Friday, December 27, 2019

Socrates - 697 Words

We live in a modern world conquered by wrong doings. Why, we tend to ask. What encourages individuals to move towards evil doing? Isn’t self-restraint a sufficient obstacle in the pursuit of evil? One of the many questions which strike us when we are surrounded by injustices is whether it is the wrong individuals or the collective society which drives those particular evil doings. In a sociocultural context, this may be a very subjective question due to the lack of universality in the definition of ‘bad’ in itself. Philosophers, and more recently psychologists, have studied intellectual and neurological causes of wrong actions in search for an answer to the concerned question. One of the very first philosophers who manifested concern for†¦show more content†¦Socrates’ description of the soul as â€Å"that within us in virtue of which we are pronounced wise or foolish, good or bad seems to imply that ethics are internal and the sole responsibility of the same individual. But many, contrarily, argue that ethics are external, standardised and shaped by society, and thus, are not fully our responsibility. The problem with the first view of ethics as being internal is that no one can deny that in today’s modern world, social cohesion is brought about by our actions and their degree of conformity to social ‘standards’, so there exists a strong social influence in our actions. We have conditional interests and biases, many a time, depending on how ‘normal’ an action is considered. For example, having hair with a shocking pink colour would be considered as something out of the ordinary, and is in fact not so common . The problem with the second view of ethics as being something tempered with social influence is that society is, after all, an amalgamation of individuals which perform individual actions and so blaming society for a wrong doing would be, essentially, blaming ourselves. ------------------------------------------------- In my opinion, it is in fact a mixture of the two; a process. Societies mark us with their influence, but that is not final. The final decision in a wrong doing is always that of the doer.Show MoreRelatedSocrates : The Suicide Of Socrates1405 Words   |  6 PagesSocrates was born in 470 BCE in Athens, Greece. His father was Sophroniscus, a sculptor and stone mason from Athens and his mother was a midwife by the name of Phaenarete (30 Interesting Socrates Facts 2014). Socrates original profession was masonry and sculpting, before becoming a philosopher. On a day in 399 BC, Socrates ( roughly 71 years at the time) went to trial.Now why would anyone want to send an old man to court? Three answer is that Socrates was accused of refusing to recognize theRead MoreSocrates And The Apology Of Socrates1322 Words   |  6 Pages Socrates is quite the unique individual compared to most, if not all, other Greeks at that time. In the Apology, Socrates gives an analogy of himself being a gadfly and that his gadfly like actions are favorable for Athens and that the actions are goods he is providing. From his service he claims to live a more private life than a public life when discussing virtue. This paper is going to discuss Socrates and his analogy of a gadfly, approach to others about virtue, his conduct effect on democracyRead MoreSocrates As A Martyr And Socrates927 Words   |  4 PagesIn philosophy class this semester we spoke a lot about Socrates and his trial. We were required to read the dialogue ‘Apology’ by Plato. The à ¢â‚¬ËœApology’ Dialogue is what Plato recorded during the speech Socrates gave to the court defending himself against the charges of corrupting the young, and by not believing in the gods in whom the city believes† these two were the main charges, but underneath that there were also other significant charges such as being considered an antidemocratic or pro-SpartanRead MoreSocrates : The Problem With Socrates908 Words   |  4 PagesThe Problem With Socrates: The problem with Socrates concerns the problem with the role of value and reason. Nietzsche believes that the bulk of philosophers claim that life is a corrupt grievance for mankind. Nietzsche reasoned that these life deniers were decadents of Hellenism, as a symptom of some underlying melancholy. For someone to paint life in such a negative light they must have suffered a great deal through the course of their own life. Furthermore, these no-sayers agreed in various physiologicalRead MoreSocrates Worldview Of Socrates1855 Words   |  8 PagesPart 1: Socrates’ Worldview Socrates is a widely renowned teacher, who has taught and demonstrated a variety of lessons that regard how he views the world. Socrates has described his view on morality, purpose, death, and the ultimate. He has spoken about these views through multiple texts including The Last Days of Socrates and they have been interpreted through the text Socrates by George Rudebusch. Through these worldviews, Socrates has given people the opportunity to expand their wisdom andRead MoreSocrates1461 Words   |  6 PagesSocrates was one of the greatest Greek philosophers. His work was not to propose any specific knowledge or policy: it was to show how argument, debate, and discussion could help men to understand difficult issues. Most of the issues he dealt with were only political on the surface. Underneath, they were moral questions about how life should be lived. Such is the influence of Socrates that philosophers before him are called the Presocratic philosophers. Socrates made enemies, three of whom broughtRead MoreSocrates1099 Words   |  5 PagesSocrates the Greek Philosopher December 14, 2014 PHI/105 In the beautiful city of Athens, Greece, there was a philosopher Socrates, and his Socratic method, was laid on the groundwork for the Western systems of logic and philosophy. Socrates did believe that he didnt know anything, and It was because of this that the Oracle told Socrates that he was wise and that he should seek out the wise men to hear what they had to say. So Socrates began to travel to different parts of Greece to questionRead MoreSocrates659 Words   |  3 PagesSocrates Socrates was accused of many things in the Athens market. Socrates was accused of being a man who makes the worse argument into the stronger argument. A man who knows about the heavens and earth and therefore any one who believe this must not believe in the gods. Socrates was accused of being an atheist. Most of the people that followed him around his quest were inquisitive. Where as most adults would walk by Socrates with his â€Å"annoying question† the youth stopped to see what heRead MoreSocrates : A Man By The Name Of Socrates963 Words   |  4 PagesIn 469 B.C. a man by the name of Socrates was born. Socrates was a very wise man that cared about doing the right thing. He believed that the best ways to develop ideas was in the give and take of conversation, and that the best way to educate people was to ask them a series of questions leading in a particular direction (now named â€Å"Socrates method). Socrates had been quick to identify the drawbacks of democracy, and he had also been the teacher of two men who in different ways harmed Athens: AlcibiadesRead MoreSocrates s Views On Socrates1314 Words   |  6 PagesSocrates could undeniably be described as one of the most influential philosophers and greatest thinker of his time. His views can be interpreted many different ways, but most would agree that he sought out wisdom and truth for the betterment of himself and his community. Though Socrates was one of the most intelligent men of his time, he was very foolish to never write his own book. For this reason, after his passing, one of his students, Plato, began to write a book about his teachings and ideas

Thursday, December 19, 2019

Who Can We Blame - 1392 Words

Who s to Blame? Have you been a victim of the so called â€Å" fast food obesity outbreak†? You re not the only one. In today s society this so called â€Å"fast food induced obesity† is a huge controversy concerning many countries today in time. The common culprits of the obesity issue is fast food, school lunch, and unhealthy food people consume at home. Who can we trust? Well many people believe that the consumer should not be responsible for their actions when it comes to consuming fast food, which is seen in this piece â€Å" Don t blame the eater,† by David Zinczenko. Throughout his essay he explains his reasoning with many hard facts and personal stories about fast food insufficient food labels and how they’re causing multiple health implications. Is that really the issue, though? Clearly the fast food industry has to take some of the blame for this problem,but they are not the direct cause. Therefore fast food is not a direct cause of â€Å" Fast food related il lness,† and obesity in America. Look around and see all the news and articles concerning the health risk of eating fast food in America and even other countries. In fact, the fast food is truly killing us. They leave out important warnings and try to hide important nutritional facts that counteract the ways of trying to eat healthy. The fast food companies should be taking responsibility for what they are doing to their customers. Zinczenko says â€Å"If you pour what you ve been served, you re suddenly up around 1,040Show MoreRelatedWhy Do We Blame The Victim?921 Words   |  4 PagesThere is an idea that we have become a nation of victims. Some psychologist and most people have a don’t blame the victim mentality. While other psychologist look at the victims as being held accountable in some cases. Looking at the data and validity of these arguments, I believe that neither one should be used but instead we should shy away from the blame approach and develop a bette r understanding of the role victims play in violent situations Why do we blame the victim? Some psychologist argueRead MoreEssay about Analysis of Jack Johnsons Cookie Jar920 Words   |  4 Pagesâ€Å"Cookie Jar† because of the old saying â€Å"Who stole the cookie from the cookie jar, Who me, Yes you, No not me† this means that we are always trying to find someone else to blame, rather than ourselves, we try to find a scapegoat to get us out of the mess that we have created. â€Å"Cookie Jar† challenges the beliefs and values of western society because, in the song a young boy kills another young child with a gun and he said that you cant blame him. His dad , the media man, theRead MoreFast Food1145 Words   |  5 Pagesthe United States and more and more children are being affected. But do uneducated families have the right to put the blame on fast food restaurants for the health issues they could easily prevent? I believe that we are taking it too far by blaming fast food restaurants for obesity and that it is an individual’s responsibility to take the blame. While R.A. Ames The Food Isn’t to Blame and Richard Daynard â€Å"You Want Fries with That?† use different themes of blaming fast companies and individual decisionsRead MoreA Critique of â€Å"Don’t Blame the Eater† by David Zinczenko1661 Words   |  7 Pagesgoing on in America. Any way one can want to talk about the problem, it will always be a huge dilemma throughout the United States. For a long time now, people have been discussing who is to blame for the obesity crisis going on. Some people prefer to blame the government, several blame the restaurants, others the parents and even the schools receive criticism for obesity. People should develop their own ideas on the obesity crisis and to figure out who is to blame and how to fix the problem. TheRead MoreObesity On The United States981 Words   |  4 Pages We are all guilty, we rather spend five dollars on a McDonalds or Burger King meal, instead of taking a little time the day before and making our self our own meal, but let’s keep on mind that just because is made home doesn’t mean is healthy. According to article â€Å"The state of obesity† by better policies of America more than one third of adults (34.9) are obese in the United States. But why is there so much obesity on the United States and who is there to blame? We can go ahead and blame the fastRead MoreWhos to Blame in William Shakespeares Romeo and Juliet? Essay examples1127 Words   |  5 Pagesnbsp;Why is it that we as human beings feel the need to blame someone for every negative situation, which occurs? If we really look at the situation with any great depth, we may discover that an almost endless amount of things may be blamed for the tragedy blaming an individual is pointless - onl y fate can really be blamed. nbsp; nbsp;Some characters who are more commonly blamed are Romeo and Juliet themselves. With their headstrong personalities, and love, which seemed so sure, theyRead MoreMy Social Issue : Unfair Trials1180 Words   |  5 Pagesinterests me and the second reason is because my best friend was wrongfully convicted and put in prison. I am always looking at cases like these kinds of things and looking at different perspectives on these cases. The problem about unfair trials is that we are putting good people away for a small mistake for a long time and rapists and murderers for a shorter period of time. â€Å"Ex-Stanford University swimmer Brock Turner is set to walk free from a California jail Friday morning. He would be three monthsRead MoreObesity And The United States973 Words   |  4 PagesWe are all guilty of spending five dollars a meal from McDonalds or Burger King instead of taking a little time the day before and making our self our own meal, but let’s keep in mind that ju st because is made home doesn’t mean is healthy. According to the article â€Å"The state of obesity† by better policies of America more than one third of adults (34.9) are obese in the United States. But why is there so much obesity in the United States and who is there to blame? We can go ahead and blame the fastRead MoreStrategies for Dealing with Difficult Conversations in â€Å"Difficult Conversations† by Stone, Patton, and Heen 546 Words   |  3 Pagesâ€Å"Difficult Conversations† by Douglas Stone, Bruce Patton, and Sheila Heen is about the steps to take when dealing with difficult conversations. Difficult conversations can arise from any type of relationship whether is be in the workplace or with family. The fear of consequence is what leads to avoidance of difficult conversations and the goal is to reduce that fear. There are three stages in a difficult conversation, these stages include â€Å"The Problem†, â€Å"Shift to a Learning Sta nce† and â€Å"Create aRead MoreA Sociological Perspective On Homelessness1587 Words   |  7 Pagesrevealed that there were approximately 633,782 people who are homeless in America or 20 out of every 10,000. Approximately 394,379 are single individuals and 239,403 are people in families with 77,157 homeless families in a single night, and approximately 162, 246 are children. Veterans are more likely to be homeless than those who are non-veterans, approximately 29 out of every 10,000 veterans are homeless. Unfortunately, 38 percent of those who are homeless are unsheltered, either living on the streets

