Labour Relations and Employment Law Samples †MyAssignmenthelp.com

Question: Examine about the Labor Relations and Employment Law. Answer: Kind of Grievance A lamentable episode occurred in the organization a week ago where Paul and Lisa got into a verbal disagreement where the two of them utilized disparaging language against one another and heaved claims over one another. Paul blamed Lisa for misrepresenting the books of the organization and of dispatching the assets of the organization from the trivial records on consistent schedule. As a counter charge, Lisa blamed Paul for inappropriate behavior, where Paul contacted here improperly on her lower back and furthermore passed obscene remarks. The battle heightened so much that the entire office could hear the maltreatment being heaved at one another and became observer to the equivalent. So as to quiet down the circumstance, the supervisors interceded and isolated the two. This was an individual sort of working environment complaint as it included occasions of control and badgering. Job and Responsibility Administrator With regards to the protests encompassing inappropriate behavior at work environment, there is a requirement for the equivalent to be appropriately explored and this examination must be started by the supervisor. This is on the grounds that it is the legitimate duty of the administrators to pay special mind to any offense, which incorporates lewd behavior (Quick McFadyen, 2017). The administrator should know about what lewd behavior is and make an approach to address this issue. This would incorporate the means which must be taken when a grumbling of inappropriate behavior is, the lewd behavior control, the results of enjoying such exercises (Buckner, Hindman Huelsman, 2014). With regards to misrepresentation of books, the directors need to take a shot at the grumbling with the records division and explore upon the issue. On the off chance that the issue is see as evident and of genuine nature, steps can be taken to fire the representative for genuine wilful unfortunate behavior. Where the adulteration of books isn't rigid, the worker can be given another opportunity, with a harsh notice of being ended if such occasions are rehashed (Karpoff, Lee Martin, 2014). As both Lisa and Paul had been ended for their unfortunate behavior, the administrator as the obligation of allowing them to make some noise, as an immediate end could bring about an instance of out of line excusal being brought against the supervisor. HR Advisor The job of HR consultant gets significant in the instances of lewd behavior. The HR not just needs to tune in to the objections of the person in question yet in addition needs to consider the side of the culprit to discover reality of the claims which have been made. Reference should be made to the HR strategy drawn in regards to inappropriate behavior and dependent on this guide the issue must be tended to (Armstrong Taylor, 2014). Legitimate help must be given to the survivor of provocation and this incorporates giving the important odds of mental assessment and interview (Connolly et al, 2015). The job of HR counsel is increasingly unmistakable in instances of lewd behavior in contrast with the administrators, and the equivalent becomes the other way around in instances of cases of distortion of books. In such cases, the HR guide simply needs to guarantee that the representative is allowed to advance his position before he is ended for wilful offense. Guidance to Manager These complaints can be adequately managed by the administrators by making three key strides, which have been clarified underneath. Meeting with Grievor and Union agent The initial step which requires to be attempted by the administrator incorporates meeting with the grievor and the association delegate. Despite the fact that this was an individual issue, yet in instances of inappropriate behavior and distortion of books, which have the limit of a person to be fired from his business, the help of association delegates is regularly depended on. The association agent can likewise facilitate the procedure (Webb, 2015) As both the people have been ended for their conduct, the association agent must be especially mentioned to not raise a case of out of line excusal attributable to the deficiency of the people (Emir, 2016). In this way, the administrator needs to organize a gathering with the person in question and the association delegate in a period based way and at a nonpartisan spot. This gathering would give an opportunity of tuning in to the issue in detail and assembling the evidences which the gatherings submit before the administrator (Cox, 2017). This gathering would happen independently for Paul and Lisa as both have made genuine claims against the other. When these gatherings are led, the chief would need to attempt his own examination, for discovering reality behind the charges which have been made. Examination and Gathering Evidence In the wake of tuning in to the focuses made by the grievor and the association agents of both Paul and Lisa, an individual examination would be embraced by the director and this would be planned for social occasion the data which is required for demonstrating the cases made. So as to examine upon the cases of inappropriate behavior, there is a need to acquire proof from Lisa, who made the cases of lewd behavior against Paul. This proof should be cross referenced with the proof gathered from the various workers, especially the ones close to Paul and Lisa. The CCTV film needs to likewise be examined (Matthews, Fitzpatrick, Bohle, Quinlan, 2014). This would help in getting the cases of Lisa being checked and reality behind the circumstance being achieved (Strauch, 2017). With respect to the adulteration of proof, the books must be investigated as against the receipts of negligible costs. Proof must be acquired from Paul in regards to his cases. The records and account division, notwithstanding an individual from review board of trustees must be taken assistance of for checking the cases of Paul. While researching and assembling of such data, the administrators can utilize these inquiries: When and where did the lewd behavior occur? For what reason was the equivalent not revealed right away? Are there any evidences of such event? How did Paul come to know about the adulteration of records by Lisa? How did Paul come to know about the cash being taken from the frivolous records by Lisa? Was this issue raised with the HR/accounts division? In the event that indeed, when? If not, why? Is there anything to legitimize the direct which has been attempted? (Webb, Tarun Molo, 2016) Complaint Response An episode occurred in the workplace a week ago where Paul made charges of misrepresentation of records and settlement of insignificant assets by Lisa in an unlawful way and Lisa made claims of inappropriate behavior against Paul. This issue was completely researched upon by scrutinizing the claim making parties and the staff of the organization, notwithstanding the records, money and review office, and by cross referencing the equivalent with the camera film. The gatherings led with the grievor and the association agents were additionally embraced so the purposes of both Paul and Lisa could be noted down in nearness of an appropriate delegate. Despite the fact that the issue has been explored upon, there are still a ton of escape clauses in the whole issue. This requires the counsel to be taken from experts, especially for the case of lewd behavior, where a specialist clinician could analyze the circumstance of Lisa, and with regards to Pauls charges, the guidance of interior and outside reviewers is required to find if Lisa truly had enjoyed such unlawful direct. Along these lines, all the inner level assessments have been directed and the further reaction of complaint requires help of specialists. Thus, it is mentioned to you, to do the needful. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human asset the board practice. London: Kogan Page Publishers. Buckner, G. E., Hindman, H. D., Huelsman, T. J., Bergman, J. Z. (2014). Overseeing working environment lewd behavior: The job of supervisor training.Employee Responsibilities and Rights Journal,26(4), 257-278. Connolly, J., Josephson, W., Schnoll, J., Simkins-Strong, E., Pepler, D., MacPherson, A., ... Jiang, D. (2015). Assessment of a young drove program for forestalling tormenting, inappropriate behavior, and dating animosity in center schools.The Journal of Early Adolescence,35(3), 403-434. Cox, R. (2017). The Right to a Work Environment Free from Psychological Harassment Under Quebecs Labor Standards Act. InPsychosocial Risks in Labor and Social Security Law(pp. 215-242). New York: Springer. Emir, A. (2016).Selwyn's law of work. Oxford: Oxford University Press. Karpoff, J. M., Lee, D. S., Martin, G. S. (2014). The outcomes to administrators for money related deception. InAccounting and Regulation(pp. 339-375). New York: Springer. Matthews, L. R., Fitzpatrick, S. J., Bohle, P., Quinlan, M. (2014). Examination and indictment following working environment fatalities: Responding to the requirements of families.The Economic and Labor Relations Review,25(2), 253-270. Snappy, J. C., McFadyen, M. (2017). Inappropriate behavior: Have we made any progress?.Journal of word related wellbeing psychology,22(3), 286. Strauch, B. (2017).Investigating human blunder: Incidents, mishaps, and complex frameworks. CRC Press. Webb, D. K., Tarun, R. W., Molo, S. F. (2016).Corporate Internal Investigations. Law Journal Press. Webb, S. R. (2015). Sped up discretion: is it quick?: proof from Canada.

