Managing cultural diversity in the hospitality industry

Our condition decides our practices. Individuals embrace certain correspondence styles, dietary patterns, and various methods of dressing relying upon the sort of social direction. Images, for example, signals and non-verbal communication additionally structure some portion of the human culture. Various individuals decipher images diversely relying upon their way of life. In that capacity, individual’s lifestyle decides how one sees various thoughts. Our lifestyle decides how we adapt in another condition with new practices (D’Almeida, 2007).Advertising We will compose a custom exposition test on Managing social assorted variety in the neighborliness business explicitly for you for just $16.05 $11/page Learn More This paper, will talk about methods of overseeing society decent variety in the work place. I will feature two social speculations to show issues of culturally diverse contrasts. This paper will utilize a general relative strategy and one guide to show social s tun. The US and Indian culture will be utilized in the models. Culture stun When individuals are presented to various societies, they experience culture stun. This happens particularly if people are not set up to adjust to the new culture (Hall Dowling, and Welch, 2008). People experience dissatisfactions and create unsocial conduct. This is normal because of disarray and the powerlessness to collaborate with others in the general public (Henderson, 1994). In the neighborliness business, culture stun is bound to be experienced in view of various clients. Most voyagers look for convenience in lodgings. Here, sightseers encounters culture stun; they face distinctive language, food, and way of life. Contextual analysis/model Jimmy Steve is a worker of Sagret Hotel, perhaps the best eatery in America. A year ago, the administration of Sagret Hotel opened another branch in India. Since Jimmy Steve was experienced, he was moved to India as the new supervisor of Sagret Hotel India branch. Jimmy Steve encountered the accompanying issues. In the first place, it was hard for him to comprehend both verbal and non-verbal correspondence. This is on the grounds that a few motions are deciphered contrastingly in India from the manner in which they are deciphered in the US. For example, gesturing the head in the US implies yes to an inquiry. In India, gesturing of the head can mean yes or no. Thus, thought that it was hard to give clear headings to the laborers who were Indians. The second test that Steve confronted was that, he experienced issues eating the nearby nourishments. To him, the food was not engaging. He was likewise disappointed by various practices by local people. Steve experienced altogether different custom and worth framework. He was unable to comprehend why there was separation dependent on station framework in the working environment. Steve likewise had issues with condition and cleanliness. He couldn't comprehend why individuals would prepare food close t o places with sewer in the hotel.Advertising Looking for paper on social examinations? How about we check whether we can support you! Get your first paper with 15% OFF Learn More The security of the inn that should oblige vacationers was faulty for him. He saw that there were homeless people around the inn, which could drive off visitors. He was astonished that in the lodging just ladies worked in the housekeeping and food offices. All servers and cooks were ladies while men filled in as clerks and directors. Steve was informed that it was no-no for men to cook since that was an occupation for ladies. Multifaceted Theory In the accommodation business, diverse issues might be experienced on the grounds that this segment gets clients from various districts. Dr. Milton Bennett contends that the more an individual experiences social contrasts, the more probable an individual will turn out to be increasingly skilled working across societies (Ward, 1999). Individuals, who become skilled i n overseeing culturally diverse issues, can have the option to alter and adjust to various situations. Bennett has given six phases of how people create intercultural skill. The initial step is the forswearing stage. At this level, people can't collaborate (Ward, 1999). For the most part, individuals will not connect and carry on forcefully. The subsequent level is the protection stage. In this stage, people consider their way of life better over the other (Ward, 1999). People for the most part scrutinize the other culture since it is â€Å"inferior.† At this stage, people will likewise shield their way of life. The third step is the minimization stage. At this stage, people accept that all societies share normal qualities (Ward, 1999). Individuals attempt to limit social contrast. The fourth level is the acknowledgment stage. At this stage, people are interested about the other culture. Despite the fact that they may reprimand the other culture, they will likewise recognize that not all societies are comparable. The following stage is the adjustment stage. At this stage, people begin adjusting the other culture. Individuals start to change correspondence style, etc. The last advance is the mix stage. At this stage, people are completely coordinated with the other culture (Ward, 1999). Individuals’ adjust a few practices from the other culture. A few people can even impart utilizing various styles (Ward, 1999). The culturally diverse hypothesis depicts what befalls individual while adjusting to another culture. A vacationer from the US visiting India would in all probability remain in a lodging. While at the inn or café, the sightseers encounters diverse issues. The individual goes over various way of life, correspondence style, and new food.Advertising We will compose a custom exposition test on Managing social assorted variety in the friendliness business explicitly for you for just $16.05 $11/page Learn More In the model introduced, obviously adjusting to another culture is a long procedure with numerous difficulties. The connection between this hypothesis and issues of social decent variety is that, the hypothesis depicts steps that such people would experience to be coordinated into another culture. In the chart the bolts speaks to the phases of improvement. Social Dimension Theory According to Cultural measurements hypothesis individuals are unique in relation to six measurements. The distinction in measurement is the thing that decides how individuals can without much of a stretch receive to remote societies. This hypothesis contends that social orders have diverse force structure. A few societies, for example, Indian culture empower a hole between individuals in