Health Economics Essay Example | Topics and Well Written Essays - 2500 words - 1

Health Economics - Essay Example The healthcare system consists of all the people and the action they undertake, whose primary effort is to improve citizens’ health of a particular state. The potential scope of a healthcare system may include the public and private sectors as well as a spectrum of providers as well as funders who may improve health. A full range of organizational form is more likely to be visible in a developed world healthcare delivery system (Aspalter, Uchida & Gauld, 2012, p.2). Modern healthcare systems are not all about delivering personal healthcare. The institutions that govern the provision of healthcare are concerned with mechanisms in which the individuals can access healthcare such as the earned insurance settlements and the social citizenship. They are also concerned with the mechanisms responsible for deciding the amount of resources allocated to financing the provision of health care services such as setting regulatory frameworks as well as governing via public management. Institutions governing the provision of healthcare include mechanisms for regulating hospitals such as a mix of differently owned hospitals and the amount of public regulation as well as regulation of doctors. This is especially different forms of private interest government (Giarelli, 2010). This is a reflection of the centrality of hospitals and doctors when it comes to the provision of healthcare (Giarelli, 2010, p.189). All the modern healthcare systems face common challenges. These challenges are due to globalization, rapid technological advancements, medical progress and changes in demography. Consequently, these systems have no option but to change the organization in the way they it is governed and provide healthcare (Walshe & Smith, 2011, p.145). The health care system in the UK initially followed an insurance health model introduced in 1911 by Lloyd George (Walshe & Smith, 2011). At the time, many systems covered only the industrial workers and

Electrodiagnostic Changes in Patient With Multiple Sclerosis

Electrodiagnostic Changes in Patient With Multiple Sclerosis Abstract Although demyelination along the axons is the main manifestation of Multiple sclerosis (MS), peripheral nervous system (PNS) could be affected potentially too. In some studies PNS involvement is estimated to be more than 50 percent in MS patients. Accordingly, objective tests to confirm the severity of PNS involvement might be crucial in patients management. Modern technological advances lead to innovation of computerized electrodiagnostic (EDX) techniques in recent years. Nerve conduction studies (NCS) provide reliable data about neuropathies. Although the frequency of PNS involvement varies in different population of MS patients, recognizing clinical and subclinical PNS impairments in MS patients is important for the treatment. Introduction Among the central nervous system (CNS) demyelinating disorders, multiple sclerosis (MS) is a chronic inflammatory disease which is the most common form of neurologic impairments in young adults (1). Myelin destruction is the main pathophysiology of MS which is an immune-mediated process and leads to plaque formation in patients` central nervous system (2). MS symptoms evaluation is based on musculoskeletal dysfunction and stiffness. MS disease onset is almost in the third or fourth decade of patient’s life. It is estimated that over 2 million people suffer from MS all around the world and half of the MS global population live in Europe (3). The International Panel on the diagnosis of MS defined the diagnostic criteria of MS in 2000 which was revised in 2010(4, 5). Although demyelination along the axons is the main manifestation of MS, peripheral nervous system (PNS) could be affected potentially in MS. PNS axonal destruction might occur in a considerable percent of MS patients (6). Changes in nerve conduction velocity (NCV) parameters could demonstrate MS by electrodiagnostic assessment of peripheral nerve. About 5% of MS patients develop peripheral nerve impairment and changes in NCV (7). PNS involvement in MS might be associated with malnutrition or drug toxicity, so its diagnosis is important in patient with MS. Pathology studies about MS in recent years have shown that gray matter involvement and brain atrophy might happen in the early stages of the disease in addition to white matter demyelination (8). In Pogorzelski et al. study the rate of nerve impairment in MS patients PNS is estimated to be 74.2% (9). Warabi, et al. demonstrated that 10.3% of MS patients revealed changes in NCV and about half of the patients with PNS disorders might have two involved nerves (10). MS diagnosis has three parts; patients history and information, clinical, and paraclinical examinations. These steps could raise the accuracy of diagnosis and result in narrowing the differential diagnosis (3). In recent decades peripheral and generalized neuropathies have become common; neurological examinations in neuropathies are essential, but not enough and do not have sufficient diagnostic accuracy. Accordingly, objective tests that could confirm the severity of neuropathies might be crucial in patients` management. Modern technological advances lead to innovation of computerized electrodiagnostic (EDX) tools in recent years. Nerve conduction studies (NCS) provide reliable data about neuropathies (10). Motor nerve conduction examinations have been performed on a mixed nerve with motor and sensory axons. In these types of studies stimulations have been conducted on a specific part in each course (11). Depolarization induced with electrical pulse has produced action potentials in axons. Induced evoked potentials in motor axons move into distal and proximal direction from the stimulus point (12). Action potentials would be transferred from neuromuscular junctions in milliseconds all over the muscular fibers. These electrical activities along muscles fibers have been detected as compound muscle action potential (CMAP) (13). Various variables could be measured from CAMP such as latency, amplitude, area under the curve, duration, and motor conduction velocity. By measuring the amplitude and area of CAMP, the frequency of induced action potentials in muscle`s fibers could be estimated and thereby count of axons would be stimulated (14). Discussion There are some suggestive nerve conduction criteria for axonal distraction, like decreased distal evoked CMAP or SNAP; proximal reductions might happen due to demyelination impairments (15). Form different studies it can be concluded that in most of the axonal and demyelinating polyneuropathies there is statistical correlation between slow conduction in motor or sensory nerves and amplitude reduction (16). SNAP/CMAP amplitude in some cases could distinct between axonal and demyelinating polyneuropathies (12). In Table 1 elctrodiagnostic assessment of PNS in MS patients is shown. Table 1: Elctrodiagnostic assessment of peripheral nervous system in MS patients *Expanded Disability Status Scale In various studies, elctrodiagnostic tests have been established as reliable methods to detect the subclinical peripheral nerve conduction disorders. Significant amplitude F-wave disturbance might be related with hand spasticity in SP.MS (22). Some studies demonstrated the presentation of PNS involvement in MS as sensory abnormalities, whereas others consist on both sensory and motor disorders. It seems that peripheral neuropathy in MS affects motor neurons particularly and peripheral abnormalities might be result from central demyelination (18). On the other hand the role of peripheral demyelination events in MS peripheral signs and symptoms has not been identified completely. Number of factors could explain the changes in nerve stimulation responses in MS patients. Delayed recovery cycle might lead to impairment in supernormality. Gender, age, temperature, and immunomodulatory treatments in MS might have an impact on nerve stimulation responses. Na+/K+ ATPase pump dysfunction result from metabolic changes could lead to axonal membrane depolarization and recovery cycle disturbance. Change in temperature has a great impact on sodium channel kinetics and impress the action potential duration and amplitude (19). In feys, et al. study sensory conduction velocity was normalized after cooling, but motor conduction velocity was remained impaired after 20 minutes (23). Another theory for PNS involvement in MS is antigenic cross-reactivity, which might happen due to peripheral demyelination. It is obvious that gross demyelination in PNS does not occur in MS, and peripheral myelin has structural impairment in most cases and this could lead to create a resistant zone and intermodal leakage. Anti chondroitin sulphatase antibody, anti myelin associated glycoprotein antibody, and anti gangliosides antibody have been described in PNS involvement in MS (21). Electrodiagnostic tests for PNS involvement in MS patients could find evidence of minor PNS or fiber pathology in early stages (22). Although PNS involvement frequency in MS varies in different population, recognizing clinical and subclinical PNS impairments in MS patient is important.

Corporate Law Essay -- Business, Free Market

Harmonization of private international law aspects concerning corporations is the best way to resolve the uncertainties surrounding corporate cross-border mobility. Harmonization of substantive laws concerning corporations is, on the other hand, unattainable and undesirable? Discuss in relation to: (i) Regulating company law matters; AND (ii) Regulating their insolvency. 1. Introduction Modern day corporations with their multilateral nature have created their owned corporate governance regime. Proponents argue that this corporation are replacing states and brining their own current in world’s economy especially the free market. Further, with the wave of globalization these firms have established themselves so firmly in the local and cross border markets that are beyond the imagination as to compare to the perception when the idea of company was formally conceived in legislative instrument. The ongoing process of globalization has also provided corporation with profound changes in the way they conduct their business. Today international transactions are not merely exchange of goods with the foreigner as was in the recent past. Now, corporations are involved in every transaction and there are number of agreements and process going in between such transactions. Comparatively there are more complex legal regimes on one hand, and liberty of abolition of national b arriers with great competition. Today, corporations have a number of methods to capture any market around the globe. There are thin line for demarcation of the area of private international law and public international law as both govern the relationship between international person and states or international person with international person or both depending on th... ...ng. [FN9] That is, the con-tracts between shareholders and other constituencies and the constitution between shareholders and managers create appropriate incentives for the value of the firm to be maximised and distributed amongst the various claimants. The need for judicial intervention should be limited to exceptional cases (although the definition of ‘exceptional’ may be debated). Much attention has been paid to the role of contracts in the theory of the firm, but the role of the constitution as a regulator of collective action by shareholders has not been analysed systematically. [FN10] In the section that follows, I initially *422 analyse the role of organisational constitutions in regulating collective action in general terms, having regard to the constitutional economics of James Buchanan and Gordon Tullock. [FN11] I then apply this model to corporations.

