Bus230 Exam Iii Review Ch10-13

BBus20 – Exam III Review – Ch 10-13 Name: ___________________________________________________________________________ 1. While trying to determine the effects of lighting and noise on workers' productivity, which of the following found that social and psychological factors could significantly affect productivity? A. Frederick Taylor B. Elton Mayo C. Abraham Maslow D. Victor Vroom E. B. F. Skinner 2. Theories X and Y are most closely associated with A. Abraham Maslow. B. Frederick Herzberg. C. Douglas McGregor. D. Elton Mayo. E. William Ouchi. 3. Sue wants to be warm, but she is not; she has a A. roblem. B. motivation. C. morale. D. need. E. goal. 4. An inner drive that directs behavior toward objectives is called A. a goal. B. a need. C. motivation. D. morale. E. an incentive. 5. According to Maslow's hierarchy of needs, a person who buys a smoke alarm is motivated to do so in an attempt to fulfill the following need: A. physiological. B. social. C. esteem. D. security. E. self-actualization. 6. All of the following would be examples of objective assessments of an employee's performance appraisal except A. a factory worker's level of output. B. number of units sold for a salesperson.C. a ranking system for an office worker. D. batting average for a baseball player. E. shooting percentage for a basketball player. 7. The major reason for forming a labor union is that A. a group has more clout with management than an individual. B. management always listens to groups. C. unions are good social groups. D. unions are socialistic. E. unions force employers to hire too many people. 8. To achieve its objectives, management may use A. boycotts. B. strikes. C. lockouts. D. picketing. E. all of the above. 9. June works at McDonald's twenty hours per week as a grill operator.She will probably be paid with which of the following compensation methods? A. Commission. B. Time wages. C. Piece wages. D. A bonus. E. A salary. 10. When Sandy Smith moved to a new job that involved more responsibility and an increase in compensation, she received a A. transfer. B. demotion. C. lateral move. D. horizontal move. E. promotion. 11. When William Wilson became a father he began to look for household items that were safe for use around young children. His new perspective is related to his A. over-protectiveness. B. motivation. C. social class. D. reference groups. E. time utility. 12.After analyzing its own resources and unique abilities, a company is now trying to determine what group of customers it can satisfy with a good or service. It is in the process of choosing a A. production strategy. B. target market. C. sales plan. D. geographical region. E. product line. 13. When an organization hauls canned goods from the manufacturer to grocery stores, it is involved with which marketing function? A. Buying B. Selling C. Transporting D. Storing E. Grading 14. If a company markets to a segment of people who have a certain lifestyle, the type of segmentatio n being used is A. behavioristic. B. geographic. C. topographic.D. psychographic. E. demographic. 15. XYZ Inc. is surveying customers as to what kinds of services they would like the company to add. It is involved in the marketing function of A. buying. B. storing. C. financing. D. marketing research. E. risk taking. 16. Which of the marketing mix elements is the least flexible? A. Manufacturing B. Product C. Price D. Promotion E. Distribution 17. Many people incorrectly equate promotion with A. advertising. B. selling. C. pricing. D. product designing. E. distribution. 18. Which of the following involves the physical handling and movement of products in warehouse operations and in transportation?A. inventory planning and control B. transportation C. warehousing D. materials handling E. physical distribution 19. The financial value placed on an object involved in an exchange is A. the price. B. the discount. C. comparable value. D. negotiated value. E. nominal value. 20. Industrial products such as lumber, cotton, and iron are classified as A. major equipment. B. supplies. C. accessory equipment. D. raw materials. E. component parts. Bus20 – Exam III Review – Ch 10-13 Key 1. (p. 300) B 2. (p. 304) C 3. (p. 296-297) D 4. (p. 296) C 5. (p. 302) D 6. (p. 330) C 7. (p. 340) A 8. (p. 342) C 9. (p. 335) B 10. (p. 332) E 1. (p. 378-379) D 12. (p. 369) B 13. (p. 365) C 14. (p. 373) D 15. (p. 365) D 16. (p. 408) E 17. (p. 409) A 18. (p. 408) D 19. (p. 399) A 20. (p. 392) D Bus20 – Exam III Review – Ch 10-13 Summary Category|# of Questions| AACSB: Reflective Thinking|20| Bloom's Taxonomy: Comprehension|9| Bloom's Taxonomy: Knowledge|11| Difficulty: Easy|4| Difficulty: Hard|4| Difficulty: Medium|12| Ferrell – Chapter 10|5| Ferrell – Chapter 11|5| Ferrell – Chapter 12|5| Ferrell – Chapter 13|5| Learning Objective: 1|3| Learning Objective: 2|4| Learning Objective: 3|4| Learning Objective: 4|5| Learning Objective: 5|2| Learning Objective: 6|2|