high positions and subordinates. While the US culture supports equivalent force separation between pioneers or supervisors and laborers. This prompts popularity based sort of authority. In a nearby force connection, individuals interface as equivalents inde pendent of their proper positions. Individuals can have the option to give their thoughts and take an interest in choices making. The subsequent measurement is independence stanzas cooperation. This alludes to the degree of mix in the general public. The US is a case of an individualistic culture. The US culture is centered around singular accomplishment yet others, for example, India energize aggregate exertion. People need to forego their own requirements for shared objectives (Dean and Leung, 2003). As indicated by the social measurement hypothesis the third viewpoint that separates, individuals are the degree of resilience and evasion rehearsed by a general public. Resistance and evasion is a perspective utilized by the general public to mingle its individuals on methods of managing tension and new thoughts (Cornelius, 2002). The US has an elevated level of resistance due to its assorted populace contrasted with India. Then again, India has a homogenous culture. Thus, India supp orts shirking making it difficult for Indians to embrace other cultures.Advertising Searching for article on social investigations? We should check whether we can support you! Get your first paper with 15% OFF Find out More The fourth measurement is manly refrains female. Socialization and allotment of sexual orientation jobs is distinctive relying upon the general public. The American culture advocates for fairness among people in the general public. In social orders that are manly, for example, India men decide. While in the US, ladies have the chance to settle on or impact choices. Also, in manly social orders sexual orientation jobs are inflexible there are areas that are set explicitly for people. One such society is India where it is an untouchable for men to cook and care for kids. In any case, in the US the two people share sexual orientation jobs (Warner and Joynt, 2002). The fifth social measurement is long haul sections transient direction. Social orders with momentary direction underlines on the over a wide span of time. Network individuals monitor and secure their social qualities. Transient direction doesn't permit change of thoughts. India is a case of a momentary direction society with u nbending social qualities (Warner and Joynt, 2002). While the US is a drawn out direction society, it centers around what's to come. Long haul direction social orders are open minded to various societies and empower new thoughts (Deresky, 2001). The 6th and the last social measurement is extravagance against limitation. In social orders that energize guilty pleasure, people are permitted to fulfill their necessities and wants. Such social orders urge individuals to have what they need when they need. Social orders that training limitation are increasingly preservationist and don't endure different societies. People from this kind of society don't receive new societies. Western nations practice extravagance while those in nations, for example, India practice restriction. How issues of culture stun influences work Issues of culture stun influences work from numerous points of view. As per culturally diverse hypothesis, a person who is encountering society stun won't relate well with p artners at the work place. Absence of good relationship may influence individual’s pledge to work (Hopkins, 2009). Furthermore, people encountering society stun face correspondence issues. In the work place, absence of legitimate co

Justice Process

During the previous 30 years the jail populace has changed. 1. There has been a significant Increase in the quantity of African American and Hispanic American Inmates. 2. More Inmates originate from urban regions. 3. More prisoners have been sentenced for tranquilize related and vicious offenses. 4. Previous road packs pull together inside penitentiaries and have brought levels of savagery up in numerous establishments. 5. The ascent of open representative associations have improved working conditions, wellbeing methods, and preparing. E. Current focal point of revisions has moved to wrongdoing control, which underlines the Importance of Incarceration.II. The Goals of Incarceration A. Three models of detainment have been unmistakable since the mid 1 backtalk: 1. The custodial model †in light of the presumption that detainees have been imprisoned for the insurance of society and underlines security, control, and request subjecting the detainee to the authority of the superintende nt.. This model was pervasive in amendments before World War II and rules most greatest security Institutions today. 2. The recovery model †created In the asses, It stresses treatment projects to change the wrongdoer. 3.The reintegration model †inked to the structures and objectives of network redresses, it underscores keeping up wrongdoer binds to family and network. B. Remedial establishments that fit in with every one of these models can be found, however most penitentiaries are for the most part custodial. Sick. Association for Incarceration A. Measurements 1. Detainment facilities are worked by each of the 50 states and the national government. 2. There are 1,208 imprisonment offices; 85 % are controlled by the states. 3. 84 % of the offices are for men as it were. 4. 8% are for ladies as it were. B. Government Bureau of Prisons 1.Jurisdiction of bureaucratic criminal law is confined to wrongdoings including interstate amerce, certain genuine lawful offenses, for exam ple, bank burglary, infringement of other administrative laws and violations perpetrated on bureaucratic property. 2. Since the â€Å"war on drugs† in the asses, medicate guilty parties in government detainment facilities make up about 56% of the prisoner populace. 3. Government detainees are regularly an increasingly refined variety of criminal, from a higher financial class, than the normal state detainee. 4. Government condemning rules have expanded the likelihood of detainment considerably. 5.The department of jail is profoundly brought together with a staff of more than 33,000 who manage in excess of 150,000 detainees. . The department works 104 control offices (see figure 10. 1). C. State Prison Systems - 94% of guilty parties are held in control offices worked by the state; organization of penitentiaries is a component of the official branch. 1 . The complete limit of a state's penitentiaries mirrors the size of the state's populace. 2. States fluctuate extensively in the number, size, type, and area of restorative offices. 