Women and the Effect of Industrial Revolution

The industrial revolution was a great time of change for men, the economy, domestic life, and brought the change in the role of women in society to the forefront. As time evolves, so must the lifestyles we as a society lead. This was no different during the industrial revolution in Britain and France. Throughout this paper I will begin to discuss how the impact of industrialization effected the switch in labor from domestic to factory, the new role of the mother in an industrialized family and the issue of education in the lives of ordinary people, as discussed in the memoirs we have read in class. One of the main effects of industrialization was the switch in labor from the women working at home in a domestic environment to that where her labor brought in wages to the family. Suzanne Voilquin speaks of this in her memoirs â€Å"A Daughter of the People†, â€Å"And so, at the end of the first week, we were very proud to to deposit on our father's mantle piece the eighteen francs we earned as wages.†(Voilquin, 112). Throughout her story, she tells of how through the ability of her and her sister being able to work, they were able to support the family while her father was infirm. Without this opportunity, the family may have been put out onto the streets. It is through these two women's effort that the family survived. With the women now being able to earn wages out of the home, the role of the mother greatly changed within the home of the industrialized family. Before the revolution, children were raised on the plantation with the mother, father, and siblings as discussed in Agricol's, â€Å"Memoirs of a Compagnon†. â€Å"[In regards to his father's plantation] moreover he made good use of his children's labor. He wanted to make us hard workers rather than gentlemen and ladies, and in this he did right.†(117). We have also learned form this era that when women moved to factories, newborn children no longer had the opportunity to reside with the mother. Infants were sent off to a wet nurse, so that the women could return to work as soon as possible after the birth. This provided a new environment in which children were raised; however the pro's and con's of this new lifestyle varied. This brings me to my final point of the issue of education in the industrial revolution. It seems that throughout the memoirs the common theme is that labor was valued over education. Most children had no education at all and went to the factory as soon as they were able, while children who had a little schooling rarely went beyond the third grade. Jeanne Bouvier speaks of this in â€Å"My Memoirs†, â€Å"[after her first communion] ‘It's a shame you cannot leave her longer. She's very gifted. She even works hard when it comes to manual tasks'.†(34). It is shown here that girls were not inferior to boys and were just as capable in school. This did nothing for the stigma that was already set on women. Many times the father was not willing to pay for his daughter's to go to school; just the sons were worthy of the cost of education. â€Å"My mother†¦paid the fees for her daughters with the money she earned†¦my father paid only for his sons.†(Perdiguier 119). Obviously, the emphasis was placed on manual labor during this revolution, for it brought in money that the family may so desperately need. The industrial revolution placed the ordinary worker into a mirade of new, enterprising, and yet sometimes compromising situations. Workers were faced with new problems, but also with opportunities that had never been available before. It is through their struggle that we are the society we know today. It is through the past that we can mold our future.

No One’s A Mystery Essay

â€Å"No One’s a Mystery† is mainly about innocence and how coming-of-age plays an important role in a relationship. Tallent plays out a contrast between hopeful expectations and disappointing reality through the character of a naive, innocent girl involved with an older, experienced man. The girl appears to be very comfortable with Jack, even though he pushes her into hiding below the dashboard, and despite her spirited singing along with Rosanne Cash on the tape deck, her casual drinking of tequila, and her acceptance of the gift. The curiosity builds when he gives her a five-year diary for her eighteenth birthday, almost foreshadowing a future together. The girl had experienced many changes in consequence of being with Jack. Her loss of innocence is further emphasized as she offers the following insights regarding their future together: â€Å"Jack should be home any minute now, but I don’t know if I can wait until after the trout a la Navarra to make love to him. â€Å"In Tallent’s â€Å"No One’s a Mystery†, the story shows having faith in someone is difficult to do especially when you’re in a relationship with a person. In Jack and the girl’s case, the naive girl questions her future with Jack when he treats her like a child and mocks her when she speaks. Jack chooses to mock her realism by challenging her playfully. Although she still has a serious love for Jack, she is now jaded and aware of what difficulties lay ahead. Another example would be when she is interrupted by a skeptical comment from the older man she continues, â€Å"Little Jack is hungry for his supper.† Jack laughs as she draws to a close, â€Å"My nipples are a little sore from nursing Eliza Rosamund.† Stirring traces of sight, smell, sound, and touch, all feed into her introspective outlook, but strangely. The story, â€Å"No One’s a Mystery† by Elizabeth Tallent explores the relationship of two characters, whom are both rather disputable. The young girl in the story remains unnamed and could be considered naà ¯ve and dim-witted while the guy, Jack, is a chauvinist pig. He uses his 18 year-old admirer as an excuse to make himself think he is still young. It is a way to keep him in the frame of mind that he doesn’t need a wife, he can do what he wants and get what he wants without her. Jack doesn’t seem to want a predictable life. His comments to his admirer show that he isn’t ready to settle down with his wife. For the most part his comments are short and indirect, â€Å"It’s her,’ he said. ‘She keeps her lights on in the daytime. I cant think of a single habit in a woman that irritates me more than that.† This quote is showing Jack belittling his wife. It’s something that would be said in a high school relationship. He also puts her down once again by saying, â€Å"She thinks it’s safer. Why does she need to be safer? She’s driving exactly fifty-five miles an hour. She believes in those signs: ‘Speed Monitored by Aircraft.’ It doesn’t matter that you can look up and see the sky is empty† It’s like he is saying these comments to win his admirers affection. However when Jack saw his wife coming in the distance his actions showed little respect for his young admirer. Jack is a selfish person who only cares about himself. Usually cheaters do not look out for others but themselves but he demonstrates it in several ways. The girl notes â€Å"He pushed me down onto the dirty floor of the pickup and kept one hand on my head while I inhaled the musk of his cigarettes in the dashboard ashtray†. This is horrible to have to go through but the girl has fallen in love with him to the point where she doesn’t think anything is wrong with the situation. â€Å"When he saw that I was going to stay still he took his hand from my head and ran it through his own dark hair†. Jack has to be really inconsiderate to put someone through that. He cares for her about as much as he does with all his pop-tops that are on his truck floor. Later on in their trip Jack tells his admirer what he thinks she will be writing in her diary. â€Å"I wonder what I ever really saw in Jack. I wonder why I spent so many days just riding around in his pickup. It’s true he taught me something about sex†. This comment here shows a little about how Jack sees their situation. He knows its not going to last forever and it will come to and end with in a year. You can tell the two have a very comfortable sexual relationship by the â€Å"taught me something about sex† line in his speech. They are both so comfortable around it that he feels free to joke about it around her. Jack’s situation is not one that’s seen as mature or respectful among most people. He uses his lover for sex and keeps his wife in the dark of the whole situation. It is selfish and wrong for Jack to be acting like this. Jack does what he wants all day and has no respect for either of the two women involved in this affair, therefore showing a childish attitude.