Wednesday, December 11, 2019

Strategic Governance and Management Accounting

Question: 1. Present (using the Performance Measure Record Sheet), a KPI that is important for the future of the business? 2. Critically assess the role of this KPI in the management of the business ? Performance Measure Record Sheet 3. Discuss how you would go about setting the target for this KPI? 4. Present other complementary measures/approaches you could take to improve the effectiveness of this KPI in controlling and managing the business? Answer: 1. Present (using the Performance Measure Record Sheet), a KPI that is important for the future of the business According to (Daeki Kim and Noto, 2011), a key performance indicator is the business metric that is used to assess the factors, which are crucial to the organisational success. The key performance indicator differs as per the organisation; the KPIs in the business can be customer loyalty metric or net revenue whilst the government considers the rates of unemployment. In the case study given it seen that Bob Greenwood having a talent in designing the gaming machines was replaced by an accountant becoming the head of the company because the owners were dissatisfied with the performance of the company. The profitability of the company was not matching to their expectations that led to the replacement. The owners of the company failed to evaluate the indicators of the organisational success before making the accountant as the company head. In a manufacturing industry, there are multiple processes to increase the output of the production. In a gaming and video amusement industry, innovation is required to manufacture a gaming machine in alignment with the design and the costs of the same (Marfels, 2011). It is seen in the case study that several issues have cropped up after the replacement of Bob; materials in the plant were disorganised and no one knew what exactly they have to do, issues on the units costs of the machines parts, quality assurance, latest innovation. Reshaping the organisation can be done by reducing the cycle time of the innovation process or the production, elimination of the unproductive time causes, elimination of the time wasted in the production of the poor quality machinery. As commented by (Riexinger et al., 2015), the performance measure record sheet identifies what a good performance measure comprises of. The framework makes sure that measures are defined clearly. Below given is the Performan ce Measure Record Sheet Title Adherence To The Schedule Of The Customer Purpose Enabling the company to monitor the performance of factory completion Relates to Business Goals Meeting the standards of quality and no complaints from the customers Target 100% completion of schedule on time Frequency Weekly Who measures? Manager in Despatch Data Source Delivery Receipt Who acts on data? Manager in Production Objectives Investigating the reasons for delayed delivery Title Identification Of Latest Technologies And Innovation Purpose Enabling everyone to be involved in the identification process of technology Relates to Business Goals Improving the service quality for the customers Target 1000 assessment forms of the technology Frequency Monthly Who measures? Finance Manager Data Source Assessment forms of technology to accompany claims of the expense Who acts on data? Director of procurement Objectives Monitoring the forms returned and the contributions Title Quality Assurance Purpose Enabling the workers to maintain the product quality Relates to Business Goals - Enhancing the product quality Target 100% TQM (Total Quality Management) Frequency Daily Output Who measures? Quality Engineer Data Source Assessment of the output quality Who acts on data? Project Manager Objectives Monitoring the output produce and evaluating the same. Title Warehouse Management Purpose To ensure the organised plant premises and storage of the materials properly Relates to Business Goals - Enhancing proper management of the materials of the production Target 100% storage of the materials unused Frequency Daily Output Who measures? Warehouse Manager Data Source Assessment of materials used and unused Who acts on data? Project Manager Objectives Monitoring the management of effective warehouse 2. Critically assess the role of this KPI in the management of the business The Performance Measure Record Sheet is a tool that defines the features required for ant measurement strategy that a business may use. According to the opinion of (Roth, 2014), having a clear, relevant and unambiguous measures will form the basis of any enhancement in work. If the company concentrates on measures on a proper work area, any enhancement action might be wasted or even make the matters worse. If these measures are unreliable, than the customers can defy the actions they oppose and hold-up the implementation till the authenticated data is obtained (Samsonowa, 2012). This tool is specifically used to make sure that the business makes consistent decisions when they work in groups or as teams to recognise the metrics in use also agreeing the work of the measures and the process in which they are calculated. According to the case study, it is found that the owners of the company were dissatisfied with the performance of the company even though it was doing well in the market. The profitability of the company did not match with the expectations of the owners. They wanted more. After they replaced Bob with an accountant as the head, they forgot to evaluate the KPI of the organisation that would have improved the success of the organisation. After the new chief executive started to take a tour of the whole plant, he found some things going wrong in the factory that made him think about reshaping the company. The key performance indicator of the company is to sustain the success of the company. The business metric of this company is to earn profitability by ensuring quality products to the customers (Stumpp, 2012). If we critically assess the indicators we see that the adherence to the schedule of the customer and the quality assurance covers the part where there is a necessity to maintain t he balance between demand and the supply. Here the whole plant could be made more efficient by the alignment of both these indicators. The production department and the quality assurance tem must work together to settle the plant management system where the change in the products will be monitored and the delivery of the same will be accordingly done. This will increase the efficiency of the departments with no non-quality products and effective time management for the delivery. It was seen in the case study that the production manager pointed that the marketing department wants instant delivery of the products just after he receives the designs of the products; this creates a mismanagement as there is no time left for the production manager to settle the production system (Um, Gontarz and Stroud, 2015). As commented by (Vokorokos and dm, 2011), warehouse management is an essential part of the management and it controls primarily the movement and the storage of the materials in the warehouse and the procedure of the related transactions like receiving, shipping, picking and put away. In this case study it seen that when the new executive visited the plant, he saw the parts of the finished goods lying everywhere making the plant disorganised. None of the employees knew what to do with these parts. This key performance indicator of warehouse management is essential to keep the plant organised. It is the part of the organizational success when these parts of the finished goods are stored safely in the warehouse so that they are used when they are required to. As opined by (Watkins, West-Meiers and Song, 2013), in a warehouse of a company, the warehouse manager should integrate with the accounting department seamlessly to keep a track on the parts of the finished goods so that they are u tilised when they are in need. This will reduce the production costs of the company and will increase the profitability of the same. This falls under the business objective. As commented by (Wen, Li and Luo, 2012), when a company works in innovative industry, it is required to identify and evaluate the latest technologies for the success of the business. The case study shows that the company deals in the video amusement market and this innovation is a necessity in this market to stay ahead of the competitors. Bob, being an engineer had talent and interest in the gaming machines mechanism. After he was fired the company is at loss because innovation of the machines was at stake than. A young engineer took the responsibility of putting together the specifications of the machine with state of the art software to stay ahead of the competition. He was unable to proceed because of the abrupt departure of Bob. The company should focus on this attribute of key performance indicator because it includes the sound evaluation of likelihood of the success of the technology and the application of the scope (Zhang, 2013). 3. Setting the target for the KPI According to the outlook and viewpoint of Daniel (2011) it is essential for Birmingham Amusement Machines to set the target for the successful accomplishment of the target that is set up for the KPI. Initially the account need to be make a proper budget of the overall cost of the production of the gaming machines along with the requirements of the resources both software and hardware. The accountant need to be assisted by a lead engineer for helping in making the list of the requirements that is essential. As per commented by Phillips and Lawrence (2012) the other officials those assist in making the effective target accomplishment for the KPI are the market researcher, market research analyst along with production manager and line manager. The market researcher helps in understanding the whole market scenario that will focus in understanding the needs and wants as well as requirements of the organization. Based on the research made by the market researcher, the researched items are well analyzed for concrete and best results. So, it is the responsibility of the market researcher to collect accurate results from the market. In addition to this Santini (2013) also commented on the essential fact that the market researcher also focuses towards the accurate market research that will help the organization in producing the gaming machines as per the needs and requirements. The production manger along with the warehouse manager is focused in understanding the needs and requirements of the market and produces the goods as per the customer requirements. From the outlook and opinion of Kownatzki et al. (2012) the warehouse manager ascertains to maintain a good warehouse stock so that as per the demand of the supply of the products can be done. The organization need to be much more organized and also need to set up the goals of the organization and steps are made that helps in measuring the progress that organization is making towards accomplishment of the goals. On the other hand as per commented by Angelis (2014) the production manager also need to keep in mind and analyze the market regarding the modern technology. The more and better quality along with modern technology is used within the organization; the better will be the upgraded machines. This will therefore increase the market share of the organization along with increase in profitability of the organization as per the expectations. From the outlook and opinion of Ravasi and Phillips (2011) the production manager also need to be responsible for providing trainings to the employees for upgrading them with the modern technology. This is because it will help in better production of the goods and products. The better will be the usage of the modern technology and software, the better will be the outcome and hence the more the organization will be led towards the success in this competitive market. 