3. More than 435,000 individuals work in state organizations. V. The Design and Classification of Prisons A. Structure follows work: the plan of a structure should fill its need. 1. During the prison time, foundations were to advance compensation. 2. At the point when jail industry turned into the center, an alternate plan improved the effectiveness of workshops. 3. At the point when discipline held influence, accentuation was on the post like structure that guarantees security. 4. During the recovery period, new penitentiaries were worked in styles thought to advance treatment objectives. B. The present plan †There are four fundamental models found in America's detainment facilities. 1.Radial Design: Eastern, Auburn, Leavenworth, Roadway, and Trenton. 2. Utility pole Design: most generally utilized for greatest security penitentiaries: Exaggerator, Marion, Somers, Jackson. 3. Patio Style: mother of the more up to date of fices are the yard style. 4. Grounds Style: since quite a while ago utilized for adolescent or ladies' offices 5. Today jail development is significantly impacted by cost. C. Area of Prisons: As previously, most are situated in country territories. 1. Despite the fact that most jail detainees originate from urban communities and reintegration has been the prime remedial objective, new organizations are as yet being worked in the open country. . Provincial whites are employed to monitor urban blacks. 3. Numerous residents accept that genuine guilty parties ought to be detainment, however not in their locale (NIMBI disorder). 4. Some monetarily discouraged regions have chosen detainment facilities to get Jobs and Pentecostal the nearby economy D. Grouping of Prisons: 1. Greatest Security Prison †shut guardianship detainment facilities hold 35% of detainees); typically a wonderful building with high stone dividers studded with monitor towers; intended to forestall get away and to dissuade detainees from hurting one another. 2.Medium Security Prison: hold 47% of detainees; remotely they look like the most extreme security jail, yet composed on an alternate premise and air is less inflexible and tense. 3. Least Security Prison: holds 18% of detainees, the least rough wrongdoers; needs tower watches and dividers. E. Private penitentiaries contestant with privately owned businesses to outfit food and clinical administrations, instructive and professional preparing and different administrations. 3. Presently, governments employ organizations to house detainee in exclusive offices. 4. By midyear 2003, an aggregate of 94,361 detainees were being held in private offices. . The private jail business is overwhelmed by the Corrections Corporation of America and Hackett Corrections Corporation. 6. Issues with private offices a. Contrasts in programming b. Costs c. Responsibility d. Lawful issues 7. Remedies is a multimillion dollar government-financed undertaking that b uys applies, materials, and administrations from the private segment. 8. Private business visionaries contend that they can fabricate and run penitentiaries in any event as adequately, securely, and others consciously as any degree of government can, at a benefit and a lower cost to citizens. 9.Private jail organizations need to dispatch their cells so as to be productive. 10. Risk of Guards?the U. S. Incomparable Court said that private jail monitors didn't have lawful assurance under Section 1983 and are completely at risk for their activities when they disregard an ensured right. 1 . There are fears that the private enterprises will press to keep up high inhabitance and will be keen on skimming off the best prisoners, leaving the inconvenient ones to the open restorative framework. V. Who is in Prison A. Information on the qualities of detainees is constrained (figure 10. ). 1. A larger part of detainees are men matured of 25-44 2. Individuals from minority bunches 3. Roughly 40 percent have not finished secondary school. 4. 44 percent of detainees are rearrested with the principal year of discharge. 5. Inside 3 years, around 25 percent of all discharged detainees will come back to jail. B. Old detainees †An expanding number of jail prisoners are more established than 55 and eve lodging, clinical, program, and discharge administration needs that vary from the In everybody, unique lodging housing normal detainee. 1. Ought to be made. 2.The older are bound to create ceaseless sicknesses, for example, coronary illness, stroke, and malignant growth. 3. Jail work assignments must be custom fitted to accommodate their physical and mental capacities. 4. Groundwork for discharge to network oversight or to hospice administrations require time and unique endeavors. 5. As individuals get more seasoned they become less hazardous. C. Detainees with HIVE/AIDS: In the coming years, AIDS in expected to be the main source of death among guys matured 35 and more youthfu l; with 57% of the prisoners populace under 35, restorative authorities must adapt to the issue of HIVE. . In 2001, there were in excess of 24,000 HIVE-positive detainees (3. 2 percent of the jail populace). 2. The high pace of disease among detainees can be clarified by the detainees' â€Å"high risk† practices. 3. Just 18 states test every single new detainee for HIVE. D. Intellectually Ill Prisoners: Mass closings of open emergency clinics for the intellectually not well started in the asses; new antispasmodic drugs made treating patients in the network appear retirement possibly works if the medications are taken and centers and asylums exist to help the intellectually sick. . Vagrancy is the most open indication of the absence of projects for the intellectually sick. 3. With the development of detainment facilities and more prominent accentuation on open request offenses, capture and imprisonment have become the cost many compensation for their ailment. E. Long haul Inma tes †more detainees carry out long punishments in the US than in some other Western country. 1. Unforgiving condemning strategies of the last 30 years?three-strikes, required essentials, truth-in-sentencing?the measure of time loved is expanding. 2.An assessed 11-15% all things considered (well more than 100,000) will serve over 7 years in jail. 3. Long haul detainees for the most part are not seen as control issues. 4. Chairmen must discover methods of making long haul jail life decent. 5. 310,000 detainees are as of now carrying out in any event multi year punishments. 6. Every lifelong incarceration costs citizens an expected $1 million. 7. Extreme despondency, sentiments of misery, and other medical issues are normal among long wavers. 8. Long haul prisoners are accused of less disciplinary infractions that momentary detainees.