Justification of Political Authority Essay Example | Topics and Well Written Essays - 7500 words

Legitimization of Political Authority - Essay Example Be that as it may, a few scholars don't see the demeanor of subjects toward such authority as the definitive factor. Along these lines, Thomas Hobbes and John Austin contend that political expert in the true sense just adds up to the limit of an individual or network to keep up open request just as secure the dutifulness of a great many people by giving orders upheld by sanctions. Subsequently, the authenticity of power as apparent by subjects isn't significant and any element that is accepted plays out the capacity of power is constantly advocated (Hobbes 1668). Another basic part of the position banter is its differentiation from political force. In legislative issues it is a typical practice to utilize the terms force and authority conversely however the significance of these terms is extraordinary. The distinction lies fundamentally in the way that 'authority' includes a case of defense and authentic option to practice control over the subjects while 'power' infers a minor capacity to accomplish certain objectives and doesn't really include a case of legitimization and additionally authenticity (Arendt, 1968). In this way, political force identifies with the state's capacity to get residents to act in a specific way even regardless of their hesitance. Besides, political force doesn't require an inspirational disposition from the subjects and doesn't rely upon its genuine accomplishment at making sure about open request. Dangers and offers are the key components of political force: Clearly, for the state to have accepted position or authentic authority necessitates that the state have the ability to constrain those subjects who don't wish to come. This is important for the state's capacity to keep up open request and to guarantee the individuals who do consider it to be a power that it will have the option to do what it should do (Zalta, 2004). Accordingly, the term 'expert' in the importance of political authority is increasingly pertinent for the reasons for this paper. There are various talks on the nature, authenticity and support of political power. Ordinarily, three major kinds of originations about authenticity of political power: political authority as supported intimidation, political authority as the ability to force obligations, and political authority as the option to administer (Zalta, 2004). The primary origination depends on the ethical perspective in defending a political power which pressures the subjects. The pith of this origination is that a political authority may have the reasonable good option to force its subjects. For instance, a gathering of individuals might be ethically supported in participating in only a couple of activities of pressuring others. Or on the other hand a gathering might be ethically legitimized in taking part in pressure all the more by and large as on account of an ethically advocated military occupation. This idea of power doesn't really include obligations with respect to the constrained individuals: actually, maintaining a strategic distance from or getting away from pressure might be supported. One case of such circumstance could the circumstance of a military control of a state supported under the affection of utilizing such occupation as an instrument to keep a third force from taking part in ethically unjustified hostility. In spite of the fact that this origination depends on moral avocation of pressure utilized by political position, the expert for this situation can't either give orders or make laws: it is defended on

An Analysis of Human Resources Management at TNT Essay -- Business Hum

An Analysis of Human Resources Management at TNT Dynamite is the European market pioneer in worldwide express appropriation, coordinations and worldwide mail. Any place an organization works TNT will ensure that their records, transfers and business mail are conveyed securely and on time utilizing their incorporated air and street systems. Their worldwide tasks are centered around the key regions of world exchange Europe, Asia, North and South America. They too have solid household arranges in Australia and Europe. Their operational systems are upheld by modern innovation which just as guaranteeing administration unwavering quality gives ongoing, on-line data on the status of the transfer. Their focal way of thinking is to put the client at the core of their business. They plan to be companies’ colleague concocting answers for every one of their clients' circulation needs by consolidating their center capacities to make new items and administrations. The HRM of TNT enable workers to give the quickest and most dependable assistance which includes maintaining the quality standards for the advantage of all partners associated with the association in this way empowering them to accomplish the vision. The quality standards of TNT are: client care, initiative, individuals, correspondence, assets, providers, forms and the effect on society. For every one of this standards the HRM ensures and show how its needs to be completed:  · Customer Care: Always tuning in to and constructing top of the line associations with their clients to assist TNT with giving phenomenal norms of administration and customer fulfillment.  · Leadership: Inspiring all individuals from the TNT group to be exceptional achievers and expanding on their get it going strategy through clear bearing, backing and responsibility.  · People: Recognizing individual and group accomplishments, advancing from inside at every possible opportunity and urging everybody to appreciate fulfilling vocations that give security and occupation fulfillment.  · Communication: Working hard consistently to energize clear and fair two-way interchanges which encourage cooperation, they should get through disposition and staff association through an open administration style.  · Resources: Employing the best individuals in a top of the line working condition and supporting them with continuous preparing, solid prepare... ...ager or by the activity holder’s prevalent. The exhibition examination allows the chiefs to remunerate representatives and to express gratitude toward them for working superbly. Evaluation typically happens more than once per year. In a few associations it happens each month like clockwork. The more regularly it is done the better. At TNT evaluations happens at regular intervals. The advantages of execution evaluation for the association are:  · It encourages workers to recognize preparing needs.  · It might uncover different issues †for instance, there might be work environment troubles with other staff (eg it may be brought about by sexual or racial badgering).  · It might untap helpful new abilities.  · It improves correspondences among workers and directors †a couple uplifting statements and applause for working superbly are frequently profoundly inspiring.  · It gives disciplinary documentation †if the business needs to excuse someone, the presence of through evaluation records, which distinguish the person’s failures, or absence of exertion will be very valuable.  · It assists with fixing pay rises †progressively individuals get execution related compensation which depends on the evaluation meet.

Prostitution69 essays

Prostitution69 articles For whatever length of time that human development has existed. the offer of sex and sexual administrations has been viewed as an issue by a few, and as a lifestyle by others. Individuals who take a gander at prostitution as a lifestyle are not simply the whores who offer these administrations. There are numerous nations in this world that see the offer of sex as a feasible wellspring of salary and as an acknowledged social movement. Nations, for example, Holland see prostitution as a socially acknowledged lifestyle and manage them in that capacity. Indeed, even in America where prostitution is condemned in many states and the negative social disgrace that encompasses prostitution plagues government officials to tidy up our neighborhoods, you can in any case discover pockets where prostitution is lawful and managed, for example, Las Vegas. My last task is going to manage the advantages and issues of sanctioning prostitution on numerous levels, for example, infection control, tax asse ssment, and good issues. The gatherings that I will manage are sex laborers, Johns, and the legislature. Having perused numerous perspectives on the issue of sex work, we should initially choose what comprises sex work and to what degree should government be permitted to control said work. To start with, I will make a general definition concerning what sex work comprises. For this paper sex work establishes performing sexual exercises in return for cash or product. In typical terms, I will discuss prostitution and strippers. I totally comprehend that there are different types of sex work, for example, sex entertainment yet for this paper I don't wish to handle those subjects. The main inquiry I will discuss is the reason is sex work is viewed so adversely, provoking lawmakers in numerous nations to prohibit it. A wide range of gatherings restrict sex work and every one has an alternate sentiment with respect to why it isn't right and ought to be made unlawful. These gatherings extend from those restricted to prostitution on moral grounds to legitimate reasons ... <!

adult education Essay Example

grown-up training Essay Example grown-up training Essay grown-up training Essay Grown-up training is the procedure whereby grown-ups take part in precise and continued learning exercises so as to increase new types of information, aptitudes, perspectives, or qualities. Grown-up instruction can occur in the working environment, through expansion school (e. g. , Harvard Extension) or school of proceeding with training (e. g. , Columbia School of Continuing Education). Other learning places incorporate junior colleges, society secondary schools, schools and colleges, libraries, and long lasting learning communities. The training may likewise incorporate Training and Development which is frequently connected with rofessional improvement. Grown-up training has additionally been alluded to as andragogy (to recognize it from teaching method). Instructing grown-ups varies from teaching kids in a few different ways. One of the most significant contrasts is that grown-ups have collected information and work experience which can add to the learning experience. Another distinction is that most grown-up instruction is deliberate, accordingly, the members are commonly self-roused. Grown-ups as often as possible apply their insight in a useful design to adapt viably. They should have a sensible desire that the nowledge they increase will assist them with advancing their objectives. For instance, during the 1990s, numerous grown-ups, including generally office laborers, tried out PC instructional classes. These courses would show essential utilization of the working framework or explicit application programming. Because of the way that the reflections administering the clients connections with a PC were so new, numerous individuals who had been working professional occupations for a long time or all the more in the end took such instructional classes, either at their own impulse (to pick up PC aptitudes and in this manner procure more significant compensation) or at the command of their supervisors. In the United States, an increasingly broad model is when grown-ups who dropped out of secondary school come back to class to finish general training necessities. Most upwardly portable positions require in any event a secondary school confirmation or identical. A working grown-up is probably not going to have the opportunity to just stop their Job and return to class full-time. State funded educational systems and junior colleges generally offer night or end of the week classes therefore. In Europe this is regularly alluded to as additional opportunity, and numerous schools offer customized courses and learning programs for these bringing learners back.