Missing Person Christina Morris

Missing Person Christina Morris On August 30, 2014, Christina Morris of Fort Worth, Texas, disappeared from a mall parking garage after spending an evening visiting with friends in Plano. It was several days before anyone realized that she was missing. Here are the most recent developments in the Christina Morris case. Remains Found in Wooded Area March 2018- Found by construction workers, the Collin County Medical Examiner identified remains found in a wooded area of Anna, Texas as those of Christina Morris. Hair Samples Delay Arochi Trial Oct. 28, 2015 - The trial of a man accused of kidnapping a missing Fort Worth woman from a Plano, Texas shopping center in August 2014 has been delayed so that investigators can run DNA tests on hair samples. Enrique Arochi had been scheduled to go on trial November 30 for the kidnapping of Christina Morris, but a judge has delayed the trial until possibly June 2016 to give Texas Department of Safety investigators time to conduct tests on hairs retrieved from a vacuum cleaner where Arochi worked. Police believe Arochi used the vacuum to clean out his 2010 Chevy Camaro shortly after he was seen walking with Morris into a parking garage at The Shops at Legacy in Plano. Other hair from Morris was found in the Camaros trunk opening and on a mat inside the trunk, authorities said. Investigators discovered more hairs inside the vacuum cleaner at a Sprint store where Arochi was a manager and where he showed up for work hours after Morris disappeared. Officials expect DNA testing on the hair to take up to 12 weeks. Morris, 24, has been charged with only aggravated kidnapping in the case. He has been in jail without bond waiting for trial since December 2014. Mom Still Searching for Christina Morris Aug. 30, 2015 - A year after a 23-year-old Texas woman disappeared after walking into a mall parking garage after visiting friends in Plano, her mother hasnt stopped searching. Jonni McElroy, the mother of Christina Morris, plans to continue until her daughter is found. McElroy told reporters a year after the incident that she hopes the man accused of abducting her daughter will someday reveal her whereabouts. Im not going to stop searching, McElroy said. Why would I? Theres no reason. The only reason is when I find her or have an answer. She said that she believes Enrique Arochi, a former classmate of Morris and the man accused of her kidnapping, knows where her daughter is. It is my hope that he will finally say something, McElroy said. According to court records, investigators believe that Arochi left the parking garage at The Shops at Legacy in Plano with Morris in the trunk of his vehicle. Her blood and saliva were found on the edge of the cars trunk. Her cell phone was pinging various cell towers while she was inside the trunk of his vehicle, police said. They believe he returned to the parking garage with Morris still in the trunk and then returned to his home 40 minutes later. Authorities believe Arochi planned to sexually assault Morris and became angry when she rejected his advances. Arochi has maintained his innocence, and his attorney said the police account of events is based largely on conjecture and speculation, and leave many questions unanswered. The next hearing in the case is scheduled November 30. Grand Jury Indicts Arochi Mar. 10, 2015 - The suspect in the disappearance of a Forth Worth woman has been indicted by a Collin County grand jury on charges in two separate cases. Enrique Arochi, 24, has been indicted for aggravated kidnapping in the case of Christina Morris, who vanished August 30. Arochi was also indicted on sexual assault charges stemming from a sexual relationship he had with a 16-year-old girl between Oct. 22, 2012, and Feb. 22, 2013. According to court papers, Arochi told the girl that he was 19 years old when he was 22. He is being held on $100,000 bond on the child sex charge. Arochi is also under $1 million bond for the aggravated kidnapping charge. Man Arrested in Christina Morris Case Dec. 13, 2014 - The man last seen on surveillance video entering a parking garage with a missing Texas woman has been arrested in connection with the case. Authorities said inconsistent statements and DNA collected during the investigation led to the arrest of Enrique Gutierrez Arochi in the disappearance of Christina Morris. Arochi, 24, who was a high school friend of Morris, was charged with aggravated kidnapping, a first-degree felony. Morris and Arochi had been partying with other friends in Plano, Texas on the night she vanished. They left the party at 3:45 on August 30 and were captured on video entering a parking garage together at 3:55 a.m. Although investigators showed Arochi a still photograph of he and Morris in the garage, he denied that they were in the parking facility together. According to an arrest warrant affidavit, DNA evidence indicates that Morris left the parking garage in the trunk of Arochis vehicle. Data from her cell phone also shows that she was in his vehicle, although he told police she was never in the car. There were other inconsistencies in his statements to police: Arochi said Morris was arguing with her boyfriend on the phone as they entered the garage, but his cell phone was used to text her boyfriend at 3:50, 3:53 and 3:55 a.m.Arochi said he must have loaned Morris is phone because hers was not working, contradicting himself, according to court papersHe said he drove straight home from the garage, but Toll records show that he took a different route to this Allen, Texas home.He told detectives that Morris had never been in his car. DNA collected during the investigation may have contradicted that statement.He lied to police about how the front end of his Chevy Camaro was damaged, according to auto body repair experts. According to an affidavit filed in the case, Arochi walked with a limp when he showed up for work following the weekend and told an employee that his ribs hurt. The employee saw a bite mark on Arochis arm that he blamed on a fight the night before. Arochi is being held in the Collins County Jail on a $1 million bond. Where he is also on a federal immigration hold, officials said. Missing Womans Boyfriend Busted for Drugs Dec. 10, 2014 - The boyfriend of a 23-year-old Texas woman, who vanished under suspicious circumstances in August, has been indicted on drug charges which authorities said are unrelated to the disappearance of Christina Morris. Hunter Foster, who police said has an alibi for the night that Christina disappeared in Plano, has been indicted along with 14 other people on drug conspiracy charges. The charges are related to a drug trafficking operation. Foster was arrested at a northwest Dallas strip club where an after-hours operation takes place, according to police. Family members told authorities that Christina had been upset with Fosters drug activities and had threatened, shortly before she vanished, to leave him because of it. Meanwhile, investigators have been looking into the high school friend of Christinas who was seen walking into the Plano parking garage with her the night she disappeared on August 30. Enrique Arochi said the two went their separate ways after entering the garage, but Christinas car was found unmoved in the garage. Police believe the only way that Christina could have left the garage undetected by surveillance cameras was in Arochis vehicle. In September, they requested a search warrant for Arochis car, claiming in the warrant that he intentionally made false statements that hindered investigators in locating Morris. Also in the warrant, detectives said Arochis vehicle had sustained damage and had recently been detailed. Fort Worth Woman Reported Missing Sept. 6, 2014 - Plano, Texas police have asked the publics help in searching for a Fort Worth woman who vanished after walking into a parking garage with a friend near a shopping mall on Saturday, Aug. 30, 2014. Christina Marie Morris, 23, who was visiting friends in Plano, was last seen near The Shops At Legacy and walking with a friend into the parking garage at 5717 Legacy Drive early Saturday morning. She and her friend parked on opposite sides of the garage and walked separate ways shortly after entering the garage; the friend told police. Police Release Surveillance Video Plano police have released the surveillance video of the two walking into the parking garage just before 4 a.m. The guy (in the video) is a friend of hers from high school. They had been at a friends apartment hanging out and walked back together, Plano police spokesman David Tilley told reporters. Reported Missing Tuesday, Sept. 2 Although she was last seen around 4 a.m. Aug. 30, it took a couple of days for friends and family members to realize that she wasnt returning anyones calls and no one had been in contact with her. Consequently, her parents did not file a missing person report on Morris until Tuesday, September 2. Police quickly located Morris vehicle still in the parking garage. They say her cell phone is either turned off or her battery is dead. Her cell phones last usage was traced to The Shops At Legacy mall. Canvassing the Shopping Mall This week Morris mother, Jonni McElroy, went to the shopping mall and canvassed the merchants in hopes of finding anyone who was in contact with Morris before she disappeared. Im not leaving. I will not leave here until I find clues to find my daughter, she told reporters. Morris boyfriend also got involved in search this week, turning to social media to seek help in finding her. Using Social Media Im worried sick and will do anything to get any information on the last time anyone has seen or talked to her please help and pray that she is ok, he said on Facebook. Police are involved, and we are going to find her and whoever has taken her or whoever she is with. His efforts apparently helped when more than 60 volunteers turned up Saturday, Sept. 6, to search the area around The Shops At Legacy mall. Volunteers Search Mall Area Working with the Plano police, the volunteers - described as family, friends, and friends of friends - were organized into groups of four to search the fields, bushes and storm drain around the mall and garage area. They were looking for any sign of Morris or any of her belongings. Each group of four volunteers included a Plano police officer, Tilley said. August 30 Photo Shown In the composite photograph of Morris above, a photo from her Facebook page appears on the left, while the picture on the right is one that police say was made the night she disappeared, showing how she looked and what she was wearing. Morris is described as 5-4 and 100 pounds. She has brown eyes and blonde hair. Anyone who has information about the case is asked to call the Plano Police at 972-424-5678.

Free Essays on Airport Technology

Airport management â€Å"McCarran Airport† The McCarran International airport is located in Las Vegas Nevada just one mile south of the strip. The McCarran International Airport is part of the Clark county Airport system which owns and operates six airports, including five general aviation airports. These airports are operated under the policy direction of the Board of County Commissioners, the authority of the County Manager and the management of the director and Deputy Director of Aviation. The Department of Aviation is a self sufficient enterprise and operates without county general fund tax revenues. The areas of the McCarran airport that we will attempt to analyze are: the Airports’ history, current status, the future plans; design factors and an evaluation whether or not these factors are suitable for the existing and future needs of the airport. First we will discuss the current facts of the Airport. McCarran International is the fifth busiest airport in North America, and 12th in the world as of the year 2000. In 2001 passenger traffic was 35,203,808. Currently McCarran airport averages 96,449 passengers per day compared to the 1991 average of 55,266 per day. Between 1991 and 2000 passenger traffic has increased 74.5%. Currently more than 30 airlines provide nonstop service to more than 70 international and domestic destinations. All of the major airlines fly into the airport including United, southwest, American west, Delta, American, Continental and Northwest. This adds up to 30 Domestic Airlines, 23 International and 21 Charter. More than 900 daily schedule flights fly in and out of the Airport. McCarran offers nonstop scheduled service to Canada, Germany, Japan, Mexico and London. Also fourteen airfreight companies provide service through McCarran. McCarran consists of 92 aircraft gates at two separate terminal buildin gs. Terminal 1 has gates A-D with gate A totaling 19 gates, B 20 gates, C19 gates and D has 26 gates.... Free Essays on Airport Technology Free Essays on Airport Technology Airport management â€Å"McCarran Airport† The McCarran International airport is located in Las Vegas Nevada just one mile south of the strip. The McCarran International Airport is part of the Clark county Airport system which owns and operates six airports, including five general aviation airports. These airports are operated under the policy direction of the Board of County Commissioners, the authority of the County Manager and the management of the director and Deputy Director of Aviation. The Department of Aviation is a self sufficient enterprise and operates without county general fund tax revenues. The areas of the McCarran airport that we will attempt to analyze are: the Airports’ history, current status, the future plans; design factors and an evaluation whether or not these factors are suitable for the existing and future needs of the airport. First we will discuss the current facts of the Airport. McCarran International is the fifth busiest airport in North America, and 12th in the world as of the year 2000. In 2001 passenger traffic was 35,203,808. Currently McCarran airport averages 96,449 passengers per day compared to the 1991 average of 55,266 per day. Between 1991 and 2000 passenger traffic has increased 74.5%. Currently more than 30 airlines provide nonstop service to more than 70 international and domestic destinations. All of the major airlines fly into the airport including United, southwest, American west, Delta, American, Continental and Northwest. This adds up to 30 Domestic Airlines, 23 International and 21 Charter. More than 900 daily schedule flights fly in and out of the Airport. McCarran offers nonstop scheduled service to Canada, Germany, Japan, Mexico and London. Also fourteen airfreight companies provide service through McCarran. McCarran consists of 92 aircraft gates at two separate terminal buildin gs. Terminal 1 has gates A-D with gate A totaling 19 gates, B 20 gates, C19 gates and D has 26 gates....