Lwc1 Flashdb

What is the definition of a contract? An agreement between two or more parties for the doing or not doing of something specified. Describe the various types of contracts. 1) Bilateral and Unilateral 2) Express and Implied 3) Executory and Executed What elements does a contract need to be enforceable? 1) Agreement 2) Legality 3) Consideration 4) Capacity What elements would constitute a discharge of a contract? 1) Material breach 2) Minor breach 3) Anticipatory breach 4) Mutual Rescission 5) Accord/Satisfaction What is a bilateral contract? Both parties make a promise. What is a unilateral contract?One party make a promise that the other party can accept only by doing something. ex. I'll give you $10 to mow my lawn. If not mowed no $10. What is an express contract? Two parties state all important terms of their agreement. ex. Where, when, how much, oral or written. What is an implied contract? Words and conduct of the parties indicate that they intended an agreement. What is an execut ory contract? When one or more parties have not fulfilled its obligations. What is an executed contract? When all parties have fulfilled their obligations? If there is a breech of contact, what remedies are available?Injuction – An order forcing someone to do something or refrain from doing something. Expectation Damages / Restitution – $ required to put on party in the position she would have been had the other side performed the contract. Specific Performance – In cases of rare property court ordered to complete the deal. Reformation – Court will rewrite contract. Describe types of acceptable performace of a contract. Strict Performance Substantial Performance What are the Sherman and Clayton Antitrust Acts? Sherman Act of 1890 – first national law to regulate competition.Clayton Act of 1914 clarified the Sherman Act. What are the key provisions of the Sherman and Clayton Antitrust Acts? *Prohibits all agreements that will â€Å"restrain tradeâ €  (Sherman) *Bans â€Å"monopolies† (Sherman) *Prohibits anticompetitive mergers (Clayton) *Tying arrangements (Clayton) *Exclusive dealings (Clayton) *Bans price discrimination – illegal to charge different prices to different purchasers. (Robinson-Pattman Act 1936 an amendment to Clayton -) Describe the variety of aggressive business actions that are illegal and violations of antitrust regulations.Monopolization -possessing a monopoly is not illegal; using bad acts to acquire or maintain one is. Predatory Pricing – lowering prices below cost to drive competitors out. Tying Arrangements – selling products on the condition the buyer purchases a different (or tied) product. Contolling distributors or retailers (Retail price maintenance) How is consumer credit regulated? Through the Truth in Lending Act What government regulations apply to consumer product safety? *Federal food, drug, cosmetic act *Food quality protection act What is the role of the Env ironmental Protection Agency?Monitor and protect the air, water and land polution. . . What requirements were specified by the Federal Trade Commission Act of 1914? Unfair or deceptive acts or practices. What is the point at which a legal agreement is said to have occured? intend to contract List the types of breech of contracts. Material Breach Minor Breach Anticipatory Breach Mutual Rescission Accord/Satisfaction What is an express warranty? Seller creates with words or actions that goods meet certain standards. Created three ways: Affirmation of a fact or promise, Description of the goods, or sample or model. What is an implied warranty?Created by UCC code itself, not by an act or statement of the seller. What is a disclaimer? A statement that a particular warranty does not apply. What are the limitations on remedies for breach of warranty and product liability? Limitation of Remedy Clause – Parties may limit or exclude normal remedies permitted. What is negligence? Seller 's conduct unreasonable. Violation of a standard of care set by statute. How does negligence apply to a manufacturer? Negligent Design Negligent Manufacturing Failure to Warn What are the types of warranties? Implied, Express, Implied Warranty of Fitness, Warranty of Merchantiability.What is strict liability? A tort doctrine holding to a very high standard all those who engage in ultrahazardous activities. (ie explosives) OR who manufacture certain products. What are the defenses available to an action for negligence? Contributory Negligence – If the plantiff is even slightly negligent she recovers nothing. Comparative Negligence – Plantiff may generally recover even if she was partially responsible. What are the defenses available or an action for strict liability? None – a defendant engaging in an ultrahazardous activity is virtually always liable for any harm that results.List the remedies available. Compensatory Damages – flow directly from contract. Consequential Damages – result from the unique circumstances of the particular injured party. (Recoverable only if breaching party should have foreseen them). Incidental Damages – Minor costs an injured party incurs responding to a breach. What are the basic provisions of the Sarbanes – Oxley Act? *Created a public company accounting oversight board *Revising auditor independence rules *Revising corporate governance standards *Increasing criminal penalties for violations What are the rights of the shareholders? Right to information – including minute book, accounting records, and shareholder lists. *Right to vote *Right to Dissent *Right to protection from other shareholders. What recourse do sharholders have against corporations if shareholder rights are violated? Derivative Lawsuits – Shareholders sue corporation, but damages go to corporation. *Direct lawsuits *Class Action What are the key provisions of the Securities Act of 1933? Before offeri ng or selling securities, the issuer must register the securities with the SEC, unless the securities qualify for an exemption. What are the disclosure requirements of the Securities Act of 1933?Initial detailed information statement when the company first registers. How did Sarbanes – Oxley change the disclosure requirements of the Securities Act of 1933? Added to the 1934 Securities Act by requiring CEO and CFO to certify that: *The information in the quarterly and annual reports are true. *The company has effective internal controls. *The officers have informed the company's audit committee and it auditors of any concerns that they have about the internal control system. What year did the Sarbanes – Oxley Act pass? 2002 How would you define business ethics? The study of how people ought to act.What is involved in developing an ethical culture in an organization? Managers setting the example and training. What year was the Clean Air Act passed? 