to organizational norms, but would rather have the flexibility to decide how and where to get their work done (Jurkiewicz Brown, 1998, p. 26). Generation X-ers are more extraverted, but place less importance on social approval than Boomers did (Twenge, et. al, 2010, p. 1125), thus their need for affiliation is no t as high as the previous generations. Millennials are confident, assertive, and achievement-oriented (Ballone, 2007, p. 11). They are looking for a flexible work environment where they can learn, while also having fun. However, their need for affiliation is not high, as they do not want to conform or seek social approval (Welsh Brazina, 2010, p. 3). These individuals expect that the organizations should provide for their needs and offer freedom to succeed, and in turn they will produce results. According to Ronald Paul Hill, Millenials are more likely to be motivated by individual development plans and evaluation criteria that allow them to personally measure and judge their successesà ¢Ã¢â€š ¬Ã‚ ¦Motivation has increasingly turned inward, and work is more about personal fulfillment and less about external rewards (2002, p. 63). Millenials are ultimately motivated by seeing a connection between their personal growth and the growth of the organization. Team formation, rewards, and types of feedback are also influenced by the generational differences in motivators. For instance, Matures prefer long-term teams with long-term goals, while Generation X enjoys short term teams with short term goals. Managers should also understand the generations expectations regarding feedback and adapt ones approach accordingly so miscommunication and misunderstanding do not occur. Boomers require little feedback to do their jobs well, whereas Millennials like and expect constant feedbackà ¢Ã¢â€š ¬Ã‚ ¦likely a result of heavy parental direction and involvement in their formative years (Glass, 2007, p. 101). In regards to rewards, there are also varying expectations. Matures seek personal recognition, while Baby Boomers want not just public recognition, but also tangible rewards such as raises and promotions. Generation X appreciates being rewarded with additional flexibility and Millenials want more opportunities to learn. We have seen this in our workplaces, as Baby Boomers often desire individual, public recognition for an accomplishment, while Millennials would rather be rewarded with a more challenging assignment. Understanding these generational differences in motivation is beneficial for managers as they seek to align policies and incentives with individuals values. Companies such as Deloitte, Sodexho, and Cisco have recognized this need and specifically trained their managers on developing and managing a diverse and multi-generational workforce. For example, Deloitte provides a series of internal executive briefings that aim to help leaders understand, and capitalize on, the generational diversity of its U.S. workers. These briefings include an overview of common motivators and rewards for the generations, including learning and development opportunities, role models and work/life balance for Millennials, skill development, real-time performance feedback, immediate, tangible recognition rewards, flexible work arrangements, and positive work environments for Generation X, and retirement planning assistance, flexible retirement options, training, and time off, including sabbaticals for the Ba by Boomers (Deloitte, 2010). Technology Communication channels have changed extensively over the decades and continue to evolve rapidly. As new technologies emerge, workplaces face a challenge in accommodating the comfort level and styles of the various generations. The Matures lived through the Great Depression and the production of the television while the Millennials have lived and breathed the Internet since they were born. Generation X-ers typically fall just short of the Millennials knowledge of technology and Baby Boomers often have a hard time embracing new technologies. In business, it is important to understand the different views that generations have on technology. Moreover, it is important to understand that technology affects everything from how generations communicate to how they learn. Understanding the diversity of technological capabilities and views of different generations can create a positive work environment, can attract the best and brightest of the younger generations and can create a team culture. Edward Cone explains in Bridging the Generational Gap that managers must recognize generational differences to head off potential conflicts and leverage the benefits (2007, p. 5). He further explains that best managers need to think about ways that involve everyone doing their best work, recognizing that one group cant be successful without the other (2007, p. 4). The Matures, now 64 years old or older, had very little exposure to the technologies that are used today. To put this in perspective, the first regularly scheduled television service in the United States began at which time the early part of the Mature generation was born. While most of these individuals are currently or will be retired within the next few years, technology has come a long way during their careers. A common misconception about employees from this generation is that they cant learn technology and refuse to give up the reins (Lancaster Cox, 2004, p. 3). However, many people from this generation are open to new technology, they just may not have the experience that some of the younger generations have. The Baby Boomers grew up in a time when technology was evolving and more advanced than the previous generation. Although these individuals