Leadership @ MIT

Leadership @ MIT I did some ~leadership~ in high school, as Im sure many of you did. Maybe your experiences were similar to mine; probably a lot of them were, tbh, since I followed a very typical path. In middle school and freshman year, I joined some clubs, learned a lot, and had fun; sophomore and junior year, I stuck with the clubs I cared about the most and learned more about them and how they worked. Senior year, I was In Charge: the clubs took over my life, and I spent lots and lots of my time and energy planning events and teaching kiddos. By the end of senior year, I was super burned out and ready to move on, and although I still talk to the younger students I met through those clubs, Im barely involved at all with their actual day-to-day workings. Sound familiar? Theres nothing necessarily wrong with this path; through my extracurricular involvement in high school, I learned a lot, both about my clubs topics themselves (#Classics4lyfe) and about how to mentor younger people and run large groups. I had a ton of fun, met my girlfriend and some of my best friends, and was given an outlet for my energy and creativity that my classes didnt always offer. But at the same time, there were downsides. By the end of senior year, I was exhausted and desperately needed a break.01 Which I didnt really get, because I worked a job all summer. Dont do this if you can avoid it, kids! Summer before freshman year = time to relax. Then, I moved to Boston, making me pretty unavailable to help the younger students who now run my clubs. I experienced this dynamic, too, when I was the younger student, and it was sometimes really difficult for example, when my predecessor hadnt left good enough records and I didnt know how to do a traditional task, or when my predecessor was officially the one in charge for one more month, but in effect, they had already checked out. In high school, I thought this was just the way things were. Life is hard; get used to it. And then I came to MIT, and I realized that there was so much more to the world than I thought there was.02 this is true with respect to many things. maybe i will make a post compiling them all some day At MIT, or at least in the little corners of it Ive seen, the leadership trajectory is nothing like this; it takes a shape I honestly never imaged in high school. At MIT, freshmen get to do things! Freshmen get to be the president of their a cappella group, or run an ESP program, or be in charge of running their dorms CPW events, or work with administrators to help review and update our housing policies and these things are common, encouraged, and in some cases even tradition. How do we make this work? Whats preventing all of us freshmen from biting off more than we can chew and drowning? Well, to be honest, it sometimes happens (it sometimes happens to everyone; thats the MIT Experience TM), and I do think there are some positions that might really require a years worth of familiarity with the Institute. But the real secret here is: upperclassman and alumni involvement. When freshmen take on more leadership roles, older students dont get as burned out; they stick around for mentorship, and to field a barrage of questions like When was this due last year?, Should I mention X or just Y in my email?, and Do we  always spend $1,000 on this? MIT has a culture of alumni involvement, aka people not just blowing the popsicle stand after four years and then only interacting to donate money to the corporation, and I think thats not necessarily present at all undergrad institutions. Plus, we have a robust grad school and we live in a big city; people often stick around for a few years after graduating, whether to get more education or simply because their job is here. Lots of those people just keep on showing up, supporting their old groups at events and pitching in when help is needed. So although freshmen may be in charge, in reality, our support system is much, much stronger than it was when I was In Charge (with capitals!) in high school. I think that this is one facet, perhaps a less-often recognized one, of MITs unique mentality, which I have just now coined sink or swim with support. (And, like, Im not claiming that its always like this sometimes the support isnt there, and thats obviously Bad. What Im describing is MIT at its best.) Here, you have room to try and fail: to tackle hard psets, to sign up for difficult classes, to try out roles for which you might have little experience. Many of us learn from this that our abilities are greater than we thought them to be, and succeed where we had worried we would fail. But if we do fail, there are office hours; there is a very late drop date; there are older students who can advise and teach you. And with this safety net, I personally, at least, feel more able to take a chance when I do not know if I will reach my goal Im able to stretch my failure muscles instead of only ever trying things I know I can do, and never finding out what else I might be capable of. So, uh, catch me at my a cappella groups concert on Friday?!?!? I will be the one holding the thirty-six servings of mac and cheese I just ordered on Amazon, handing out the skit scripts, humming my music so I dont forget it, and trying not to lose my mind. 3 Post Tagged #leadership Which I didn't really get, because I worked a job all summer. Don't do this if you can avoid it, kids! Summer before freshman year = time to relax. back to text ? this is true with respect to many things. maybe i will make a post compiling them all some day back to text ?

The Biological Comparison between Dolphins and Whales - 1650 Words

The Biological Comparison between Dolphins and Whales (Essay Sample) Content: Biological Comparison between Dolphins and Whales Students Name Institutional Affiliation Introduction About seventy million years ago, the terrestrial ancestors of dolphins and whales re-entered the marine environment where life originally started. This had a profound effect on their locomotion, diet social behavior and reproduction; for example the breathing system in the waters rendered useless the olfaction of the cetaceans. In water, both animals were met with vision challenge, since light doesnt travel very well in water; they had to adapt. They started to communicate through low frequency sounds. Dolphins have evolved echolocation similar to sonars and bio sonar communication method used by bats. Large baleen whales also evolved low frequency calls suited for long distance communication: they produce and hear the low-frequency calls(Tyack Clark, 2000). A comparison of the dolphins and whales is given in the discussion below. Culture The ethnographic evidence for cetacean culture is remarkably strong, given the substantial difficulties of studying whales and dolphins in the wild. In only four (of 80) species of Cetacea have more than a handful of papers on behavior been published (Mann 1999): the bottlenose dolphin (Tursiops spp.), the killer whale (Orcinus orca), the sperm whale (Physeter macrocephalus) and the humpback whale (Megaptera novaeangliae). These four species span a wide range. For instance, their sizes range from 2m (bottlenose dolphins) to 16m (sperm whales), their habitat from protected coastal lagoons (bottlenose dolphins) to deep oceanic waters (sperm whales), and trophic levels from partial planktivores (humpback whales) to top predators (killer whales). The four species have diverse social systems: humpback whales live in loose fission- fusion societies (Clapham 1993); both sexes of killer whale generally remain within their natal matrilineal groups from which males disperse to lead quite solit ary adult lives (Whitehead and Weilgart 2000). From the ethnographic perspective, cultural transmission is deduced from spatial, temporal or social patterns of variation in behavior that are not consistent with genetic or environmental determination or individual learning (Rendell and Whitehead 2001). Reproduction in Dolphins and small whales of the family Delphinidae Many populations of dolphins and small whales are exploited directly or incidentally (IWC, 1976) and must be assessed and managed. Gestation period is one of the least variable reproductive parameters on a within-species basis in delphinids and in mammals in general (Kiltie, 1982). The published estimates of gestation period range from about 10 months to over 16 months. There appears to be a relationship between length of gestation, fetal growth rate and birth size or brain weight at birth, such that larger delphinids (e.g. Orcinus and Globicephala) have longer gestation periods than do the smaller forms (Stenella or Lagenorhynchus); (Perin and Reilly). The estimates of age at attainment of sexual maturity are available for 11 of roughly 32 species of delphinids. They range from 3 (Delphinus delphis) to 16 years (Orcinus orca), (Perrin and Myrick 1980). The ovaries of cetaceans are unusual in that scars (corpora albicantia, or CAs) resulting from ovarian events persist for years and probably indefinitely in at least some species e.g. Globicephala mocrorhynchus (Marsh and Kasuya, 1984) and perhaps G.melaena (Sergeant, 1962). Although ovarian scars do not provide a reliable record of fecundity, they are at least for younger animals, a relative index of ovarian activity, i.e. estrus and ovulation, and thus potentially are still valuable in characterizing the structures, breeding systems and dynamics of populations. Therefore, some delphinids (e.g. Globicephala melaena, Pseudorca crassidens, and perhaps Stenella spp. and Lagenorhynchus obliquidens) are reflex ovulators, i.e. require copulation and/or presence of a mature male to trigger ovulation (Harrison, 1969 and Harrison et al. 1972). Adaptation Coastal waters of the California current support a rich and diverse marine fauna, including at least 30 species of cetaceans (Leatherwood et al. 1982a). It has long been known that the abundance of some cetacean species changes on both seasonal and inter-annual time scales (Norris and Prescott 1961, Leatherwood and Walker 1979). In 1975- 1978and 1980- 1983, year- round aerial surveys were conducted in southern and north-central California, respectively, to investigate seasonal patterns in cetacean distribution and abundance (Dohl et al. 1980, 1983, 1986). Gray whales (Eschrichtius robustus), short- finned pilot whales (Globicephala macrorhynchus) and a northern right whale (Eubalaena glacialis) were observed only during winter period. Striped dolphins (Stenella coeruleoalba) and Bairds beaked whales (Berardius bairdii) were seen only during the summer period (Forney and Barlow 1998). However, no significant seasonal difference in abundance were identified for five cetacean species: o ffshore bottlenose (Tursiops truncatus), sperm whales (Physeter macrocephalus), Dalls porpoises (Phocoenoides dalii), Killer whales (Orcinus orca), and humpback whales (Megaptra novaeangliae). All of the remaining delphinid species are substantially more abundant during winter than during summer (Forney and Barlow 1998). This included the cool-temperate species, pacific white- sided dolphins (Lagenorhynchus obliquidens) and northern right whale dolphins (Lissodelphis borealis) as well as the warm-temperate to tropical common dolphins (Delphinus spp) and Rissos dolphins (Grampus griseus). With the exception of Rissos dolphin, all of these delphinids also exhibit significant differences in distribution between seasons. It has been reported that the population of blue whales in west coast of iceland(Bigg, Olesiuk, Ellis, Ford, Balcomb, 1990), they have also been sighted in in a few other places such as western north Atlantic, southern coast of newfoundland and Gulf of Maine (Bigg et al., 1990) Feeding During the past several years, stomachs of stranded, harpooned, or incidentally captured to purse- seine and gillnet fisheries cetaceans have been routinely examined and have saved otoliths, cephalopod beaks and other identifiable remains that have been encountered (Fitch 1968). The stomachs of seven species (pygym sperm whale, pacific spotted dolphin, spinner dolphin, white- sided dolphin, common dolphin, northern right whale dolphin, and Gulf of California harbor porpoise) have yielded otoliths and all but Gulf of California harbor porpoise also contain cephalopod beaks (Fitch 1968). There has been much speculation on whether the otoliths found in the folds of cetacean stomachs represent the remains of a single meal, or are an accumulation from several days of feeding. The researcher concludes that not even 15,191 otoliths (representing more than 7596 fishes) reported by Schmidt (1923) represented a full meal for the Delphinus that they come from (Fitch 1968). This conclusion was b ased on the fact that it takes from 7000 to 10000 adult Benthosema panamense to fill a gallon jar, which is much smaller volume than a distended dolphin stomach. Over the years, anecdotal observations and circumstantial evidence have accumulated indicating that killer whales feed upon a variety of marine mammals and fish (Ford et al. 1998). Early reports of killer whale predation mentioned the harbor seal (Phoca vitulina), Steller sea lion (Eumetopias jubatus), Dalls porpoise (Phocoenoides dalii), gray whale (Eschrichtius robustus), and minke whale (Balaenoptera acutorostrata) (Sheffer and Slipp 1948; Hancock 1965; Pike and MacAskie 1969). Behavior Cetaceans are highly predated upon by killer whales. They usually hunt in packs, which makes them very effective predators, to a point they can even hunt: dolphins, porpoises and large whales (blue and sperm whales) (Ballance, 2006). Other predators according to Ballance (2006) include: large sharks, false killer, pygmy killer and pilot whales. Large whales frequently show signs of killer whale tooth rake mars on their: flippers, fins and flukes. About a one-third of the bottlenose dolphins from eastern Australia have shark bite scars; which suggest that they regularly meet predators. It has been thought that large whales migrate annually to reach their calving grounds: areas where killer whale densities are low. The prey species are thought to have evolved schooling behavior as a defense mechanism: where they swim together in large groups (Balance, 2006). These behavioral adaptations according to Balance (2006) have highly affected their: distribution, abundance, social structure, timing and reproduction modes, foraging strategies and speciation patterns. Feeding cetaceans provide feeding opportunities for seabirds by driving prey to the surface sometimes injuring or disorienting it. In one study up to 87% of all feeding individuals from four seabird species in the Bearing Sea associated with gray whale mud plumes (Obst and Hunt, 1990). Killer whales strongly believe in the idea of gro...