1963 What year was the Clean Water Act passed? 1977 What are the alternative dispute resolution techniques? *Arbitration – 3rd neutral party hears both sides and makes a binding decision, possible award, no discovery, no class action, no pulic info of outcome. *Mediation – Neutral party coaxed two disputing parties toward volunatry settlement. No decision made by mediator. *Negotiation – List the types of courts. State Courts = Trial CourtsFederal Courts = Trial Courts and Specialty courts (bankruptcy, tax, etc) Appelate Courts = Describe the National Labor Relations Act of 1935. Also known as Wagner Act. 1) Created NLR Board to enforce labor laws. 2) Prohibits employers from penalizing workers who engage in union activity. 3) Requires employers to bargain â€Å"in good faith† with unions. Descirbe what COBRA is, and when was it passed? Consolidated Omnibus Budget Reconciliation Act passed in 1985. Statute provides that former employees be allowed to continue health insurance for 18 months after leaving their job.Describe what the Fair Labor Standards Act is and when it passed? Regulates wages and limits child labor. Passed in 1938. 1. 5 time paid for overtime. Children under 14 may only work in agricultural and entertainment. 14-15 limited hours after school. 16-17 unlimited hours in non-hazardous. Descirbe what constitutes wrongful discharge under the law. Wrongful discharge prohibits an employer from firing a worker for a bad reason. They fall into three categories. 1) public policy – prohibits employer from firing someone for a reason that violates basic social rights, duties, and responsibilities. ) contract law-written or oral promises made during the hiring process can be enforceable. Employee handbook creates a contract. 3) tort law – defamation; giving a false or unfavorable reference about a former employee, or â€Å"Intentional Infliction of Emotion Distress – employers who condone cruel treatment of their employees face liability under tort of intentional infliction of emotional distress. Explain the responsibilities of OSHA. Holds employers to a workplace â€Å"free from recognized hazards that are causing or likely to cause death or serious injury to employees.Inspects workplaces to insure that they are safe. Describe the main points of the Americans with Disabilites Act of 1990. The ADA prohibits employers from discriminating on the basis of disability as long as she can, with reasonable accomodation, perform the essential functions of the job. An accomodation is not reasonable if it would create undue hardship on the employer. What is liquidated damages clause? A provision in the contract that declares in advance what one party will receive if the other side breaches. What is necessary to prove negligence? Duty of Due Care Breach (defendant breached duty)Factual Cause Forseeable Harm Injury What does the Family and Medical Leave Act guarantee? Both men and women up to 12 weeks unpaid leave eac h year for childbirth, adoption, or medical emergencies for themselves or a family member. When was Social Security instituted and what does it do? Passed during the Great Depression in 1935. Benefits to workers who are retired, disabled, or temporarilly unemployed and to spouses and children of disabled or deceased workers. What is the FUTA? Federal Unemployment Tax Act and is part of the Social Security system. What is the Equal Pay Act and when was it instituted?An employee may not be paid at a lesser rate than an employee of the opposite sex for equal work. Passed in 1963. What is Title VII and what does it prohibit? Passed in 1964. It prohibits employers from discriminating on the basis of race, color, religion, sex, or national origin. More specifically, 1) discrimination in the workplace 2) sexual harassment 3) discrimination because of pregnancy. What does sexual harassment entail? unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature with two major categories. 1) Quid pro quo (this for that) 2) Hostile work environmentWhat is the EEOC? Equal Employment Opportunity Commission is a federal agency to oversee Title VII cases. They may sue or issue a â€Å"Right to Sue† letter. They also oversee age discrimination cases. What are the remedies to Title VII violations? Hiring, reinstatement, retroactive seniority, back pay, reasonable attorney's fees and damages up to $300,000. What does the Age Discrimination Act prohibit? When was it passed? Prohibits ago discrimination against employees or job applicants who are 40 years or older. Cannot fire, refuse to hire, fail to promote or force to employee to retire. Passed in 1967.What is the Norris-LaGuardia Act? declared that federal courts could not issue an injuction for non-violent labor disputes. What rights does Section 7 of the National Labor Relations Act (NLRA) guarantee? the right to organize and join unions, bargain collectively through rep resentatives of their own choosing, and egage in other concerted efforts. What does Section 8 of the NLRA guarantee against? Unfair Labor Practices – the employer cannot: *interfere with union organizing efforts. *dominate or interfere with any union. *discriminate against any union member. *refuse to bargain collectively with any union.What are the two main functions of the NLRA Board appointed by the President? *Representation – the board decided whether a particular union is entitled to represent a group of employees. *Unfair Labor Practices – adjudicates claim by either the employer or workers the the other side has committed a ULP. What is the Taft-Hartley Act? Also called the Labor Management Relations Act. A statue that ammended section 8 of the NLRA to outlaw certain ULP by unions. *interfer with employees who are exercising their right under 7. * to encourage an employer to discriminate against a particular employee because of a union dispute. refuse to bargain collectively. * to engage in an illegal strike or boycott, especially secondary boycotts. (secondary boycott is picketting innocent companies to coherce them to stop doing business with an employer) What is the Landrum-Griffin Act? Also called the Labor-Management Reporting and Disclosure Act (LMRDA) requires union leadership to make certain financial disclosures and guarantees free speech and fair elections within a union. What does Section 9 of the NLRA offer? Exclusivity – a valid recognized union is the EXCLUSIVE representative of the employees. What steps are