are less likely to accept new technology compared to Millennials, the youngest generation (Waxer, 2009, p. 18), they are typically more tech savvy than the Matures. The Baby Boomer generations biggest downfall relating to technology is its inability to rapidly accept and embrace technology. In Leveraging Generational Work Styles to Meet Business Objectives Neil Simons writes, Boomers tend to have a limited view of technologys role in optimizing workplace efficiency; they tend to look at business systems as discrete integrated solutions designed to meet a specific need. Simons further explains, As technology systems continue to evolve, this generation must be open-minded about exploring the latest technology solutions (2010, p. 32). In such cases, it may be beneficial to team Baby Boomers up with Millennials to try to overcome the technology gap. Generation X tends to use technology more frequently than the Baby Boomers. Generation X-ers grew up during the rise of video games, the inception of the home computer and saw the Internet become used as a tool for social and commercial purposes (Simons, 2010, p. 32). This generation is typically more advanced than the Baby Boomers; however, they may still lag behind the Millenials in proficiency and acceptance of new technology. Generation Y, or the Millennials, is the youngest of generations in the workforce today and is the most savvy and knowledgeable as it relates to technology. During technological advancements during previous generations, images had simply transferred from the TV to the computer screen. A major shift did not occur until the widespread advent of the Internet in the mid to late 90s (Proserpio, 2007, p. 70). The learning style of the generation essentially changed from verbal to virtual. This is an important aspect of the Millennials as their learning styles differ from the previous generations. Managers that understand this trait of Millennials can more effectively teach them by understanding that, for example, the old training videos or manuals may no longer be sufficient. In Blending Technology and Tradition, Amato-McCoy suggests delivering training through MP3 downloads (2008, p. 50). Having grown up in a time with constant exposure to the internet, Generation Y workers also have a hi gh expectation of instant access to information and records. Unlike a time when communication was done via the US Postal Service, Millennials grew up communicating with instantaneous feedback and results. Text messages, social networks and emails all contribute to this expectation of transparency and immediate access to information and may cause these individuals to be impatient with generations who do not keep up. It is important for managers to understand the technological viewpoints and capabilities of different generations in order to share information more effectively and efficiently. An example of overcoming these differences is seen in the Suwannee River Managements record keeping system. Dianne Bell, records coordinator for the Suwannee River Management District, explains that, Engineers like paper, especially the older ones (Boomers). They want something they can hold in their hands when they go out into the field. But once some of the younger ones find out they can access documents from their PCs, they fall in love with our automated record management system and use it every opportunity they can get (Simons, 2010, p. 32). Another example of implementing new practices for younger generations, but allowing older generations to keep their same practices is how Virgin Entertainments employees communicate. Virgins employees communicate via text messages with younger generations, but via em ails and phone calls with the older generations (Amato-McCoy, 2008, p. 50). These types of practices are important because it allows the company to be at ease knowing their employees received important information in a manner that is the most comfortable to them. If, for example, the younger generation is more comfortable receiving text messages, they will check their cell phones more often. On the other hand, if the older generation is more comfortable receiving emails, chances are that they will be checking their email more often. Either way, organizations are getting information out to employees and customers in a timely manner, increasing productivity. One thing is certain; technology is not going away. In order for organizations to attract and retain young talent, they will need to continue to implement new technologies into their businesses. On the other hand, they also need to provide training tools and a culture of learning in order to increase previous generations comfort with technology. For example, Urban Outfitters uses instant messaging instead of emailing (Amato-McCoy, 2008, p. 50). Not only is this form of communication quicker, but it cut down on storage needs, allowing record archives to decrease. Zappos uses Twitter to run new ideas by its fan base as well as alerts to internal issues like outages (Amato-McCoy, 2008, p. 50). Conclusion: Designing a Successful Multi-Generational Workplace It is imperative for organizations to evaluate their current culture and policies in order to ensure they meet the needs and values of their multi-generational employees. If necessary, the generational differences in work values, desire for work-life balance, motivators, and use of technology which we have identified create opportunities for organizations to design various human resources policies and adapt their management styles to increase workplace satisfaction. These polices can encompass numerous areas including communication mechanisms, training and learning