Executive Compensation and WorldCom Essay Example | Topics and Well Written Essays - 1000 words

Executive Compensation and WorldCom - Essay Example His strategy, however, failed, and the company’s expenses increased as a percentage of total revenue occasioned by a drop in growth of earning. By falsifying WorldCom’s accounting numbers, he hid the operating expenses and instead presented them as long-term capital investments, effectively but falsely showing increased assets. However, concerns arose when AT&T, the then leading telecommunication company, was posting loses yet WorldCom was seemed to be thriving, which led to internal audits that, in turn, led to revelations that accounting standards had not been followed. Eventually, the company filed for bankruptcy. Feeling unsatisfied with the low profit margins the telecommunication was comfortable with in the 1990s, CEO Bernard Ebbers of WorldCom, which was the second most successful telecommunication company then, acquired more than 60 small telecommunication companies between 1995 and 2000. After venturing into the internet and data business, by 2000 WorldCom was handling not only half of the internet traffic in the United States, but also half of the world’s total emails. In 2001, it owned a third of the United States’ data cables. From this description, WorldCom was by all accounts a telecommunication giant, only second to AT&T as a long-distance carrier. However, as has been the tradition with executive compensation and remuneration for many years, executives also earn more when the companies perform better (Neokleous, 2013). Bernard Ebbers, therefore, not only made profit for WorldCom’s shareholders and owners, his personal wealth was also growing. Yet, when the in dustry started experiencing business declines, the company was also affected and the price of its stocks dropped, reducing profits. Ebbers used unscrupulous means to show that the company was indeed making profits and, as a direct consequence, ensure his executive compensation (Jeter, 2003). This paper will

Weapons of mass destruction Essay Example | Topics and Well Written Essays - 2500 words

Weapons of mass destruction - Essay Example It makes other states in the world fear the state which possesses it. The states which are known as super powers in the world possess these kind of weapons. The weapons are lethal in nature and can kill millions of people. However on the other hand it destroys the whole peace in the world. It not only disturbs the peace of this world but also destroys the pleasant environment prevailing in this world. Nowadays the weapons of mass destruction have expanded so much that they are falling the wrong hands. And steps are being taken to ascertain that these weapons are in safe hands. The ‘Weapons of Mass Destruction’ have both pros and cons. This article would further review the weapons of mass destruction in accordance to the world and environment. It would describe the advantages and disadvantages of these weapons. (Rivera 2004) Weapons of mass destruction are of many kinds like nuclear, biological, chemical and radiological. These weapons are made from the natural organisms or toxins and are made with an intention to harm or kill the opponent or enemy. These weapons are made from different elements and techniques but all of these kinds are created to kill and destroy the rivals. These weapons are capable to kill a large number of people and possess such a great power that these can destruct a vast area of land (Simons, Johnson 2002).The weapons of mass destruction can be segmented as being nuclear, biological, chemical and radiological. The chemical weapons are the ones which release gas, liquids and aerosols. They are of a lethal nature and are a threat to the people. These chemical weapons are of different types. One is the type which releases in the environment quickly and does not long for a great time. However the other type gets released in the environment steadily and lasts for decades. This type of chemical weapons is known to be very lethal for people. The chemical weapons act on the internal