A View From the Class Yulia Belyakova and Nadia Ramirez COLUMBIA UNIVERSITY - SIPA Admissions Blog

A View From the Class Yulia Belyakova and Nadia Ramirez COLUMBIA UNIVERSITY - SIPA Admissions Blog The SIPA Office of Alumni and Development is pleased to share another installment of A View from the Class, a SIPA stories series, featuring current SIPA students, recently graduated alumni, and SIPA faculty. In this months issue, we feature current SIPA students, Yulia Belyakova MPA ’18, and Nadia Ramirez MPA 18. Here, both discuss why they chose their particular areas of study, internship and capstone experiences, and the importance of fellowship. Yulia Belyakova, MPA 18, Economic and Political Development concentration, Advanced Policy and Economic Analysis specialization What did you do before attending SIPA? Originally from Moscow, Russia, I studied Economics and French at Bryn Mawr College in  Bryn Mawr, Pennsylvania. During my undergraduate career, I held internships in the Indian equivalent of the Silicon Valley and a financial advisory firm serving public institutions in the U.S., which piqued my interest in emerging markets and public finance. After graduating from Bryn Mawr, I spent three years in a leading economic consulting firm in Washington, D.C., where I worked on complex commercial litigations issues in intellectual property, trade, and finance, with client engagements ranging from the DOJ and the ITC to Google. As an analyst, I was challenged with finding the most precise ways to deduce the economic value of things that are difficult to value, a perspective that I intended to bring to the international development space. Why did you choose SIPA? SIPA has been on my radar since I started looking at policy schools. What really differentiated SIPA for me were the experiences of alumni  I spoke with while researching schools: I knew several Bryn Mawr women who graduated or were attending SIPA, including my best friend who is now heading a government-led nutrition fortification program in India. I also engaged with a few alumni  in D.C. (and there are many!) who were very accessible and clearly enjoyed reminiscing on their time at SIPA. I also received a generous fellowship offer that was not matched by any other school, which will allow me to consider interesting positions without a debt-imposed salary requirement post-graduation. Finally, I knew I wanted to either come back to D.C. or work internationally after graduation, so spending a couple of years in New York was a bonus. Why did you choose your particular areas of study? After a stint in economic consulting which is a fascinating but very U.S.-focused industry, I pivoted into development and international work. The EPD concentration allows me to build credibility as a development professional by complementing the skills I developed during my time in consulting. Additionally, I am interested in evidence-based approaches to development, and I have loaded up on quantitative analysis courses that are part of the APEA concentration. Tell us about your summer internship experience. I spent 12 weeks in Uganda this past summer working on a financial inclusion evaluation. During my internship at Innovations for Poverty Action (IPA), I made a small contribution to the currently limited volume of evidence on the welfare impacts of financial inclusion â€" specifically, mobile money products that facilitate domestic peer-to-peer (P2P) transfers. I analyzed data from an extensive panel survey in Uganda and Tanzania to better understand the complex financial lives of the poor and determine how access to mobile money changes the way households respond to situations requiring additional financing. The households that experienced negative income shocks benefitted greatly from domestic transfers and were able to bridge the financing gap without cutting back on meals or taking children out of school. In addition to research design and analysis, I learned a lot about project management and the challenges of implementation in the field. I am looking forward to my Capstone expe rience this spring which, I hope, will take me back to Sub Saharan Africa. Is there a particular SIPA experience that stands out? Taking classes with experienced practitioners has been the highlight of my time at SIPA so far. Last year, I took a class on microfinance, co-taught by two highly accomplished women with years of experience in banking, foundations, and microfinance institutions. Their professional expertise combined with perspectives of other students in the class â€" fellow development practitioners â€" was truly eye-opening. I learned a lot and was able to leverage this knowledge in my summer internship search. What are your plans after SIPA? I hope to enter the impact evaluation field and assist NGOs and governments in maximizing their impact through implementation of cutting-edge evaluation programs. I am looking at positions in multilateral institutions, impact evaluation consulting firms, and