needed to organize a union?Campaign – rally employees to form a union. Authorization Cards – signed card by employee giving union exclusity. Recognition – union asks employer to recognize it as the bargaining unit. Petition – union petitions NLRB for an election if 30% of workers are unified. Election – NLRB supervises election. What is a CBA? Collective Bargaining Agreeme nt. What is UPA Uniform Partnership Act passed 1914. At what point is a partnership formed? The association of two or more person to carry on as co-owners a business for profit forms a partnership, whether or not the persons intend to form a partnership.What factors create â€Å"co-owners of a business for profit†? *Must share profits *Share in management of business *(optional) Share in losses *(optional) referring to yourselves as partners *Charitable business are not partnerships When does Partnership by Estoppel apply? *they allow others to call them partners * a third party relies on assertion * a third party suffers harm What agency does a â€Å"partner† in a partnership hold? *Actual authority – authorized acts * Implied authority – act resonably necessary *Apparent authority – unauthorized acts Which partner is responsible for paying the debt of the partnership?ALL – all partners are PERSONALLY liable for all debts of the partnership . (Yes, that means the house is at risk. ) What is the liability of an incoming partner? A partner is personally liable only for obligations the partnership incurred while he was a partner. His liability for debts incurred before he became a partner is limited to his investment in the partnership. What are the two categories antitrust is divided into? per se – violations are automatic (no on was hurt is not a defense criminal and civil damages) rule of reason – only if anticompetitive impactName the three types of potentially illegal cooperative business strategies. Horizontal Agreements among competitors. (Levis and Wranglers) Vertical Agreements between participates of different stages of production (Levis and Macys) Mergers and Joint Ventures among competitors. What is market division? An effort by a group of competitors to divide it market is a per se violation of the Sherman Act. What is the FTC? Federal Trade Commission created in 1915. What options does the FTC have to enforce the law? Voluntary Compliance Administrative Hearing and Appeals PenaltiesWhat sales practices does the FTC oversee? Bait & Switch Mail/Phone Order Merchandise Telemarketing Unordered Merchandise Door to Door Sales Consumer Credit What is the â€Å"Truth in Lending Act†? Requires lenders to disclose the terms of the loan in an understandable and complete manner. Truth in Lending Act (TILA) applies only if . . . *It is a consumer loan *The loan has a finance charge or will be paid in more than four installments. *The loan is for less than $25,000, or to secure a mortgage on real estate *The loan is made by someone in the business of offering credit What is the Magnuson-Moss Warranty Act?The act requires any supplier that offers a written warranty on a consumer product that cost more than $15 to disclose the terms of the warranty in simple, understandable language before the sale. What does the Consumer Product Safety Act of 1972 protect? Created to prevent inju ries from consumer products. Instituted the Consumer Product Safety Commission to evaluate consumer products and develop safety standards. The FTC deems a practice unfair if it meets three tests. What are these tests? 1) It causes substantial consumer injury. 2) The harm of the injury outweights any countervailing benefit. ) The consumer could not reasonably avoid the injury. What is the EPA? What is the EPA's primary function? Evironmental Protection Agency. Created in 1970. When Congress passes a new environmental law, the EPA issues regulations to implement it. What is the Clean Air Act? When was it passed? The Clean Air Act of 1970 has four provisions: 1) Primary Standards (National Ambient Air Quality Standards, NAAQS) – pollution that harms public health. 2) Secondary Standards – pollution that may not threaten health BUT has unpleasant effects, low visibility, harmful to plants or other materials. ) State Implimentation Plans (SIPs) States offered plans for brin ging areas into compliance within a reasonable amount of time. 4) Citizen Suits – citizens can file against a polluter or the EPA for failing to enforce statute. What is the Clean Water Act? When was it passed? Passed in 1972 with two goals: 1) to make all navigable water suitable for swimming and fishing by 1983 2) to eliminate the discharge of pollutants into navigable waters by 1985. What does the Safe Drinking Water Act require? When was it passed? Passed 1974. Requires: 1) EPA to set national standards ) enforcement left to states with provisions for EPA to enforce if needed. 3) Prohibits use of lead in any water pipes. 4) Requires community water systems to send annual water report to every customer. What two statutes regulate waste? The Resource Conservation and Recovery Act (RCRA) – regulates the production and disposal of solid waste. The Comprehensive Environmental Response, Compensation, and Liability Act (CERCLA or Superfund) – focuses on cleaning up existing hazardous waste sites. What does EPA oversee? Air Water Waste Chemicals – shared with other agencies (FDA, OSHA, and NRC)Natural Resources What act was passed to regulate the air? Clean Air Act What acts were passed to regulate water? *Clean Water Act *Safe Drinking Water Act *Ocean Dumping Act *Oil Pollution Act What acts were passed to regulate chemicals? *Federal Insecticide, Fungicide, and Rodenticide Act *Federal Food, Drug, Cosmetic Act *Food Quality Protection Act *Toxic Substances Control Act What acts were passed to regulate natural resources? *National Environmental Policy Act *Endangered Species Act What are common types of antitrust violations? Cooperative Strategies Aggressive Strategies Define ethics. The study and philosophy of human conduct, with an emphasis on determining right and wrong. *Moral philosophy *The principles, values, and standards that guide behavior in the world of business. What are the changes made to the 1933 Securities Act in 1934 ? *still must file initial info statement (like 1933) *Annual reports with audited financials, analysis of company's performance, info about officers and directors. *Unaudited quarterly reports *Report any significant developments, bankruptcy, change in control, purchase or sale of significant assets, resignation of a director as a result of policy dispute, change in auditing firms.