Company overview of ibm

Company overview of ibm IBM one of the leader brand of I.T industry which is basically related to computing, having its arm spreads to almost all dimension of technology weather it is about gadget or the software. IBM is worlds largest information technology company with 2005 revenues of $91 billion.   IBM provides the biggest of the following services: IBM has invested in IT services ($47B), IBM has invested in hardware ($24B) and IBM has invested in rental and financing ($2B). Approximately 329000 employees have been hired by the company and the business is flourishing in almost 170 countries. â€Å"International Business machine is an I.T giant now days, stretching it hands†. The IBM now days provides wide range of data storage as well as servers with enormous storage devices as well as servers secure database. IBM is now aiming for animation, consolidation which saves wide range physical assets. IBM has also good contribution in the space research like IBM ThinkPad 750. The environment monitoring software was established by IBM in 1999 which has contributed to environment management and protection. IBMs system/390 is the world most powerful mainframe computer. Many cost effective technologies were developed by IBM like, instead of pure silicon chip, introduced a blend of silicon and germanium. IBM designed the website for Nagano Olympic winter games, the website made 650 million hits from around the world. IBM earns more profit than the next nine computer firms generated in total sales, spending more on research and development than they made in earnings. This report is focuses on the new strategies through which IBM survived over the competitions. This report shows how IBM states itself feasible beside of its massive operation size. 2).Strategic Analysis: This includes the following aspects: Vision Statement: IBM strives to lead the invention, development and manufacturing of the industrys most updated information technologies, which includes softwares, computer systems, microelectronics, and storage systems. It translates these advanced technologies into value for its customers by providing professional solutions, services and consulting businesses worldwide. Mission Statement: IBMs main activity is to find solutions to its wide range of clients using the advanced technology. Its clients comprises of individual users, specialised businesses, and institutions such as government, science, defence, spatial and educational organisations. IBM is a multi-tasking company that creates, develops and manufactures many of the worlds most updated technologies, ranging from computer systems and software to networking systems, storage devices and microelectronics, in order to meet and respond to its customers needs. Through this mission statement IBM is striving to dynamically galvanize their props in various field and trying to maintain a stabilize balance between all above aspect like clients, government, educational organisation etc. The main strategy of IBM is to deliver its high value added services to customers by using its server product. And it can be divided into 4 pieces as follows: Reallocation of the resources in order to enhance its server product business, reduce the operation costs and increase the level of efficiency. In order to pursue an innovative agenda with its clients, partners and in other relationships, and also to continue refining its portfolio to achieve higher value. The businesses contributing strategically to its portfolio are acquired. In order to maintain its leadership of the rapidly changing business by aiming on high-value innovation-based solved services while generating consistent high returns on the invested capital for its shareholders. To satisfy the stakeholders whose have high powers IBM should consider such new strategies which interest them. For example, for the government in â€Å"keep satisfied†, who have high power (legislation power) but low interest. To conclude, if the strategic decisions are against the benefits of the key stakeholders, that strategy might be difficult to be implemented and achieved. Internal Analysis: Value Chain Analysis Firm Infrastructure: Supply-chain management in IBM, are becoming more complex, harder to manage and more costly to run. In fact, nearly $3.4 trillion was spent on supply chains in 2005. To address this, Supply Chain management business is being established by transforming the outsourcing practice. IBM has been supported by The Supply Chain Management (SCM) to improve costs and customer services, while decreasing overall supply chain inventory. IBMs (2006) Business Performance Management enables companies to view end-to-end processes across the business and IT systems, analysing the execution in real time against goals, and making adjustments as required. For instance, consulting services and the middleware are offered by IBM in order to monitor and stimulate business processes, and also provide clients with real time analysis of the underlying IT systems which carry out those processes. Organisation Structure: Sales Distribution Group. Global Business Services Group. Global Technology Services Group. Software Group. Systems Technology Group. Integrated Operations Group. Innovation Technology Group. HRM: To eliminate repetitions or overlapping and overhead structures to drive productivity, the integration of HRM has improved IBMs capacity to innovate by providing greater clarity of key priorities around shared goals and objectives and leads to a sharper focus for the company on learning, developing and sharing of the knowledge. Perhaps after this integration, IBM has acquired numbers of companies to enhance their capability. However the integration issues could appear during the acquisition process that would be the challenge of the HRM, e.g. the culture conflict. Technology Development: IBMs research and development, operations differentiate IBM from its competitors. IBM annually spends approximately $5-$6 billion for research and development, including capitalized software costs, focusing its investments in high-growth opportunities. IBM has some of the best technology registered in its account that made revolutionary changes through huge amount of business data transferring around the world. Procurement: IBM has development Business Partner relationships with establishment, best-of-breed Supply Chain Management solution providers. IBM provides the products and services, competitive cost, scalable and secure infrastructure along with their solutions which the customers require. Acquisitions and mergers in order to improve their businesses on the high value products and services, IBM acquired service-related companies into the global services segment, and the software-related companies that were integrated into the software segment. Inbound outbound logistics and operations: IBM integrated supply, manufacturing and logistics and customer fulfilment operations in one operating unit to reduce inventories, improve response to marketplace opportunities and external risks and convert fixed to variable cost. This feasibility IBM has acquired after facing a huge flexible competition by Compaq in 1982. Through this flexible and enormous services exchange system IBM now days possessing almost top position at market in its segment. Key financial system/marketing and sales: In 2005, the company realigned its operation and organisational structure in Europe to give sales and delivery teams great authority, accountability and flexibility to make decisions and to execute more effectively on behalf of our clients. The company had broken their dimension to Asian countries in order to increase their sales; company has explored a huge profitable market In Asian specially in middle Far East Asian countries which includes some of the fastest growing countries economies (china, India, Taiwan, Hong Kong, Singapore, Thailand, Indonesia and the Philippines etc.) Services: Few Services provided by IBM are technology and transformation to the clients, business and invests to improve the ability to help their clients innovate which is really a high value added and profitable process. The service IBM provides besides of above mentioned are middleware services, outsourcing services, security and privacy services, server services and facilities services, mainframes, communications ,mainframe storage, minicomputers and personal computers. Global business services (GBS). IBM global business services replace what was formerly called enterprise business services and business consulting services. Redbooks are distributed by IBM and are increasingly available through online bookstores such as fatbrain.com and amazon.com. IBM provides services basically in three categories: The more it-oriented technology services offerings like strategic outsourcing, integrated technology services and hosting. It infrastructure delivery, which is becoming increasingly strategic as a lever to drive productivity, efficiency and margin improvement. And offerings targeted toward transformation and high-end business value consulting, systems integration, application services, business transformation outsourcing, assist innovation, and strategic business development. Value system analysis: The value system of IBM is as follows: In this value network of server products, the processor and the software providers have higher profit pool than other suppliers. Furthermore the retailers keep a high profit pool for the distribution. Therefore, IBM does not have enough profit space of the server products. Value drivers: Channels value drivers Wholesalers: price, choice, quality, logistics Retailers: price, service, guarantee. Business orders: prices, service, guarantee. The information above shows the main distributors of IBM and their value drivers. Because of high buying power, IBM needs to satisfy its distributors. 3). Demographic Factors: IBM is a software and computers manufacturing and developing company and so the age group interested in the products, information, news provided by the company lies between 20-45 years. The outcomes of the company are more influential for the working group specially the IT industry. More of the computers and the softwares developed by IBM are used by the Businesses like Mc Donald, Safeway, and many more companies. 4).PESTEL analysis: This includes following factors: Political factors: Taxation, heavy taxes in the UK make the IBM server products increase the weakness on the price factor, especially on the premium price IBM products. Economic factors: GDP, factor, the healthy economic environment with strong and stable GDP in all the regions provides a good market for the product and the service business of IBM. Although the rate of increase in GDP is not too fast, this disadvantage element can be balanced by the stability. GDP-composition by sector: The service industry in the world contributed nearly 73.4% to the GDP in 2006.that indicated that the high value added service market in the world is matured, and the customer experience on the service would be higher or more difficult to be satisfied. Socio culture factors: Population and the internet users, in 2006, the population in just UK it was nearly 60,609,153 and according to CIA,(2007),more than half of these people(37.6 million in 2005) were internet users. The well known about the internet indicated the opportunities of relevant product and services. Technological factors: Internet, a survey from CIA,(2007) shows that   there were 6.064,860 internet host in 2006 and more than 400 internet service providers in 2000.in this sophisticated market ,the opportunity and competition will exist together. Environmental factor: In environmental factor dimension the IBM made some of the major technologies like to trace the weather throughout world, IBM made computers for NASA for astrology that made them to set the satellite which monitors the environmental changes over the globe.IBM also added some of the revolutionary environmental friendly strategies which not just provides environmental saving factors, but also cost saving factors like energy cost. Legislate: Main legal constraints for IBM are cyber protection and the chemical the use in marketing hardware (like carbon, germanium and silicon), the cress country business, currency exchange and many legal registrations for their business outsourcing facilities. 5).Potters 5 forces analysis: The threat of entry: The threat of entrants for the server was low because of the enormous costs on the RD, relevant supporters products and services, manufacturing and the distribution. For example ,IBM spent nearly $171 million in system and technology for server product in 2005,(annual report,2006) and IBM spent over $1 billion in Linux operating system in 2001.(shankland,2002)this was only the barrier on the cost, there were other barriers like technique, distribution channels etc. Power of suppliers: Intel and AMD, as the two biggest processor provides (monopolies) in the world, have very strong power on the chip supplying. Although the power of suppliers might be decrease resulting from the competition between these two companies ,the wide range of customers and high cost on switching cause the buyers lack of power   to bargain with these two giants. However, the power of suppliers for other low technical required material parts was much lower than the core hardware providers. Power of buyers: The power of buyers for the server products in the UK was high because the buyer did not concentrate to the firm and the switching costs for the buyers were low. There were many product choices for the buyers, for example IBM, HP, DELL etc. Competitive rivalry: By 2003, the world server market continues to show promising signs; according to IDC, (2003), the competitive rivalry in the market was becoming intense in the world. The competitors included HP, IBM, Sun micro system, DELL, and Fujitsu Siemens computers were becoming fifth leading server vendor in the world. The threat of substitutes: The web hosting business might be the biggest threat of substitute for the server products in the world. The advantages of web hosting include low cost, tech-support, easy to manage and low switching costs. In addition, the advanced personal computer might be another biggest threat to the server product. However, currently the pc cannot instead of professional server for the business uses. 6).SWOT analysis: Following are the points included under this: Strengths: Advanced business performance management. Good organisation culture. Strategic outsourcing mergers and acquisitions. High efficient fulfilment centre. Flexible marketing management. Creative services. As company handling all most 95% of business task of top 1000 companies of wall street, the company have some of the worlds fastest main frame and many revolutionary technologies like speech recognition software with which you can work just with your voice, blue gene a supercomputer which is 500 times fastest than worlds fastest computer and capable of more than one quadrillion operation per second. Through such outperforming technologies IBM is able to provide some of the best back hand facilities. The most recent merge of IBM is with Lenovo in which Lenovo is providing the outer hardware technology and IBM providing all of its latest chip facility .IBM has developed the wide range of services i.e. resiliency services and business continuity, end user services, integrated communication services, it strategy and architecture services, maintainer and technical support services, middleware services, outsourcing services security and privacy services, personal computers and mini compute rs. Now IBM came in market with its revolutionary green technology through which they can save 40% of energy cost through animation, consolidation and consultancy Weakness: High cost in the value chain. Possible acquisition issues. Since, IBM spends much on its research and devolvement then its earning and have very limited supplier in market. Since company owing very sensitive place in the market, because of its massive organisation size the immediate change are likely impossible. Opportunities: Strong and stable economic market co ntext. Sophisticated service market. High individual consumption power. Matured internet market. High level of entry barrier to the server market. Wireless applications Well, company pisses a good place in the market just with little feasible strategies to market changes ,IBM can hold a large share in the market .since IBM has very less count of competitors In its segment; almost the star of its field, through these specifications IBM can create a monopoly in the market. The internet is one of the wide application, that is growing faster than anything on earth, the opportunity is open for IBM ,because IBM already in this field by providing huge data storage facilities .since ,IBM is almost created monopoly on server market ,thats why it is not easy for other companies to enter in this field and compete over IBM, except some huge market giants like Microsoft Wireless solutions enable customers to extend their reach to clients ,suppliers and employees using wireless and emerging technologies. Threats: Customers may have high experience on the service. Customers may have low switching costs. IBM has high switching costs on the core hardware. Due to Intense competition. High threat of substitutes in the market. As being one of the oldest players of its field, customer may look for change. Todays market is so flexible; IBM may face threat from small companies like Compaq because of their small size they can change rapidly with customer environment. IBM high spending than its earning on research and development can be a loophole for IBM. Because of very limited suppliers during value chain process, IBM can barely afford to substitute. 7). Strategic challenge/ issue: These are the aspects that affect the strategy changes within the management of IBM. Stakeholder expectations and interests, owners private/shareholders profit, performance, direction, government taxation, VAT, legislation, Employment Rate, senior Management staff Performance, Targets, Non-managerial staff Rates of pay, Job security, working environment and hours, Trade Union working conditions, Minimum wage, Customers Quality, Customer, Care, Price, Creditors credit score, new contracts, Liquidity, Suppliers Long-term Contract, Stable, Payment, Local Community Jobs, Involvement, Environmental issues, shares. 8). Strategic option/ future strategy/ objectives: It is becoming widely understood that the way in which companies are behaving as a society is environmentally unsustainable, causing irreparable damage to our planet. Rising energy prices, together with government-imposed levies on production of carbon, has been increasingly impacting the cost of running business, making many current business practices economically unsustainable. It is becoming progressively more useful for all businesses to act in an environmentally responsible manner, both to fulfil their legal and moral obligations, but also to enhance the brand and to improve corporate image. Environmental issues are one of the important aspects of this company, because the material they use is toxic in nature and the use of these gadgets is all over the world and in massive amount. Thats why government are getting strict on these factors and screwing it up day by day with strict rules. IBM has already begun on this champagne of green and save energy cost which worth million, fro m their environmental strategy IBM has save 40% of energy. This dimension is eco friendly as well a positive sign for IBM because they are saving huge amount of energy amount. Hungry for change: The future enterprise is empowered to change rapidly and successfully. Rather, merely responding to trends, it changes itself to shapes and leads them. To move ahead of the competition, market and industry shifts are a good chance. Innovative beyond customer imagination: The expectations of the increasing demands of the customers can be surpassed by the future enterprise. Deep collaboration of the relationships allows it to surprise customer with innovations that make both its customers and its business successful. Globally integrated: To take the advantage of todays global economy, the future enterprise had integrated. Its business has been strategically designed in order to access the best capabilities, assets and knowledge from anywhere they reside in the world and apply them wherever required in the world. Disruptive by nature: The business model is radically challenged and disrupts the basis of competition. This also leads to a shift in the traditional delivery approaches, proposition value, and also as the opportunities arises it reinvents itself and its complete industry genuine not just generous. The future enterprise goes beyond philanthropy and compliance and also the genuine concern for society in action and decisions is reflected. 9). Implementation and change: IBM has the biggest threat in front of it that is global recession. The company has to find some strategy which act as cure for their company in this unsteady market. The main focus problems for the company are: Complexity. Inflexibility. Speed. Scale. The antidote to complexity is transparency. Complexity can hide the reality about financial condition. This led to great uncertainty in the minds of investors and can cause irrational behaviour among players. Runs on solvent companies arise where customers cannot tell the difference between those organisations which can meet their financial obligations and those which cannot. The first remedy to future crises is greater transparency in the form of stronger reporting requirements to the public. The antidote to inflexibility is insurance. Firms and individuals who want to borrow should be required to purchase â€Å"shock absorbers† with which to withstand a loss of income, natural disaster or default. The most basic kind is a â€Å"rainy day account† a reserve fund of cash that a firm or individual could use in case of adversity. The antidote to speed is a coordinated braking mechanism. Trading in markets can be suspended, as can provide a â€Å"cooling off† period in which news and information can disperse, allowing panicked player to assess the situation more fully. The brakes need to be applied infrequently and carefully. If player in the market can correctly anticipate a reaction by governments, the player will begin to game system. The antidote to the massive scale of losses will be the creation of larger reserve institutions. The company must maintain a reserve that is equal to the loss they has expected and creates dent to such occasion. The company must consider the another constraints like global currency slump, wealth distribution scheme. 10). Conclusion: The information and fact available above in report, gives a brief over-view of IBM strategies and core operation via SWOT and Internal analysis which includes sales and distribution, KFS, PESTEL and Porter 5 Forces. This report also lightens the future objectives and challenges for organisation. And on the basis of above analysis the last aim of this report is to suggest some of the strategy which covers the loophole of the organisation weak points.