policy research organizations â€" both in the U.S. and internationally. At present, I am interested in working either in or with West Africa. Nadia Ramirez, MPA 18, International Security Policy concentration, Latin America and International Conflict Resolution specializations What did you do prior to attending SIPA? I studied international relations as an undergraduate at Rollins College in Winter Park, Florida and studied abroad in 2011 in China at Shanghai Jiao Tong University. After graduating in 2013, I spent one year in Colombia (my country of birth) and then two years on a Fulbright in South Korea, teaching English at an all-girls high school in Busan and coordinating Fulbright’s volunteer program for North Korean defectors in the city. Why did you choose SIPA? Before starting my Fulbright, I thought about going to law school, but once in South Korea and through my work with North Korean defectors, I realized that what I actually wanted to do was work in diplomacy. I had considered the idea before, but after coming in contact with Foreign Service Officers, I decided to apply to the Charles B. Rangel International Affairs Fellowship Program, a U.S. State Department program that provides funding for graduate students who want to pursue a career in the U.S. Foreign Service. I ultimately chose SIPA as a Rangel fellow because of the heavy emphasis on quantitative skills and its international focus. Why did you choose your particular areas of study? After engaging in SIPA coursework and thinking about my career in the Foreign Service, I decided on the ISP concentration. I really like the ISP courses and think the material is relevant to my future work. My interest in Latin America grew out of my focus on East Asia as an undergraduate and research I conducted on the socioeconomic implications of Asian business in Latin America. I really enjoyed the research and thought specializing in Latin America would complement my East Asian focus. Specializing in Conflict Resolution happened accidentally. While looking at my course matrix, I realized that two classes in which I was interested (Negotiation and International Conflict Resolution) were part of the Conflict Resolution specialization. I’ve grown to really enjoy the area and now appreciate the importance of an institutional “soft power” type of perspective. What has been your experience at SIPA thus far? As a Rangel fellow, I am committed to serving a minimum of five years in the Foreign Service after graduating from SIPA. Since I don’t need to stress over internships and my job search, I’ve focused that energy on the SIPA community. I’ve done a lot of extracurricular activities and try very hard to support other SIPA students and their organizations. I was elected as one of SIPASA’s social chairs and find it very important to represent SIPASA at events. During my second semester, I was tapped to be on the SIPA Follies board, and I’m now their Executive Director, something I’m very happy to do since it gives me the opportunity to use my artistic side to the betterment of the SIPA community. How has SIPA affected you? SIPA has affected how I relate to people. Knowing that my classmates trust me enough to vote for me as their social chair, attending their events, and simply getting to know each and every one of them has made me a more confident, well-rounded individual. Every single one of my peers has an inspiring story to tell. It’s these people and their appreciation for what I do that has made me realize my potential. In many ways, they’ve helped prepare me for my career as a Foreign Service Officer. My peers and the positive relationships I’ve created as a naturalized American helped me in deciding to choose Public Diplomacy as my State Department career track. It’s where I can serve the U.S. best while doing the most good. How have your SIPA professors and instructors impacted your SIPA experience? There are many professors that have made my time at SIPA absolutely amazing. Academically, Richard Nephew has really helped prepare me for my future career. His short courses on Nuclear Concepts and Economic Sanctions are the perfect balance of theory and practicality. Other professors include Mayor Michael Nutter, Sarah Holloway, Chris Sabatini, and of course, the entire Econ/Quant team. Is there anything else that you’d like to add? I never realized how many doors a SIPA education could open until I did my State Department internship in The Netherlands. I met many SIPA alumni in the service as well as in many parts of Dutch society from banking, to government, and even the arts. It definitely allowed me to experience things I would not have gotten the chance to experience otherwise and created an immediate rapport that was immensely valuable on both a professional and personal level. Meeting all of these alumni and seeing the great work they’ve done in their communities demonstrates that Seeples go on to do amazing things.

Chaos Is A Modern Science That Changed The Way Scientists...