4. Measures or approaches that are taken for improvement of the effectiveness of the KPI for management and control of business Ratnatunga (2012) commented on the essential fact that KPI or Key Performance Indicator helps in understanding the maintenance that is done for achievement of operational performance. Effective and efficient maintenance of the overall performance of the organization helps in reduction of the risks with the less resources and time. The Birmingham Amusement Machines has taken major approaches that can be taken that help in improvement of the effectiveness of the KPI for better control and management of business are thereby discussed below. As per commented by Cosenz and Onto (2015) it is essential for the organization to take into account the effectiveness of KPI that helps in improvement and innovation within the organization. The measures or approaches are therefore discussed below- Usage of upgraded software and hardware- Juul Andersen (2011) commented on the essential fact that the organization can focus towards the usage of innovative software and hardware. This will improve the key performance of the organization and hence it will also focus towards the better and performance of the organization that will lead to the increase in market share. With the changing technology, the gaming industry needs to upgrade itself constantly for capturing as well as maintaining their already gained prestigious position in this ever competitive market scenario. According to the outlook and point of view of Harris (2011) for improving the key performance, innovation is essential. So, the higher officials unlike Bob need to focus much on innovation rather than the market price of the machines. This is because superior will be the quality the product the better will be the market share and competition with its rivals and competitors. Setting the allotted time- From the point of view of Balasubramanian et al. (2015) time is an essential instrument that focuses towards completion of the effective work at allocated time. The allocation of time is set for the organizational production and delivery of the products to the casinos, clubs, bars and pubs helps in keeping a tough competition with the other competitors. The reputation of the organization lies in the completion of the work in specified period of time and hence the target is set for the organization to deliver its products in time. According to the opinion of Phillips and Lawrence (2012) the organization should be working on the specifications mentioned by the engineers working with the organization. The specifications should be accomplished within the specified period of time and hence this can help in up-gradation of the whole system. Maintenance of quality of the Resources- As mentioned by Ravasi and Phillips (2011) resources are the essential part of the organization and it is the responsibility of the organization to maintain the quality of the resources. This improves the effectiveness of the working throughout the organization and hence focuses towards the reliability towards the production of superior quality products. The better the quality of the resources and raw materials will be the better will be the quality of the finished products that can compete with the competitors. The qualities of the resources or raw materials need to be the best of times that will definitely help in improvement of the overall production performance of the organization (Kownatzki et al. 2012). Improvement of the skills and knowledge of employees- Daniel (2011) commented that up gradation and improvement of skills and knowledge of the employees is essential for the overall operative success of the organization. The skills and knowledge need to be improved and the employees also need to be equipped with the modern and upgraded technology for staying in the competition as well as for producing the best quality products. Keeping a balance between demand and supply- From the opinion and outlook of Juul Andersen (2011) it is essential for the organization to maintain a balance between the demand and supply of the organization. This is because, it is previously seen that several parts of the machines and games are found lying within the organization that shows the cause of increased expenses or operating cost. So as commented by Ratnatunga (2012) this can be reduced extensively by maintaining a close balance between the demand and supply of the products. Instead the organization needs to focus on the adoption of modern and innovative technologies along with timely delivery of the products to the clients. In addition to this, for improvement of the KPI, it is to be remembered that the quality of the gaming machines need to be innovate, attractive and most recent on the market. Store and warehouse management- From the point of view of Harris (2011) the management and maintenance of store and warehouse is essential for Birmingham Amusement Machines. This is because it is seen that the organization need to focus on the expectations and profitability since it is failing to meet the profit expectations of the organization. Moreover, it was previously seen that the whole organization is disorganized in nature and hence the unit production costs have increased considerably. As commented strategically by Ravasi and Phillips (2011) this is caused due to the scattering of the finished and semi finished products within the organization without anybodys notice. The marketing manager also needs to be the more effective in maintaining the warehouse of the organization. This will lead in decrease in unit production cost as well as reach the expected profit margin of the organization. References Angelis, J. (2014). Strategic management of global manufacturing networks. Production Planning Control, pp.1-2. Balasubramanian, S., Jones, E., Gray, B., Armstrong, H. and Samdurkar, R. (2015). Evaluating Six Sigma Implementation Effectiveness through Statistical Process Control. SMQ, 3(1). Cosenz, F. and Noto, L. (2015). Combining system dynamics modelling and management control systems to support strategic learning processes in SMEs: a Dynamic Performance Management approach. Journal of Management Control. Daniel, S. (2011). Implementation of Japanese manufacturing strategies through management control systems. Strategic Direction, 27(7). Harris, E. (2011). Strategic Project Risk Appraisal and Management. Strategic Direction, 27(4). Juul Andersen, T. (2011). Strategic Risk Management Practice: How to Deal Effectively with Major Corporate Exposures. Strategic Direction, 27(7). Kownatzki, M., Walter, J., Floyd, S. and Lechner, C. (2012). Corporate Control and the Speed of Strategic Business Unit Decision Making. Academy of Management Journal, 56(5), pp.1295-1324. Phillips, N. and Lawrence, T. (2012). The turn to work in organization and management theory: Some implications for strategic organization. Strategic Organization, 10(3), pp.223-230. Ratnatunga, J. (2012). Strategic governance and management accounting: evidence from a case study. Strategic Direction, 28(3). Ravasi, D. and Phillips, N. (2011). Strategies of alignment: Organizational identity management and strategic change at Bang Olufsen. Strategic Organization, 9(2), pp.103-135. Santini, F. (2013). Strategic Management Accounting and financial performance in the small and medium sized Italian manufacturing enterprises. MANAGEMENT CONTROL, (1), pp.77-107. Daeki Kim, and Noto, (2011). A Study on the Supply Chain KPI Management System Through Rule-based Real-time Event Management. koreanjournaloflogistics, 19(1), pp.23-41. Marfels, C. (2011). The Monopoly Issue in the Gaming Industry Revisited: The Case of German Casino Gaming. Gaming Law Review and Economics, 15(4), pp.175-177. Riexinger, G., Holtewert, P., Bruns, A., Wahren, S., Tran, K. and Bauernhansl, T. (2015). KPI-focused Simulation and Management System for Eco-Efficient Design of Energy-Intensive Production Systems. Procedia CIRP, 29, pp.68-73. Roth, W. (2014). Evaluation and Reward Systems: The Key Shapers of Organization Culture. Perf. Improv., 53(8), pp.24-29. Samsonowa, T. (2012). Industrial research performance management. Heidelberg: Physica-Verlag. Stumpp, P. (2012). Strategisches KPI-Reporting und Nutzenmodell fr die unternehmensweite Informationsbereitstellung. Information - Wissenschaft Praxis, 63(3). Um, J., Gontarz, A. and Stroud, I. (2015). Developing Energy Estimation Model Based on Sustainability KPI of Machine Tools. Procedia CIRP, 26, pp.217-222. Vokorokos, L. and  dm, N. (2011). Double Input Operators of the DF KPI System. Acta Electrotechnica et Informatica, 11(4). Watkins, R., West-Meiers, M. and Song, K. (2013). Performance Improvement: A Key to Success in International Development Projects. Perf. Improv., 52(1), pp.29-37. Wen, X., Li, M. and Luo, R. (2012). Design and Application of KPI Query and Analysis System Based on Warehouse. AMR, 479-481, pp.2616-2619. Zhang, K. (2013). Design for Enterprise Asset Management Evaluation System of Power Generation Enterprises Based on KPI. AMR, 694-697, pp.3401-3405.