What does Bronte wish us to understand about early 19th century :: Essays Papers

What does Bronte wish us to understand about early 19th century society from our reading of the first ten chapters of Jane Eyre? In the early chapters, Bronte establishes the young Jane’s character through her confrontations with John and Mrs. Reed, in which Jane’s good-hearted but strong-willed determination and integrity become apparent. These chapters also establish the novel’s mood. Jane is an invented character but there was such a thing as mis-treated children. One type of abuse was the abuse directed to Jane by the Reed family. Jane’s’ aunt makes her life a misery. Jane is starved of love and affection. Mrs Reed finds fault with Jane because she wasn’t a content child. Jane says, â€Å" She really must exclude me from privileges intended only for contented, happy little children.† Mrs Reed gives an unbelievable amount of cruel treatment to Jane; for example, Mrs Reed has a new set of rules exclusively for Jane. John Reed is a child that behaves in an abusive way. No adult in the household stopped John’s behaviour. â€Å"He called his mother ‘old girl’†¦reviled her for her dark skin†¦ and he was still ‘her own darling’.† John vandalized the place; insulted and disrespected his mother despite this; he was still her own darling. John steps out of line, and is despicably behaved. â€Å"John Reed†¦large and stout for his age†¦with flabby cheeks. He ought to have been at school; but his mamma had taken him home for a month or two, ‘on account of his delicate health’.† This states that John is meant to be in school but his mother feels that his health is fragile, whereas he eats too much and doesn’t do enough exercise. Mrs Reed is unintentionally abusing her own children by over indulging them; this is another form of abuse. Mrs Reed’s children grow up unbalanced and we see towards the end of the book, that John commits suicide. Mrs Reed isn’t teaching her children how to differentiate between right and wrong. There is an extreme contrast between Jane and John’s abuse. Another aspect is that John abuses Jane physically. John attacks her, and for the first time she fights back scratching and crawling. The fact that Jane lashes out at John changes things, even though John attacks her first. The book that Jane chooses off the shelf is called ‘Bewicks History of British Birds’. She describes the books as, showing â€Å"death white realms†¦shadow. The words in these introductory pages†¦gave significance to the rock standing up alone in a sea billow of and spray; to the broken boat stranded on a desolate coast; to the cold and ghastly moon glancing through bars of cloud at a wreck just sinking.

‘Bright and Morning Star’ Richard Wright Essay

The aim of this essay is to discuss the decision that the protagonist from Richard Wright’s ‘Bright and Morning star’, Aunt Sue, a black mother of two sons, has to make in order to chose between her sons’ life and the safety of the Communist members from her community. This story is, among others written by Richard Wright, a ‘dark portrayal of black Communist life’ and it analyses the inner struggle of Aunt Sue as a black woman and ‘mother of Communists’ (1). Wright’s short story follows the dilemma that Sue has to confront with herself during one rainy night, as a mother of Communist sons who were chased by the authorities. Her dilemma starts to grow from the beginning of the story, when she finds out that her son’s communist party was in danger to be discovered by the authorities: ’The sheriff wuz by our house tonight[†¦] He done got word from somewheres bout tha meetin tomorrow’(Wright 412). From that moment she was subjected to two different emotions, the fear that she might lose her son and the duty to the community to save the members of the party that her son had:’ She was feeling that Johnny-Boy was already lost to her; she was feeling the pain that would come when she knew it for certain, and she was feeling that she would have to be brave and bear it’, ‘[†¦] for her to try to stop Johnny-Boy was to admit that all the toil of years meant nothing; and to let him go meant that sometime or other he would be caught. In facing it this way she felt a little stunned, as though she had come suddenly upon a blank wall in the dark.’(Wright 412-413) In spite of Wright’s joining to Communism: ‘â€Å"I Tried to be a Communist’, and of his numerous writings about it, eventually his focus grew more on the development of an individual black consciousness than on advancing the causes of the Communist party as in the case of his t wo stories ‘Fire and Cloud’ and ‘Bright and Morning star’(2). From the beginning of the story we can see Sue divided in two inner parts: a part of her still remembering her past beliefs, in Christianity and Jesus, and a new part of her revealed from the moment of her joining her sons’ beliefs in Communism in order to escape of the past sufferings of the black people. In her search for better, as we can see trough the story, she try to find a refuge first in religion, then in Communism, but when she feels that neither  the Communism is enough to achieve a better living, her last hope is in her pride of the black people: ‘She was consumed with a bitter pride. There was nothing on this earth, she felt then, that they could not do to her but that she could take’ (Wright 422) Also we can see Sue taking two different attitudes along the story. If in the first instance we can see Sue as a regular mother concerned for her family and her love for her son, Johnny-Boy: ‘But how she could forget Johnny-Boy out there on those wet fields rounding up white and black Communists for a meeting tomorrow?’ (Wright 408), also we can see that her doubts about her son’s business among the Communist group of her community made her look in a sort skeptical at the policy of allowing people enter the group and at the new white members she didn’t trust: ‘It wuznt nona our folks . . . Ah knows em all from way back. There ain none of em that coulda! . . . Son, it wuz some of them white folks! (Wright 417), and she is first portrayed as a regular woman who knows her place in the house: ’While shoving the iron a cluster of toiling days returned; days of washing and ironing to feed Johnny-Boy and Sug [†¦] days of carrying a hundred punds of white folks’ clothes upon her head [†¦]’(Wright 409). Her image along with her beliefs changed as the events from that night continued. Her black pride and her commitment to the group emerged when she was brutally questioned about her son and the members from Johnny-Boy’s Communist group, succeeding to resist to their attack on her: ‘yuh didn‟t git whut yuh wanted! N yuh ain gonna nevah git it!’(Wright 423). Though, further in the night, because of weak position she was put into by the beatings of the sheriff and because of the false news that her son was killed, her self-confident fell and she was tricked to say the names of the members. The moment she decides to rectify her mistake is the moment she realizes that she has to fight alone for her cause and to rescue the other members and she ‘would do anything for her sons – except betray others’ (Felgar 29). Also the moment she lost her last faith – her pride- revealing the names of the members is also the moment she decides to put the good of her people, her friends, above her son and her fears. Thus the only way to take it back was by shooting the boy Booker before he could tell the names:’ The sheet! Thas it, the sheet! Her whole being leaped with will; the long years of her life bent toward a moment of focus a point. Ah kin go wid mah sheet! Ahll be doin what he said! Lawd Gawd in Heaven, Ahma go like a nigger  woman wid mah windin sheet and git mah dead son!’(Wright 433). And although she is subjected to the great martyrdom a mother could endure: her son being tortured and killed in front of her, she maintain her strengt h to accomplish her mission: â€Å"She fired, once; then, without pausing, she turned, hearing them yell. She aimed at Johnny-Boy, but they had their arms around her[†¦] She glimpsed Booker lying sprawled in the mud, on his face [†¦] And she was suddenly at peace; they were not a white mountain now; they were not pushing her any longer to the edge of life. Its awright†¦Ã¢â‚¬ (Wright 440 ) Main features of the protagonist are coming out in this part of the story: cleverness, the strength of sacrificing her maternal love and her son for the community cause. She becomes thus the strong, self-confident woman, in order to fix her mistakes and takes the faith of her and her son’s life in her hands and she goes to confront the ‘enemy’ by herself. Because of the wisdom of the past generations she possessed, she succeeds to accomplish her well developed plan: she goes to the enemy camp by herself with a gun hidden in a white sheet in order to shoot the traitor of her friends:’ The sheet! Thas it, the sheet! Her whole being leaped with will; the long years of her life bent toward a moment of focus a point. Ah kin go wid mah sheet! Ahll be doin what he said! Lawd Gawd in Heaven, Ahma go like a nigger woman wid mah windin sheet and git mah dead son!’(Wright 433). In conclusion, the struggle the protagonist has to take before she could see what her options are and her decision to give her life and her son’s in favor of the Black community, captures a cruel reality, the author wanted to represent, of black women in particular, and the black community in general, in their effort to escape from the hardships the white men had submitted them to. In this way we can say that Sue succeeded to surpass her condition as a black mother and woman, and became a defender of a community, but with a price: stepping over the love of a mother for her son and sacrificing him for the sake of the rest. Works cited: * Richard Wright, Early Works. NY: Library of America, 1991,’ Bright and Morning Star’; * Felgar, Robert. Student Companions to Classic Writers: Student Companions to Richard Wright. Westport: Greenwood Press, Inc., 2000. * Kilinski, April Conley, Flinging a New Star: â€Å"Fire and Cloud† and â€Å"Bright and Morning Star† as Reflections of Richard Wright’s Changing Relationship with Communism. Epiphany: Vol. 5, No. 1, 2012.