A Day At Home - Original Writing - 1026 Words

It had been a fairly, nice day, and work wasn’t to bad. My boss wasn’t on my tail for not getting him a paper on time. It was supper time when I got home. The food was already set out and the kids at the table when I walked in the door. Jane, 9 years old, had a book in her hand like normal. Billy, 4 years old, sat there picking at his scab. My husband came in with the last plate. Jason had been out of a job for 9 months now, so he was the stay at home mom for a little while. I set my bag down on our wooden table right beside the door. I walked over to the table said hi down and went to finish helping my husband. When we were finished, I sat down to look all of my wonderful family in the eye and see that today was a good day. When supper†¦show more content†¦Then I got down on my knees to check for monsters. What I didn’t expect was to see a pair of glowing eyes staring back at me. I went ghostly white. This creature barely whispered, â€Å"Mommy, there is someone in my bed.† I panicked, I didn’t know what this thing was. It just was under there not moving at all. It was afraid I was going to do something to it. A million thoughts went through my head. I decided to call for Jason. He hurried into the room wondering what was going on. â€Å"Yes, honey?† â€Å"I want to show you this paint chip on the bed frame.† I knew he would rush over because we came up with a password to warn each other of something important without alarming the children. He bent down next to me. I pointed at the things under the bed. He almost grasped before he caught herself. He panicked and looked at me. I couldn’t tell from the lighting of the room but I knew he was going to call the police. He dialed the phone, â€Å"Excuse me, but there is something under my sons bed. More like another one of him. Please come to my house. I am not joking, this is something we don’t know how to deal with.† â€Å"Yes. We will be there shortly, if you could just stay calm and don’t alarm the children. We will be coming with the sirens off and looking out for your house. Can I please have your address ?†

A Look at Myelin and Myelin-Related Disorders Essay

A Look at Myelin and Myelin-Related Disorders Myelin is the protective sheath around axons in the nervous system, and is often referred to as white matter. It acts as an insulator to the electrical signal that is conducted down the axon as a neuron fires, and can well be compared to the insulation around an electrical wire. The myelin sheath contains a variety of fatty substances (lipids), and contains at least ten distinct chemicals (2). . From what is known, axons are not fully myelinated at birth, but myelin is formed from birth on into the second decade of life (3). The way myelination takes place is through glial cells wrapping around the axons in a spiral fashion. The axons are originally embedded in these glial cells, and the†¦show more content†¦After patches of myelin are taken off the axon, oligodendrocytes repair the damage, but in the process cause scar tissue (gliotic plaques). These hard plaques then begin to interfere with the flow of electrical impulses that move through the axon (6).. In most cases, the disease is characterized by alternating phases of relapsing and remission, where the remission phases get increasingly shorter. The symptoms include spasticity, double-sightedness (diplopia), and an unsteady gait (5).. This may suggest that it is not the case that myelin in the CNS in general is targeted, but that rather myelin in specific regions is affected. In case of the symptoms above, we might suspect demyelination of some motor neurons, or neurons related to the function of the visual cortex. The second group of demyelinating diseases,hereditary metabolic disorders, are degenerative diseases and include, among others, the eight identified leukodystrophies (5). Here, leuko means white, and refers to the white matter (myelin sheaths) of the central nervous system, and dystrophy means imperfect growth or development (2).. The majority of the leukodystrophies are storage disorders, where the absence or malfunctioning of an enzyme results in the toxic accumulation of chemical substances (5) In each of the so far identified leukodystrophies only one of theShow MoreRelatedVitamin A and Multiple Scolorosis1385 Words   |  6 Pagesof action in addition to difficulty in excretion, related to its solubility in lipids. Retinoic acid is one of vitamin A’s major metabolites that perform in functions related to the nervous system and the immune system (1). Multiple Sclerosis is a debilitating disorder of the central nervous system (CNS), which is characterized by myelin sheath destruction, where myelin refers to the fatty covering that protects the brain and spinal cord (3). 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For example, if a patient is experiencing nausea, muscle fatigue, and vomiting, they could have a variety of things, but combine these with infants then you most likely have a case of PCD. It is diagnosed by physical symptomsRead MoreParkinson s Disease And Its Effects1299 Words   |  6 PagesThis damage occurring is called oxidation stress and this type of damage is found in people who are diagnosed with Parkinson’s Disease (2012, June). The structure of a neuron helps to perform the cells function. The axon of the cell is covered with myelin sheath and is slender which allow s input to transferred rather quickly. The dendrites of the cell body are branded out in a way to serve as a â€Å"landing pad† for the information coming into the brain. Also, in Parkinson’s no certain organelle is found

Don t Let That Terrorist Get An A - 797 Words

â€Å" Don’t Let That Terrorist Get An A † Living in a place where getting out is not an option. I always believed that there will be an end to a bad situation. Getting shot at and saying words as if they were your last is sad; seeing your parents cry about something you can’t prevent is worse. December, 2001 I was born in a place that had been taken over by a big group of terrorists. Me, my family, and everyone in the city had a 40% chance of dying everyday. After living through certain in cidents, you start expecting everything to happen at anytime- any situation- any place around the neighborhood. Getting out of the house and hugging your family as if you will not make it back at the end of the day. It was the city of war. Iraq. Based on the phone ringing, I infer that it is not a good idea to answer. I loved my cousins; they were the only friends I had. It was that day where I begged my dad to spend time with me and not go to work. Al Qaeda, a terrorist group, called my dad and asked him to go to his shop, they said they won’t be there so, me, my uncle and dad went there to check it out. We saw what I will never unsee. We saw 13 of my cousins covered in blood, dead in the place where they made their living. I almost passed out, but that’s not the first time I saw someone covered in blood. I used to cry myself to sleep, wishing I could get out of that place as soon as possible, I had no options. Incidents happened everyday I breathed in that city. One day, my brotherShow MoreRelated Security of the United States Essay658 Words   |  3 Pagesa minimal level if the government would have done its job correctly. Terrorist attacks on the United States have shown the rest of the world our weakness.   Ã‚  Ã‚  Ã‚  Ã‚  In a recent newspaper article there was information that the governmental agencies that are supposed to provide the top security for the nation have failed. 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The opposers feel that the likelyhood of them being terrorists is to great, they will be too expensive, have to use our taxpaying dollars, could over populate, and push us away from potential job oppurtunities, that is why they shouldn t be allowed here. Are you for it, or are you against it? If a woman and her young children were standing on your doorstep, tired and hungry, with no place toRead MoreJohn Brown : An American Abolitionist Essay1560 Words   |  7 Pagesto him being convicted and hung for his crimes. John Brown had one motive that made him do these so called â€Å"crimes† by justifying his actions as obedience to a just god (31). This is the same reason today s terrorist do their acts of terrorism and his actions make me see him as a terrorist. John Brown was taught by his father that while slavery did have an upside as to the invention of the cotton gin, it was still a sin in the eyes of god (4). 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The American Dream and Identity Explored in A Raisan in...