Discussion 8 international relations Essay Example | Topics and Well Written Essays - 500 words

Discussion 8 international relations - Essay Example Its policy makings and economic integration have been evolving major developments through Single European Act, Masstricht Treaty, 1995 Enlargement and 2004 Enlargement. Though there have been greater achievements to prosper economic development of the European region, EU faces a number of obstacles in relation to bringing economic integration and Economic and monetary integration is not mutually reinforcing and it is more likely to be best only among homogenous set of economies, but, EU comprises of many countries with very different size and strength as economy is concerned. When EU adds new members of poor and les-industrialized nations, the Union essentially requires extra provisions and complex negotiations among those countries. Therefore, integration and member-widening process seem to be greater challenges especially due to that this is between nations of very different in economic size and power. As Warleigh (2004) pointed out that the complexity in integration of the economy of its member countries reflects and partly causes Union’s close acquaintance with controversy in recent years. Crude power politics and member nations intransigence causes EU decisions to become demonstrably unfair (p. 75).

Critically evaluate and apply how management and leadership within Essay

Critically evaluate and apply how management and leadership within inter-professional working can improve the quality of care in the healthcare environment - Essay Example Favourable conditions are also being created for the emergence of new occupational groups and for the configuration of new types of nursing techniques and care team. (Department of Health, 2009) In the UK the formal system of mental health nursing work began in the late 18th century with the large-scale construction of institutions dedicated to the segregation of madness (Rogers and Pilgrim, 2001), in which psychiatric nursing emerged as the lead profession. As Scull notes, psychiatrys dominance was linked to the professions successful leadership and management in advancement of claims to possess knowledge of lunacy as a disease with biophysical origins. Echoing the claims made by other branches of medicine at this time, the jurisdiction asserted by mad doctors during the 19th century came to be a wide-ranging one, encompassing the identification of mental disorder and proper management of its cause, natural history and cure (Rogers and Pilgrim, 2001). The social organisation of psychiatry and its autonomy and power were consolidated in the 1840s with the founding of both a professional association and a journal. Particularly long-lasting claims to control areas of work can be secured in the legal arena, and in the same decade psychiatry secured an advancement of its jurisdiction in this sphere with the passing of the 1845 Lunatics Act. This saw the establishment of a medically dominated Lunacy Commission, which, Scull observes, exerted a powerful influence against the running of asylums by lay people. Psychiatry thus secured occupational closure over the work of managing mental illness through effective nursing techniques. A decade later, as Rogers and Pilgrim note, the jurisdiction of British psychiatry was sufficiently secure for an editorial in the Journal of Mental Science (now the British Journal of Psychiatry ) to declare that: insanity is entirely an ailment of the brain. The