Tuesday, December 3, 2019

Prince Essays - Machiavellianism, The Prince, Italian Politicians

Prince Niccolo Machiavelli tells of the methods that have been the most successful in gaining and maintaining power in non-democratic governments in his classic novel, The Prince. Through a meticulous analysis of political history up to his point in time, he tells of the political strategies that had worked for rulers time and time again and also of those that had failed. Machiavelli maintains that any opposition to a ruler's power should be disposed of. He gives the example of Agathocles who had his army quickly and ruthlessly killed the senate of Syracuse and all of the other powerful people in the city so that he could easily take control with no one to oppose him. Machiavelli does not glorify these actions. He merely states that they work. Machiavelli also put a great value on having a military made up of citizens of the state rather than mercenaries. He concluded that a citizens' army has more to lose if defeated and more to gain if victorious. A citizen's army is also more likely to be loyal to its ruler while mercenaries fight purely for profit. At the moment it becomes more profitable to take some other course of action than to follow the orders of their employer, mercenaries will do so. Machiavelli cites several examples where having an army of mercenaries limited the capabilities of the state's military. King Louis XI employed Swiss mercenaries who fought along side his own troops. In time the French troops were so accustomed to fighting with the Swiss that they felt they couldn't be victorious without them. Machiavelli also gave some examples of times when mercenaries actually turned on their employers such as the Carthaginians' mercenaries that turned on them after they fought the Romans. Machiavelli said that it was critical for a ruler to be constantly thinking of the art of war. He should come to know the landscape of his own country in order to know the best strategies for battle should his nation every be attacked, and through this he should also be able to deduce how to react in similar terrain in another place. Francesco Sforza raised himself from a private person to the station of Duke of Milan through battle. Machiavelli believed that a ruler should know how to do wrong. He who tries to do what is morally right instead of what needs to be done will soon lose his power. Machiavelli states that it is better to be feared than loved if one cannot be both. A ruler should not be too merciful. Ruthlessness that sets a few examples is ultimately more merciful when it prevents disorder because many may die in disorder. Hannibal was ruthless and cruel, and he was both revered and feared in the eyes of his enormous army, allowing him to keep them under his command. Machiavelli explains that a ruler should have the cunning of a fox and the strength of a lion. Without cunning a ruler is susceptible to tricks and traps, but without a strong military he is likely to be overwhelmed by the opposition. Alexander VI was an especially cunning ruler. He was always deceiving someone. Deceit can often be used to manipulate others. Niccolo Machiavelli is one of the most widely read authors of all time. His book, The Prince, has been studied by many people including Hitler and several U.S. presidents. By the age of 29 Machiavelli was active in the Florentine government, participating in several diplomatic missions to other nations that afforded him the opportunity to observe their practices.

Wednesday, November 27, 2019

100 of the Most Common Kanji Characters

100 of the Most Common Kanji Characters With three different ways of writing, the Japanese language may seem intimidating to new students. Its true that memorizing the most common kanji symbols and other scripts takes time and practice. But once youve mastered them, youll discover a means of written communication unlike anything youll see in the English language. There are three writing systems in Japanese, two phonetic and one symbolic, and all three are used in tandem. Kanji Symbols Kanji is symbolic, or logographic. It is the most common means of written communication in the Japanese language, with more than 50,000 different symbols by some estimates. However, most Japanese can get by with using about 2,000 different kanji in everyday communication. A single kanji character can have multiple meanings, depending on how it is pronounced and the context in which it is used. Hiragana and Katakana Hiragana and katakana  are both phonetic (or syllabic). There are 46 basic characters in each. Hiragana is used primarily to spell words that have  Japanese roots or grammatical elements. Katakana is used to spell foreign and technical words (computer is one example), or used for emphasis. Romanji Western characters and words, sometimes called romanji,  are also common in modern Japanese. Typically, these are reserved for words derived from Western languages, especially English. The word T-shirt in Japanese, for example, consists of a T and several katakana characters. Japanese advertising and media frequently use English words for stylistic emphasis.   For everyday purposes, most writing contains kanji characters because its the most efficient, expressive means of communication. Complete sentences written only in hiragana and katakana would be extremely long and resemble a jumble of letters, not a full thought. But used in conjunction with kanji, the Japanese language becomes full of nuance. Kanji has its historical roots in Chinese writing. The word itself means Chinese (or Han) characters. Early forms were first used in Japan as early as A.D. 800 and evolved slowly into the modern era, along with hiragana and katakana. Following Japans defeat in World War II, the government adopted a series of rules designed to simplify the most common kanji characters to make them easier to learn. Elementary school students have to learn about 1,000 characters. That number doubles by high school. Beginning in the late 1900s, Japanese education officials have added more and more kanji to the curriculum. Because the language has such deep historical roots, literally thousands more kanji have evolved over time and are still in use. Common Kanji Characters Here are 100 of the most frequently used kanji in Japanese newspapers. Newspapers give a great representation of the best and most useful kanji to learn because you are more likely to come across these characters in day-to-day use.   æâ€" ¥ sun ä ¸â‚¬ one Ã¥ ¤ § big Ã¥ ¹ ´ year ä ¸ ­ middle ä ¼Å¡ to meet ä º º human being, people æÅ" ¬ book æÅ"ˆ moon, month é• · long å› ½ country å‡ º to go out ä ¸Å  up, top Ã¥   10 生 life Ã¥ ­  child 分 minute æ  ± east ä ¸â€° three è ¡Å' to go Ã¥ Å' same ä »Å  now é «Ëœ high, expensive 金 money, gold 時 time 手 hand è ¦â€¹ to see, to look Ã¥ ¸â€š city 力 power ç ± ³ rice è‡ ª oneself å‰  before 円 yen (Japanese currency) Ã¥ Ë† to combine ç «â€¹ to stand 内 inside ä ºÅ' two ä ºâ€¹ affair, matter ç ¤ ¾ company, society 者 person Ã¥Å" ° ground, place ä º ¬ capital éâ€"“ interval, between ç” ° rice field ä ½â€œ body Ã¥ ­ ¦ to study ä ¸â€¹ down, under ç› ® eye ä ºâ€ five Ã¥ ¾Å' after æâ€" ° new 明 bright, clear æâ€" ¹ direction éÆ' ¨ section .Ã¥ ¥ ³ woman å… « eight Ã¥ ¿Æ' heart å›› four æ °â€˜ people, nation Ã¥ ¯ ¾ opposite ä ¸ » main, master æ ­ £ right, correct ä » £ to substitute, generation è ¨â‚¬ to say ä ¹  nine Ã¥ °  small æ€  to think ä ¸Æ' seven Ã¥ ± ± mountain Ã¥ ®Å¸ real å… ¥ to enter 回 to turn around, time Ã¥   ´ place 野 field éâ€"‹ to open ä ¸â€¡ 10,000 å… ¨ whole Ã¥ ®Å¡ to fix Ã¥ ® ¶ house Ã¥Å'â€" north å… ­ six å•  question è © ± to speak æâ€"‡ letter, writings å‹• to move Ã¥ º ¦ degree, time çÅ"Å' prefecture æ ° ´ water Ã¥ ®â€° inexpensive, peaceful æ °  courtesy name (Mr., Mrs.) å’Å' harmonious, peace æ” ¿ government, politics ä ¿  to maintain, to keep è ¡ ¨ to express, surface é â€œ way ç› ¸ phase, mutual æ„  mind, meaning ç™ º to start, to emit ä ¸  not, un-, in- å…š political party