Change management: the implications of self-interest on organizational change

Introduction Organizations in the modern business environment face rapid change driven by globalization and continuous technological innovation. To adapt to this rapid change and to be successful in enhancing organizational performance in this environment, an effective approach is required to facilitate the transitioning of individuals, teams and organizations to a desired future state. A structured approach enabling organizational change would ensure smooth change and successful implementation in the pursuit of lasting benefits (Bennis, 2000). Despite this need, efforts towards organizational change often run into some form of human resistance due primarily to the diverse ways in which individuals and groups act in response to change. However rational or positive, change often causes some form of emotional turmoil and involves perceptions of loss and uncertainty (Beitler, 2005). Kotter and Schlesinger (1979; 451) identify four common reasons people resist change including: †¦Ã¢â‚¬Å"a desire not to lose something of value (parochial self-interest), a misunderstanding of the change and its implications, a belief that the change does not make sense for the organization, and a low tolerance for change.† Self-interest is a major reason for resistance within organizations with people focusing on their own best interest and not those of the entire organization. This paper explores the effect of self-interest in change management evaluating the view that this factor necessitates the adoption of pluralism in organizations with regard to management styles and approaches, organizational design, culture, and decision-making. Also evaluated is the view that although self-interest undermines the concept of â€Å"shared organizational vision,† it is essential to the comprehension of the nature of resistance to change and how that resistance might be managed. This is achieved through an in-depth analysis evaluating organizational context, culture as well as employee beha viour and attitudes which are linked to potential resistance. It contributes to the understanding and application of change management processes and how transformational change can be sustained towards enhanced organizational performance. Parochial self-interest Despite potential positive outcomes, it is nearly always the case that change is resisted. A degree of resistance is normal and acceptable given that change and its attendant process is often disruptive and stressful (Lawson and Price, 2003). A degree of scepticism can also be healthy especially when there are actual or perceived weaknesses in the change proposed, which need to be addressed for the change to have desired positive outcomes (Frese and Fay, 2001). However, resistance in any form and from whatever cause impedes the achievement of business objectives which form the essence of the pursuit and effective management of organizational change (Bennis, 2000). It is a widely held opinion that humans are born with self-interest as an innate tendency and their primary motive, which underlies their outwardly evident behaviour, is to safeguard and to improve these interests (Miller, 1999). This tendency is often automatic, habitual and is in most cases exercised without conscious tho ught (Mansbridge, 1990; Miller, 1999). Self-interest is, therefore, part of normal human nature inherent in our being with every individual having the propensity to narrowly focus on their own best interest and self-preservation before that of others including the organization. Self-interest concerns individual regard for the implications of change for themselves linked to a desire not to lose something of value. In the context of organizational change, this concern and regard for self often causes individuals to resist changes or alterations, particularly if there are suspicions or negative perceptions regarding the changes or circumstances (van Dam et al, 2008). Strong resistance to change is however often rooted in feelings that are historically reinforced and deeply conditioned, established ways, procedures, or methods which could be subject to disruption through the change (Battilana and Casciaro, 2013). Resistance could also result from the individual’s perception of a particular situation, as well as their levels of tolerance for change which could be linked to other causes of resistance such as inadequate information and/or understanding of the necessity and implications of the change; adequate skills development and training; trust and a sense of security; and overall employee relations in organization settings (Zander, 1950; Beitler, 2005). However, in some cases, self-interest has negative connotations of greed and selfishness in the context in which such self-concern goes against the interests of others or widely accepted moral values (Miller, 1999; Rocha and Ghoshal, 2006). In this case, an individual acts to safeguard individual benefits and/or to enhance gain without regard to the impact and effect of their decisions and actions on others including the interests and objectives of the organization. In the exploration of the nature of self-interest and its implications in the context of organizational change, this paper reviews two theoreti cal viewpoints applicable to this focus. These include the rational-economic view which is discussed alongside complementary theories, such as the bureaucratic-hierarchy organizational theory and the neo-institutional economic theory; and the humanistic view, in which the communitarian and collaboration theories are addressed. These orientations reflect a shift in regard for human nature and behaviour from the traditional narrow definition of the rational, egocentric individual to a greater recognition of capacity for other-orientation and willingness of individuals for collaborative action. Theoretical context In neoclassical economics under the capitalist system, the business environment is portrayed in a mechanistic nature with businesses portrayed as ‘machines’ serving primarily for profit maximization subject to iron laws of competition (Mahoney, 2005). This linguistic scheme tends to ignore reality and focuses strictly on mathematical grammar which ideally, albeit not factually, replaces human judgment with algorithms (Rubinstein, 2006). It does not anticipate challenges regarding the human component of organizations, assuming it to be among essential factors of production. However, the human component in business is significant and cannot be ignored or eliminated in the conduct of economic activities; being an essential space through which individual participants exercise responsibility (Sen, 2002; Harder et al, 2004). Businesses in the modern world have to grapple with the human resource component, given the rapidly changing nature of business and greater flexibility an d freedoms of employees participating in production. A central concern in the study of organizational behaviour is how to get employees to contribute high levels of effort and performance to their organization’s collective interests (Mahoney and McGahan. 2007). It entails the pursuit of mechanisms through which to achieve greater alignment between the self and the collective interest (Lawson and Price, 2003; van Dam et al, 2008) essential for the achievement of enhanced organizational performance and crucial in the modern dynamic business environment particularly in moments of change. On one hand, in the context of neoclassical economics, the practice and study of organizations has been based on the foremost assumption of individuals and organizations as rational actors pursuing their self-interests in an inherently competitive space in which several parties involved strive for scarce resources (Diefenbach, 2007). This is the basis for the rational-economic view which assumes that self and collective interests are essentially in conflict (Zander, 1950). In contrast, the humanistic point of view holds that both interests are not independent of each other, embracing the view that they are compatible (Dierksmeier, 2009). These viewpoints are explored in greater detail. Rational-economic view This view essentially assumes that individuals are independent agents rationally pursuing actions that seek to maximize their own self-interests as a primary motivation for their engagement in economic considerations (Mahoney and McGahan. 2007). This has its basis in descriptions in a set of Theory X assumptions regarding human nature described by McGregor (1960) which are premised on the view that employees are naturally lazy and harbour a dislike for work. Individuals are thus reluctant to contribute to the objectives of the organizations, pursuing only money and security. The objective of organizations, then, is to control individual behaviour through rational and efficient organizational structures and processes which ensure consistency with organizational goals and objectives such as stability, efficiency and productivity (Sen, 2002; Dierksmeier, 2009). In this view, organizational design, administrative structure and management approaches adhere to bureaucratic-hierarchical for m. The design of tasks follows principles of division of labour and efficiency maximization pegged on classical economics (Diefenbach, 2007). Control is achieved through systems of authority in the structure, written rules and regulations, punishment and coercion for deviants, as well as incentives such as career advancement and compensation for compliance (Mahoney, 2005). Recent emergence of neo-institutional or organizational economics applying rational-economic assumptions to the analysis of organizations has gained in popularity. This approach relaxes the narrow assumptions of rational economics and departs from the simplistic and negative view of the nature of humans (Sen, 2002; Mahoney and McGahan, 2007). The underlying assumption that humans are rational in intent, self-interest and readily opportunistic is retained though emphasis is made on the assumption of bounded rationality (Rubinstein, 2006; Thomas and Hardy 2011). Neo-institutional approaches, in their various constit uent theories, are premised on the perspective of ready belief that individuals are likely to seek avoidance, to withhold effort, or to act deviousness in pursuit of their own interests (Diefenbach, 2007; Folger and Salvador, 2008). Hence, self-interest is seen to be in conflict with collective interests with the former taking precedence in determining individual decisions and actions. With a basis on these assumptions, agency theorists who argue for control of agents (i.e. employees) by the principal (i.e. manager) affirm the need to adopt mechanisms for incentive, monitoring and control to align the conflicting interests and to prevent agents from pursuing their individual self-interest without regard to organizational goals (Kotter and Schlesinger, 1979). Proponents attempting to solve problems associated with collective action advocate the use of mechanisms to distinguish individual contribution (or lack thereof) which enable incentive or sanction mechanisms (Diefenbach, 2007). This perspective does not consider collective action and collaborative effort in the organizational context as feasible instead promoting greater control and authoritative hierarchical approaches. In its core assumptions, humans are regarded as rational and readily opportunistic making the joint pursuit of a shared organizational vision in organizational settings untenable. In disregard of collective (or organizational) interest, individuals are likely to shirk, withhold effort, and act in devious ways with their self-interest taking precedence and determining their decisions and actions. In this case, pluralism, which entails a bargaining process among diverse and sometimes competing interests in the attempt to maximize the goals of all involved cannot be realized. It is ineffective in organizational settings involving diverse and varied individual interests at play. Despite its significant influence, this perspective has been subject of various criticisms. Its control mechanisms a re deemed to hinder flexibility and responsiveness reducing employee morale, creativity and satisfaction (Frese and Fay 2001; Folger and Salvador, 2008). Its primary emphasis on external control mechanisms and monetary incentives is seen to reinforce and foster negative egocentric behaviour locking out collaborative behaviour essential for the advancement of the organization’s interests (Sen, 2002; Folger and Salvador, 2008; Frese and Fay 2001). The humanistic view This view challenges the core premises of the rational-economic perspective regarding human nature focusing on motivations that underlie human behaviour in a broader orientation (Nguyen, 2000; Lawson and Price, 2003). It is premised on a contrasting set of Theory Y assumptions also described by McGregor (1960) contrasting those of Theory X. These capture the essence of the humanistic perspective including the notion that individuals will to be self-directed, to work hard, and to assume responsibility (Nguyen, 2000; Dierksmeier, 2009). Unlike the earlier approach focused on lower order survival and