Factors impacting domestic violence Essay Example | Topics and Well Written Essays - 2000 words

Factors impacting domestic violence - Essay Example The three studies that will be examined in detail in this paper are: Factors influencing identification of and response to intimate partner violence: a survey of physicians and nurses by Iris Gutmanis, et al., Resilience Among Children: Exposed to Domestic Violence: The Role of Risk and Protective Factors by C. Martinez-Torteya, et al., and The impact of exposure to domestic violence on children and young people: A review of the literature by S. Holt, et al. The studies show us that domestic violence is still readily available and rampant in today’s society. The article by Iris Gutmanis, et al. tells how domestic violence between intimate partners, especially against women, is becoming a serious health problem for the health care profession. Healthcare is raising its costs since each year more and more women and children are being hurt due to domestic violence. In the study done by Cecilia Martinez-Torteya, et al. shows us that domestic violence can be linked to various psycho logical problems. Also, it suggests that children exposed to negative situations, exposed to domestic violence, are more likely to develop problems that those not exposed to domestic violence are not likely to develop. In the study done by S. Holt, H. Buckley, and S. ... se studies show different aspects of how domestic violence can affect the familial values by the impacting factors and why some are affected and others are not. Thus, this paper will show what factors are impacting people to commit domestic violence. Methods Each study used different methods to find their results. They show different ways in studying how domestic violence affects children and women. They show what factors impact domestic violence through their various findings and how they affect the familial life. In the Gutmanis, et al. study, they used a mailing list from the College of Family Physicians of Canada to determine their sample size for the study. Their list included general practitioners as well as specialists employed in family practice, emergency medicine, obstetrics and gynecology, and public health. Their sample was weighted by specialty/ primary interest was generated using SPSS. The sample size calculations indicated that 994 respondents would be required assumi ng that the following: a maximum acceptable difference between the population proportion and the sample estimate of 5%; with a 95% confidence interval; two-tailed tests of significance; and a 35% response rate; which is common for surveys of clinicians (Gutmanis, et al. 2007). And they pre-planned 1000 physicians and 100 nurses to participate in the survey. They used a 43 statement questionnaire that the respondents were to answer with two open ended questions at the end When doing the pre-analysis based on the two open ended questions, the two study investigators grouped the 43 items in two possible constructs (IG and CB). After their pre-analysis of the data, they reconstructed the questionnaire to where the score laid on a scale of 1-4. Also, this study included independent variables:

Anti Money Laundering Assignment Example | Topics and Well Written Essays - 500 words

Anti Money Laundering - Assignment Example I have now realized that money laundering is associated with unethical issues in the society and this is what has stimulated intensive research to look into the matter. Money laundering has been associated with criminal activities such as drug trafficking, terror activities and massive corruption .I think this is what has influenced massive research into the issue bringing about anti money laundering activities. The article, (Financial Action Task Force, 2005) clearly shows that anti money laundering activities are aimed at preventing issuance of money to finance these criminal activities. I have learnt that a study of the methods used and trends linked to money laundering is one of the crucial components of anti money laundering activities. Furthermore, this helps to know what the money transferred is used for. I think the financial sector is one of the main sector which helps in transfer of these large sums of money. As such, banking institutions should be required to know their customers well and the businesses they engage in to prevent such criminal activities from taking place. I have learnt that politically exposed persons are usually the most vulnerable people in the society associated with money laundering activities (Greenberg et.al, 2009). In my opinion, I think this is so because they handle large sums of money meant for the state and its citizens. However, most of these politically exposed persons use the money for their own selfish gains. Furthermore, they extort and accept bribes from citizens to enrich themselves. I tend to think that they thus use the domestic financial systems of the country to launder their stolen money. That is why they are mainly involved in financing drug trafficking activities which is a criminal offence (United States Department of State, 2012). Anti money laundering campaigns should therefore aim at identifying these people during their