Sunday, November 24, 2019

Texting While Driving Essay Example

Texting While Driving Essay Example Texting While Driving Essay Texting While Driving Essay Smartphone has impacted almost all walk of human life. Mobile technology has drastically changed the cultural norms and behavior of individuals. The major impact of Smartphone is on PC market. According to a survey by Compete, a web analytics firm, a large number of people almost up to 65% are using their smart phones to read news feeds, post status updates, read amp; reply to messages and post photos. This shows that now people are leaving PCs and moving towards Smartphones. Texting while driving is a growing trend, and a national epidemic, quickly becoming one of the country’s top killers.Drivers assume they can handle texting while driving and remain safe, but the numbers don’t lie. When it comes to driving, teenagers have a lot of factors working against them like inexperience, impulsiveness, the challenge of navigating their complex social and emotional lives and the road at the same time. According to the documentary, 100,000 accidents in the US every year are caused by drivers using mobile phones. When they are texting while driving they could not focus on driving. The careless of driver will causes the car accident happens.Alongside victims, the documentary also features interviews with the perpetrators who have killed and injured people through careless driving. Texting While Driving Purpose/Goal: To address the issue of texting while driving and the effects it has. Audience: The citizens of the town of Winnipeg Setting: Large hall belonging to the municipal council Organization: Single sitting arrangement with an audience of approximately 150 people Supporting Material(s): The use of audiovisual equipment for instance a power point presentation to enhance the effect of the presentation Delivery: The speech will be delivered orally to the audience. The speaker may also use non-verbal cues in order to engage the audience more in the presentation. He or she may use facial expressions or gestures to this effect. Strengths: This presentations’ greatest strength is that the speaker will be able to forge a relationship with the audience. The audience will, therefore be more engaged in the presentation. The speaker can involve the audience members in the speech by use of questions for instance and this will improve the presentation. Weaknesses: The major weakness the speaker will encounter will be that he or she does not know al the members of the audience personally. This will be disadvantageous because he will not he or she able to address to their particular ideas and may not get all their attention. INTRODUCTION: Good morning everyone, I take this opportunity to welcome you to this meeting and to thank you for gracing us with your presence. Attention Getter: I believe that all of you are aware of the road accident that took place recently. It claimed the life of one of the third grade students in one of our local schools. It was claimed that this accident resulted due to the negligence of the driver who was texting as he was driving. Thesis: Texting while driving is a hazardous practice that endangers the lives of the pedestrians as well as other motorists (Leeming et al, 2007). Overview: Texting while driving has several effects on the driver and these effects culminate in occurrences such as road carnage. TRANSITION: All the motorists to ensure the safety of our roads should avoid the issue of texting while driving. Major Ideas (BODY): I. Drivers who drive as they text have their attention diverted from driving in order for them to text. A. Texting requires some level of attention to avoid making errors in the message. This takes the focus of the driver away from the road. B. The attention that should have been accorded to driving the car is therefore dramatically reduced and this is very dangerous to the other drivers and pedestrians TRANSITION: The averting of the attention of the driver while he or she is driving because he or she is texting may prove dangerous. II. Because the driver is not focusing on driving entirely, this makes him vulnerable to accidents that could have been avoided in ordinary circumstances. A. Most road accidents occur due to unnecessary mishaps and their frequency is increased when the drivers are engrossed in something else such as texting. B. An example of such an occurrence is if a car breaks down on the road, the probability of the distracted driver to run into the car is high since he or she will mot be notice the other drivers avoiding the car since they are busy texting. TRANSITION: These unnecessary road accidents can be avoided if only the drivers avoid texting while driving. III. The road accidents caused by the drivers who text while driving will affect the students in our community the most (TRL, 2011). A. A large number of the schools in this area are in close proximity to the residential areas. This means that the students therefore travel to school on foot. B. However if such accidents keep happening, the parents will require to spend a lot more money to obtain transport for their children to and from school. They will do this to ensure that their children are safe from road accidents. C. In the case of the student that was run over recently, the accident occurred as she crossed the road. The traffic lights signified it safe for the pedestrians to cross the road but one driver who was texting did not see the lights and so he hit her. TRANSITION: The safety of the children in our community should be paramount and everything should be done to ensure their well-being. CONCLUSION: All drivers should stop using technological devices while driving in order to ensure that they are not endangering the lives of the other civilians. Summary: Texting while driving has several effects. Drivers in this situation are sidetracked and they may cause accidents. These accidents can be avoided if this issue is seriously considered. Memorable Statement: In order to ensure the safety of this community, it is imperative that all the drivers stop using mobile phones while driving. Let the saddening demise of the young child be a constant reminder of the harmful effects of texting while driving. References Leeming, J. J., Mackay, G. M., Pole, K. F. M., Fitzgerald, P. J. (2007). Road accidents: Prevent or punish? Oswestry: Quinta TRL Limited. (2011). Pedestrian road accidents: Update (2007-2010). Bracknell: HIS News10. (2011).Story retrieved from: news10.net/news/local/article/162381/2/Auto-v-pedestrian-accident-claims-9-year-old-in-Marysville

Thursday, November 21, 2019

Antarctic sea ice melt and its implications Essay

Antarctic sea ice melt and its implications - Essay Example mosphere and polar oceans; and changes the force of ocean buoyancy by redistributing fresh water through transportation and subsequent melting of comparatively fresh sea ice. Thesis Statement: The purpose of this essay is to investigate Antarctica sea ice melt, examine the ocean-atmosphere interaction, and evaluate the environmental and societal impact of rising sea levels and other impacts of the sea ice melt. Globally, there is a decline of snow and ice over the past several years, particularly since 1980, with an increasing downturn during the last decade. In the South Pole, the east and west Antarctic Ice Sheets are â€Å"two unequal parts, with different histories and characteristics† (Mercer 1978: 323), Figure 1 below. Unlike the vast, older and mostly land-based ice sheet in East Antarctica, the Western Antarctic ice sheet is younger, much smaller and marine-based, anchored to a distance of 2,500 meters below sea level. Further, West Antarctica is not a single continent, but is a series of islands covered by ice, touching the ocean floor, and not based on land (NASA 2010). Two-thirds of the continent is East Antarctica, a high, frozen desert. If all the ice melted, it would increase the global sea level by about 60 meters or 197 feet. The results from a recent National Aeronautics and Space Administration (NASA)/ German Aerospace Center’s Gravity Recovery and Climate Experiment (GRACE) study, indicate that since 2006 there has been greater ice loss from interior East Antarctica than earlier believed (Chen et al 2009). In the Southern Ocean, sea ice forms a fringe around the entire Antarctic continent (Figure 2. below) which is surrounded by the waters of different seas. The Antarctica is subdivided into 5 sectors by researchers, each impacted by diverse geography and weather conditions. This results in greater yearly variations in Antarctic sea ice, as compared to Arctic sea ice (Nasa.Gov 2010). â€Å"Across the Antarctic Peninsula lies one of the

Wednesday, November 20, 2019

Creating an Organizational Culture Article Example | Topics and Well Written Essays - 1750 words - 1

Creating an Organizational Culture - Article Example Different experts have tried to explain its influence on an organization according to their experiences, theories, and their point of views. In this regard, we will try to define, discuss, and analyze different perspectives of an organizational culture, and will try to understand different steps that are carried out for its creation, amendment, and maintenance, in order to influence collective effort in an organization or institution. Different experts have given a lot of importance to the culture and cultural perspectives in an organization. According to an author, specific environment and conditions are coming up with the help of development of an organizational culture in an organization. Today, many complex issues and problems are confronted by organizational leaders, when the organizational achievement is attempted by them in a number of different environments, such as VUCA environments. In this regard, it has been suggested that it is very necessary and important to define and understand the term of organizational culture properly, which plays a vital role in the success of an organization, as well as, its leaders. Therefore, it has been notified that organizational culture is, and has become an important part and factor of an organization’s success. In this regard, different multinational companies, as well as, small industries are trying to implement the organizational culture in their sectors, in o rder to provide opportunities to their employees for a successful future and prosperity. In addition, the inability of understanding organizational culture was traced out to be the reason of problems and complex issues that are being confronted by the leaders and managers in different companies. Failure has been also been observed in different and various business and marketing strategies that oppose the organizational culture and seems to be inconsistent with it. Therefore, creation of new strategies and their implementation also requires

Sunday, November 17, 2019

Organizational Responsibility and Ethics Paper Essay

Organizational Responsibility and Ethics Paper - Essay Example This could happen due to many reasons like, lack of vision, lack of cooperation among the different agencies involved in health care, or due to the lack of sincerity and honesty within such agencies. The health care system in the United States is no different in the sense that it is one with many paradoxes. The country is a leader in the development of medical research and has a national health care policy on which government spending is the highest in the world. But the health care system is considered to be quite inefficient because of fragmentation, lack of uniformity, and the existence of a large number of people who are not covered by health insurance. The system is also overburdened due to an ageing population and lack of qualified personnel. Any organization, whether it is formed for the purpose of social care or for profit has a responsibility towards the society and individuals in which it operates. This is true for a health care system also. This paper is an attempt to stud y the concept of organizational responsibility issues that exists within the health care system in the United States. In the process, it will look into issues like the ageing population of the country, the unhealthy habits of its citizens, absence of health insurance, increasing number of illegal immigrants and the ethical dilemmas that may exist in the overstretched health system. As mentioned earlier, the health care system in the country is full of paradoxes and contradictions. â€Å"At one extreme are those who argue that Americans have the â€Å"best health care system in the world†, pointing to the freely available medical technology and state-of-the-art facilities that have become so highly symbolic of the system.† (Chua, 2006, p.1). At the other extreme, the system is accused of massive lack of health insurance, fragmentation, difference in health policies of individual states, waste of resources,