security needs, such assumptions serve to create more humanistic organizations which endeavour to provide employees with greater opportunity to pursue their higher order needs for self-esteem and self-actualization (Rocha and Ghoshal, 2006; Harder et al, 2004). This view is compatible with the communitarian view which sees humans as multifarious and consequently cannot be limited to concept s such as egocentric, rational and pursuing only their self-interests, not even when regarding their economic transactions (Frese and Fay 2001). Communitarians posit instead that individuals are at the same time rational and social agents, pursuing both concerns of self and moral values of community. In their view, people want and endeavour to be part of and to identify with something larger than themselves, a group or community, and to contribute to some collective good. An ability of human beings to have and to express sympathy for others and to demonstrate commitment to other-oriented values and principles is consistent with this perspective (Nguyen, 2000). Incidentally, in instances when self-interests are in conflict with moral values and commitments in a social setting, the latter in communitarian theory, often supersedes the former as the basis for individual decision making (Mansbridge, 1990; Folger and Salvador, 2008). The communitarian perspective generally advocates for i nvolvement and participation, as well as engagement in civic, collective, and social processes and activities to encourage social and moral behaviour among individuals (Lively, 1978; Battilana and Casciaro, 2013). This backs up the premise that the use of economic incentives and factors that are intrinsically motivational can foster greater alignment between self- and collective interests resulting in an internalized moral commitment to collective good rather than one which is induced or incentivized (Lawson and Price, 2003). This perspective can also be subsumed under the collaboration theory which is of the general belief that individuals have social-moral potential for the pursuit of collective interests and thus are collaborative in nature (Harder et al, 2004; Rubinstein, 2006). Proponents of this perspective have suggested that organization based on the rational-economic perspective is insufficient and incapacitated in the modern dynamic, information-based society linked in net worked systems (Mahoney and McGahan. 2007). Others also posit that there are a number of positive benefits that could accrue from organizational structures, management approaches and incentive mechanisms consistent with collaborative assumptions. These include: increasing positive behaviour due to organizational citizenship and belonging (Battilana and Casciaro, 2013); enhancing willingness and motivation to perform; facilitating high levels of morale and creativity (Frese and Fay 2001); improving the quality of team-based action and work; support of win-win approaches to resolution of problems; besides enabling greater systemic coordination (van Dam et al, 2008).Communitarianism and the collaboration theory support and front the humanistic idea that there can be significant benefits for organizations from design features and management practices oriented towards shared power with employees through increased opportunities for co-leadership, autonomy, empowerment, self-management and participation. Collaboration theory is also premised on the view that due to the interdependence of an organization’s constituent parts, there is no inherent conflict between individual self-interest and the organization’s collective interest (Lively, 1978). Research on organizational culture, for instance, has shown that organizational effectiveness can be enhanced when employees are bound together by shared values, beliefs and practices, in their natural inclination to protect and advance collective interest (Lively, 1978; Battilana and Casciaro, 2013). The collaboration-oriented approach advocates for the replacement of traditional principal-agent relations and hierarchical authority serving to control and to direct employees by a pluralist stewardship approach to management. This aims to meet the needs of various stakeholders while serving the interests of the entire organization (Lively, 1978). This view and orientation favours pluralism given that individuals in the organizational context, with diverse and sometimes competing interests, are considered to have the capacity to co-exist and to achieve democratic equilibrium essential for the obtaining of a win-win compromise. This compromise and cooperation is essential for the change process and the attainment of enhanced performance. Accordingly, self-interest is not a hindrance in the pursuit of a share organizational vision given the potential for individuals to have shared values, beliefs, and practices, and a natural inclination to protect and to advance collective interest. Such a shared vision can be attained through the pursuit of a stewardship approach to management. These recommendations are however criticized for their optimism with regard to moral values, trust and willingness to contribute and to collaborate. This optimism is deemed by sceptics as underestimating the potential pervasiveness of self-interest, the strengths of existing power relations, and the risks of democracy i n the establishment of business relations; factors which necessitate the pursuit of greater managerial/principal control and direction (Folger and Salvador, 2008). The need for greater focus on self-interest In organizational settings, various individuals and different personalities are engaged and interact each with their own priorities and motivations. Behind the various economic facts pursued by organization in their operations are free human beings (McGregor, 1960). Unlike unalterable laws of nature, structures of economic behaviour are influenced by notions and ideals of these interacting individuals that are engaged in it (Frese and Fay 2001). Time and again throughout history, it has been shown that economic behaviour changes with alterations in human attitudes eroding various economic laws (McGregor, 1960; Harder et al, 2004). The individual freedom and ideas about its responsible use plays an eminent role in the economy and if directed and employed appropriately can have significant impact in furtherance of shared organizational vision and objectives. These freedoms and ideas and their individual application in various contexts cannot be conceptualized by abstract methods, predi cted or computed (Nguyen, 2000). Unlike physical systems, human beings form theories about their contexts and act, not simply driven by material causes as often assumed by economic theory, but upon their personal interpretations of the world (Lively, 1978; Dierksmeier, 2009). In the context of organizations and in everyday life, resistance is not a single set of behaviours employees exhibit in situations such as when change is instituted. It comprises various reactions, sometimes unconscious, to forces acting on individuals or groups in a particular environment and context (Thomas and Hardy 2011). Reality in business in the organizational context therefore requires â€Å"messy† procedures and qualitative assessments which result from unpredictable democratic as opposed to technocratic decision-making procedures (van Dam et al, 2008; Thompson and Martin, 2010). There can therefore hardly be a singular effective method or approach to the management of resistance as it requires that all the diverse concerns and needs be addressed. It is also noteworthy that the common reason leading to resistance such as the desire not to lose something of value, a misunderstanding of the change and its implications, and low tolerance for the change can in some way be tied up to self-interest (Harder et al, 2004). It is therefore imperative to focus on the particular self-interest of the various individuals so as to predict potential causes of the resistance, to create an understanding on the nature of their individual and particular resistance to change, to predict their individual responses to it, and to seek appropriate response to mitigate the concerns or to tackle upcoming issues. The various reactions to the change help to elucidate the effect and actual or potential impact of the change, which might not be evident in a closed hierarchical and controlled command system. Such an approach enables the realization of greater success in the change process as it enables jo int diagnosis of problems, fostering of consensus, development of a shared vision, enhancement of cohesion and revitalization in the path to the new vision, as well as the development of all-inclusive formal policies and enhanced monitoring and adjustment. It thus is not a coercive and an impelled process but one that is inclusive and shared. The more people’s needs are better understood, the better the management of the change process and the better the involvement and participation of affected individuals in the process. It is only through such wide engagement and consensus that any transformational change desired can be effected and sustained. Conclusion Regardless of the many types of change, a critical aspect is an organization’s ability to buy-in its employees to the change. This is the predominant reason why evaluation of the implication of self-interest, particularly the unbridled parochial self-concern, is essential to change management enabling the understanding of the nature of resistance to change and therefore how such resistance might be managed. Such a capability can facilitate the sustenance of transformational change, which enables enhanced organizational performance and consequently, success in the challenging modern business environment. The modern environment, given its attendant dynamism, networked systems and information-based societies, presents a challenge to traditional hierarchical and control approaches to management. This makes pluralist and democratic methods essential for the conduct of business in present day organizations. References Battilana, J., and T., Casciaro, 2013. Overcoming resistance to organizational change: strong ties and affective co-optation (Report). Management Science, (4), 819. Bennis, W., 2000. Managing the dream: Reflections on leadership and change. Cambridge, MA: Perseus. Beitler, M., 2005. Overcoming Resistance to Change. Viewed from: www.strategicorganizationalchange.com Dierksmeier, C., 2009. â€Å"A Requisite Journey: From Business Ethics to Economic Philosophy.† In: The Humanistic Management Network (ed.), Humanism in Business, 68–83. Cambridge: Cambridge University Press. Folger, R. and R. Salvador, 2008. Is management theory too self-fishJournal of Management, 1127-1151. Frese, M., and D., Fay, 2001. Personal initiative: An active performance concept for work in the 21st century. In: B. M. Staw and R. I. Sutton (Eds.), Research in organizational behaviour (Vol. 23, pp. 133–187). Amsterdam: Elsevier. Harder, J., P., Robertson, and H., Woodward, 2004. The spirit of the new workplace: Breathing life into organizations. Organizational Development Journal, 22(2), 79–103. Kotter, J., and L., Schlesinger, 1979. Choosing strategies for change. Harvard Business Review. March-April, 1979 Kotter, J., 1995. Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59-67. Lawson, E., & Price, C., 2003. The psychology of change management. McKinsey Quarterly, (4), 30-41 Lively, C. 1978. Pluralism and consensus. In: P. Birnbaum, G. Parry, J. Lively, (eds.), Democracy, Consensus and Social Contract. London: Sage Publications, 188–202 Mahoney, J., 2005. Economic Foundations of Strategy. Thousand Oaks, CA.: Sage, Mahoney, J., and A., McGahan. 2007. The field of strategic management within the evolving science of strategic organization. Strategic Organ. 5(1) 79–99. Mansbridge, J., 1990. Beyond self-interest. Chicago: University of Chicago Press McGregor, D., 1960. The human side of enterprise. New York: McGraw-Hill. Miller, D., 1999. The norm of self-interest. American Psychologist, 54, 1053–1060 Nguyen, H., 2000. Do humanistic values matterAcademy of Management Best Paper Proceedings, ODC: A1-A6. Rocha, H., and S., Ghoshal, 2006. Beyond self-interest revisited. Journal of Management Studies, 43: 585–619. Rubinstein, A., 2006. A sceptic’s comment on the study of economics. The Economic Journal, March: C1–C9. Sen, A., 2002. Rationality and Freedom. Cambridge: Harvard University Press. Thompson, J., and Martin, F., 2010. Strategic Management: Awareness and Change. Cengage Learning EMEA. Diefenbach, T., 2007. The managerialistic ideology of organisational change management. Journal of Organizational Change Management, Vol. 20 Issue: 1, pp.126 – 144 Thomas R., and C., Hardy, 2011. Reframing resistance to organizational change. Scandinavian Journal of Management, 27(3), 322-331. van Dam, K., Oreg, and B., Schyns, 2008. Daily Work Contexts and Resistance to Organisational Change: The Role of Leader–Member Exchange, Development Climate, and Change Process Characteristics. Applied Psychology: An International Review, 57(2), 313-334. Zander, A., 1950. Resistance to change: Its analysis and prevention. Advanced Management, 4(5), 9-11.