opportunities, rewards, and other benefits. To ease the implementation of such workplace modifications, it would be beneficial for organizations to train both managers and employees on the background and work attitudes of their diverse and multi-generational workforce. Betty Kupperschmidt encourages aggressive communication by managers: They must foster open discussions of what different cohorts are looking for in a job, what makes work rewarding, and what organizational factors attract and retain multigeneration employees (2000, p. 71). Since each individual sees their work values and experiences through their own framework, educating the workforce on the generational similarities and differences will aid in the recognition of these characteristics and development of a united corporate culture, rather than promotion of negative attitudes and stereotypes. As indicated previously, each generations use of and comfort with technology varies, so organizations should consider communicating important messages through multiple channels to ensure it reaches all workers. For example, an organization may use blogs, social networks, or instant messages to communicate to Millenials, whereas face-to-face meetings or memos may work better for Baby Boomers or Matures. We have seen this in our own companies with the communication of health insurance information via online tutorials, in-person classes, and distribution of hard copies. An organization should consider adapting training methods for each generation, as their learning styles also differ. Mangers should personally delivering information and education, possibly in lecture format, for the Matures, while Baby Boomers prefer team and consensus-derived information and technology is the best avenue for teaching Generation X and Millennials (Kupperschmidt, 2000, p. 72). Our companies accommodate these differences by providing both in-person and online training, so that individuals have the flexibility to choose. Most Baby Boomers and Matures take advantage of in-person training, while Gen X-ers and Millennials prefer the online training. Employees within each generation also have different preferences for the type and amount of guidance and feedback they receive; therefore managers may need to adjust their leadership and communication styles when interacting with and evaluating the performance of different generations. For instance, performance feedback at an annual review is often sufficient for both the Matures and the Baby Boomers, while more continuous feedback is appreciated by Millennials. In terms of leadership and guidance, the Matures prefer consistent, respectful and direct leadership, while Baby Boomers prefer a more democratic approach. Generation X wants more informal, yet results-oriented leaders, and Millennials seek collaborative, achievement-oriented and coaching type leadership. An example of tailoring ones style to such differences is given in our textbook, where a regional manager at Novo Nordisk Inc. would start each performance feedback e-mail with recognition of team performance, which was late r followed by feedback on individual performance (Bauer Erdogan, 2010, p. 35). A culture of learning could also be fostered by offering job sharing opportunities or possibilities for lateral movement. This would give employees from any generation an opp

Romeo And Juliet, An Affair To Remember And Moulin Rouge - the Path O :: essays research papers

The path of true love never did run smooth. Three such love stories from our time are ‘Romeo and Juliet’, ‘An Affair to Remember’ and the recent movie ‘Moulin Rouge’. These great well-known stories depict the path of true love littered with tragedy, other people trying to sabotage love and other disasters befalling the star-struck lovers. Nothing in love goes smoothly all the time, there are always hiccups along the way. This is the key factor that makes these stories and other great love stories, so popular and unforgettable. A story about true love is never complete without tragedy and troubles dogging the lovers’ every step. In the story ‘Romeo and Juliet’, two powerful families have feuded for generations. Romeo from one family falls in love with Juliet from the opposing family. Romeo and Juliet arrange secret meetings and then decide to get married. Wrongful accusations, misunderstandings and plots going awry plague the pair. The story ends with the very last misunderstanding where Romeo, believing Juliet to be dead when really sleeping, kills himself. Juliet wakens and seeing her lover dead, takes her own life. This story is one of the greatest love stories of all time. There would not be too many people who have not heard of it. The story would not be as popular if Romeo and Juliet met, their families made up, they married and lived happily ever after. We love the tragic element of this story. It makes us cry, it makes us feel deep emotions, it stirs up feelings like no other love story. The path of this true love is not smooth, but the path with its roughness and obstacles, seems to be the best way of showing the nobility and strength of true love. In the story ‘An Affair to Remember’, of the late fifties, two people meet on a cruise and fall in love. They decide to meet at the Empire State building in six months when they will both be free to pursue a life together. On that day the man, Nickie waits atop the Empire State building. Terry, the woman is rushing to get there but in her haste of looking up at the building is tragically run over and becomes a paraplegic. The man thinks that she does not love him so he becomes depressed and starts painting pictures and he paints one of her. She sees this painting and buys it.