Friday, November 15, 2019

JKL Industries

JKL Industries This report has been prepared for the General Manager of JKL Industries for his/her approval for the recommendations for introducing an advanced performance management system to improve on the current system. This report covers each of the following performance management standards: The goals and objectives of the proposed JKL PMS in the context of JKLs broader organisational and human resource goals and objectives. Outline of the performance management cycle, and the role and responsibility of all JKL employees in the successful implementation of the PMS. Sample template for use in the conduct of performance appraisal interviews. This template allows for the linking of job elements and key performance indicators to the ongoing development of the individual. Policies and procedures to ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance. Policies and procedures to address performance excellence. Policies and procedures that address unsatisfactory performance and, where necessary, termination of employment as a result of ongoing unsatisfactory performance. This process conforms to existing organisational and current legal requirements. Process to deal with any problems or grievances that arise from the performance feedback. Policies and procedures to ensure that the documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy. Definition of HRs role during the implementation and ongoing operation of the performance management system. How the performance management system will be evaluated. Timeline/schedule for implementation, which addresses all communication and staff training requirements. Types of reporting that will be generated by the PMS and how these reports will be utilised by the management of JKL. How the various components of the PMS will be quality assured and How HR will support the PMS by providing specialist advice on all aspects of the implementation of the PMS, including career development, to all participants in the process. Proposed Vision Statement JKL Industries vision is: To be recognised nationally and internationally as an employer of choice and a model of best practice human resource management. Provide best quality service and products in their field. JKL Industries is a large company and therefore individual employees in different states will be accomplishing different tasks but all working towards the same goal therefore they will need several different approaches to managing performance. 1. Performance goals and objectives A performance management system ensures all staff are aware of and work towards organisational goals through providing clear goals and frequent reviewing of staff performance (Behn R 2006, p.8). 1.1 Goals and Objectives The new performance management system being implemented at JKL industries will support expansion of the business and play a more active role within the company through the development and implementation of a performance management system. The new performance management system will aid in the redevelopment of the organisational chart as there is a new HR officer that will now oversee the co-ordination of HR services across the organisation, as prior to this HR was divided up between each of the three business areas. With these new changes the performance management system will help identify what positions are necessary and unnecessary, and ensure JKL is employing the right people through developed recruiting processes and position analysis. The performance management system will provide guidelines on employing the right people and how regularly performance evaluations will take place to identify to what extent staff goals are being achieved and what can be done to further improve staff performance. Performance management uses past performance as a platform to improve future performance through regular reviews, the setting of clear goals, staff recognition and feedback (Jones 2010, p 95). The new performance management system at JKL will also provide guidelines on how training and support will be delivered to staff and enable staff skills and performance to be evaluated against job descriptions and key elements of the job including KPIs. The performance management system will also identify opportunities for further development of skills in staff. The performance management system will help in developing the following aspects: Improve organisational effectiveness Facilitate employee development, training and support Determine appropriate awards and compensation Facilitate legal compliance Facilitate planning process Increase motivation Address poor performance JKL Industries plans to expand existing branches to include the sale of large and medium trucks by the beginning of July. The performance management system will allow for the monitoring of performance of current staff and identify training and developmental opportunities. This will save recruiting costs and further challenge and develop staff skills and knowledge by identifying skills gaps through the reviewing of job descriptions (QDET 2010, p8). Through monitoring of current staff using the performance management system it will ensure the right staff are used in the implementation of the expansion (QDET 2010, p8). The performance management system will also help JKL Industries identify staff who are deserving of a promotion and could be used in the further expansions and new branch openings planned for 2013, 2014 and 2015 (QDET 2010, p8). 2. The Performance Management Cycle A Performance management system is a tool used to motivate and inform staff and managers of performance outcomes in an organisation for a particular period of time (QDET 2010, p7). It involves the use of a performance cycle that involves planning, performing, reviewing and recognising staff performance (QDET 2010, p7). The use of this performance cycle will help JKL Industries monitor the success of their staff in reaching their own individual goals, and monitor the status of the planned strategic goals that includes expansions and new branch openings. Before implementing a performance management system it is important that appropriate foundations are laid down to effectively evaluate staff performance objectively (Bedford D Malmi T p.12). This is done firstly through reviewing job duties and responsibilities (Bedford D Malmi T p.12). This will give an accurate job description to benchmark employee performance against and ensure employees are clear of their goals, what is to be achieved and the standard required (Bedford D Malmi T p.12). Job descriptions for similar positions may be researched online for comparisons (Bedford D Malmi T p.12). The performance management system at JKL Industries should be aligned to the budget cycle to further measure to what degree staff are achieving their goals, and to be able to plan for reward or further development opportunities or in some cases recruitment needs (QDET 2010 p.7). The length of the performance management cycle should be 12months for the formal processs including planning and reviewing with review conversations taking place every six months (QDET 2010 p.8). These timelines can be shortened and conducted more regularly during periods of large change that JKL industries will experience in the coming years with the planned business expansions for 2013, 2014 and 2015 to update performance plans as strategic business goals change (QDET pg 8). 2.1 Performance management stages Planning- clarifying expectations, reaching an agreement, negotiating performance goals, setting expectations and planning to develop skills Performing (ongoing support) learning on the job, continuous improvement, providing feedback Reviewing- discussing individual performance and contribution comparing achieved goals against goals agreed upon and whether goals were achieved in a way that further organisational goals Recognition- continuously recognising team members contribution, making staff efforts acknowledged and encouraging further achievements This cycle will operate at different times for each employee. It is recommended that performance cycles start from the anniversary date of employment for each employee to avoid large amounts of appraisals distracting management and HR from their respective duties. 2.2 Roles and Responsibilities At JKL Industries all staff will play an important role within the performance management system. The Managing Director must be thoroughly committed to the performance management system and ensure the workforce is managed in accordance with the policies and procedures of the performance management system. Human Resources are responsible for the development and design of policies and procedures in regards to the performance management system. The Head Human Resources Officer that has been employed to oversee the HR Assistants for each division will be responsible for training the HR Assistants in the new performance management system, ensuring all staff are competent and fully understand the reason why they are doing what they are doing and the outcome desired. The Head Human Resources Officer will be responsible for overseeing the implementation of the PMS and monitoring its success and any changes that will need to occur as well as collaborating relevant documentation. Operations Manager is responsible for guiding and managing the performance of the Service Manager, Rentals Manager and Sales Manager. The Operations Manager with the support of the Head HR Officer develops performance objectives, provides feedback, appraise performance, guide development and ensures the Service Manager, Rentals Manager and Sales Manager are rewarded for good performance (Government of South Australia 2012). Finance Administration Manager develops performance objectives with the guidance of head HR for the Accounts Manager. Accountants Manager with guidance from head HR develops performance objectives for Accountants. HR in the Divisions with guidance of respective Manager (SALES, RENTALS, SERVICE) develop performance objectives for employees ie plan perform review recognise. And support Manager in conducting appraisal interviews and implementing system. Employees are responsible for their performance and their participation in performance management both formal and informal (Government of South Australia 2012). Supervisors are to manage the performance of the team and each individual team member (Bedford D Malmi T p.12) 3. Performance Appraisal Template Performance appraisal interviews help identify any skills gaps and evaluate to what degree employees understand their roles (Jones 2010, p.131). The following performance appraisal template will assist in training and development plans for each individual and encourage two-way communication (Jones 2010, p.131). The performance appraisal template provided allows for linking of job elements and uses aspects of the balanced score cards system. The balanced scored card system help overcome the limitations associated with managing staff performance through financial indicators alone (Kaplan R Norton D 1992). The balanced score card approach looks at assessing staff from four business aspect, finance, customer satisfaction, internal business processes and learning and growth (Kaplan R Norton D 1992). 4.1 Policy Monitoring Staff Performance Interventions to Address Poor Performance and Acknowledge Excellent Performance 4.2 Purpose: The aim of this policy is to ensure management at JKL Industries are continuously monitoring staff performance effectively through reviewing individual goals set for employees against the level of outcome achieved (Personnel Management 2012). 4.3 Scope: This policy is relevant to all HR and management positions conducting employee performance reviews and applies to all employees receiving feedback. This policy does not apply to cases of gross misconduct. This policy does not apply to cases of long periods of absence due to illness (Personnel Management 2012). 4.4 Background: It is a requirement of management to conduct regular reviews to monitor progress of employee performance against previously set standards and goals. Ongoing monitoring will give management the view as to how well employees are progressing and make necessary changes to any issues that prevent employees from achieving their work goals. Unacceptable performance can be addressed at any time during the performance appraisal period and should be dealt with when situation arises, not left to the annual review meeting (Personnel Management 2012). Policy: This policy aims to ensure management can effectively identify poor performance and take the necessary steps to intervene and correct employee performance through identifying skills gaps and providing training and support (University of Brighton 2003). For cases of extreme unsatisfactory performance where disciplinary action or termination is involved please refer to (Policy No. 6 Monitoring Staff Misconduct). This policy also includes steps to address excellent performance however is covered in more detail in policy Staff Excellence policy and procedure. 