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Essay on civil rights movementEssay Writing Service Essay on civil rights movement Essay on civil rights movementThe position of African American in the US was historically unequal compared to white Americans. The first half of the 20th century was characterized by the persisting segregation and discrimination of African Americans, as Dalfiume justly points out. In this regard, World War II contributed to the rise of their social consciousness and the emergence of the civil rights movement because they became an important part of the US society and, more important, they became a part of the nation serving in the US army and performing jobs, which used to be performed by whites because of the shortage of the labor force.In fact, World War II increased the awareness of African Americans of their importance for the nation that encouraged them to enhance their struggle for equal rights and opportunities. They felt that they were an important part of the nation and they had the power and right to struggle for equal opportunities compared to whites. As they were recruite d to the US army, then they would justly expect that they can count on equal rights and opportunities compared to white Americans.In addition, World War II contributed to their self-organization because the service in the US army had opened the way to the better understanding of the importance of the effective organization of their struggle. The enhancement of the civil rights movement was the natural consequence of the growing public awareness and their self-organization. In such a way, the development of African American movement and their struggle for better rights and opportunities. Such change was essential for the enhancement of their position in the US society.

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Sam 489 7 - Assignment Example A discussion on the temporary service changes or modifications that might be necessary after disaster recovery is also important. Disaster is unpredictable. Even the most prepared businesses or organizations are prone to the adverse effects of disasters. In case of disasters, various agencies aid small businesses in disaster recovery. Such agencies include U.S. Small Business Administration (SBA), Federal Emergency Management Agency (FEMA), Farm Services Agency (FSA), Small Business Development Centers (SBDC), and other state agencies (Haddow, Bullock, & Coppola, 2011). The Federal Emergency Management Agency aids small businesses in disaster recovery through the provision of food, rescue services, water, housing, electrical power, and other basic resources (Federal Emergency Management Agency, 2015). Indeed, FEMA provides temporary housing for small businesses like the gymnasium for a limited period. The agency also offers financial support to repair the damages caused by the disaster on small businesses not covered by the insurance (Wells Fargo Bank, 2013). FEMA also replaces destroyed buildings if such buil dings were not under any insurance cover (Federal Emergency Management Agency, 2015). The agency can also provide direct assistance to support a permanent or semi-permanent construction of businesses affected by disasters (Wells Fargo Bank, 2013). Ultimately, the agency offers financial support for other expenses and severe basic or business needs emanating from the disaster. Other services covered by FEMA include crisis counseling, disaster unemployment assistance, legal services, and special tax considerations for affected small businesses (Haddow, Bullock, & Coppola, 2011). The Small Business Development Centers (SBDC) also aid small businesses in disaster recovery. Indeed, SBDC offers confidential assistance to affected businesses after a disaster (Haddow, Bullock, & Coppola, 2011). The U.S. Small Business Administration funds Small Business

Social Work Essay Example | Topics and Well Written Essays - 10000 words

Social Work - Essay Example and Impact of unemployment 21 3.8 Scale of unemployment 23 Chapter 4: Findings 4.1 Employment policies for people With Mental Health Issues 24 4. 1.1 Disability Discrimination Act (DDA) 1995 24 4.1. 2 Effectiveness of the DDA (1995 24 4.1. 3 Pathways to Work 26 4.1. 4 Effectiveness of Pathways to Work 27 4.1. 5 Access to Work 28 4.1. 6 Effectiveness of Access to Work 29 Chapter 5: Discussion 5.1 Obstacles to Employment Inclusion Policies 30 5.1.1 Stigma and Discrimination 31 5.1.2 Employers attitudes 32 5.1.3 Benefit system 33 5.1.4 Low expectation from General Practitioners 34 5.1.5 Impact of Mental health issue to an individual 36 5.2 Strength and Limitations of the project 37 5.3 Implications to social work practice 38 5.4 Recommendation 44 5.5 Conclusion 46 Bibliography 47 Acknowledgement The Author of this project wishes to thank all those who contributed to the development of this project. Particular thanks go to all my Tutors especially those who directed me on a number of sou rces for information. Similar thanks go to all my colleagues right from year one and other friends who responded to some of my queries during the course of the project. Special thanks go to my family and relatives particularly my wife who has been genuinely supportive in all aspects regardless during all the difficult and hard times and to my lovely children who have been very patient and understanding throughout my entire course. List of Abbreviations UK United Kingdom SEU Social Exclusion Unit ODPM Office of the Deputy Prime Minister DWP Department for Work and Pensions DOH Department of Health DIUS Department for Innovation Universities and Skills DDA Disability Discrimination Act WFIs Work Focused Interviews PACTs Placing Assessment and Counselling Teams NHS National Health Service NIMHE National Institute for Mental Health in England NSF National Service Framework SCMH Sainsbury Centre for Mental Health EHRC Equality and Human Rights Commission TNS The National Statistics CIPD Chartered Institute of Personnel and Development NHSCCA National Health Service and Community Care Act PCS Personal, Cultural and Structural Model Abstract Purpose: Different individuals experiencing mental health issues would like to work but they are excluded from employment, therefore the United Kingdom government policy is now focusing more on employment for people with mental health issues to ensure social inclusion. This project explores the effectiveness of some of the government polices that have been put forward to promote inclusion within this sector. Project Approach: To find and synthesize current research on the theory and practice of helping people facing mental issues enter the work place, especially the effectiveness of policies aimed at doing so. However, in the many policies established, I will only sample three: Disability Discrimination Act 1995, Pathway to Work and Access to Work. Findings: There is little research on the effectiveness