Russia as a Developer of the Modern Terrorism Coursework

Russia as a Developer of the Modern Terrorism - Coursework Example According to the research findings, it can, therefore, be said that the practice of individual terror is well known in Russia from the times of the anarchists and Bolsheviks movements at the beginning of the twentieth century when professional revolutionaries pursued the policy of random murder struggling against Russian Czarism. After the Bolsheviks revolution in 1917, the new Red government arranged so-called â€Å"red terror† against dissidents among the former Russian intelligentsia. The first concentration camps were invented not by Hitler, as it is assumed to recognize, but by the leader of Soviet Russia Vladimir Lenin in the 1920s. The next Russian leader Joseph Stalin developed the death camp practice to the incredible scale. Millions of people died in the Siberian death camps being incriminated for anti-Soviet activity. The terror and violence constituted the main technology of the Soviet Russia expansion during the 1920-1940s. Annexing new territories such as Ukraine , Baltic Countries, and the Caucasus, Soviet Russia eliminated the opposition by means of the army and the secret service terror. The deportation of the whole nations such as Chechens and Crimean Tatars into Central Asia in the 1940-1950s resulted afterward in the local conflicts and wars in the 1990s. During the seminar at The City University of New York dedicated to terrorism in Russia, Professor Randall Law showed the direct link between Chechen’s struggle for independence and terrorism in the 1990s. Due to the fusion of militant Islam and the independence intentions, Chechens had to apply terroristic methods against Russia. The reason was in a policy of President Putin, who managed to convince the worldwide community that Russia was fighting against the international terrorism during both Chechen wars. Ben Laden and Hattab names have added validity to Putin’s arguments. After the World War II, the Soviet Union established Soviet regimes in several Central European countries by means of the so-called Warsaw Pact making such countries as Poland, Bulgaria, and Czechoslovakia dependent of Moscow.

Risk management Research Paper Example | Topics and Well Written Essays - 3250 words

Risk management - Research Paper Example This process is to benefit from the use of the PDCA cycle, as well as the FOCUS model-based situation analysis (Yoder-Wise, 2010; American Society for Quality, n.d.; Garkovich, 2009; Wilburn, 2012). In the case at hand, the patient was admitted into the ER as a stroke suspect, but the tests yielded negative for stroke with the CT scan. The urine tests showed the presence of opiates, leading the staff to suspect the use of IV drugs by the patient. He is negative for aphasia, and has no signs of having had a seizure, even though that was the suspicion,. He was under observation the past 24 hours. Not being certain of the problem in Mr. Xs case, the care staff moved him to a unit on acute care. There he is left without restraints, shirtless, and wearing just a pair of boxing shorts. As nurse administrator, the flag for Rapid Response showed the patient hysterical and asking for help. The intervention given was an facial mask-delivered oxygen, and following the protocol of getting the cardiac monitor attached to the patient as per the Rapid response protocol. The staff seemed paralyzed and unable to know how to deal with the crisis. The protocol fails, as the patient only takes a m inute to start acting up again, and removing the mask and the monitor. The EKG reading was normal, and the protocol having failed, the staff did not know how to proceed. The patient escapes and is seen at home. The patient returns the next day with a headache and discomfort in the chest area that are self-reported. The same unit as the previous day accommodates him, but the staff are understandably wary. Three hours hence they recorded another emergency from the patient The patient complained of pain in the stomach. The doctor is called, but the nurse in charge of the case and the other staff keep their distance from Mr. X (Yoder-Wise, 2010; American Society for Quality, n.d.; Garkovich, 2009; Wilburn,