4.5 Procedure: how to conduct appraisals and manage records Management to conduct monthly meetings to determine whether there has been any change in the responsibility of employees that may hinder performance (QDET 29). Formal performance appraisals to be conducted every 12months from anniversary date of employment Management to notify employee in writing 3 working days before performance appraisal is conducted. (email accepted) Employee to fill out employee satisfaction survey prior to commencing performance appraisal Management conducting performance appraisal to confirm date with appraise 3 working days before performance appraisal Human Resources Assistant to distribute or make readily available all documentation required to conduct performance appraisal After conducting performance appraisal employee and managers are to sign to say meeting has taken place All outcomes of the appraisal are to be approved by Senior Management. This includes proposals for further training, further financial delegation, moving to a different position. These outcomes must be addressed and decided upon in full 14 working days after meeting has taken place. All paper work from appraisal to be finalised 14 working days after meeting has taken place, all management and human resources assistants involved must sign and date relevant paper within this period and present paper work to administration assistant for filing. Administration Assistants are to make copies to distribute to ALL personnel involved in appraisal for secure storage. All documentation handled during the performance management process to be handled in accordance with Documentation Policy and all hard copies scanned and uploaded into the system as stated in the Documentation Policy. All Management to monitor staff performance daily by management by walking around and encouraging staff feedback and submitting reports on staff performance to relevant HR Department monthly Staff excellence in performance to be rewarded accordingly immediately when recognised. For more information please refer to the staff excellence policy and procedure Service Managers to identify any problems or difficulties staff may have encountered in achieving their goals and report these to HR Assistants who record details and document them for Head HR Service Manager to check with staff daily and encourage feedback on any difficulties that are being experienced with regards to achieving their work goals Informal feedback sessions to be conducted with all staff every three months Management are to plan with staff annually from date of employment agreed upon goals that link with JKLs organisational objective and assure that these goals are specific, measureable, achievable, and relevant and have time frames (QDET 2010). Management are to develop team plans annually. Team plans need to consider who is accountable for what and what management has agreed to delivering (QDET 2010). Team plans need to work towards organisational objectives. Team plans need to state what each individual is responsible for achieving and the behaviours expected of them. Individual performance planning takes place after team goals are decided. Management are to conduct regular conversations within their respective divisions with team members these include : Coaching conversations give helpful feedback, listen and ask questions, helps to reinforce the actions and behaviours that are needed to achieve team members performance goals Day-to-day conversations showing genuine interest in employees and their work will help build effective working relationships and create a supportive environment, gives management and employees open two way communication and the opportunity to provide and receive immediate feedback Management are responsible for recording information about staff performance and documenting conversations that take place during the performance cycle. Management must record staff performance against goals/standards previously decided upon to be able to provide feedback during the formal review Human Resources and Management are responsible for conducting the performance review conversation. These conversations are to take place annually from date of commencement of employment. Prior to this previously planned goal have been developed. The performance review conversation meeds to address the following; Measure actual performance against agreed upon goals General day-to-day behaviours and how effective these behaviours have been Things that have helped/hindered team member achieve goals Any change in responsibilities during cycle that would have affected team member performance Recognition- Staff performance is to be recognised accordingly. Staff recognition needs to be directly linked to an achievement. Recognition should be timely and praised/identified at time of achievement. This can be done informally simply by telling staff when they have done a great job and sincerely thanking them. Staff performance can also be recognised in form of career development opportunities when set goals are achieved extremely well, this will be recognised formally in the staff performance appraisal conducted yearly and continuously monitored by relevant line managers. 5. Monitoring Staff Performance Excellence JKL Industries Policy: Performance Excellence Policy No. P05/263 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 5.1 Purpose: JKL Industries is committed to providing a work environment that promotes, recognises and rewards performance excellence. The purpose of these principles is to provide an open and transparent system for rewarding and formally recognising performance excellence. The performance reward and recognition process is directly linked to the JKL Industries Performance Management System and all awards provided under these principles are determined from appraisal outcomes. It is important to recognise and reward people because it: positively support excellence in behaviours and performance builds staff commitment and increases job satisfaction leads to higher retention rates of key staff reduces stress and builds an environment where people are encouraged to explore innovative approaches to their work sends a message to potential staff that staff are valued, and supports a culture of performance excellence 5.2 Scope: These principles apply to all staff employed at JKL Industries continuously for more than 12 months. 5.3 Background: The reward recognises performance that exceeds what would be expected of staff in the normal performance of duties Performance excellence must meet one of the following criteria: an outstanding and exceptional achievement or success; outstanding service to internal or external stakeholders; an outstanding or novel initiative which has been successfully implemented; significant improvements to work procedure or operational systems; or outstanding contribution to enhancing the student experience 5.4 Definitions Nil 5.5 Legislation Fair Work Act 2009 5.6 Policy: JKL Industries aim to make the Reward and Recognition process fair and equitable, transparent and appropriate. The following guidelines outline considerations when applying rewards. Ensure that the level of the reward or recognition is appropriate with the achievement, level of performance or impact on the organisation The reward process should ensure equity in the distribution of awards, be transparent and be based on merit. Where appropriate, there should be evidence based data to support reward or recognition decisions. Ensure the type or form of rewards and recognition provided to staff are valued and meaningful to the particular staff member(s), recognising their preference for the things they find rewarding and how the recognition is given. For example, some individuals enjoy public recognition and others prefer private recognition in person or with a thank you note. Ensure that the reason for the reward and the impact of the behaviour or actions has been clearly communicated, firstly to the individual or team, and then to a wider audience (where appropriate) Rewards are not allocated to avoid promotion and reclassification processes; however rewards can be included as support in the promotions process. 5.7 Procedure The supervisor and HR manager will evaluate the evidence in the documentation from appraisal feedback, to determine which employee they would recommend receive rewards. Costs associated with these rewards are to be met from the cost centre budget and should be funded from productivity gains, either by way of increased income generation or cost savings. The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 5.8 Types of Rewards Unofficial rewards: spontaneous, timely, sincere and personal appreciation of an individual, team or group. Unofficial rewards may include: Praise or thank you, either privately or publicly. Writing a short note or thank you card or email. Acknowledgement at staff meetings or other appropriate functions. A Certificate and/or letter of appreciation with a copy placed on the staff members file Providing small appreciation rewards (e.g. movie tickets, morning teas, area sponsored luncheons, vouchers, plaques). Setting up a notice board to display thank you memos, photos, progress towards goals, etc. Implementation of a staff idea or proposal. Arranging a personalised gift to celebrate a milestone or service anniversary. Providing flexible working arrangements (where appropriate). Developmental Opportunities through Job Responsibilities Developmental opportunities (e.g. given priority to attend higher level meetings attendance at external conferences). Selected to represent area at a meeting or attend as an observer. Provision of more autonomy in their job. Additional responsibilities in a job or role. Opportunities for the staff member to provide comment on specific issues, policies etc. Providing greater access to information and increased opportunities for input and advice. Mentoring and work shadowing opportunities. Invitation to co-ordinate and chair meeting. Provide increased flexibility in working arrangements e.g. working from home. Opportunities to take on additional responsibilities that are more personally rewarding. An opportunity to be involved in a major presentation. Provide special project/assignment work. Smaller Monetary Rewards Where budgetary conditions allow: Small gifts (e.g. movie tickets, gift voucher, bottle of wine, flowers, certificates, plaques). Occasionally allow all staff to leave an hour early in recognition of their efforts. Pay professional membership. Official Rewards Employees achievements consistently exceed the expectations of performance and reasonable expectation the level of the performance will continue. Salary Increment One off bonus payment according to budgetary conditions Promotion to a higher position within the organisation Responsibility Loading Where a staff member, as a reward for performance, undertakes or is appointed to a position or role that carries additional responsibilities. Extraordinary Reward and Recognition When the need for a reward falls outside of the guidelines above and the available formal mechanisms, an Extraordinary Reward can be applied. 5.9 Tips and Traps The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 6. Monitoring Staff Misconduct JKL Industries Policy on: Managing Misconduct, Managing Unsatisfactory Performance and/or Workplace Behaviour Policy No. P06/260 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 6.1 Purpose: This policy must be read in full before proceeding to address misconduct or serious misconduct. Supervisors must discuss any allegations of misconduct or serious misconduct with an officer from Human Resources and their own supervisor. This policy is intended to assist supervisors when handling misconduct in the workplace and to provide guidance in taking appropriate action, and provide employees with a clear understanding of the processes for dealing with allegations of misconduct or serious misconduct Employees must be afforded procedural fairness throughout the implementation of this policy. Normal standards of respect, civility and confidentiality must be maintained throughout the process. Nothing in this policy precludes the University from terminating the employment of an employee without notice for serious or wilful misconduct. Depending on the nature of the misconduct, it may also be appropriate to refer to the Universitys policy on Anti-Fraud and Corruption. Conduct that is serious misconduct includes but is not limited to theft, fraud, assault, being intoxicated a serious breach of JKL Industries Code of Conduct, statutes or policies repeated acts of misconduct for which the employee has been counselled serious bullying or harassment (including sexual harassment) disobeying a lawful and reasonable instruction given by a supervisor abusing or threatening an employee or anyone within the workplace malicious damage to JKL Industries property or reputation repeatedly refusing to carry out a lawful or reasonable instruction that is consistent with the employees contract of employment Employees who are unsure about any aspect of this policy should seek further advice from HR. Confidentiality: the confidentiality of all parties involved in the management of misconduct and serious misconduct processed must be respected and all information gathered is confidential. 6.2 Scope: These procedures do not replace the normal responsibility of a supervisor to discuss work or conduct issues with staff members, to ensure that staff members have a clear understanding of the work and conduct expected of them and to provide appropriate feedback on their performance. The emphasis should always be on early intervention and informal resolution of a problem, as opposed to a more formal intervention at a later time. In any event, unless the matter is of a serious nature, the formal disciplinary process outlined below should only be commenced when it becomes clear to the supervisor that a work performance or conduct problem has not been corrected through relatively informal discussion between the supervisor and staff member. Nothing in these procedures prevents JKL Industries from terminating the employment of a staff member for unsatisfactory performance. 6.3 Background: The managing of unsatisfactory performance requires the principles of natural justice and procedural fairness to underpin all actions undertaken by supervisors. Staff from the Human Resources Section can advise on this. The principles of natural justice are: All parties will have the right to be heard and judged without bias All issues are investigated thoroughly and justly The principles of procedural fairness are: The standards of conduct or job performance required will be made clear to the staff member by documentation or during interviews The staff member will be made aware of the likely next steps in the event that satisfactory performance or conduct is or is not maintained The staff member will be afforded the right to be accompanied and represented by an employee representative at discussions or interviews at any level of the discipline process When a complaint about performance or conduct is brought to the supervisors attention by a third party, the substance of the complaint will be verified before any action is taken on the matter 6.4 Definitions Disciplinary ActionÂÂ  is the action or actions taken as a result of an allegation meeting the required standard of proof, for which a penalty is considered appropriate. Penalties may include: Formal reprimand, warning or counselling Suspend the employee for a period with or without pay Demotion to a lower position or transfer to another position Termination of employment Disciplinary ProcessÂÂ  is the process undertaken by JKL Industries management to investigate and manage allegations of unacceptable conduct or workplace behaviour. EmployeeÂÂ  means a person employed by the JKL Industries who has an ongoing or fixed term contract under the terms of a General Staff Agreements (as amended or replaced from time to time) Employee RepresentativeÂÂ  is a person nominated by an employee to provide support and/or to make representations to JKL Industries on their behalf, and who is not currently a practising solicitor or barrister. Employee Assistance Program