The American Dream and Identity Explored in Hansberry’s â€Å"A Raisin in the Sun† Dreams are the very essence of individuality. While we live in a world that tries to shape us into becoming what they want us to be, we have our dreams that guide us to follow our own tendencies. The American Dream is one that everyone understands; the notion is practically synonymous with the United States. Hundreds of thousands of individuals come to America to pursue this dream because they know that when they are working toward something positive, they become better individuals. The idea of identity is closely linked with the American Dream because to have a dream, one must have some sort of idea of what one likes to do. In addition, success generally†¦show more content†¦While racism is a theme in the play, it is not emphasized as heavily as the search for significance through identity. Domina suggests that racism is important to the structure of the play because it â€Å"considers racism specifically within the context of a particular family’s dreams. Mam a Makes her decisions . . . based on her love for her family rather than primarily on an ideological opposition to segregation.† (Domina) She is simply selecting the best neighborhood for her family to live. Domina maintains, â€Å"It is eventually the family members’ ability to live by their own decisions rather than to simply react to the decisions of others which affords them their greatest dignity.† (Domina) This is significant to understanding the play’s theme because the Youngers are living in a world in which they have needed to react to many circumstances. To have the chance to make a decision based on something other than their environment provides a sense of stability and pride. Walter becomes the central focus of the play because it is through him that everyone learns a valuable lesson. He must suffer through this horrible event in order to

Child Observation Child and Adolescent Psychology Free Essays

This time, I decided to observe children between the ages of five and six in a kindergarten class room at Maddock Public School. Maddock is a smaller school and there were only five children in the class, all of them were boys. I knew this would be an interesting day, because we learned in class that boys tend to be a little bit more active and disobedient, but I was definitely looking forward to it. We will write a custom essay sample on Child Observation: Child and Adolescent Psychology or any similar topic only for you Order Now I went in about fifteen minutes before the school day started so I could observe the boys from the time their mom dropped them off, until the time I left. The first boy came in; he was a smaller boy, who is known to have special needs. I’m not exactly sure what is wrong with him, but his disabilities definitely showed during my observation. While his mother was dropping him off, I could tell that he didn’t want to leave her. He kept holding onto her legs, and whining, mumbling things to her that I could not understand but she could. She got down on one knee and told him that she would be back soon, and that he would have lots of fun with his friends. Right after she told him this, another child walked in with his older sister. The first little boy almost immediately forgot that his mother was there, and walked over to the other child. When the second boy got dropped off, he was immediately distracted by the other boy, and leaving his sister was not a problem at all. I guess that day was show and tell day, because they were each excited to show off what they had brought to each other. They didn’t want to wait until the designated time to show things off. The other three boys came in at the same time. I’m assuming they rode the bus together, because they came in talking about one of the older kids that must have been picking on one of them. As soon as they walked through the door, they ran and told Mrs. Maddock, their teacher. Of course the event wasn’t as serious as they made it seem, Mrs. Maddock explained to them that they were fine, and that if it happened again to let her know. About five minutes later, it seemed as though they had completely forgotten that it had even happened. The bell rung and the boys went and say down in their seats. While Mrs. Maddock was trying to talk to them a couple of them were listening to her, but the others were playing with their pencils and animal-shaped erasers. She would pause mid-sentence and look at them until they realized that she wanted them to stop. They would then slowly put their items down, and give her their undivided attention. She asked them to all sit by the calendar, and they all jumped up and ran to it, trying to get the closest spot. Their pictures were on the wall. One was by the weather station, the other by the line leader station, and so on. They each had their own little duty for that day. The one whose picture was by the weather stood up and told the rest of the class what the weather was supposed to be like that day. Mrs. Maddock had pictures with thunder clouds and lighting and rain. With those pictures, the little boy told them all that the weather was going to be bad, and it was going to storm. All of a sudden, one of the boys passed gas, and the room went from being quiet to loud in less than a second. All the boys started making farting noises and couldn’t stop giggling. Mrs. Maddock went along with it for about a minute or so, and made the little boy who passed gas say â€Å"excuse me. † They had finally gotten over it, and seemed as though they’d forgotten it. It’s pretty amazing how short their attention spans are! Mrs. Maddock walked to the front of the classroom, and all the boys followed to their seats. She did this a couple times throughout the time I was observing, and every time the boys knew exactly where to go. It was like that most of the day. She had those boys in line, and even at the age of five and six, they respected her. She pulled out a big ruler, and started pointing to the alphabet above the chalk board. One by one, the boys would name out the letter she was pointing to. As they called out the letter, they also wrote it down on a sheet of aper, and then spelled out a word that began with that letter. It was amazing to me that even the boy with special needs knew each letter, and knew how to spell a word using those letters. Of course the words were short, usually no more than four letters long, but they had these words perfected and had fun writing them too. Their reward for knowing all of the letters in the alpha bet was free time. During this time, they ran to the toy box and pulled out the dinosaurs and cars, and played. They were all getting along until one of the boys grabbed the other’s car, and wouldn’t give it back. One boy immediately sided with the one that stole, and the other two sided with the one who got his car stolen. It was mass chaos. Screaming at each other, and pointing fingers seemed to be the only way they knew how to settle this situation. Mrs. Maddock walked over and separated the kindergarten fight and asked the two main boys what had happened. Of course each of them had different stories, and it was funny to me to see how they reacted. The one who was lying kept looking away, and pausing his sentences with â€Å"um†¦Ã¢â‚¬  while he tried to make up more lies. Mrs. Maddock knew right away of course which one was telling the truth, but because they were all yelling at each other she put both of the main boys in time out. The other three went back to playing, and nobody seemed to fight anymore. Everyone got along, because they didn’t want to get put in time out either. About five minutes later, she asked the boys to line up by the door. The line leader of the day ran as fast as he could, just to get to the front, and started to tell the other boys to be quiet so they could leave. He was more than excited to show off his leadership to the other school as they walked through the halls to their Physical Education class. It was around this time that I left. After the boys left to go to the gym, I walked around and looked at their alphabet papers. One of the boys had exceptionally well handwriting. Three of the others were about average and of course the one with special needs was very hard to read. They also had art projects on their desks. It was fun to see that all the boys art revolved around sports and trucks or cars. While I was looking at these things, it made me wonder how different the class would have been if there would have been at least one girls. The classroom I observed in was my kindergarten class room, and Mrs. Maddock was my kindergarten teacher. Being in that classroom with her brought back so many memories. Of course our class was quite a bit bigger, I observed many things that could have been observed while I was in kindergarten. While classroom sizes might get smaller by the year, the level of energy and excitement between the classmates stay the same. How to cite Child Observation: Child and Adolescent Psychology, Essays