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Solution to Most of the Hardships Related to Monitoring European Research Paper

Solution to Most of the Hardships Related to Monitoring European Policy Formulation - Research Paper Example According to Delanty (1995, p. 125), the rights of a self-driven sovereign state does not require limiting the relationship within the trading blocs to operate freely. On this, he claims that nations are free to interact with other nations within a multinational state, without overlooking their relations. The facilitation may be achieved when the relationship between the parties involved, is mutual and no party intend to prejudice over the other, whatever the circumstance. Delanty (1995, p. 127) further claims if the condition is not taken seriously into consideration, political pressure is bound to develop, thus breaking the multinational states in question. Weiler (1999, p. 217) cites that it is the lack of defined nationalistic unity amongst member states that limits the prospects of EU economic, social, and political integration. There have been numerous efforts to forge an integrated European Union. The most vocal ones as seen by the European observers are, creating a common EU flag, citizenship, EU anthem, car number plates, Olympic Games, and history books. Most EU critiques argue that these are doomed to fail due to lack of national consciousness. The only binding factor is commonly shared public pooled money to be shared among the member states. He continues to argue that the EU is an idea by the European powerful nation, to coerce the less powerful nations within Europe to come together, but without full approval and endorsement, of the latter; making the whole process illegitimate and undemocratic (Weiler 1999, p. 278).

Business communication Essay Example | Topics and Well Written Essays - 500 words

Business communication - Essay Example the staff motivated and producing at a high level of performance it is imperative for the executive managerial staff to keep the lines of communication open. Business communication plays an important role in my day to day activities at work. Everyday my supervisor provides me with a written list of the things that I am supposed to do during my shift. The supervisor when he provides me with the list verbally speaks to me for about five minutes. The first couple of minutes are usually composed of informal information, but the rest of the time he communicates precisely what tasks I am supposed to perform during the day. Another form of communication which I have to closely monitor is electronic information. The growth in electronic communication in the 21st century is staggering (Johns, 2005). All company memos are sent to the employees via email. Each employee has their own corporate email account. Each week there is a staff meeting between the managers and all the employees of the company. The meetings are recorded by video for documentation and quality control purposes. Each employee has a phone in their desk with a specific extension. T he company encourages the employees to talk through the phone with other colleagues about business matters instead of walking to their desk. The phone is also used for business communication between the employees and any customer that calls the firm. An alternative form of communication that is also used by the company to maintain communication with the firm’s customers is an online forum. The forum is used to answer customer questions and inquiries. This forum also has the capability to communicate with customers through a live chat. â€Å"The truth is that the most important part of customer care is effective communication and all the things that go with that† (Dalecarnegie, 2010). The different forms of communication devices and techniques utilized by my firm help me in my daily activities because it facilitates my work. I

Critically analyze how successful the British government's use of Essay - 2

Critically analyze how successful the British government's use of Spending Reviews has been as a way of making government more - Essay Example This essay seeks to critically analyze the success of British government in using spending review in the execution of government strategies. The labor government has been using spending reviews from 1998 to the year 2007 to set out spending plans. The departmental expenditure limits (DELs) covers the predictable spending of the government. This includes spending on hospitals and schools. Annually managed expenditure (AME) covers the public elements that are driven by demand. Examples include debt interests and social security spending. The spending review cover three years but they occur annually. The last year of a spending review is subject to reassessment in preparation to the next spending review period. The labor government increased spending which necessitated tight spending plans between the April 2008 and March 2011. According to the treasury, the public spending was expected to fall. The fiscal projections indicated that tax receipts were set to be increase over the active t hree year period. This was the only way to meet the borrowing forecasts of government (Corsetti & Muller 2009). In the previous four years, the labor government had increased public spending. The British government predicted that total managed expenditure (TME) would be ?587 billion in the period between 2007 and 2008. This was considered the broadest measure of the government expenditure. The amount was equated to roughly 43 percent of the British national income (Floud & Johnson 2004). The previous year, just before the labor government came to power, the government has spent roughly 41 percent of the national income. This was between 1996 and 1997. This represented roughly a 2 percent increase of the national income in the gross public spending (Hills & Stewart 2009). This is equivalent to ? 28 billion in the 2007 terms. For the first two years in office, the labor government maintained the conservative spending plan. This was in accordance to their manifesto promise from 1997 to 1999. During that period, there was s robust economic performance and the public spending was seen to decline with regard to national income. The labor government based its spending plans on the comprehensive spending review prepared for the year 1998. This was buoyed by the spending reviews from 2000 to 2004. This was later affected by the economy-wide inflation which was also referred to as real terms. There was significant departmental under spending. As a result the economic performance was resilient between 1999 and 2000. The 2007 march budget increased the education spending to 77 billion pounds (Hills & Stewart 2009). This was equated to 2 percent annual average in real terms. The increment was seen to be slower than the education spending. In the overall, it was still a cut. However, this increment was expected to grow from 1999 to 2008. Over the same period of time, the average increment was 5.5 percent annually in real terms (Floud & Johnson 2004). The plans of education spending led to a spending fall in the national income (Giudice & Kuenzel 2012). The labor government manifesto had committed to increase education spending in the 2005 election. During the period the labor government remained in power, the spending increment in education sector was supposed to be maintained. However, this had an impact in the ability of the British government to deliver on other aspects of education in the United Kingdom (Corsetti & Muller 2009). The 2006

Ethics in IT Systems Essay Example | Topics and Well Written Essays - 1500 words

Ethics in IT Systems - Essay Example An IT system, just like any other formal system, incorporates ethical, social, and political issues. Some of the ethical issues facing IT systems originate from political and social debates. Let us consider an example in order to understand the issues that concern an IT system. Let us visualize the society as a calm pond in summer time, reflecting a society at equilibrium with individuals and political and social institutions. The individuals in the society adhere to a given code of conduct developed by social institutions, like organizations, family, education, and enforced by the political institutions. In that calm society, let us now throw a stone inside the pond. The action will most definitely disturb the calm society. This stone is IT systems in the current society, and it sure does cause ripples. The individuals in the calm society face issues not covered by the social or political institutions. This conceptual model illustrates the current society and the continually develop ing IT systems. Results of such IT systems raise several moral issues of concern to the society, which include information rights and obligations, property rights and obligations, accountability and control, system quality, and quality of life.   Information rights and obligations concern the information in IT systems and possession power of the same by employees and the organizations. Questions like what the employees should protect, and their obligation and that of the company concerning the information fall under this moral category.

The Veil - Marjane Satrapi Essay Example | Topics and Well Written Essays - 750 words

The Veil - Marjane Satrapi - Essay Example Satrapi began her tale with the recollection of her early childhood when society was freer and her school was a place for both girls and boys, anyone can be different and it would be fine and that policies are not strictly religious but secular. Then, shortly, the idyllic scenes of playfulness and peaceful co-existence abruptly gave way to the stern faces and policies of the new authorities. Suddenly, the author found herself wearing a veil and separated from her friends. The sudden shift and difference of the tone Satrapi wanted to convey were achieved through the clever use of the two colors. The ideal times were drawn in brighter shades, characterized by white background while the days of repression were painted in dark hues and black background. The color limitation created a more powerful effect in conveying messages because it removed the clutter in each frame and emphasize the intended expressions and issue being depicted. In addition to this, the style by which characters wer e drawn, with their elongated arms and legs and the exaggerated curves and expressions that characterized the children, effectively communicated a lasting and potent representation of Marji and what she stood for in the story. The cartoonish depiction ingratiated Marji in the readers’ consciousness and would persist even after the story was finished and the book was put down. Satrapi also made it a point to emphasize contrasts. For instance, the good old days were portrayed by scenes of scattered and the multitude of characters displaying their individual personalities. Then, after she was forced to wear a veil, scenes are either dominated by a stern bearded man or soldier with the absence of animated people or sharply separated into two opposing groups, arguing against each other. It was obvious that in the author’s mind, the fundamentalist society that Iran force people to retreat inwards – within themselves, stunt creativity, enforce an unreasonable and cold- hearted regime of discipline, wherein humanity is being eroded towards a kind of existence not unlike the starkness one finds in the absence of colors. Satrapi conjured for us – in her visuals – a world that has less life and mirth, wherein those who dared to defy it found their lives tangled with tragedy. Themes Certainly, a primary theme in The Veil is the demotion of women in the Iranian society back in the 1980s. The veil or its use in the eyes of the young Marji underscored the sheer insanity of being forced to cover oneself and segregated just because of her gender. More importantly, however, is that in Satrapi's depictions, the veil appears to have achieved very little effect on the individuality and characters of women. The veiled children never lost their facial expressions, personalities and physiques. It was, obviously, Satrapi's way of saying that the veil is useless and that in the context of its symbolism for the local authorities - which is to subjugate - the women's spirits were never entirely quashed. As with the visuals in The Veil, women - in succeeding sections of Persepolis – wore their veils but that this piece of clothing never really reduced the characters into anonymity or people that have less human status. The veil also served to represent the divisions that have immediately took root in Iran in the 1980s. Besides the literal segregation of men and women, Satrapi used the veil to