Tuesday, November 12, 2019

Your Child Model

All of us have some model or an inspirer when s/he was a kid . For me it was a girl but not any girl She's a small Indian girl . That’s not all, But she's also Not real girl She's a cartoon girl Do you want to know her? Sally she was my model . In my presentation I will give you more details about my little model and her carton . I will explain to you how this little girl affected on my personality. First of all, Princess Sarah ( , Purinsesu Sera? ,Sally, also known as Little Princess Sara(h) is a 1985 Japanese anime series produced by Nippon Animation, based on Frances Hodgson Burnett's novel, A Little Princess. Spanning 46 episodes It was also aired in numerous countries worldwide and translated into several languages, including French, Italian, German, Arabic and Spanish. In the Pan-Arab region, it became the most successful anime based on a novel adaptation in the 90s with small variation in which the main character name is Sally instead of Sara. StorySally or Princess Sar ah tells the story of Sarah Crewe, a young daughter of a wealthy English family in India, who starts attending an all-girl's seminary selection boarding school in London, where she excels in her studies and is loved deeply by many of her friends and classmates. However, tragedy soon strikes when Sally's father passes away and her family goes bankrupt, leaving her to be a poor orphan. The school's headmistress, Miss Minchin, takes advantage of this situation and makes her a maid in the school, trying hard to make her life as miserable as possible.However, Sally, with the help of her friends, tries to endure all her hardships until redemption comes at last. Main Characters Sally Crewe. I weared her in many things the look, style . She was beautiful , stylish and petite. When I was child I wish if I were her at the begins of her life off course. Emilly=Ralph Crewe Sally's doll . she was the best friend for sally because it was a present from her father and it's look like to one of her friends in India. Exactly from this point I learnt to be loyal and true-blue girl . Miss Minchin Maria minchinIt was unfeeling , strict , keen woman . Hates sally and treats her very badly. From this woman I knew the real meaning of unfairness and sally's reaction learnt me the meaning of the patient. Amelia Minchin The sister of maria minchin . but it was kind and always try to help sally. I believe that a good-hearted person can find a good-hearted person even if s/he inside the devils world. Peter A poor boy . He was the driver of sally's rig. Becky=vecky She was the maid . she was very poor. When sally was rich she helped her many times . so when sally became poor . ally and vecky become best friends . Ermengarde St. John She was a student her family in force her to study so, she found everything difficult . sally helped her in many subjects and when sally became maid ermengarde help sally and gave her books I learnt from her to be obliging person. Lottie Legh The smallest and n osiest student in the school . sally treat her very kindly . she called sally mama sally. I learnt from sally to be tenderness and kindness Lavinia Herbert It hold a grudge against sally because sally was smarter, richer ,and more beautiful than her.Sally always be polite and kind with her . That's told the person always reflects himself so, he must be polite all the time. James The cooker it was strict and following miss menchin.. Tom Carrisford An old man partner and friend of sally's father . return to sally her heritage and she's be wealthy again . I learnt from that the truth and prerogative never lost. Summary Hope you are enjoy in my presentation and maybe this told us to be very careful when we chose the cartoons and movies for our children. because as you see it's 16 years ago and this cartoon still stick in my mind. . .

Sunday, November 10, 2019

Legal and Ethical Implications Essay

In the classroom there is responsibility and duties for the teachers, students, as well as the parents. These responsibilities help the classroom to run smoothly and they help to build a well-managed classroom. Of those responsibilities teachers, students and parents need to understand legal and ethical issues in classroom management. This paper will discuss two articles and address the legal and ethical issues for classroom management. It will address how the articles relate to the rights and responsibilities of students, teachers, as well as the parents. Lastly, I will discuss how each article will make a difference in the way I will manage my classroom in the future. Article One: Untangling Legal Issues that Affect Teachers and Student Teachers This article discussed legal issues and focused on child abuse, safety in the art room, freedom of expression and religion, and special education and how these topics affects art teachers as well as student teachers. From the article I lear ned that the Tenth, First, and Fourteenth Amendments hold significance for educational law in the United States. Next, from the article I read that it is required by law that a teacher reports child abuse. The article defined child abuse as a non-accidental, patterns of injuries, sexual abuse, neglecting treatment, physical or mental injuries, or mistreatment of a child under the age of eighteen (Untangling Legal Issues that Affect Teachers and Student Teachers, 2009, page 48). Child abuse is a federal crime and teachers could be held responsible if they don’t report it. If it is not reported a teacher can receive a misdemeanor and the penalty could range from spending time in jail to being fined. Safety in the art room is another topic discussed in this article. From the article I learned that a teacher could be held liable for injuries if the injuries are found to be negligent. An example of a negligent injury is teacher not demonstrating to students the proper care and handling of materials and tools. Art teachers should not assume that materials are safe and they should send out permission forms that let parents know what material students will be working with, have parents lists their contact information, and any know allergies the child may have. The article states that the art room should be set up properly, hazardous materials should be labeled, and teachers should lock up hazardous materials. This article discusses how children with exceptional needs cannot be excluded public education. Also, I read in the article about freedom of religion and how teachers cannot preach their beliefs in school nor have religious conversations with student and I read how students have freedom of expression but it is the art teacher responsibility to make sure the students art work is displayed in a way that is appropriate. Then the article goes into detail to discuss the liability of student teachers. From the article I read that student teachers are responsible for the same duties as full time teachers and the liability is the same as also. After reading this article it has impacted how I will manage my class. It made me realize how important it is to get to know all of my student and their parents, how to pay careful attention to my students, how to set my classroom up appropriately, and make sure I demonstrate how to use materials appropriately. It definitely made me realize the importance of freedom of expression and religion. I will respect all my students and never try to force my religion on them. Also, I will report child abuse if I see it. I didn’t realize how important all these things were but this article made me aware and my outlook on classroom management is differently. When managing my classroom I will make sure it incorporates all these things like freedom of expression, religion, and I will make sure the classroom is set up in a way that I am able to monitor my students for things like child abuse and to make sure they use certain materials appropriately. Article Two: Using Time-Out Effectively in the Classroom In this article it discusses how to use time out effectively and how it could lead to legal problems if used ineffectively. From the article, time out is defined as a procedure or form of punishment where students are denied access to all opportunities for reinforcement and it is used when inappropriate behavior is displayed (Using Time Out Effectively in the Classroom, 2007, page 60). Time-out has been used by many teachers to address inappropriate behaviors in the classroom. There are four different types of time-out and they are: inclusion time-out, exclusion time-out, seclusion time-out, and restrained time-out (Using Time-Out Effectively in the Classroom, 2007). Inclusion time-out involves removing the reinforcement from the student. Some variations that involved in this type of time-out are ignoring and removal of materials. Exclusion time-out is when the student is removed from the enhancing setting that caused the behavior. Exclusion time- out requires a student to be removed from instructional activities. Restrained time-out which is the most preventive form of time-out requires both a restraint and restriction. Restrained time-out is when the teacher places the student into a time-out position and maintains the student and position using physical restraint (Using Time Out Effectively in the Classroom, 2007, page 62). Isolation time- out better known as Seclusion time-out involves the teacher removing the student from the classroom and places them in a room or assigned area where he or she is restricted from leaving until they serve their time in this area. From the article I read that time-out becomes ineffective when typical pitfalls include classroom environments that are insufficiently reinforcing to the students or when time-out procedures lose their punishing qualities and take on reinforcing qualities (Using Time-Out Effectively in the Classroom, 2007, page 62). Also, I read over some recommendations on how to make the classroom reinforcing, use effective teaching strategies, how to come up with a time-out plan, and how to develop a hierarchical behavior management plan. I learned that we as teachers should be trained in methods of controlling behaviors. I learned some ways time-out is used inappropriately. For example, a teacher used it for a mild behavior. By doing this it could result to legal problems. After reading this article it has definitely changed my view on how I will manage my class in the future. When I manage my class, I plan to apply time-out effectively and use it in a way that is appropriate and will reduce the misbehavior within the student. Next, I will make sure I develop a hierarchical behavior management plan as well as a time-out plan so that the behavior and time-out is managed properly. Next, I will document when I use time- out which includes important information like the student name, date, behavior, duration, etc. By doing this, this can assist staff in determining if time-out was effective an d this could reduce chances of legal problems. I will make sure I establish a time out policy and I will go over this policy with my students on the first day of school and send a copy home to the parents to make sure they understand the time-out policy. Conclusion There are many responsibilities for parents, teachers, and students when it comes to managing a classroom. Teachers need to make sure they take the proper precautions and follow the state laws and schools policies when managing a classroom, and students need to make sure they understand the rules, policies, and procedures in the classroom. Also, parents need to be notified of these rules, policies, and procedures. Understanding and communication needs to co-exist between parents, students, and teachers so that legal and ethical issues don’t arise. References Bain, C. (2009). Untangling legal issues that affect teachers and student teachers. Art Education: TX. Katsiyannis, A., Ryan, J., Sanders, S., & Yell, M. (2007). Using time-out effectively in the classroom. Teaching Exceptional Children 39(4), 60-67.