Organizational Theory and Behavorial Problems/Ikea

Organizational Theory and Behavioral Problems/IKEA Ingvar Kamprad, founder of IKEA, has built a monumental business from the ground up. Through innovation and creativity, he gained valuable market share in an untapped market. By providing a great product at a great price, through exceptional customer service, IKEA has distinguished itself among some of the top international organizations. The common thread throughout the case is a patriarchal style of leadership. Although Kamprad’s style of leadership has led to the success of his business, I will assume that problems are beginning to surface and that future issues are being questioned. Through his leadership, Kamprad has taken a hands-on approach to running his organization and is involved at great lengths in the day-to-day operations of his business. Simply defined, a patriarch is â€Å"a man who rules a family, clan, or tribe†. (www. websters. com) In this case, IKEA is treated and run much like a family, clan, or tribe. Everyone is expected to have the same outlook on their position, the organization’s goals first in mind, and perform their job to benefit the organization, not the individual. The most immediate threat to IKEA is the difficulty in finding employees who will accept and adapt to IKEA’s philosophy. Job security is a tremendous issue with modern-day employees. Often, employees are more concerned with doing a mediocre job to secure their position than to take risks and be creative due to a fear of losing their job. Current economics has instilled a fear in employees that hinders creativity and the offering of suggestions and ideas. Another threat perceived by some employees as well as by some consumers is that IKEA is expanding at a rate that is difficult for them to keep up with. Stores are being established at multiple locations internationally at a rapid rate. This leads to the issue of whether or not IKEA is capable of handling this level of expansion and whether or not they have ample qualified employees to fill all vacant positions within the organization. Also, it is a growing concern that IKEA’s well-established reputation of impeccable customer service will deteriorate due to an overwhelming amount of new clients, new demand, etc. There is also the issue that employees find it difficult to follow the frugal spending procedures of IKEA when the company is making such a large profit. Kamprad personally follows the spending guidelines and expects all employees to do so as well. Employees find it difficult to â€Å"bargain shop† for supplies, travel accommodations, etc. , when the organization is making more and more money every given year. If the money is there, why not splurge a little? A final threat perceived by individuals within the IKEA organization is an inclination to believe that the organization will deteriorate when Ingvar Kamprad retires or otherwise leaves the organization. Due to the patriarchal style of leadership that Kamprad has taken, who will carry on this philosophy? Who will take over the position of motivator and promote enthusiasm and innovation once he is gone? Can anyone really take his place? Related Literature In theory, the patriarchal style of leadership that Ingvar Kamprad has taken towards running IKEA and its operations is done so in a very positive light. It is pertinent to the success of the organization to make employees aware of all the positive aspects of his leadership style. For example, Kamprad has a very humane and compassionate relationship with his employees. He views them as individuals, not as numbers, and makes every effort to personally meet each and every one of them. This type of interaction is vital if he is going to defend his leadership position. By gaining the respect, trust, and adoration of his employees, Kamprad can show those within the IKEA organization that he is truly looking out for everyone’s interests, not just his own, or just those of the IKEA organization. Finding employees who will accept and adapt to IKEA’s philosophy is probably one of the most difficult tasks faced by the organization. IKEA’s reputation and future rely on it. Considering his years in business and his standards of what a valuable employee is to Kamprad, he should target his job vacancy marketing to individuals who may fit this profile of an â€Å"ideal† employee. For example, simply placing an advertisement in the â€Å"Want Ads† of a local newspaper may draw dozens of applicants, none of which may be qualified and/or right for the job. Young, motivated, easily-trainable individuals should be targeted directly. This may be college students who are currently taking sales and marketing courses who are looking for part-time work that may eventually be promoted into leadership positions. A target may also be stay-at-home moms who are reentering the workforce, with prior sales experience. First, a target market must be determined and a more focused approach to hiring should be taken. Once employees are hired, continuous training and reinforcement of the organization’s goals and principles need to be instilled. Mandatory training is pertinent and should be in a laid-back, relaxed, and friendly atmosphere, to mimic the IKEA persona. To dispel fears of losing their jobs due to risk-taking and creative thinking, employees need to be constantly reassured and encouraged that such behaviors are not only acceptable but expected. The best way to present this point is to provide employees with examples of other employees who have taken such risks, offered their opinions, and shared their ideas. If individual