Science, not Dogma Should Be the Standard Essay Example | Topics and Well Written Essays - 750 words

Science, not Dogma Should Be the Standard - Essay Example Over the past century and one-half, however, people’s opinions regarding evolution have experienced an evolution. Many religious persons today acknowledge evolution to be valid. The Pope even admitted creation and evolution are compatible. Still, there are a dwindling numbers of people who choose to stubbornly reject the science and contend that magical account of life described in the Bible is the â€Å"gospel truth.† This emotion-charged dispute usually occurs when the fundamentalists object to science being taught in school. They want the creation version of events taught alongside the scientific version as a viable alternative. Eventually, everyone will acknowledge that the matter is not subject to dispute no more than the question of a flat earth vs. round earth is debated. Unfortunately, it will take generations to achieve this reasonable goal because our society evolves extremely slowly. Creationism is not based on the scientific model. No evidence exists, nothin g to test or question. It is based on the belief that a supernatural being magically created the universe including all life in it. The faithful accept this version of events without question because if they did question it they likely would cease to believe it. Science is a journey for the truth. Hypothesis is formed from observation, testing and retesting. When new information is presented the original premise is altered. Science continually tries to disprove the hypothesis or theory until the conclusion is shown as credible and irrefutable based on all available evidence. Religion readily accepts the explanations of an ancient, very superstitious and uneducated people. â€Å"Religion is based on faith that is never questioned while science is based on knowledge that is constantly questioned† (Edwards, 1980). Creationist’s first line of attack is that evolution is just a â€Å"theory† therefore unproven and unacceptable when compared to the God’s unassa ilable holy words. Evolution is scientifically proven by the same method scientists prove other universally held theories. Gravity is a theory. No one knows precisely how or why gravity works but we all know it does, same with evolution. Creationists require a much higher standard of proof from evolutionists than they are willing to provide. Religious fundamentalists thought the earth was flat prior to the 16th Century. In fact, since the church controlled the government at that time it was considered heresy to publically disagree with that falsity, a crime punishable by torture and/or death. However, learned people including Christopher Columbus and Queen Isabella knew better. So did Aristotle who proved the earth was round 2000 years before Columbus. (Lienhard, 1998). Science was rejected then as now by the overtly religious but even they accept the scientific evidence regarding disease, that the Devil does not cause sickness. They also, because of science, realize the sun does no t revolve around a flat earth as is described in the Bible. â€Å"There are still many points of major conflict between science and religion. In each case, only one will eventually win public support. The historical record indicates that religion wins very few of these disputes† (Robinson, 2003) Darwin theorized that species adapt and change over the duration of millions of years according to new environmental conditions. He called this process natural selection. Darwin observed and recorded

The Veil - Marjane Satrapi Essay Example | Topics and Well Written Essays - 750 words

The Veil - Marjane Satrapi - Essay Example Satrapi began her tale with the recollection of her early childhood when society was freer and her school was a place for both girls and boys, anyone can be different and it would be fine and that policies are not strictly religious but secular. Then, shortly, the idyllic scenes of playfulness and peaceful co-existence abruptly gave way to the stern faces and policies of the new authorities. Suddenly, the author found herself wearing a veil and separated from her friends. The sudden shift and difference of the tone Satrapi wanted to convey were achieved through the clever use of the two colors. The ideal times were drawn in brighter shades, characterized by white background while the days of repression were painted in dark hues and black background. The color limitation created a more powerful effect in conveying messages because it removed the clutter in each frame and emphasize the intended expressions and issue being depicted. In addition to this, the style by which characters wer e drawn, with their elongated arms and legs and the exaggerated curves and expressions that characterized the children, effectively communicated a lasting and potent representation of Marji and what she stood for in the story. The cartoonish depiction ingratiated Marji in the readers’ consciousness and would persist even after the story was finished and the book was put down. Satrapi also made it a point to emphasize contrasts. For instance, the good old days were portrayed by scenes of scattered and the multitude of characters displaying their individual personalities. Then, after she was forced to wear a veil, scenes are either dominated by a stern bearded man or soldier with the absence of animated people or sharply separated into two opposing groups, arguing against each other. It was obvious that in the author’s mind, the fundamentalist society that Iran force people to retreat inwards – within themselves, stunt creativity, enforce an unreasonable and cold- hearted regime of discipline, wherein humanity is being eroded towards a kind of existence not unlike the starkness one finds in the absence of colors. Satrapi conjured for us – in her visuals – a world that has less life and mirth, wherein those who dared to defy it found their lives tangled with tragedy. Themes Certainly, a primary theme in The Veil is the demotion of women in the Iranian society back in the 1980s. The veil or its use in the eyes of the young Marji underscored the sheer insanity of being forced to cover oneself and segregated just because of her gender. More importantly, however, is that in Satrapi's depictions, the veil appears to have achieved very little effect on the individuality and characters of women. The veiled children never lost their facial expressions, personalities and physiques. It was, obviously, Satrapi's way of saying that the veil is useless and that in the context of its symbolism for the local authorities - which is to subjugate - the women's spirits were never entirely quashed. As with the visuals in The Veil, women - in succeeding sections of Persepolis – wore their veils but that this piece of clothing never really reduced the characters into anonymity or people that have less human status. The veil also served to represent the divisions that have immediately took root in Iran in the 1980s. Besides the literal segregation of men and women, Satrapi used the veil to

IT (information technology) way in reducing time and cost overruns in Research Proposal

IT (information technology) way in reducing time and cost overruns in Malaysia Construction Industry - Research Proposal Example These problems effect to the productivity of construction industry. There are several problems caused by the manpower, quality of productivity and time. There is a lack of trained manpower. In Malaysia many contractors do not have good skills in engineering construction. More ever there is a problem of good management. So as a result mostly constriction projects in Malaysia do not follow the proper timetable. There is a lack of trained manpower in Malaysia so information technology has a great significance in making lives simpler and easier. So Malaysians industry should use Information technology as a weapon against all these problems. Having a good technical skill in construction can produce remarkable results in the output. At the end in the forms of table, it shows that the out after the implementation of information technology in the domain of construction on Malaysia enhanced rapidly and in the future the out put of these construction projects would be much better as compared to today. In the 1980s, the relationship among information technology and the productivity became a source of debate. The amazing improvements in the underlying capabilities of computers proved that now it is nearly impossible to estimate their effectiveness in order to increase productivity in any field. Recent research in the field of information technology is indeed more encouraging. There are several researchers who documented positive effects of information technology in the construction industry as well. Information technology is a key component that plays an important role in order to minimize cost overrun Cost overrun is the common term that can be seen in the in projects of infrastructure, and building. It has been estimated that average cost overrun was 43 percent; nearly 71 percent of projects were over budget, over time, and under scope. So it is very necessary to involve information technology to handle