Chaos is a modern science that has changed the way scientists look to the world. It studies the behaviour of nonlinear systems according to their initial state. We can see chaotic behaviour almost everywhere. As an example, rising of cigarette smoke behaviour seems smooth at the beginning then suddenly it breaks into wild swirls. A flag moves back and forth in a chaotic way, a dripping faucet goes from a steady pattern to a random one. Chaos appears in the behaviour of the weather, the behaviour of world economics, and the behaviour of fluid turbulence. Despite the environment of the system, the behaviour follows the same newly discovered laws. The realization of chaos theory has begun to change the way we think about the future [1]. The chaos term introduced in the field of dynamics while studying the behaviour of nonlinear system that is essentially depends on its initial condition. Strogatz in his book defined the term Chaos as a periodic long-term behaviour in a deterministic system that exhibits sensitive dependence on initial conditions [2]. Logistic equation is an example of one dimensional attractor. In order for us to study complicated phenomena we have to understand higher order attractor functions. Henon attractor is an example of two-dimensional attractor. It was introduced by a theoretical astronomer Michel Henon while he was studying stars movement in space [2]. On the other hand, Lorenz system is three-dimensional system published in the Journal ofShow MoreRelatedDiseases and Medicinal Treatments of the Tang Dynasty in Ancient China616 Words   |  3 Pages Diseases and their treatments changed and shaped the modern world. 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Referring to the infiltration of archaic ideals handed down since ancient times has always been a spreadable disease that challenges the modern views of the times† (Herbert, 105).Read MoreSchools of Management3130 Words   |  13 Pagespiece-rate style of payment for the workforce (this meant that the workers received an amount of money per piece that they produced, thereby linking their pay to their productivity). Taylor also worked very closely with Henry Ford in developing the world s first moving production-line for the model T Ford car. This method of management paid close attention to time and motion studies, where each worker is timed when performing a task, and then this provides the basis for the worker s level

The Seneca Oil Company - 2052 Words

In 1859 Edwin Drake and E. B. Bowditch of the Seneca Oil Company drilled the first commercial oil well in the United States in Titusville, Pennsylvania. The well produces about 500 gallons of oil a day and over time has increased. Soon, similar wells all over western Pennsylvania were providing crude oil for kerosene production that was needed to fuel the nation s streetlights and house lamps. â€Å"The lighter boiling component, gasoline, was discarded, since it had no market. There are historical reports that waste gasoline, which had been dumped into rivers, sometimes caught fire. In 1892 the first gasoline-powered engines, for both car and tractor, were developed: This soon provided a market for the once useless substance, gasoline†Ã¢â‚¬ ¦show more content†¦But the key fact that’s missing from all the ranting and raving is the rate of inflation. â€Å"The simple definition of inflation according to Dictionary.com is: â€Å"A rise in the general level of price s of goods and services in an economy over a period of time†. At the end of World War I, average annual income was only $1,500. Currently, annual income is around $50,000† (Samuel R. Avro 2015). Gas prices in 1917 were $0.17 and fell dramatically over the next few years due to the process of inflation and stock market crashes. In 1931 as nominal prices fell from 30 cents a gallon in 1920 to 17 cents in 1931. In 11 years prices fell 43%. But we have to remember that 1931 was the beginning of the â€Å"Great Depression† and overall prices fell 24% during the same period. More interesting than that, gas prices due to inflation were actually cheaper in January 2015 than they were in the Great Depression. Although the Great Depression left many in debt, foreclosure and struggling from day to day, gas was still one of the most prominent things purchased. Buses, fairies, and taxis gained more publicity but gas still took over. The demand for more vehicles caused the demand for more gasoline. There was a need for new and more unique fuels to go along with the new kinds of vehicles being made at the time. In the 20th century, vehicles that were being accessed by people required some but not many fuels that caused the need for petroleum to be used as a raw material.

Eating Disorders (the Black Swan) Free Essays

The main character Nina Sayers has a sever eating disorder. In her attempts to be the perfect ballerina, she is both anorexic and bulimic. She does not eat anything and if she does she later throws it up. We will write a custom essay sample on Eating Disorders (the Black Swan) or any similar topic only for you Order Now For example, for breakfast she was forced to eat a grapefruit but is later shown in the bathroom throwing it up. When she gets the part in the play she worked so hard for, her mother buys a cake in celebration – only to be put to waste since Nina refuses to eat it. In the movie, she provides an example of what can happen when an eating disorder completely takes over. She becomes so pleased with the positive feelings she feels when she looks at herself in the mirror, that she only tries to love her image more. This habit begins a downward spiral into eating less and less. In The Black Swan, Nina is portrayed as the best dancer of her company. Until some competition, Lily arrives and Nina views her as a huge threat. This causes Nina extreme stress and she develops the idea that Lily is out to get her and take her position as best dancer. Since extreme starvation of the body leads to cognitive distortions, threats are commonly amplified. Nina feels extremely threated and like her spot as best dancer is at risk. She then feels even more of a need to have the perfect body and to be a perfect dancer. Since she does not eat enough, her brain and body do not receive appropriate amounts of nutrients. The lack of nutrients puts her in a state of high stress and her brain does not think clearly or logically. It distorts her surroundings giving her a warped image of herself when looking in the mirror. She sees herself as much larger than she actually is. She compares herself to everything and everyone around her. Not only does her eating disorder hurt her mentally but also it physically affects other parts of her body. When feeling the urge to eat, she claws at her skin on her back where it can be covered by clothes. Nina’s fingers are also covered with bandages to conceal her skin she carelessly peals away. The thought of becoming a perfect ballerina literally begins to kill her. Although Nina never sought help, there are plenty of ways she could have. Cognitive-behavioral therapy or group therapy would both have been very helpful for her situation. Cognitive-behavioral therapy focuses on current behavior rather than childhood or past experiences. The therapists typically address ways their patients should change the way they think and behave, assign homework, and offer strategies of how to change them for the better. Group therapy also would have been an effective way to treat Nina’s eating disorder. If she went to group therapy and saw that other people were going through the same thing as her and got better, it would have encouraged her that she could do the same. How to cite Eating Disorders (the Black Swan), Essay examples