employees will not consent to being â€Å"used† as an example, names can be left anonymous. However, specific details should be given. It is especially important to point out the individuals who gave their thoughts, ideas, concerns, etc. , that may have proved to be wrong or disadvantageous to the organization. The most advantageous examples would be such employees who have since been promoted, rewarded, etc. By showing current employees that ideas and suggestions that don’t succeed with flying colors are not reciprocated with negative repercussion, employees may feel more confident about speaking up. Stress should be placed on the fact that the employees who have showed the most creativity and offered the most suggestions, creative criticisms, etc. , are the ones who hold the top management positions within IKEA. Expansion is necessary for any organization to succeed. IKEA’s global market is enormous and the rapid growth may not always be easy to keep up with. However, Kamprad had the right idea when appointing the head of Canadian IKEA to oversee US operations. This strategy ensures that a successful, well-trained, experienced individual is responsible for the groundbreaking of new markets. This, of course, should only be temporary until a proper replacement is found and/or thoroughly trained as to not overwhelm the individual with too many responsibilities. This will also allow Kamprad to be confident that a proven leader is paying attention to all the crucial details of starting up the business in a new market. New products and new services is also an important part, as well as a possible detriment, to IKEA’s expansion. Different markets demand different products and services. First and foremost, IKEA needs to decide where they stand, what their core values are, and how much or how little they are willing to change to adapt to various markets. For example, one market may rely heavily on furniture delivery options. IKEA, however, is known for the no-shipping policy. Should they change this policy to meet their consumer’s needs? In my professional opinion, IKEA should stay true to their policies and procedures. I say this based on the idea that if you change the way you operate for one market, it leaves other markets to question, â€Å"you did it for them, why can’t you do it for me? †. It is important, however, to consider the negative consequences of this type of approach. Market studies should be done to determine just how dependent consumers are on this type of service. Comparisons should be made with local furniture companies that may compete with IKEA to see if they are a threat to business. Overall, the market itself should be thoroughly analyzed to weigh the risks versus the benefits. If IKEA’s whole philosophy needs to be jeopardized to adapt to the target market, perhaps it is not in the organization’s best interest to bring their business to that location. It is important to remember that every change made to one market can either positively or negatively impact the organization as a whole. As for spending procedures, IKEA may not being doing a thorough enough job of presenting employees with the benefits of their cost-saving efforts. Again, communicating this type of information to employees is crucial. It needs to be reiterated over and over again that the company is doing so well artially because of IKEA’s frugal spending policies. Although it is important to show these benefits as they relate to the organization, it still may leave many employees asking, â€Å"what’s in it for me? †. Incentives should be given to help motivate employees to continue their money-saving practices. This may include a bonus, time off with pay, a luncheon for the store that saves the most in a given period of time, etc. In concept, the money employees save the organization will far exceed any bonuses or perks that are rewarded. However, employees will feel more appreciated and more motivated to cut back where they can. It is necessary though to ensure employees are not sacrificing quality or service in order to save money. Combating the perception that IKEA will deteriorate when Ingvar Kamprad retires or otherwise leaves the organization is a rather difficult task. In order to find an individual who will carry on this philosophy, succession planning is a must. An individual hand-picked and personally trained and mentored by Kamprad would be the best choice. Also, an individual who has worked their way up through the ranks and has a thorough and genuine understanding of the organization, its goals, and its policies will best suit this position. Because Kamprad is so â€Å"hands-on† and personally meets all his staff, he should be able to make an educated and well-informed decision as to who would best suit the position and best represent the employees of IKEA. Although no one may ever take his place, Kamprad can certainly find an individual who will carry on the IKEA philosophy in their own unique, creative, and prosperous way. Overall, I see IKEA as a very strong, very well-structured organization. They have a clear set of goals and objectives and have built a framework of the path to success. Problems they face are mostly due to the changing economy, the need for expansion, and the doubts of individuals within the organization. Although they face some serious problems, they can be solved through logical and rational decision-making. Research, planning and execution of these plans can address the issues discussed before they become problems. Using the innovative and creative ideas that the organization encourages of its employees, IKEA will continue to prosper.