International Management Related Business Opportunities

Question: Discuss about the International Management for Related Business Opportunities. Answer: Introduction: Welspun Group is an India based conglomerate company. Its year of inception was in (). From its foundation until today, it has experienced a huge growth and expansion in the operation and product line. As discussed by Dunning (2014) globalization and its related opportunities have helped the companies to take some calculated risk and obtain an extensive gain from it. The same thing has happened to Welspun Group. It is now operating 50 countries with clients like Walmart, Target and many more. The strategy of product diversification and geographical expansion can be identified as the major growth strategy of the company. However, with such a huge operation there are a few potential limitations, which can create a threat to the future operation of the business. Discussion: If a close look to the case study can be provided it can easily be noticed that company is experiencing a high market growth by following a number of strategic operational decisions. The strategy of diversification in geography and product profile has helped the company to expand its business to 50 international markets with US$ 3.5 Billion revenue in the year 2013 (Welspun.com 2016). As discussed in the given case study, the company is not exactly suffering some issues, however, the followings can pose huge threat to its organizational success as well as operational abilities. With the help of globalization, the company has established production set up in some foreign countries. It can pose an operational issue to the organization. In many empirical cases, it has been noted that with the changes in the socio-political scenario of those countries, the profitability becomes affected. On the other hand, as mentioned by Verbeke (2013) the companies, which are operating in the global field, come much under the regulations of the international legal frameworks. Hence, the legal boundaries of import and export can be marked as one of the major issues of the companys concern. Moreover, as opined by Tuselmann et al. (2016) with the changes in the price level of the raw materials in the host countries, the company may face issues with its production volume and production cost. The company has established manufacture set up in the foreign countries, which have made them vulnerable to the changes of the price pattern of the resources and consequential effects. On the other hand, with the entrance to the global economy the company has exposed itself to the global competition. Now, the organization has to take its operational decision more strategically and a constant effort has to be made to ensure competitive advantages. As opined by Dunning (2013) the companies, which serve in the global market, have to compete with the organizations, which may have more market potential in the global scenario. In most of the countries the organization is recently operating, the market is well established for the old players. It is demanding a huge level of cost or expenditure for the organization to uphold and establish the brand name. With the changes in the relation with the associate companies may affect the growth level. Moreover, as opined by McFarlin and Sweeney (2014) the limitations of the raw materials and other resources are also capable of posing threat to the future growth of the company. As discussed in the case study, the organization is now operating with big business associates, which is itself a strategy of surviving in the foreign market, can proved to be an acute failure with the fall of the associate company. On the other hand, the company is dealing with multiple products offering which are remotely connected to each other. Hence, it can be speculated that in the future, the company may find it difficult to align all the businesses and suffer loss. Moreover, the company has diversified its product line in multiple sectors, which are not even new to the markets. Therefore, a threat of market failure is always there for the company. In addition to this, with a huge range of products and geographic operation, the organization may find it difficult to manage in the coming future. As opined by Klich (2013) among the growth strategies of the market giants, product diversification can be identified as one of the major risky ones. It involves a number of new production procedure, specialized employees and new customer base. All these, involve a huge range of financial expenditure. The discussed company is also facing this issue. Hence, to overcome these issues the organization can follow the bellow- discussed strategies in the future: Customer service and brand differentiation: The company can opt for creating a brand name regarding the customer service. As opined by Verbeke (2013) a good customer service provides a company a huge level of brand differentiation. As the company is largely supplying the retail houses and organizations, which are in direct contact to the consumers, it takes long for them to build a brand name. As mentioned by Hill et al. (2013) by directly serving the customers and upholding an excellent customer service, the company can nullify the bargaining power of the associate companies. Create demand for new products: In addition to it, the company needs to create demand and market for the product offerings in the new markets they are opting to operate. As discussed by Klich (2013) as the organization has mainly focused on product diversification, creating a demand of the market is needed for them to be successful in reaching the customers. To overcome the price issues and lose of the market, creating a demand of the product can help the organization to excel. Alignment of product diversification: On the other hand, as opined by McFarlin and Sweeney (2014) while opting for a product for the diversification strategy, the companies need to diversify its product line with the related product. For example, as the companys core operation is textile, it may opt for diversify its product line with the clothing accessories or shoes and many others. It will create an all-inclusive operation of the company in a certain industry and it may provide a sustainable growth rate. Creating more business in the Indian market: In addition to this, the company may focus on the ever-growing market of its native land, India. As discussed by Alvstam et al. (2014) India, China, Brazil are some of the nations which should be treated as a priority for new market entrants. However, the organization has an advantage of being native and understanding of the market culture of India. As opined by Cavusgil et al. (2014) the experience of the market will help them to strategically diversify the product line according to the customer demand. Moreover, the organization now can also supply to the national retail chains like Big Bazaar for obtaining sustainability in the market. Moreover, it will help them in increasing the profit count and reducing the dependency over the associates like Walmart, Target and many others. Establishing production houses in India: As opined by Meyer and Peng (2016) by establishing manufacture set up in the foreign lands, the company is losing the advantage of cheap labor and resource prices of India. As mentioned by Ajami et al. (2014) even today, the labor price is far lower in India than any other countries. With establishing the production, houses in this country the company may get an advantage in the production cost. Thus, for gaining a sustainable growth rate in the future market, the company can use these strategic recommendations. However, the organization has a very competent management authority which is capable enough to identify the potential advantages and determine strategies to grab them. Conclusion: Hence, in the conclusion, it can be said that the companys success strategy of diversification and market expansion can be helpful for the companies, which have a strong managerial capability; huge monitory base and the potentiality of identify the needs of the market. with these parameters the companies may follow the growth strategy of the company discussed in this particular case study. However, with the implementation of the calculated but risky decisions, the emergence of globalization and the integration of the global economy can be identified as one of the major factors, which have contributed largely to the companys growth trajectory. It has helped the organization to stretch its operation overseas and serve the demand of the markets outside India. Moreover, with the help of globalization, the organization got the opportunity to tie up their business with the international organization in the Indian market. Hence, it can be said that the globalization has propelled the compan y to obtain a strategy of geographical diversification, and make alterations in the product line to serve the global market. References: Ajami, R., Cool, K., Goddard, J.G. and Khambata, D.M., 2014.International business: Theory and practice. Routledge. Alvstam, C., Dolles, H. and Strom, P. eds., 2014.Asian Inward and Outward FDI: New Challenges in the Global Economy. Springer. Cavusgil, S.T., Knight, G., Riesenberger, J.R., Rammal, H.G. and Rose, E.L., 2014.International business. Pearson Australia. Dunning, J.H., 2013.Multinationals, Technology Competitiveness (RLE International Business)(Vol. 13). Routledge. Dunning, J.H., 2014.The Globalization of Business (Routledge Revivals): The Challenge of the 1990s. Routledge. Hill, C.W., Cronk, T. and Wickramasekera, R., 2013.Global business today. McGraw-Hill Education (Australia). Klich, J., 2013. Editorial: Modern challenges for international business in Europe.Entrepreneurial Business and Economics Review,1(2), pp.5-6. McFarlin, D. and Sweeney, P.D., 2014.International Management: Strategic Opportunities Cultural Challenges. Routledge. Meyer, K. and Peng, M., 2016.International business. Cengage Learning. Tuselmann, H., Buzdugan, S., Cao, Q., Freund, D. and Golesorkhi, S. eds., 2016.Impact of International Business: Challenges and Solutions for Policy and Practice. Springer. Verbeke, A., 2013.International business strategy. Cambridge University Press. Welspun.com. 2016.:: WELSPUN ::. [online] Available at: https://www.welspun.com [Accessed 30 Aug. 2016].