Performance Management Activities

Performance Management Activities PERFORMANCE MANAGEMENT SYSTEM Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Information in this topic will give you some sense of the overall activities involved in performance management. Then you might enhance your understanding by reviewing closely related library topics referenced from the sidebar. IMPORTANCE OF PERFORMANCE MANGEMENT SYSTEM Setting up a good performance management system doesnt happen overnight or by accident. You need to consider its design and carefully plan how it will work before managers begin using it to evaluate employees. Benefits Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. A performance management system should provide employees with these four basic benefits: A clear understanding of job expectations Regular feedback about performance Advice and steps for improving performance Rewards for good performance 4 Key Benefits of Performance Management system 1. PM focuses on results, rather than behaviors and activities A common misconception among supervisors is that behaviors and activities are the same as results. Thus, an employee may appear extremely busy, but not be contributing at all toward the goals of the organization. An example is the employee who manually reviews completion of every form and procedure, rather than supporting automation of the review. The supervisor may conclude the employee is very committed to the organization and works very hard, thus, deserving a very high performance rating. 2. Aligns organizational activities and processes to the goals of the organization PM identifies organizational goals, results needed to achieve those goals, measures of effectiveness or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain of measurements is examined to ensure alignment with overall results of the organization. 3. Cultivates a system-wide, long-term view of the organization. Richard A. Swanson, inPerformance Improvement Theory and Practice(Advances in Developing Human Resources, 1, 1999), explains an effective performance improvement process must follow a systems-based approach while looking at outcomes and drivers. Otherwise, the effort produces a flawed picture. For example, laying off people will likely produce short-term profits. However, the organization may eventually experience reduced productivity, resulting in long-term profit loss. 4. Produces meaningful measurements These measurements have a wide variety of useful applications. They are useful in benchmarking, or setting standards for comparison with best practices in other organizations. They provide consistent basis for comparison during internal change efforts. They indicate results during improvement efforts, such as employee training, management development, quality programs, etc. They help ensure equitable and fair treatment to employees based on performance PERFORMANCE MANAGEMENT SYSTEM A Performance Management System enables a business to sustain profitability and performance by linking the employees pay to competency and contribution. It provides opportunities for concerted personal development and career growth. It brings all the employees under a single strategic umbrella. Most importantly, it gives supervisors and subordinates an equal opportunity to express themselves under structured conditions. Managing this process effectively isnt easy. It calls for a high level of co-ordination, channeled information flow, and timely review. Whether employees are at a single place, or spread across multiple locations, the use of technology can help simplify the complete process for more effective information management. Customize Performance Management to Fit Global Cultures Experts say companies often impose an American style of performance management on employees based in other countries, even when such a system conflicts with local cultural norms. A better approach, they say, is to adapt the system to fit the culture. U.S. firms pick up their existing performance management program philosophy, intent, forms, everything and try to force-fit them into non-U.S. cultures, forgetting that the nature of the employer/employee relationship varies widely from place to place, But this is a mistake. What works in Dallas might not work so well in Dalian or Dubrovnik. In some cultures you simply cannot transpose culturally offensive management styles. The 360-degree approach is a good example of this. It requires a fundamentally egalitarian mindset and value system in order to be effective. Its a rather Western concept to evaluate performance management scientifically and with a process that is valid and reliable and rational company. The management and assessment of performance has always been done [around the world], but its been done more intuitively and organically, and not in a rational, organized process. In the West that people will say things clearly, that are problems, and thats not the case in many other cultures around the world. However, because the American business model is accepted and admired, many companies outside the United States will simply accept the American way of doing business rather than expecting to have practices adapted to fit their culture, said A good performance appraisal process is an integral part of the performance management system and it works seamlessly with the other components. This article takes a holistic approach to performance management and gives an overview of the components. A performance management system has the following components and interfaces: goal-setting, regular reviews, annual appraisal, development process and linkages to other systems. Goal-setting This process is the foundation for a good performance management system. It brings in the clarity required to deliver the required results. The organizations expectations are set in the form of â€Å"key result areas† (KRAs), along with strong indicators of the required standards (also termed â€Å"measures of performance†). The benefits of giving clear directions are many. It helps increase productivity by enabling people to focus on the requirement; it minimizes frustration and enables employee satisfaction. Regular reviews Reviews are a critical component of the system. Reviews give timely feedback to the individual. It is important to schedule formal reviews during the course of the year. These can be half-yearly or quarterly depending on the need. Structured mid-term reviews enable the organisation to take stock of the performance during the given period. It gives the individual an opportunity to discuss his/her achievements during the given period and to look at areas of improvement. In a dynamic environment, it is important to keep abreast of market situations. Reviews can be utilised to make midcourse correction in the KRAs. It is possible that the macro environment has changed and that some of the objectives have to be reviewed. For example, certain sectors in the economy may be doing extremely well and the organisation may see a need to review sales numbers based on these indicators. Reviews need to be structured on a regular basis to ensure that there are no surprises in the annual appraisal. Regular and structured reviews are a critical component of the performance management system and this is essential to ensure that the performance management system is not the same as the annual performance appraisal. As a part of this sub-system, we have processes such as coaching, mentoring, performance improvement plans, etc. Annual appraisal A typical appraisal system could be designed on one of the following Confidential report: The report is written by the supervisor and is, typically, not shown to the individual. Decisions, such as promotions and changes in compensation are made, based on this report. Report by supervisor that is shown/given to the individual and discussed. Self-appraisal by the individual, value-added comments by the supervisor and a discussion: In this system, the individual writes a self-appraisal vis-à  -vis KRAs set at the start of the year. The manager adds his or her comments. Organisations follow one of the following methods of ratings-(a) rating given by the manager or (b) the individual and the manager give ratings and the organisation has a mechanism to deal with differences between the two. There is an opportunity for the individual and the manager to discuss the contents of the appraisal. People working in the software industry or in a project environment may raise a question about the relevance of the annual appraisal. Then there are also professionals who work with different project teams during the course of the year. In this case we could have reviews signed-off at the end of each project. These could be collated at the end of the year to look at overall performance and linkages to other systems. Development plan This pertains to the training and development sub-system. A part of the development plan stems out of the annual appraisal. This is the result of the areas of improvement that emerge from the appraisal and competencies required for new roles, if relevant. A good training and development process will also take the necessary inputs from the organisations business plan. This is required if the organisation is investing into new business or entering new markets. Linkage to rewards system Linkages to processes such as compensation, rewards, progression and successionplanning-the performance appraisal system, in many organisations, has a link to the rewards system. Individuals judge the performance management system and the culture of the organisation based on the message sent by the rewards system. If the rewards system recognises individual contribution and ignores contributions made to team objectives, the people in the organisation start focusing on individual tasks. Therefore, linkage to many of these systems need to be contemplated upon, articulated to the people and implemented with consistency. MEANING OF PERFORMANCE APPARISAL Performance appraisal system has been defined in many ways. The simplest way to Understand the meaning of performance appraisal is as follows: â€Å"A regular and continuous evaluation of the quality, quantity and style of the Performance along with the assessment of the factors influencing the Performance and behavior of an individual is called as performance Appraisal.† Performance appraisal also means an appraisal of the growth potential of an Employee, with a view to providing information to the organization leading to positive Action and enabling feed-back to the individual aimed at his performance Improvement, personal growth and job-satisfaction. In short, we can say that Performance appraisal is expected to result in an assessment of: Growth potential of the employees; Corresponding training needs for the employees; Capabilities for their placement in higher posts, Conduct and discipline of the employees; and The need of the organization to evolve a control mechanism OBJECTIVES OF PERFORMANCE APPRAISAL The main objective of the system of performance appraisal is to reward those who are Working efficiently and honestly in the organization. At the same time, it also aims at eliminating those who are inefficient and unfit to carry out their responsibilities. It has to be done almost continuously, so that no injustice is done to a deserving individual. It is, therefore, necessary to clearly define the organizational objectives, targets and priorities. It is further necessary to define clearly the rote and responsibilities of the persons involved in the functioning of the organisation. Performance appraisal also aims at helping the management in carrying out their tasks more effectively. A sound system of performance appraisal results in framing: A sound selection ?policy. An effective promotion and placement policy; An improved system of career and manpower planning; A realistic training programme; A good reward and punishment system; and An effective system of control and discipline in the organization. These elements are essential for any modern management system. No country can neglect them for long. We can thus say that the main objectives of performance appraisal are as follows: To carry out a fair and impartial assessment of the quality, quantity and stvle 01 the work performance of the individuals working in the organisation. To assess the extent of the various factors which influence the performance of the individuals. To reward the capable and efficient employees. To provide opportunity for improvement of their potentialities to those who are less capable and efficient. To make optimum utilisation of the available human resources for the fulfilment of the organisational goals. To help management in evolving and framing sound policies and programmes relating to selection, placement, promotion, training, discipline, control and man Global Trends in Performance Appraisal Program The performance appraisal process has become the heart of the human resource management systemin the organizations. Performance appraisal defines and measures the performance of the employees and the organization as a whole. It is a tool for accessing the performance of the organization. The important issues and points concerning performance appraisal in the present world are: The focus of theperformance appraisalsis turning towards career development relying on the dialogues and discussions with the superiors. Performance measuring, rating and review systems have become more detailed, structured and person specific than before. Performance related pay is being incorporated in the strategies used by the organizations. Trend towards a360-degree feedbacksystem The problems in the implementation of the performance appraisal processes are being anticipated and efforts are being made to overcome them. In India, the performance appraisal processes are faced with a lot of obstacles, the most prominent being the lack of quantifiable indicators of the performance. GLOBAL TRENDS The emergence of following concepts and the following trends related toappraisal can be seen in the global scenario: 360 Degree Appraisal 360 degree feedback, also known as ‘multi-rater feedback, is the most comprehensive appraisal where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job. Organisations are increasingly using feedback from various sources such as peer input, customer feedback, and input from superiors. Different forms with different formats are being used to obtain the information regarding the employee performance. Team Performance Appraisal According to a wall street journal headline, â€Å"Teams have become commonplace in U.S. Companies†. Most of theperformance appraisal techniquesare formulated with individuals in mind i.e. to measure and rate the performance of the individual employee. Therefore, with the number of teams increasing in the organizations, it becomes difficult to measure and appraise the performance of the team. The question is how to separate the performance of the team from theperformance of the employees. A solution to this problem that is being adopted by the companies is to measure both the individual and the team performance. Sometimes, team based objectives are also included in the individual performance plans. Rank and Yank Strategy Also known as theâ€Å"Up or out policy†, the rank and yank strategy refers to the performance appraisal model in which best-to-worst ranking methods are used to identify and separate the poor performers from the good performers. Then the action plans and the improvement opportunities of the poor performers are discussed and they are given to improve their performance in a given time period, after which the appropriate HR decisions are taken. Some of the organisations following this strategy are Ford, Microsoft and Sun Microsystems. Global Variations In the United States it is common for each employees performance over the previous six months or year to be documented and followed by a one-on-one meeting between the employee and their supervisor, at which time the employee will receive their rating and discuss expectations for the next rating cycle. In some cases employees are expected to complete a self-appraisal, which might be factored into their review, while in other cases feedback from peers and customers might be included as part of a 360-degree assessment of an individuals performance. Though far from perfect, and often dreaded, the American performance appraisal process suits the American culture, which is regarded as highly individualistic and egalitarian. For example, in the Unites States the performance rating is often used to determine pay. The basic belief in the acceptability, the rightness, the virtue of pay for performance. â€Å"Those who contribute the most should get the greatest rewards.† In the U.S. employees tend to rate themselves and others very highly, such as a 4 or a 5 on a 5-point scale-using an â€Å"everyone gets a prize†. In many European cultures the highest rating might be a 3, and in Asian cultures they wouldnt rate themselves. A pay-for-performance system is inappropriate in cultures that focus on interpersonal relations and collectivism. In Japan compensation is not based on performance. In fact, its hard to identify the individual performance, because the focus is the team. â€Å"If an individual were identified as performing so well that they got compensation in return for it, it would be anathema to the groups collaborative ethos.† In some countries, such as Korea and Germany, use performance management processes that closely parallel those used in the United States. The same is true for France, though he noted that there is less of a connection between performance and pay in that nation. However, the Japanese and American processes have â€Å"diverged significantly† over the years. The Japanese system is frequently, and even intentionally and openly, used as a means of discriminating against ‘undesirable employees, a practice that is prohibited under U.S. civil rights laws. And although the performance appraisal process involves filling out the appraisal form and discussing it with the employee, In Japan the appraisal process often involves only the completion of the form without the discussion between boss and subordinate of the results of assessment. Those who work in the U.S. often put a great deal of value on the information that comes from 360- degree feedback, according to. But in a country like India-which tends to be more collective than individualistic and which embraces a high-power distance, or inequality of power, there is less value placed on the opinions of others and it would be seen as inappropriate culturally to ask employees to fill out a questionnaire on their boss. Similarly it would be difficult to implement a system that includes self-appraisal in cultures that are defined as collaborative, consultative and consensus oriented. People simply dont speak in the capital I and are very uncomfortable doing so. â€Å"In a culture like China or Japan, asking a person to speak about themselves in a way that is honest and direct and that will be appraised by their superiors is a waste of time.† And in some cultures, a face-to-face performance meeting never takes place. In severely hierarchical cultures where the boss is expected to just tell you what they think, there may not be a direct conversation. â€Å"They may communicate through a mediator to help save face.† Filipino managers engage in a practice called â€Å"smooth interpersonal relations.† If a boss has a problem with one of his subordinates, he wont talk directly to the subordinate about it, hell instead tell his wife because he knows his wifes cousins hairdresser is related to the problem employee. In other cultures, managers and employees go out for a drink periodically and chat informally about problems at work. The end result is that the manager knows and has a good sense of the performance of the individual, but if you ask them to assess the employee on a scale of one to 10 they cant do so. â€Å"There is a dependent relationship in Asian cultures. Employees depend on leaders to help them solve work-related problems. â€Å"Thats at odds with Western cultures where staff members solve things on their own.† In some cultures the relationship between the manager and subordinate is so close and ongoing that its sort of like a parent/child relationship. Managers know how employees are performing and give them feedback on a regular basis. A Look at India The business culture in India varies depending on whether it is a family-held business, an Indian company or a Western or American multinational organization, and that affects the nature of the performance management process, according to Nirmala Menon of Interweave Consulting Pvt. Ltd., a diversity consulting firm in Bangalore, India. â€Å"As most Indians are socialized to be hierarchy oriented, this often tends to spill over into the workplace,† Menon told SHRM Online. â€Å"In family-owned or the more traditionally-run organizations, the boss or manager often takes the position of the father in the family.† Organizations rely heavily on informal feedback from the senior person, which might be given indirectly and which is absorbed by the one for whom it is meant and others, Menon added. Menon says this means that the employees career growth is the bosss responsibility. â€Å"The expectation then is that â€Å"Father knows best† and what is conveyed is accepted even if they are in disagreement,† she said. â€Å"Evaluations are therefore often influenced in such situations by the deference shown to the boss and the level of loyalty exhibited; compliance more important than performance.† But Menon said that modern Indian organizations and multinational corporations, particularly IT and telecommunications firms, generally adapt to the global value systems of their companies. As a result, evaluations tend to be more structured and include face-to-face meetings, she said, followed by a written document signed by employee and manager and which typically incorporates input from peers and customers to substantiate the rating. â€Å"While indirect feedback also exists in these organizations, given the heightened awareness of a fair and professional environment, there is more acceptance and expectation of a documented communication, keeping in mind the objectives for the period under review,† Menon added. Annual Performance Appraisal and Evaluation in Indonesia Early in the 20th century, the biggest job as a managers is to teach a newly hired employee to fail intelligently to experiment over and over again and to keep on trying and failing until learns what will work. As we begin 2004, many companies are struggling with the issue of employee appraisal and evaluation. While generally adopted in most western-based business cultures, such employee review and appraisal in Indonesia can be fraught with misunderstandings as to purpose and methodology, be filled with accusations of impartiality, and be slowed by hesitation to formally criticize a subordinate. This issue comes up in easily 95 percent of my cross-cultural training programs. American companies normally wish to establish some sort of review procedure but once they begin addressing how to actually institute the process and decide what direct benefits they wish to see, they often become bogged down. The threshold question then is whether a foreign company should even try to implement such a system. There are several cultural barriers to such a system here. Among them is the difficulty with direct communication with employees and also the ‘saving up of problem areas until a later time. Direct communication is difficult for most Indonesians. Indonesians generally adopt an indirect approach to problem solving to avoid the possibility of confrontation and the disruption of office harmony. The preservation of such office harmony being a prime Indonesian business value, of course, and one often having priority over work performance. Also in Indonesia an erring employee or other problem situation is addressed as soon as possible, albeit in an indirect and non-blame pointing way, and then forgotten. To bring the subject up again at some review several months later is going to be considered inappropriate. For these two reasons, individual performance appraisals tend to have the following pattern: An employee comes in to the meeting with some misunderstandings or perhaps anxiety about what will be discussed and how it will affect their career. The supervisor can go over the ‘good qualities of the employee without difficulty. However, when the supervisor begins discussing areas that ‘may need improvement there is normally an attitude change on the part of the employee with him or her becoming either defensive or submissive. In other words, the employee may either disagree with the supervisors assessment or else may ask something like â€Å"Why are you doing this to me? I thought that we had a good working relationship. I did not realize that I was letting you down so badly. Do you want me to resign?† The supervisor then is in the position once again of explaining the purpose and objective of the assessment process. In general, annual performance evaluations and reviews tend to be disruptive to the Indonesian office. In my opinion, companies should focus on immediate feedback and reprimand, if needed, and not use the annual approach. Another difficulty is the cultural reluctance for some Indonesian managers to formally and in writing criticize their own subordinates. I often hear the example of the expatriate manager who has had one of his direct reports complain often about the performance of his own subordinates. However, when it comes time for the annual review, the direct report submits an outstanding report on that same subordinate. The decision to have annual performance evaluations and reviews may not be up to the Indonesian subsidiary of a multi-national company. Home office may dictate such a policy and the local companys only choice is how to implement. There seem to be three basic approaches to this situation. First is to just go through the motions, telling your employees that ‘this is a Western thing. It will not affect your salary or career, which basically voids the process. Second, you can use the information to provide training and education of the employees turning the evaluation process into a kind of reward system. Third and most difficult, is the attempt to fully implement and effectively use this Western evaluation tool. It can and has been successfully implemented by a number of American companies operating in Indonesia, but it does need the directed will of the top management along with allocated resources and training to be successful. At the very least, there must be a significant training period to help your employees understand what the process is and, more importantly, how it will affect them. Year one should involve a formal introduction to the process with written, quantifiable criteria for the evaluation. Year two should include mock appraisals that do not have any effect on the career of the employee. Year three could see the first recorded appraisals. Once the process is institutionalized, new employees will be told by their colleagues about this strange and foreign system and what to expect. It then becomes part of your ‘third corporate culture. Any attempts to speed up the process are often seen as arbitrary and unfair. Further, you should definitely expect such accusations of being arbitrary and unfair if you take the next step after the evaluation process and tie the appraisal into bonuses or salary increases. Such performance-based bonuses or salary increases are pretty much in direct opposition to the Indonesian business values of the group working together and maintaining office harmony. Traditionally, the ideal Indonesian employee is one who is loyal to the boss for a long time. In other words, loyalty and seniority are the prime attributes, and by loyalty, I mean personal allegiance to the boss, not to the corporate entity. Pointing out a specific employee and emphasizing the fact that he is superior to and a better employee than those he or she works with on a daily basis is going to be disruptive to the office and embarrassing to the individual. For instance, if you have an annual office party or awards dinner for your staff and you say something like: â€Å"Now here is Budi who outperformed everyone else in our office and we are giving him a new TV.† The polite clapping of his co-workers is going to be overshadowed by thoughts of ‘traitor and plots for revenge against the award winner. If you bring up another employee and say ‘Now here is Bambang who has worked for our company for 10 years and we are giving him a new TV, Bambang will bask in the limelight and his co-workers will no doubt truly admire his accomplishment. The difference being that Bambang was rewarded for seniority, while Budi was rewarded for violating basic Indonesian business values. One should not expect the same confidentiality of salary information in Indonesia that one might expect in the home country. We joke that on the day performance bonuses are given, the employees exchange pay stubs in the canteen. Even if the situation is not that extreme, you can be sure that most people in your office know what each other has received, and those employees with more seniority may soon be in your office asking for a bigger bonus or larger salary increase. You may then once again be explaining the companys policy on performance appraisals and evaluation but this time be met with defensive and even hostile disagreement as to whom was the better worker. Allegations that the companys criteria for awarding bonuses or salary increases is unfair and arbitrary and lacks understanding of the situation in Indonesia may be made. Employees have certainly used the conflict resolution strategy of ‘appeal to authority to resolve these disagreements going to the country manager complaining that their supervisor is acting improperly. There have also been cases of employees going to Indonesian government departments like Manpower or Immigration complaining about their expatriate supervisor. With the current priorities in these departments, such complains have resulted in the early repatriation of expatriate supervisors. The process of annual performance appraisal and evaluation of Indonesian employees is not one that foreign companies should enter into lightly. The implementation of this very Western-based management tool should be well thought out and supported by top management. Alternatives exist that may be better suited to your companys long-term success in Indonesia. Encouraging employee performance and addressing areas of weakness remain a good m