Dennis Nilsen The Kindly Killer with Rational Sickness Professor Ramos Blog

Dennis Nilsen The Kindly Killer with Rational Sickness â€Å"Mental Illness is the only disease that can make you deny its own existence. Certainly, the Idea that the brain can deny its own illness is a frightening thought.†- (Tracy). No matter how sharp the dagger, I believe a serial killer’s most potent weapon is his character. We don’t truly understand what someone is going through, what pain or problems they’re facing, but what we can understand is a grin. We often beg question what causes serial killers to kill? The answer is not so simple. Simply because the answer is a combination of causes, ranging from personal, life changing events to small, minor events. Sometimes these events generate something else thereby strengthening the violent behavior. Take the notorious â€Å"The Muswell Hill Murderer†. Before the news of his atrocities, Nilsen was a hardworking, well like man in his community. He, just like any other normal person blended into society and hid his terrors. However, behind that kindly person, Nilsen is responsible for the torture, rape, and murder of 12 to 15 young men (Biography). His tactic was to invite them to his house and have drinks after they fell asleep, he strangled them and later cut their bodies apart same way Jeffery Dahmer another serial killer. Before diving into in of all the causes that drove Dennis Nilsen to become an infuriated man, it is important to shine light on his origin story, because even the serial killer has one. Dennis Andrew Nilsen was born on November 23, 1945 in Fraserburgh, Aberdeenshire, Scotland (Wikipedia). Like most known killers, Dennis had a troubled childhood from abusive father, from the loss of his grandfather, not able express his sexuality and the controlled he desired, and was this a mixture of monster in the making. Was this what drove Dennis Nilsen â€Å"The Muswell Hill Murderer† gone to a disturbing rampage cause him to do sinister act to those men’s. The first red flag was a rough childhood. According to the British Police, â€Å"Neglect and abuse in childhood have been shown to contribute to an increased risk of future violence† (Serial Killers). Neglect and abuse, how typical of modern-day mass shooters. Whether or not you become prone to violence in the upcoming, I think we can all agree that having a weak relationship with your parents will set you back will take a toll on how you grow up. The world of Criminal Justice even states that â€Å"Serial murderers often come from broken homes and were child victims of parental physical abuse† (Serial Killers). His father was a Norwegian soldier who had travelled to Scotland in 1940 as part of the Free Norwegian Forces, following the German occupation of Norway (Wikipedia). Olav Nilsen did not view married life with any importance, being preoccupied with his duties with the Free Norwegian Forces and making little attempt to spend much time with his family or find a new home for his wife. Olav was an alcoholic and abusive to his wife and had affairs that cause his mother to have a mental break down had move back with her parents due trouble that she had with Olav (Serial Killers). Dennis father was not close to his all three children he conceive with Dennis mother Elizabeth. He admits that the drinking and the abuse they received from his father did cause him to drink and neglect everyone else. Having growing up without a father Dennis got close to his grandfather and whiteness death at a very young age and not knowing what â€Å"DEATH† means can cause a mix of emotion. Dennis grandfather was like a father to him they got very close they took long walks around Scotland Peer, they went fishing together, and did a lot work together. When he found out that his grandfather had passed away he was coming back from school. His mother Elizabeth was in the kitchen and told him â€Å"If you wanted to see your Grand Dad† Dennis was very happy that his grandfather was here to see him his mother Elizabeth told Dennis with a series look on her face well he’s here (Serial Killers). What the documentary states when they interview Dennis â€Å"When he saw his grandfather on the kitchen table inside this coffin that he states that was the first time he witness death† he was in state of shock (Serial Killers). He cried and had ask his mother â€Å"where has he gon e† and his mother had replied â€Å"to a better place† and Dennis responded by â€Å"if he went to a better place†¦ why didn’t take me with him.