Total Quality and Human Resource Management Essay Example

Total Quality and Human Resource Management Essay J. N. Bradley Central Washington University ABSTRACT Total Quality Management (TQM) has been defined as a system designed to satisfy customers requirements, a philosophy that stresses a team approach to achieving quality and continuous improvement and a total change in organizational culture. Unfortunately, most Human Resource Management (HRM) systems/activities generate, or at least allow for, inconsistencies in the quality of outcomes. Consequently, an important question that should be considered is whether using a systems engineering approach would be beneficial in the integration of the two activities? INTRODUCTION Total Quality Management (TQM) has been defined as a system designed to satisfy customers requirements (Sashkin Kiser, 1991), a philosophy that stresses a team approach to achieving quality and continuous improvement (Lawler, 1994b), and a total change in organizational culture (Ross, 1993). If management accepts these definitions and attempts to implement TQM within an organization, the success of the program relies heavily on the strategic application of human resources in the organizations quality transformation process while attending to its own transformation of quality. (Hart Schlesinger, 1991). Unfortunately, most Human Resource Management (HRM) systems/activities generate, or at least allow for, inconsistencies in the quality of outcomes. Consider the following selection of personnel is typically based on individual job requirements and not organizational values (Barrett, 1995; Blackburn Rosen, 1993); job analysis is a static (or consistent) process that takes place within a dynamic environment (Cardy Dobbins, 1992; Hamstead, 1995); performance appraisals usually compare individuals to one another instead of the system; and the typical pay system rewards individual performances not organizational goals (Dobbins, Cardy, Carson, 1991). We will write a custom essay sample on Total Quality and Human Resource Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Total Quality and Human Resource Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Total Quality and Human Resource Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Furthermore, Deming (1986) claims that performance appraisals (P/As) are one of managements deadliest sins and that their use should be totally eliminated. Given the above perspectives, important questions that should be analyzed and answered are whether TQM and HRM can combine in a synergistic manner that results in a positive contribution to organizational improvement and achievement of objectives? And, whether using a Systems engineering approach would be beneficial in the integration of the two activities? Problems with HRM Processes Selection Cascio (1991) states that the typical objective in traditional personnel selection processes is that of capitalizing on individual differences in order to select those persons who possess the greatest number of key attributes judged necessary for job success. Dobbins, Cardy, Carson (1991) further state that the objective of the traditional selection process is the differentiation of applicants on one or more dimensions such as knowledge, skill, ability, or motivation. However, they state that a problem arises, from a system perspective, when employees are selected based on individualistic or differentiated characteristics, but are evaluated on system-related criteria and measures. Thus, HRM departments may be reinforcing counterproductive processes when they select (or recommend for selection) personnel based on individualized job analyses and then attempt to evaluate them under a TQM or system-wide performance structure or criteria. According to Blackburn and Rosen (1993), some past winners of the Baldrige quality award are still engaging in traditional selection practices. These companies admit to hiring the best candidates for a position based on individual job specifications, and that they hope these individuals can be socialized into the TQM environment at some later point in their tenure. However Blackburn and Rosen feel that, because of the changing culture within organizations towards continuous quality, the selection process must allow for the candidate to show skills in customer satisfaction, self-direction, self-development and team-development. Accordingly, the selection process must enable management to assess (or predict) the aptitudes and abilities that will allow an employee to adapt to an environment of constantly changing customer requirements, and to look for a successful assimilation within the existing organizational culture. According to Bowen, Ledford, and Nathan (1991), the use of selection based on organizational fit Rill increase due to a new selection model that is emerging. This model is based on considering the whole person in relation to the specific organization culture. The benefits of employing this process are greater job satisfaction, organizational commitment, team spirit, better job performance, reduced absenteeism, and greater support for the organization as a system and culture. The issue of organization-person fit does raise some interesting questions. For instance, what types of people fit within what types of organizational culture, and is there any truly measurable benefit to the organization or employee? Research conducted by OReilly, Chaiman, and Caldwell (1991) attempted to answer these questions. Although they acknowledge that quantifying cultural attributes is extremely difficult, they did find that individuals with high achievement needs prefer more aggressive, outcome oriented culture. Individuals with high needs for autonomy show distinct preferences for innovative cultures and negativity towards organizational support and teamwork. Additionally, while they were not able to generate specific measurement criteria, they were able to identify that when a strong organization/person fit is achieved, there was a significant improvement in commitment, job satisfaction, and retention. Job Analysis According to prominent authors in the HR field (Cascio, 1991; Schneider Schmidt, 1992: Heneman Heneman, 1994, and Mathis Jackson, 1994) job analysis is the process of studying jobs in order to gather and analyze information about the content of a job, the human requirement, and the conditions within which the job is performed. Furthermore, by breaking the job down into task and sub-task components the knowledge, skills, and abilities required to successfully perform the tasks can be identified. Job analysis also links to performance appraisal and compensation by defining the performance standards and outcomes measured in the evaluation process (Cascio, 1991). However, as stated by Dobbins et al. (1991), the primary focus of traditional job analyses is on an individual employee level and, therefore, individuals are viewed as isolated units within the organization, each with individually defined responsibilities. By extending this perspective, one can see that selection and evaluation of employees is based on individual criteria. This, then, would tend to pit one employee against another in an attempt to highlight individual performance during the competition for raises and promotions. It is this process that Deming argues is counterproductive to a team and system approach to quality output. Deming suggests that job descriptions should establish limits on performance variations instead of detailing specific tasks and duties. If an organization is dissatisfied with the level of an employees performance, management should then change the system to allow for increased performance. Waldman (1994) suggests that organizations consider organizational citizenship behaviors (OCBs) as flexible job content for evaluation. In this context, OCBs are pro-social role behavior that enhance the group and organizational processes. Blackburn and Rosen (1993) continue this recommendation by citing how some Baldrige Award winning organizations have elements of job descriptions which include innovation, creativity problem solving, customer service competencies, and cross-functional work teams striving for quality, not quantity. Finally, Cardy and Dobbins (1992) suggest that a job analysis should focus on a persons ability to match (or fit within) the organizations overall need for flexibility, change, innovation, and job cross-functionalism. Key questions concerning generic and flexible job descriptions need to be addressed. For instance, what types of industries, organizations, and jobs lend themselves to generic job descriptions? Would descriptions for routine, lower-level, line and staff positions need to very broad? And finally, can generic job descriptions work in a unionized environment? Although no specific answers currently exist, there have been some encouraging signs recently. For example, Blackburn and Rosen (1993) report that union- management teams work together at Cadillac Motor Division, a Baldrige Award winning company, to determine efficient areas of cross-training for their employees. Performance Appraisal The traditional process of reviewing individual performance differences is conducted via the performance appraisal, with the usual assumption that a large percentage of variance in actual performance is due to person variables instead of system variables (Dobbins, Cardy, Carson, 1991). This approach assumes that employees differ in contributions to the organization and that these differences are due to the individuality of employees (Dobbins et al. , 1991). Most of Demings (1986) arguments against performance appraisals are directed at the assessment of performance variance based on individual criteria/ characteristics and not on those of the system. According to Deming (1986), approximately 90% of an individuals performance variation is due to system defects, not employee variables. System defects would include such items as defective machinery, management planning, lack of adequate resources, inconsistent working conditions, and faulty or inconsistent measuring criteria (Bannister Balkin, 1990). Since these factors fluctuate randomly over time, Deming (1986) stated that measuring an individuals performance at any moment in time is akin to a lottery based on random events. Deming further states that raters are typically incapable or unwilling to distinguish between person-caused versus system-caused performance variances. Waldman (1994) states that current research in quality theory does attempt to show how system variables such as leadership, processes, job design, person/system fit, and situational constraints can affect an individuals performance rating. Dobbins, Cardy, PlatzVienos (1990) found that organizational variables moderate the relationship between appraisal characteristics and satisfaction. Additionally, Judge and Ferris (1993) found that subjective social factors such as the demographic similarity and the relationship between the supervisor and subordinate effect the performance rating. These studies appear to lend support for Demings assertions that, not only are system factors involved in the performance appraisal process, but raters are either incapable or unwilling to acknowledge the influence of system factors, opting instead to manage by their feelings instead of by the facts (Blackburn Rosen, 1991). Due to the lack of recognition of system factors, Bowen and Lawler (1992) state that performance appraisal represents the most significant area of conflict between current traditional HRM practices and the recommended practices of TQM proponents. The conflicts between the two areas arise when HR practitioners attempt to merge TQM elements with traditional performance appraisal practices. For although quality measures can be a part of performance appraisal factors, the assignment of system defects as individual areas of correction violate TQM principles. Dobbins et al. (1991) point to Demings assertion that this false assignment of variance responsibility causes damage by encouraging managers to focus on correcting individual behavior instead of isolating and correcting problems within the system. Dobbins et al. (1991) maintain that both the feedback and goal setting elements of typical performance appraisals focus on the worker as the source of performance variance. Although they note that higher degrees of feedback specificity and goal difficulty can produce higher demonstrated performance, the degree of measured performance increase relative to an individual would be nominal when compared to the possible increase in system performance, given an equal amount of management attention and energy. Lawler (1994a) agrees with Demings assertions regarding the flaws of traditional performance appraisal, but is reluctant to discard them altogether. Instead he suggests that current practices can be modified to: 1) separate job performance appraisal from skill development and tie compensation to skill based pay, 2) eliminate merit, incentive, or pay-for-performance plans, and focus performance appraisals on performance only and 3) create fully or semi-autonomous teams responsible for selection, skill development, discipline and pay administration with supervisory oversight. Compensation and Reward Systems Organizations typically design and implement compensation and reward programs as a means of focusing employee attention on specific behaviors that the Organization considers necessary to achieve its desired outcome or objective (Henderson, 1994). Accordingly, employees then receive compensation based on their individual Performance in comparison to some Preestablished objective. As previously discussed the assessment of individual performance to objectives is usually flawed. In response to this problem, Deming (1986) states that work standards, management by objectives, and numerical goals should be eliminated. Since most individualized objective/incentive programs are based on expectance and/or reward theory, the assumption is that motivation to achieve the objectives increases when rewards and incentives are associated or linked with their achievement (Henderson, 1994). However, if the objective is the reduction of errors and the increase of quality, the consideration of system variance factors becomes an essential consideration in order to correctly reward individual performance. For according to Deming (1986), no amount of employee motivation, hard work, or objective setting can change the variance of system performance. Given this reality, rewards are then distributed through a generally random process in which employees who just happened to function near a system component that function positively received a positive reward. Group gain-sharing is an attempt to create a compensation and reward system which can overcome some of the problems cited above and encourage teamwork (Osterman, 1994). In gain-sharing, group incentives encourage employees to be concerned about the groups performance and to search for means of reducing cost while improving productivity. For many organizations, gain-sharing can be coupled with a profit-sharing plan to create a sense of unity throughout the entire organization (Lawler, 1987). Pay-for-knowledge is also an attempt to recognize the limitations of pay-for-performance programs that review performance strictly within traditional job descriptions (Osterman, 1994). The pay-for-knowledge approach tends to encourage employees to gain a broader range of knowledge, skills, and abilities by the utilization of formal/informal training and cross-training. By so doing, the employees typically gain a better undemanding of the overall organizational objectives. However, Bowen and Lawler (1992) warn that any compensation or reward system must encourage both team and group work in addition to quality improvements. SYSTEMS ENGINEERING APPROACH TO HRM Most HR professionals have no prior education or experience in systems analysis or engineering. Consequently, the concept of using a systems engineering approach in the implementation of TQM within HRM processes is, based on an information survey of over fifty HR professionals, generally considered to be foreign. In a traditional systems design or analysis process, the recognition of three key areas is essential: a set of elements; a set of interactions; and a set of boundary conditions. In an HRM/TQM setting, the elements that would need to be recognized would be those activities, functions or people that were involved with both TQM and HRM programs. The interactions can be of any type and should not be considered as being restricted to a physical interaction (e. g. sharing information telephonically/electronically, project or department meeting minutes shared by mail). The boundary conditions are the interactions between the elements and all other objects (internal or external to the organization) that produce some effect on the elements (singly or in combination). The boundary conditions can also be divided into subsets in order to recognize a specific influence or contribution (e. g. input/output, environmental conditions, etc. ) (Aslaksen Belcher, 1994). The utilization of a systems engineering process drives the overt recognition and consideration of these three areas (Reilly, 1993). The ultimate benefit of this process would be where HRM and TQM professionals are better equipped to address differing demands on their combined systems, policies, and processes and where efforts to improve the integration of TQM and HRM lead to greater efficiency, productivity, and employee satisfaction (Sage, 1992). The most significant drawback to utilizing a systems engineering approach to process improvement and management is the additional education and training necessary to equip participants and decision makers with sufficient knowledge, skill, and ability to utilize and manage a systems engineering process. However, the downstream benefits of utilizing a systems approach should certainly outweigh the initial training costs. CONCLUSION The information reviewed for this paper strongly suggests that a broader approach be used when attempting to integrate TQM into HRM processes. And in order to achieve any reasonable degree of success. a systems perspective should be utilized. HR Managers are usually well aware of the importance of accurate job analysis. employee selection, performance assessment, and compensation management. However, the relationship of these processes to achieving TQM objectives quickly becomes discordant when individualized job analyzes and evaluations are integrated with TQM measures and processes. The strength of current HRM process lies in their potential for modification and adaptation within a TQM framework. With the adoption and utilization of a systems perspective, performance criteria can be developed that will accurately reflect both individual and system performance variances. Then, the distribution of financial (or non- financial) rewards will be more reflective of actual individual employee performance and less representative of a company lottery system. Additional research is needed in order to determine the if HRM/TQM program can demonstrate real benefits (e. g. reduction in activity cost, system or implementation errors, /or time; and improved cooperation understanding) by the use of a systems engineering approach.