Ethics of Human Resource Management-Free-Samples for Students

Question: Discuss about the ethics of Human resource management. Answer: Human Resource Management can be considered the most effective and easy people Management concept that is utilised across various different kinds of organisational scenarios. However it has to be mentioned that there is a significant difference between core human resource management and people management. According to the authors traditional people management only focuses on organising and controlling employees from an administrative point of view. However in case of human resource management the employees are often treated as a resource rather than being actual people (Berman et al. 2012). That is the reason the ethics and morality of human resource management in the organisational scenario has been researched and criticized many times. One of the most sought after school of thought regarding the ethics of human resource management has been provided by the Kantian research. This essay will attempt to explore the Kantian imperatives of human resource management and whether human reso urce management could ever treat employees as end in themselves instead of a tool or resource. In order to correlate the construct of ethics and morality with human resource management, the core ideology and principles of human resource management and its contribution and importance and organizational scenario has to be understood. Strategic human resource management (SRHM) is a very important component of organizational structure. The primary contribution of SHRM on the organizational scenario is providing and ensuring skilled, committed, and inspired workforce that facilitates sustainable competitive advantage to the organization. Strategic human resource management (SRHM) relies on resource base theories and frameworks that emphasizes investment in each of the employees equivalent to the profitability value that a company can achieve by facilitating a strategic fit between the human resources and the opportunities they can provide to the company (BoltonandHoulihan 2007). Elaborating on the origin and development of SRHM, it can be mentioned that there are two theoretical principles based on which SRHM functions. One reflects a contingency approach between employee motivation and employee engagement with desired performance outcomes. On a more elaborative note, this process of strategic human resource management is targeted at improving in controlling employee behavior in engagement to achieve optimal performance outcomes and profitability for the company. Known as the Hard SHRM strategy, it uses contextual variables in order to arrive at the best way to manage people only to achieve the organizational goals (Bowie 2017). On the other hand the soft approach focuses on high commission high-performance strategy to people management. Hence it can be mentioned that in contrast the soft HRM techniques facilities of psychological link between organization and employee engagement in order to achieve the desired goals, whereas the hard technique involved no p sychological attachment for the employees. Overall, the employees or human resource to be precise, are treated as tools or machinery by the company where the optimal benefits are excised based on different strategic approaches (Boxall and Purcell 2017). Basic principle of SHRM, there are many substantial benefits which makes SHRM the most important components of organisational structure and operational management. First and foremost it has to be mentioned that SHRM has a direct link with effective business planning and effective human resource deployment based on expertise and experience. According to the authors Human Resource Management anticipates individual employee performance outcomes and relates it with the long term goals and strategies of the organisation. SHRM also has significant role in the cost benefit analysis and planning of an organisation in terms of employment, training, and remuneration cost imbalance management. Lastly, a suitable SHRM technique also helps in maintaining and enhancing the market demand and reputation providing the organization with a competitive advantage. Therefore, HRM is an essential element of the business process management, although maintaining the humanitarian ethics in the organizational scenario often is very difficult in the cut throat corporate world (Gotsis and Kortezi 2010). According to the ideology of Immanuel Kant, humans or humanity should be treated as ends in themselves rather than being treated a means to an end. For instance, his ideology is based on the fundamental principle that people are not just a tool or resource to be used and exploited by the organizations rather they are ends in themselves. Now it has been mentioned that the ethical stand to the construct of human resource management has been researched and evaluated time and time again in research. The morality of ethics of Human Resource Management can be effectively correlated with the Kantian view (Bowie 2017). Elaborating more on the Kantian view any individual can only be considered ethical when that particular individual and his actions can be justified by preserving moral worth. The fundamental element of Kantian ethics is based on the difference between categorical and hypothetical need or necessity, only in the case that the person utilizes logical unreasonable path to address that need. Along with that, the author has also mentioned that for any categorical imperative to be considered ethical, moral commands must be involved in the decision making as well (Greenwood 2013). Extending the principles of Kantian ethics to human resource management, it can be mentioned that in terms of reversibility and universality, any action that is thought to be accurate for one