† (Serial Killers) In the documentary his psychiatrist stated witnessing his grandfather corps and the kitchen had shocked him. Having to whiteness something like Dennis had an effect on him. His mind he had known one else to talk to anymore he even stated that he wanted to take his own life so he could be close to his grandfather. At the onset of youth, Nilsen discovered he was homosexual, which initially confused and shamed of it. He kept his sexuality hidden from his family and his few friends. Because many of the boys to whom he was attracted had similar facial features as his younger sister, on one occasion he sexually fondled her, believing that his attraction towards boys might be a manifestation of the care he felt for her (Wikipedia). He made no efforts to seek sexual contact with any of the peers to whom he was sexually attracted, although he later said he had been fondled by an older youth and did not find the experience unpleasant. On one occasion, he also touched and stroked the body of his older brother as he slept (Wikipedia). As a result of this, Olav Jr. began to suspect his brother was homosexual and regularly belittled him in public referring to Dennis as hen (Scottish slang for girl) (Wikipedia). Nilsen initially believed that his fondling of his sister may have been evidence that he was bis exual. And later contribute to his victims since they were all men. Nilsen, actions made him a monster. Jeffrey Jerome Cohen’s Monster Culture, Thesis IV, The Monster Dwells at the Gates of Difference states, â€Å"The monster is difference made flesh, come to dwell among us.†(Cohen) When he committed these murders, he became different in society. He was able to kill people, have sex with them after death, slice them open and pull out their insides, and even keep their bodies around his household for comfort. Normally people do not do things like this. When stories like this get to your feet, it usually brings out abhorrence. So, then why is society fascinated with these types of monsters? There are so many biographies, documentaries, interviews, books, movies, and TV shows on serial killers for public to see. Cohen states in Thesis VI, Fear of the Monster is really a Kind of Desire, that, â€Å"More often, however, the monster retains a haunting complexity.†¦ â€Å"And will always dangerously entice.†(Cohen). People are dr awn in to hear the stories of who the monsters are and what the monsters have done because they want to satisfy a curiosity by understanding why someone would do such horrible things. So, the question that comes to mind is, what led Dennis Nilsen to kill? Mental illness played a big role. It caused him to have unhealthy thoughts he could not rid himself of, and the mix of alcohol and then a set of circumstances suddenly left him with no one in his life which easily broke his already unstable psychological condition. Taking a closer look into his life can bring a better understanding to why Dennis Nilsen turned to a life of murder. Nilsen characteristics was out of the ordinary people that new him couldn’t believe it, but he was someone who became a monster because of her vengeful spirit and mental illness. Study into the his life of Dennis Nilsen and the orders that lead Dennis down a road to his foreseeable transformation from kind heart soul to an indentation collecting killer leads one to believe that there was not just one event that caused this twisting into a life of atrocity but multiple contributing factors.   Factors such as the experience of dealing with the traumatic loss of his grandfather and his abusive father, also his sexuality and wanting control. These were contributed to the formation of a monster ‘Dennis Nilsen.’ Work Cited: Cohen, Jeffrey Jerome. â€Å"Monster Culture: Seven Theses.† From Monster Theory: Reading   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Culture. Minneapolis: University of Minnesota Press, 1996. 3-25. â€Å"Dennis Nilsen.† Biography.com, AE Networks Television, 23 June 2019, biography.com/crime-figure/dennis-nilsen. â€Å"Dennis Nilsen.† Wikipedia, Wikimedia Foundation, 5 Aug. 2019, en.wikipedia.org/wiki/Dennis_Nilsen. Lotthammer, Kenneth. â€Å"Real Crime: A Mind to Murder |Dennis Nilsen| (Full Documentary).† YouTube, YouTube, 10 Aug. 2017, youtube.com/watch?v=J1S1P_OzEAkt=881s. Tracy, Natasha. â€Å"Home.† Pinterest, pinterest.com/pin/150378075035608718/visual-search/?x=16y=16w=517h=561. Wide, Serial Killers World. â€Å"Serial Killer Dennis Nilsen Born To Kill.† YouTube, YouTube, 19 Dec. 2013, youtube.com/watch?v=yq2GdT7qF9o.