George Washington And Thomas Jefferson :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  George Washington and Thomas Jefferson were two important men who affected our nations independence and the beginning years of our country. They helped form this nation into a free and sovereign country. Yet, they were different in many aspects they shared a few common features. Both Washington and Jefferson grew up in the southern state of Virginia and like most owned land to grow and harvest crops. In growing up they came from two different class levels of living. The Jefferson family was more famous and richer than Washington’s giving him a greater advantage and opportunity to succeed, especially in higher education. After Jefferson finished regular schooling he was able to attend the College of William and Mary were he studied law. He did so under the teaching of George Wthe who was considered perhaps the greatest teachers of law in Virginia at the time. Washington however was taught by his mom mainly in mathematics and received no higher education. Was hington was still knowledgeable and began to put it to use in the army to become as a young British soldier. He interred the army at the young age of nineteen were he began to learn leadership and military strategy which would prove useful in the Revolutionary War to come. Jefferson on the other hand was involved in the laws, courts, and small politics. At the young age of twenty-five Jefferson was elected to the House of Burgesses in Virginia were he served for five years. Washington was known for his great motivational speeches that would rally troops together to prepare for war and lead on to victory. Jefferson was more of a writer not a speaker and by using his skill he wrote and brought forth fresh ideas of independence and freedom.