particular individual will have similar effects in case of all other individuals. In this regard it can be argued that even human resource management needs to treat all individuals equally in order to maintain optimal ethics and morality of the construct. Moreover, the Kantian ethics when correlated with strategic Human Resource Management, indicates the use of a deontological view to the entire scenario. According to Kantian principles, the human resource management should also consider the people as the ends themselves, a part of the goal rather than treating them as only objects in path of achieving the goal. Therefore it can be mentioned that the Kantian point view of human resource management directs SHRM to be compassionate and supportive of employee rights and benefits along withorganizat ional profitability and goals. Along with that the human resource management, in terms of Kantian ethics, should optimize their strategies ensuring the greater good if the employees as well along with the organizational profit, and in order to enhance profitability or minimize, the employee rights and welfare must not be compromised on any manner (Jack, Greenwood and Schapper 2012). Despite the Kantian ethics being correlated with human resource management in research studies, there are no effective results being reflected in the strategic human resource management scenarios of different organizational sectors. In the present corporate scenario the employees are still treated as a tool or resource that provides the means for the company to attain the organizational goals. The severity with which the employees are treated as resource that is utilized in order to attend specific ends depends on their hierarchical position in the organization. The lower ranks are often the most exploited resources in most of the organizations and their welfare is the most neglected in the present day scenario. Now there are many contributing factors that can be discussed here as restricting the human resource management from developing a particular morale. First and foremost, organizational culture and corporate stereotype needs to be mentioned. It must not be ignored that the enti re construct of human resource management or administrative operational management is focused on the sole prospect of increasing profitability and market demand of the organization and facilitating smooth the business process management. That is the reason that strategies that are employed in both human resource management and operational management scenario in most of the organizations are only concerned with the processes and practices that will aid to the enhanced profitability and productivity, regardless of the impact on the employees (Jiang et al. 2012). On the other hand it also has to be mentioned that there are many moral conflicts that an HR manager needs to face in the organizational scenario which makes the path of following ethical and moral integrity very difficult. According to the article by Pinnington, MacklinandCampbell (2007), maintaining justice and impartiality in the organizational decision making can be very difficult in the face of more than one decision makers. It is also supported by the fact that the organizational decision making or HR policy implementation is not always in the hands of the human resource management, there are many other stakeholders that are involved with the process. Now the question remains whether HR management is powerless while maintaining morality and justice in the organization. Despite the human resource management not being the sole purpose of justice in an organization the influence of the human resource management on the business processes is also significant. With honest effort and dedication towards safeguarding the best interest of the employee along with it into the organizational performance and productivity can enhance the morality of HR and construct (Patrick Neumann and Dul 2010). The present age of technological revolution in globalization and with all the changes that are operating in the organizational sector treating the employees just as a resource is a highly flawed perception. It has to be mentioned that organizations can obtain profits only on the basis of the performance and hard work that the employees invest and hence they also deserve to be valued by the company. The human resource management can be the first step in safeguarding the employee rights and abiding the contracts or promises can actually implement lawful and justified fairness in the work culture of organizations. Hence despite being difficult treating the employees as ends in themselves instead of means to an end is not impossible for human resource management with effort and will. References: Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Bolton, S.C,andHoulihan.H,(2007).Searching for the human in human resource management.NewYork:Macmillan,availablefrom:https://books.google.co.in/books?id=V_AcBQAAQBAJprintsec=frontcoverdq=Searching+for+the+human+in+HRM:+theory,+practice+and+workplace+contextshl=ensa=Xved=0ahUKEwidoa2y9qTZAhXKLY8KHYkzALUQ6AEIJjAA#v=onepageq=Searching%20for%20the%20human%20in%20HRM%3A%20theory%2C%20practice%20and%20workplace%20contextsf=false.[accessed on] 15th February, 2018. Bowie, N.E., 2017.Business ethics: A Kantian perspective. Cambridge University Press. Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Palgrave Macmillan. Gotsis, G.N. and Kortezi, Z., 2010. Ethical considerations in organizational politics: Expanding the perspective.Journal of Business Ethics,93(4), pp.497-517. Greenwood, M., 2013. Ethical analyses of HRM: A review and research agenda.Journal of Business Ethics,114(2), pp.355-366. Jack, G., Greenwood, M. and Schapper, J., 2012. Frontiers, intersections and engagements of ethics and HRM.Journal of business ethics,111(1), pp.1-12. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. Kalshoven, K. and Boon, C.T., 2012. Ethical leadership, employee well-being, and helping: The moderating role of human resource management.Journal of Personnel Psychology,11(1), p.60. Koonmee, K., Singhapakdi, A., Virakul, B. and Lee, D.J., 2010. Ethics institutionalization, quality of work life, and employee job-related outcomes: A survey of human resource managers in Thailand.Journal of business research,63(1), pp.20-26. Patrick Neumann, W. and Dul, J., 2010. Human factors: spanning the gap between OM and HRM.International journal of operations production management,30(9), pp.923-950. Pinnington,A,,Macklin,R.,andCampbell,T.,2007.Human resource management: ethics and employment.Oxford University Press,pp. 260-270.available from: https://www.hrpa.ca/Documents/Designations/Job-Ready-Program/Human-Resource-Management-Ethics-and-Employment.pdf.[accessed on] 15th February, 201