Individual reflection about a presentation(denmark Coursework

Individual reflection about a presentation(denmark - Coursework Example In an article written by Katzenbach and Smith (1993), The discipline of teams, there is an interesting exerpt, â€Å"When individuals approach a team situation, especially in a business setting, each has preexisting job assignments as well as strengths and weaknesses reflecting a variety of talents, backgrounds, personalities, and prejudices† (p. 168). The strength of our team was a powerful one. Though we had problems trying to meet each other due to distances we were able to put in our efforts and do our best. We were able to communicate with each other and each member was able to contribute to making our project succes. We understood each others weaknesses and we overcame those weaknesses by working together. This project had given us a positive experience that neither of us will soon forget. Though we only met four times during the making of our project I would like to experience this form of comradery again. We have accomplished a lot in such a small amount of time. The w eaknesses our group had were not based on an inability to get along. In actuality, we worked diligently and strived together. The problem was our distances from each other as well as our schedule. There are things that we are obligated to do in life such as work. Jobs and family life must take a priority and on the other hand, making a schedule to meet up together was difficult. Because of all of our different schedules we needed to set up a specific time and place to meet. Two of our group members live in London and us other two live far from each other as well. But even though the distance was large we were all able to meet up as scheduled. There were many difficulties trying to get our work done and it was sometimes overwhelming but we learned to compromise with each other to get the work done. As a team leader it took me much effort to have the group run successfully.We met up on February 15th for our first meeting. During that time I assigned divided the project so that each te am member would have a part and I took the first one which was about the background of Denmark. When we had to work on the part about Hofstede’s Cultural Dimensions, we separated the part into pairs. During our second meeting on the 17th, we were able to begin our PowerPoint. On the 22nd we finalized the PowerPoint and organized it to make it sound perfect. And finally, on the 23rd we spent hours upon hours reciting and practicing our presentation. Before our presentation we had practiced ruthlessly. We were proud that our efforts had given fruition to our success. During my time as the group leader I had to coach everybody in the team. I encouraged everyone to think hard about the work we have done. I was able to learn a lot from my team members. I have learned that communication skills are important when working towards a common goal. As De Janasz-Dowd-Schneider (2005, pg. 195) put it, everyone should participate and take responsibility on what he or she has to do. The key to all of this is communication. If a team member is having issues, we should assist the best way we can. Without proper communication we would have had a hard time working together. We were able to tackle this project with our hard work and understanding of each others’

Google glass Essay Example | Topics and Well Written Essays - 750 words

Google glass - Essay Example In addition, new applications and updates to the operating system that were not available during the time of the launch make today’s Google Glass explorer edition a tempting thing to acquire and buy (Furlan, 2013). Google glass was made up by a facility within Google that is dedicated towards the direction of advancing the technology that cycle within the organization like the driverless cars. The facility that developed the technology is known as Google X. Google glass has been designed to be slimmer and smaller compared to the displays that have been circulated to the market by the company previously (Campesato, 2014). The prototype of the glass looked very similar to the standard eyeglasses with its lens being replaced by a heads-up display. In 2011, the company came up with a prototype of the Google glass that weighed around 3,600grams that was made to be lighter than the average sunglasses later in 2013. The explorer edition of the glass was produced and made available to the company’s I/O developers in the US for a price of 1,500 dollars (Furlan, 2013). There developed a partnership between Google and some Italian eyewear companies so that they could be provided with additional designs of glass frames. The Nepal Government in 2014 adopted Google glass in a move to bring solutions to the problem of poaching in the countrys national parks and reserves. The glass has also been used by the Gurkha military in tracking animals and birds in the forest that geared the latest development in the military venture (Campesato, 2014). Google glass is made up of flexible titanium headband that tends to remain durable as it stretches from one ear to the ear. The flexible band is combined with a covering that is made of plastic that covers the Glass’ major gears and it gives it a general clean outlook. Google glass is made up of a cube-shaped glass prism that is located just above the

Individual reflection about a presentation(denmark Coursework

Individual reflection about a presentation(denmark - Coursework Example In an article written by Katzenbach and Smith (1993), The discipline of teams, there is an interesting exerpt, â€Å"When individuals approach a team situation, especially in a business setting, each has preexisting job assignments as well as strengths and weaknesses reflecting a variety of talents, backgrounds, personalities, and prejudices† (p. 168). The strength of our team was a powerful one. Though we had problems trying to meet each other due to distances we were able to put in our efforts and do our best. We were able to communicate with each other and each member was able to contribute to making our project succes. We understood each others weaknesses and we overcame those weaknesses by working together. This project had given us a positive experience that neither of us will soon forget. Though we only met four times during the making of our project I would like to experience this form of comradery again. We have accomplished a lot in such a small amount of time. The w eaknesses our group had were not based on an inability to get along. In actuality, we worked diligently and strived together. The problem was our distances from each other as well as our schedule. There are things that we are obligated to do in life such as work. Jobs and family life must take a priority and on the other hand, making a schedule to meet up together was difficult. Because of all of our different schedules we needed to set up a specific time and place to meet. Two of our group members live in London and us other two live far from each other as well. But even though the distance was large we were all able to meet up as scheduled. There were many difficulties trying to get our work done and it was sometimes overwhelming but we learned to compromise with each other to get the work done. As a team leader it took me much effort to have the group run successfully.We met up on February 15th for our first meeting. During that time I assigned divided the project so that each te am member would have a part and I took the first one which was about the background of Denmark. When we had to work on the part about Hofstede’s Cultural Dimensions, we separated the part into pairs. During our second meeting on the 17th, we were able to begin our PowerPoint. On the 22nd we finalized the PowerPoint and organized it to make it sound perfect. And finally, on the 23rd we spent hours upon hours reciting and practicing our presentation. Before our presentation we had practiced ruthlessly. We were proud that our efforts had given fruition to our success. During my time as the group leader I had to coach everybody in the team. I encouraged everyone to think hard about the work we have done. I was able to learn a lot from my team members. I have learned that communication skills are important when working towards a common goal. As De Janasz-Dowd-Schneider (2005, pg. 195) put it, everyone should participate and take responsibility on what he or she has to do. The key to all of this is communication. If a team member is having issues, we should assist the best way we can. Without proper communication we would have had a hard time working together. We were able to tackle this project with our hard work and understanding of each others’

Visages of Two Stories Essay Example for Free

Visages of Two Stories Essay Flannery O’Connor’s A Good Man is Hard to Find and Tobias Wolff’s Bullet in the Brain are two short stories each having unlikeable lead characters. Both stories revolved around the lives of the lead characters which were shown using humor and twists and turns. Flannery O’Connor, an American writer, was known for her Southern Gothic writing style. Her literary works are indicative of her beliefs of the Roman Catholic. Tobias Wolff, also an American writer, was known for his short stories and memoirs. A Good Man is Hard to Find is a story of a family going for a vacation. It began with the Grandmother explaining to her son Bailey about the murderous Misfit who was on the loose so she wouldn’t have to go to Florida for vacation and would instead have go to Tennessee. She was not able to persuade her son and the rest of the family. The next morning they drove off to Florida. The Grandmother portrayed the image of someone who was self-centered and unpleasant. She also seemed to be more concerned on how she would look like a Christian than act like one. In the end, the family was murdered by the Misfit and his two cohorts. The Bullet in the Brain, on the other hand, began in with a book critic named Anders who was on a bank one day. Similar to the Grandmother from O’Connor’s story, Anders was also one character who is unlikeable. He depicted someone who was ill-tempered and sardonic. While waiting in a long line of customers, two bank robbers entered the scene and threatened the people. Anders was someone who was not intimidated by anyone, even by bank robbers. And here is where the trouble for the protagonist began. Instead of doing the right thing, he ridiculed the robbers which resulted to his death. The Grandmother and Anders were two comical people who talked too much. Before the two died, they presented their own sentiments which the readers would have, undoubtedly, felt. There was an unexpected turn of events when the Grandmother was about to be killed. She suddenly claimed that the Misfit was a good man. This was contrary to what she had mentioned about the Misfit at the beginning of the story. She mentioned that would not take her children to a place with an unconfined criminal. She said her conscience would not be able to bear it if she did. The position she was in at the end of the story, seemed to have taken out the goodness and the true Christian from her. Because of the fear and the pressure she felt, she was able to see the goodness in the hands of something or someone so evil. What happened to Anders was another thing. Before he died, Wolff presented the things that the protagonist did not think of: the disappointments in his relationship with his family, the boredom he felt towards his work, etc. And by the time the readers were building inside then the sadness and the sympathy towards Anders, the author provided what Anders was thinking at that crucial moment. And boom, it was really unexpected because at that very moment before he died what he thought of was his sarcasm in his early years. And the seemingly sad ending of the story turned out to be odd and amusing. The evil in the two stories have had similar and contrasting effects to the lead characters. The Grandmother and Anders had their share of insight with regards to the incident. The Grandmother may only be saving herself from death or she could have really realized the Misfit had goodness in him and that her prejudices were untrue. Nevertheless, it was too late for her. In Anders case, what he remembered before he died was what he was truly about. The last scenario substantiated the fact about Anders’ attitude. In the stories, varying prejudices can be observed and this shows that each one of us is entitled to own opinions and sets of truths. References: OConnor, Flannery. A Good Man Is Hard to Find. 1955. Wolff, Tobias. Bullet in the Brain. 1995.