Sleep essays

Sleep essays Does anybody ever come home from a long day of work or a hard day at school and only one thing is on your mind. It is probably the greatest feeling on earth, well at least one of the greatest feelings on earth. What am I talking about? I am talking about sleep. Since the beginning of time history is filled with people fascinated with sleep. Does anybody ever think about why we sleep or what goes on to our brains while we sleep? Well before the twentieth century sleep was thought of as just a period of restful inactivity because there was no clear way to study brain activity. But since then the invention of the electroencephalograph by German psychiatrist Hans Berger in the 1920s it gave sleep researchers a tool for studying brain activity. These brain activities that they study are called brain waves. Today's scientist research a number of physical functions during sleep such as eye movements, muscle movements, breathing rate, air flow, pulse, blood pressure, amount of exhaled carbon dioxide, body temperature, and breathing sounds. There are two basic types of sleep. REM sleep also known as rapid eye movement sleep or active sleep, and NREM sleep, or non rapid eye movement sleep, also known as quiet sleep witch is divided into four stages witch I will describe shortly. I will also describe the changes in sleep over our lifespan. While you are preparing for bed you are up and reasonably alert so your brain produces small, fast brain waves called beta brain waves. When your head hits the pillow your muscles begin to relax and your brains electrical activity starts to slow down making the brain produce slower and larger brain waves called alpha brain waves. During this stage you may start to experience odd but realistic sensations such as your name being called or you feel a falling sensation or maybe you see kaleidoscope like patterns. EX... VIDEO GAMES. These experiences are called hypnagogic hallucinations. The most common of these h...

System analysis and design Article Example | Topics and Well Written Essays - 750 words

System analysis and design - Article Example On this basis, this paper focuses on analysis and critique of the functional and non-functional features of a sample information system via an account of petrol station sales management system. A water flow and entity relationship diagram used in the development of the proposed system has provided the basis of the whole analysis process (Shelly & Rosenblatt, 2012). The second phase, requirements specification, is clearly a very positive move in the strategic presentation of the system since it aided in ensuring that the right functional requirements were gathered. This information is highly fundamental in ensuring that this information system is efficient enough in performing the expected functionalities. The design process was about creation of graphical presentations of the targeted system. Implementation phase engrosses development of small independent modules of code that offered unique but related functionalities. In testing and integration, the individual modules were put together into one coherent component and then tested against the design diagrams. Lastly but certainly not the least, the operations and maintenance phase proved to be very important in the development of the Information system. Not only did this phase aid in delivering the final system but also played a huge in adding and removing features that had been spotted as erroneous (Shelly & Rosenblatt, 2012). It is vital to note that, although, the waterfall model offered a clear view and presentation of the system development process; it still delivered a considerable set of challenges. One of the most crucial challenges is that all the errors and omissions can only be rectified at the operations and maintenance phase (Shelly & Rosenblatt, 2012). For any system development process to be successful, users have to be widely involved in the whole development process. However, in this methodology (waterfall), users are only involved