The Topic Of This Research Is, Yoga Is A Physical And Mental Process,

The Topic Of This Research Is, Yoga Is A Physical And Mental Process, The Topic Of This Research Is, Yoga Is A Physical And Mental Process, And How Is It Creative And – Annotated Bibliography Example Annotated Bibliography of Annotated Bibliography Tomporowski, P. D., Davis, C. L., Miller, P. H., & Naglieri, J. A. (2008). Exercise and children’s intelligence, cognition, and academic achievement.Educational Psychology Review,  20(2), 111-131.The research explains about the effects of exercise on the mental and cognitive abilities of an individual. It also includes the effects of yoga which can help in developing mental and creative capabilities of young people and adults. Goldberg, L. (2004). Creative Relaxation SM: A Yoga-based program for regular and exceptional student education.  International journal of yoga therapy,  14(1), 68-78. The source explains how Yoga fosters creativity and intellect among those who exercise it. It helps in providing insight about yoga among the masses and boosts their creative capabilities which are useful for the research. Kirkwood, G., Rampes, H., Tuffrey, V., Richardson, J., & Pilkington, K. (2005). Yoga for anxiety: a systematic rev iew of the research evidence.  British Journal of Sports Medicine,  39(12), 884-891.The research has been conducted regarding different pressures which are sustained by human brain and leads improper functionality. It also explains how yoga heals those unhealthy activities and helps in developing intellectual and creative capabilities of human beings. Telles, S., Reddy, S. K., & Nagendra, H. R. (2000). Oxygen consumption and respiration following two yoga relaxation techniques.  Applied psychophysiology and biofeedback,  25(4), 221-227.This research explains about the relaxation techniques which are followed in Yoga. Brain needs oxygen to perform well and through yoga oxygen intake increases which helps in relaxing and developing the brain letting it free from stress which is detrimental to its growth.Gura, S. T. (2002). Yoga for stress reduction and injury prevention at work.Work: A journal of prevention, assessment and rehabilitation,  19(1), 3-7.It explains about benefi ts of yoga on an individual’s brain. It is said to burn out stress. Yoga helps in regeneration and development of brain cells which helps avoiding mental weakness and stress leading to more intellectual and creative work being depicted by an individual at work place.

Self-Publishing a Family Memoir

Self-Publishing a Family Memoir Self-Publishing a Family Memoir Having previously published many children's books, Malaika Rose Stanley is no stranger to publishing. Yet with Loose Connections, she attempted something completely different from her usual style of writing. Read on to know what it was like for her to  self-publish her book and go on a familiar yet new adventure.Loose Connections is my first independently published book, my first book for adults and my first non-fiction book. But I have a history of writing traditionally published books for children dating back to 1996. I had to look back and check - and I’ve completely shocked myself with the realization that I’ve been involved in this writing and publishing malarkey for twenty years!‘Write what you know’ is a well-worn authorial snippet of advice, a clichà ©. At times, I’ve taken heed but at others, I’ve totally ignored it. My motivation for Loose Connections and for all my books has been to write what I love, to write what stirs my soul ; I don't plan them so much as channel what flows through me.My sons were born in the 1980s and I started writing children’s books when I realized that the lack of diversity in children’s and young adult books had persisted from my childhood to theirs – and I wanted to do something about it. I started to write Loose Connections because I wanted to tell another invisible story - of my mother’s incarceration in a mental hospital as an unmarried mother of a mixed-race child, and of what came before and after. At first, I tried to write the story as fiction; I tried to write it without including myself so the transition to ‘creative non-fiction’ and ‘family memoir’ was a lengthy process. I have files buried on my hard-drive that are at least ten years old.Why I chose self-publishingI decided to go down the route of self-publishing partly because I am familiar with and realistic about the barriers into traditional publishing for peop le like me. I’m not a bright, young thing with a literature degree from Oxbridge or a creative writing master’s degree from East Anglia or City East, at the beginning of my writing career.I’m not seen as ‘commercially viable’ or ‘marketable’ with a blog with thousands of followers, a huge social networking platform or a reality TV fan-base. I’m more likely to be perceived as a grizzled old cynic, with a chip on my shoulder and an axe to grind.It’s not true, of course - I’m actually rather delightful, with a story to tell! Loose Connections was published at the beginning of June - and my first Amazon review says it’s a ‘†¦wonderfully moving book†¦ really well written, clear and simple but heartbreaking too.’ Also true! I decided to self-publish even though I didn't have a huge social networking platform or fan-base. The Reedsy experienceThe Reedsy marketplace was a revelation. Although there is an option to ‘shortlist’ up to five professionals, I quickly narrowed down my choice to two editors and sent them a request for a quote for a structural edit together with a synopsis and the first chapter of my book. They both responded very quickly and it was clear that they were highly skilled and experienced. I thought either would be able to do a good job so my final choice came down to cost, although I definitely struck gold with Gillian Holmes. She did a first read-through, followed up with a phone call about possibly libelous content and my overall intentions for the book, a few minor copy editing corrections and queries about continuity, proposed cuts and a couple of gaps, in tracked changes – and then a detailed restructuring proposal. Wow! Her recommendations were straightforward and simple but I clearly hadn’t been able to see the wood for the trees – excuse th e continuing lumberjack analogies – and her suggestions were spot on!How to Write a Memoir: Breathe Life into Your Story in 8 Steps Read post What were, for me, the unforeseen advantages of self-publishing have been huge: creative control of my own work, choosing my own editor and designer and yes, compared to traditional publishing, which can take months – or years – even the speed of the process from word doc manuscript to e-book download and beautifully typeset, beautifully packaged paperback book! I would definitely recommend Reedsy and the self-publishing option to any new and aspiring authors and to grizzled old cynics alike. Two months ago, I swore blind I would never do it again, but now I’m already planning my next project, an anthology.Loose Connections  is available on both  Amazon US and Amazon UK, get your copy now!Ever thought of writing a family memoir? Would you self-publish it like Malaika did? Leave your  thoughts and experiences, or any questions for Malaika, in the comments below.