Photosynthesis Investigation :: Papers

Photosynthesis Investigation This is the method used by plants to obtain their food. Plants which use this process only are known as Autotrophic (self feeding) organisms. Plants produce carbohydrates as a result of Photosynthesis, predominately glucose. If a plant cannot use the glucose immediately it stores it in the form of starch. If the carbohydrates were stored as glucose, this would have a drastic effect on each plant cell. They would absorb water through osmosis, swell up and burst. Starch is osmotically inert. Photosynthesis takes place in special mini-organs (organelles in plant cells called Chloroplasts). When chloroplasts are carrying out photosynthesis they make temporary stores of starch in their cells, in the form of grains. So the presence of starch grains in leaf tissue is an indication that photosynthesis is occurring or has occurred very recently. How do we test a leaf to see whether starch is presence in leaf cells? The iodine test for starch. Method- step 1 Â · Half full a beaker with water and bring to the boil. Â · Detach a leaf from a plant and place it into the water. Â · Boil the leaf for two minutes. Â · Remove the leave from the hot water; keep the hot water for next step. Step 2 Â · Place the leaf in a boiling tube, filled with ethanol. Â · Put the boiling tube into the hot water kept from the last step. Â · Swirl the leaf in the ethanol at least once. Â · Continue with this programme until the leaf has turned pale yellow and the ethanol has turned green. Step 3 Â · Remove the boiling tube from the hot water. Â · Carefully tip the ethanol away (into the beaker) and remove the leaf. Â · Drop the leaf back into the hot water, swirl it to remove any ethanol, then place it carefully on a white tile. Â · Spread the leaf out gently until it is flat. Step 4 Â · Using a dropper, carefully add a few drops of iodine to the leaf

Contempory Management Functions Essay

How do the theories proposed in your chosen reading inform your understanding of contemporary management functions and the employer-employee relationship? The Purpose of this essay is to determine how scientific management impacts contemporary management functions and the employer-employee relationship. This essay is based on the journal article [Locke,E (1982)The Ideas of Fredrick W Taylor: An Evaluation, Academy Management review,7(11),pp.14-24] and is regarding scientific management started by Fredrick Winslow Taylor which was a theory developed regarding management which analysed workflows. It was one of the earliest attempts to apply science to management. Scientific management’s main objective was to improve economic efficiency and productivity in the workforce. In most simple terms some of the many concepts were having a standardised method for doing a job, providing increased compensation to the worker as reward for being efficient and hiring the right person for the right job. Many of these theories are very commonly used in management today. Contemporary is a word meaning existing or occurring at the same time (Robbins,2012) . Management functions refer to the way somebody manages a business (Robbins,2012). Therefore contemporary management functions are how we typically manage today. Employer- employee relationship is the relationship in which a manager has with their employee’s and how they complete their work day together and if they are efficient together (Robbins,2012). The four contemporary management functions are Planning, Organising, leading and controlling. Planning is defined as a management function that involves defining goals, establishing strategies for achieving those goals and developing plans to integrate and coordinate activities (Robbins,2012). Organising is a management function that involves arranging and structuring work to accomplish the organisations goals (Robbins,2012). Leading is working with and through people to accomplish organisational goals and controlling involves monitoring, comp aring and correcting work performance (Robbins,2012). Scientific management theories proposed in this reading do apply to  contemporary management functions. Although many of these theories could be argued as common knowledge today, when Fredrick Taylor established them they were prehistoric terms. He wanted to find out ‘one best way’ for everything in the workplace. Taylor’s most well known experiment was the pig-iron experiment (Locke, 1982 ). The experiment involved workers loading ‘pigs’ of iron on to rail cars. He knew their current daily output, but believed more was possible using scientific management. This was done due to many things. First of all putting the right person on the job with the right tools and equipment. In today’s management people hire the best person they can for the job. Secondly he had the worker follow his instructions exactly. This is also normal in today’s management functions, because people do things the way the employer wants them to. Taylor also motivated successful and productive workers with higher pay (Locke, 1982). This is also very common in today, with higher salary packages for good workers and pay increases for productivity fairly common. This improves employer and employee relationships by making the employee feel valued. Although many people believe in Taylors scientific management functions Lawerence (2010), Green (1986) both argue that that this is not the case and that scientific management is the problem in today’s management. Although there arguments are well presented there seems to be no evidence suggesting that Taylor’s theories do not work. Chung(2013) Agrees with Taylors contemporary management theories but argues the point that people could be to caught up on contemporary management functions and forgetting some key aspects of general managing. Taylor’s scientific management theories help the understanding of the employer-employee relationship by making it easier to understand what the relationship is actually for. This relationship is primarily about productivity .Many things Taylor did such as relaying messages from the employer to the employee to improve productivity) are also widely used in today’s management(locke,1982) . He also discovered that giving feedback to your employees will increase there skills and there productivity ( Locke,1982). This method is also very commonly used today with weekly meetings in many companies between employee and employer. Many large companies today use contemporary management functions in the work place. Companies Such as subway, burger king and McDonald’s are all very structured from top to bottom of the company and people are constantly striving to think of ways to improve productivity thus maximising profits. Yang (2012), Talks about all the hugely complex mathematical equations that now go into various parts decision making in Burger King and McDonald’s. Although the equations are to complex to understand to the average person it is clear that management is a lot more planned and structured in today’s workplace. Williams (2008) statesâ€Å"Consistency is a priority at McDonald’s† (p.15). This is true because anytime you walk into a McDonalds anywhere in the world you know what to expect. This is due to the contemporary management functions of a large scale to plan and organise and regulate what every individual McDonalds can do to ensure people know what they are getting and what to expect every time they walk through that door. Williams (2008) also discusses the change between old management styles and new management styles that have produced positive results for the company. The new management styles are all very similar to what Locke (1982) says about Taylor’s theories. For example Williams (2008) speaks about all the new rewards McDonalds have brought in for successful franchises and employees ranging from bonus’s to promotions to higher positions which like Taylor suggests encourages people to work harder hence greater profits (Locke, 1982 ) . Williams (2008) also talks about the extensive process in training managers and staff and the new expectations of every employee within the company that has increased greatly over the years to insure everythi ng runs according to contemporary management functions. Taylor’s theories of scientific management are helpful in informing you of contemporary management functions and employer-employee relationships. The way the workplace is shaped today seems very relevant to Taylor’s theories. Many of his theories are normal in today’s management functions. Although he has had many critics of his work It is shown in the articles that not many have been able to prove there arguments. Using evidence such as Williams (2008) journal on the change in managing McDonalds makes it clear that Taylor has had a big influence on typical management functions in today’s  workplace. Chung, C. (2013) The Road Not Taken: Putting ‘Management’ Back to Taylor’s Scientific Management, Journal of multidisciplinary research, 5(1), pp. 45-56. Green, M. (1986) A Kantian Evaluation of Taylorism in the Workplace, Journal of Business Ethics, 7 (2), pp. 165-169. Lawrence, P. (2010)The key job design problem is still Taylorism, Journal of Organizational Behaviour, 31 (2), pp. 412-421. Locke, E. (1982) The Ideas of Fredrick W .Taylor: An Evaluation, Academy of Management Review, 7 (1), pp. 14-24. Robbins,S.R., Bergman, Stagg, Coulter. (2012). Management (6th ed.). Pearson Australia Group Pty Ltd. Williams, E. (2008) Accelerated leadership development tops the talent management menu at Mcdonald’s ,27(4),pp. 15-31. Yang,N. (2012) Burger King and McDonald’s: Where’s the Spillover?, 19(2),pp.255-281