Waste Management Practices Of Mcdonalds Environmental Sciences Essay

Waste Management Practices Of Mcdonalds Environmental Sciences Essay McDonalds is one of the largest and most well known global fast food restaurants. Ray Kroc is the founder of the company in the year 1955. The company has been operating for 55 years and has 32000 restaurants chain in more than 117 countries. More than 75% of McDonalds worldwide outlets are operated by franchisees or affiliates (Our Company 2010). There are 1.5 million employees worldwide working to serve 50 million worldwide customers each day (McDonalds Restaurants Ltd, 2006). Over the many years, millions of people have patronage McDonalds because it is a trusted name with proven service. In returning that loyalty, McDonalds have an obligation to give back to the community (SOCIAL RESPONSIBILITY, 2010). McDonalds supports Ronald McDonald House Charities (RMHC), animal welfare, food safety and environment (SOCIAL RESPONSIBILITY, 2010). This essay shall examine how McDonalds has performed in the relation to the environment particularly waste management practices. The public of the current age are concerned about the amount of packaging and food waste produced by McDonalds restaurants (Better Packaging with McDonalds, 2009). A survey conducted by Keep Britain Tidy that about 29% of the litter waste on the Britain Street was come from the McDonalds restaurant (Gray, L 2009). Therefore, one of the best solutions taken by McDonalds is manage the waste through waste management practices, which is involving in reduction, reuse, recycling and disposal (Better Packaging with McDonalds, 2009). As one of the largest fast food restaurants worldwide, McDonalds has become an environment leader. Hence, McDonalds is determined to analyze every aspect of their business on their impact on the environment and according to the analysis and seek effective ways to enhance the environment. McDonalds is hoping to survive and stay in a cle an environment where the air, water and the earth are clean and as well build an environment sound world to the future generation (). McDonalds has done a variety of different as compared to the past and current performance. In the past, McDonalds used the polystyrene foam as packaging food. Many environmentalists dislike polystyrene foam because the production of foam will release out the chlorofluorocarbon, which can damage the atmosphere. The foam also to take long time to break down, if at all, in landfills, which is where most of it winds up because there are relatively few recycling centers ( ). Besides, McDonalds was required 46 grams of packaging in average meal- a Big Mac, fries and a shake in year 1970 (Case A: McDonalds Environmental Strategy, 1995). In addition, there was no industrial scale recycling before (Rose, 2009). Furthermore, McDonalds did not practice the exercise of converting the waste into energy. Nowadays, McDonalds has found many alternative ways to enhance the environment performance in term of the waste management practices. Firstly, McDonalds has replaced the polystyrene foam by the using paper based-wraps in order to reduce the waste volume in the waste management process (Better Packaging with McDonalds, 2009). The replacement is because of consumers demand and heeding counsel of environmental groups (Liddle, A 1990). McDonalds major markets, about 83% of the packaging used for food, beverages and other consumer purposes is made of some form of paper (McDonalds Worldwide Corporate Responsibility Report, 2006). Another is the reduced amount of material used in each item of packaging (our environment, 2008). Thirdly, McDonalds recycles packaging waste and recycles used cooking oil in waste management practices (Recycling in the restaurant Focusing on operational opportunities, 2010). Fourthly, proper disposal waste programs are been carried out to manage the food waste o nce the McDonalds cannot reduce, reuse and recycle the waste (our environment, 2008). Recent year, McDonald in UK has a trial tested out an alternative method of disposal, which by converting the food waste to energy (Managing the impacts of the leftovers, 2010). David  Fairhurst, senior vice president for McDonalds UK Northern Europe said that the converting waste to energy is encouraging that has already reduced the environmental impact in the area by 48% and significant step on achieving zero waste to landfill (Thomas, D 2009) Currently, McDonalds brings a lot impact upon the society and stakeholder. McDonalds replaces the foam to paper wraps, which make up 70% to 90% reduction in sandwich packaging volume (Better Packaging with McDonalds, 2009). Besides, McDonalds also reduce the amount of material used in the packaging, which indicate less raw material use and thus less solid waste produce (our environment, 2008). For example, in 2005, McDonalds redesigned the inside of North American fry boxes, which make up more than 1,100 tons packaging waste saved per year (McDonalds Worldwide Corporate Responsibility Report, 2006). Furthermore, McDonalds in Unite State has recycled over 17 tons of corrugate cardboard per year (Recycling in the restaurant Focusing on operational opportunities 2010). Corrugate cardboard represent around 30% of the total restaurant waste and as result of recycling, divert the amount of waste from landfills. McDonalds has an aim of achieving to recycle 100% of their corrugated cardboard (our environment, 2008). By the way, about 10% of the total restaurant wastes come from the used cooking oil and McDonalds has converted into biodiesel (our environment, 2008). McDonalds in United State has recycled approximately 13,000 pounds of used cooking oil per year. Currently, more than 80% of the used oil in Europe has transformed into biodiesel (Recycling in the restaurant Focusing on operational opportunities 2010). As a result, it is stopped the used cooking oil from send to landfills. (Please consolidate and present it in a more systematic way.) In addition, the trial of converting the waste to energy has been successfully reduction 54% percent of carbon emission as audited by the Carbon Trust (Brass, E 2009). The amount of waste save from landfill could be 65 tones if the restaurants continue implement this disposal. For the energy generate from the waste provide enough heat and electricity to the building (Managing the impacts of the leftovers, 2010). For instance, in UK the energy generate from the food waste, which able to power the 22 million light bulbs to community (Brass, E 2009). Now let focus on the advantages and disadvantages of McDonald practices in the waste management. The major advantage through the waste management practices is reduced the greenhouse gas emission. Methane especially one of the greenhouse gases which mostly generate by the landfills operation and bring harmful effects to the environment and human health. Therefore, the key factor success of lower down the gases emission is driven by the greater recycle wastes, increased amount of waste recovery and incineration combined with energy production (Improved waste management delivering climate benefits, 2008). Another advantage of the waste management practices is generated a livable environment to society (Waste Disposal Methods Advantages and Disadvantages n.d.). It is because people can exist and live in a comfort environment with free of waste. . (are there any scholarly proof to support this statement?) is to help to reduce the amount of waste. Through the waste management practices, Mc Donalds has send less waste to landfill and ultimately less waste occupy the landfill However, there are some disadvantages of the waste management practices. The major disadvantage is contaminated the environment (Waste Disposal Methods Advantages and Disadvantages n.d.). The utilities of papers as packaging especially are unfriendly to the environment in the waste management practice. It is because there will increase the environment impact in production of paper packaging item. An analysis conducted by the Franklin Associates, an independent environmental research firm that the production between polystyrene foam and paper toward the environment impact. The result show that the manufacturing of paper containers especially make up 46 percent more air pollution, 42 percent more water pollution and 75 percent more industrial waste than that of plastic. Made predominantly of air, paper requires 30 percent more energy to produce than foam (Eckhardt, A 1998). Therefore, the using of paper actually leads the pollution occur. Consequently, global warming especially occurs once the pollution getting severe and serious. Besides, the disadvantage of the waste management practices is influence the people health. The process of convert the waste to energy need go through the incineration, which may emit the harmful gases into the environment that hazardous to residents health, as the emission smoke is invisible and smelly. Undoubtedly, it brings the negative impact to s ociety (Krishna, G 2006). As conclusion, the waste management practices should be adopted to manage the waste in order to provide the healthy and clean environment to the society. The social performance of McDonalds in relation to the environment has tremendously contributed. Even though the elimination of waste from the fast food restaurants is impossible, some effective and efficiency of alternative methods should also seek in order to reduce and prevent the waste from being engulfed the earth. If the large fast food company like McDonalds does not control the waste produce from the restaurant and save the planet, people will surely perish themselves one day.