Malunggay as an effective cooking oil Essay Example for Free

Malunggay as an effective cooking oil Essay Commercial cooking oil is an enormous need of people nowadays. These days, cooking oil is becoming expensive. Commoners, or people with insufficient finance, can no longer afford this necessity. Instead, they opt for oil with lesser quality simply because it’s cheaper. It’s very ghastly to do this because for one; your health could be affected, two; you could harbour diseases, and three; on the worst case scenario, it could lead to your death. To think that they would go to extreme lengths, such as that, just to provide oil. Going back to the topic prior to this, we think that although it may be costly, most cooking oils are of unsatisfactory standards especially in our nutrition. With that said, we all share the idea of wanting to solve this problem. We conducted a research about the effectivity of Moringa Olefeira, also known as â€Å"Malunggay†, when used as an ingredient for cooking oil. We chose Moringa Olefeira for a reason; gram for gram, â€Å"Malunggay† leaves contain: seven times the vitamin C in oranges, four times the Calcium in milk, four times the vitamin A in carrots, two times and the protein in milk and three times the Potassium in bananas. Using this so called â€Å"Wonder Vegetable† (according to the elderly), we could create a product that can be healthy and useful, and at the same time be sold in a reasonable price. Our main goal is aimed at the welfare of everyone. We hope that this experiment can be of great help to anyone who uses it. We gathered the data of this study from various references. We owe a massive and part of this study to literature and the internet; without them we wouldn’t have anything, even a problem, to begin with. 3 Statement of the Problem. Main Problem Can malunggay (Moringa Oleifera) leave extract be a potential material for formulating cheaper yet healthier commercial cooking oil? Specific Questions 1. At which concentration of malunggay (Moringa Oleifera) leaves extract will it be able to cook food? a. 10 mg/ml b. 20 mg/ml c. 25 mg/ml 2. How effective will it be on cooking safe and edible food? It can be inferred in terms of: a. Period or time of cooking b. Taste of the food cooked c. Nutrition facts or nutrients contained by the food 4. Significance of the Study People living in the community. The study will help the people in the community to manufacture useful cooking oil that can be alternatively used to cook food – which is a basic commodity. Malunggay is very common to the community so people can easily grow them and prepare it for extraction. In addition, unlike the commercial cooking oil we use, it is healthy and contains the nutrients of malunggay. The researchers. The researchers will benefit from the study because in would fulfil our curiosity. It will also encourage us to find other alternatives from malunggay -which is very abundant in our country- that can help us in our everyday lives. Environment. The environment profit from the study in the fact that cooking oil that is already used by people will just be thrown away in the streams and it will cause water pollution. Not like with the cooking oil made from malunggay, its chemical components can be easily dissolved in water. Manufacturers of commercial cooking oil. This study would help big companies as it lessen the production cost of cooking oil because it only uses malunggay. 5 Scopes and Limitations of the Study The study aims to produce budget-friendly and nutritious oil that can be used by people to cook their own food. In able to do this study, researchers must first collect Malunggay (Moringa Oleifera) around the community and prepare it for extraction in the laboratory or do it at home. After the extraction process, series of test must be done to prove and justify the effectivity of the product. It must cook food using stoves at normal cooking temperature that are normally used by households and the food must contain healthy nutrients that must be good to our body. This experiment also has its fair share of restrictions. And one of those restraints is when the researcher doesn’t have sufficient materials to create the said product, especially if they don’t have the main ingredient or, in this case, the malunggay. The person would have to plant or buy these materials, thus spending much time and cash. Speaking about money, another problem may occur if the researcher has a weak budget. An extra problem is if the researcher does not have enough knowledge to create and research about the problem. Another limitation of the study is when the researcher doesn’t have a place to create the product or when his surrounding isn’t fit for the making of the substance. The researcher must remember to take into account even the smallest detail of this project. The researcher must have great dedication in doing this study. He should love what he is doing and he need to make it as one of he’s passion. 6.

Police Brutality Essay Example for Free

Police Brutality Essay Philadelphia is located in New Jersey on the eastern sea board of the United States. This makes it an ideal location for immigrants from Nigeria to choose as an entry point into the US. This inflows has led to an over stretch in the social amenities. In so far as Nigerians perform the jobs Americans do not want, the fact that they do not pay taxes means they cannot contribute to the growth of Philadelphia. The police force on their part is predominantly white. They are not trained on how to deal with the new population. How to be sensitive to their culture and beliefs. Since the arrivals are also not very at par with the American culture, this breeds a society that coexists but does not know how to interact and appreciate each other. This has led to an increase in police brutality especially among Nigerian males of ages 15-70. Both sides feel they are mis-understood-the police are trying to keep the peace, while the Nigerians are trying to make ends meet. While there are more obvious signs of harassments against people deemed black (African-Americans and Native Americans) as opposed to whites to begin with, xenophobia (undue fear or contempt of that which is foreign, especially of strangers or foreign peoples) is more prominent against those foreigners who also happen to have darker skins which naturally includes Africans, Mexicans, Jamaicans, Carib-Africans, Haitians, Indians (from India), So. Americans, etc. nd other non-Caucasian races. Africans, who naturally fit into the black quota, therefore get a double-whammy should they encounter a police officer who has xenophobia, and Nigerians who have encountered harassment incidences have noted this as a prevailing factor in the course of their being harassed. Distinct accents are a dead give away and a xenophobic officer would have a field day should he encounter one whom he fears and thus portrays hatred towards (www. igeriansinamerica. com). There is need to train the police force on the necessity to overcome Xenophobia amongst its officers. Also, more black offices must be employed and an effort be made to assign them to work in black communities and neighborhoods, to increase the acceptance of the police as a law enforcement agency.

Cadbury Human Resources Management

Cadbury Human Resources Management Assess the fit of Cadburys approach to managing its human resources and its business strategies with reference to relevant models of SHRM. Cadburys approach to manage the human resource and business strategy in regards to the case study given can be categorized in two models: Resource based models and best fit models. According to the case study, it is assumed that resource based model was used prior to the acquisition of Adams and best fit approach were used after the acquisition done. Most traditional HRM approaches use organizational external factors to determine HR policy, resource based, instead focus on companys internal factors (e.g. strength) and develop further using the available resources. In Cadbury case, it can be seen that, using Managing for Value was launched in 1977 which focused on companys internal ability (employee understanding) to decide how the company could be more profitable. Managing for Value itself has been categorized in three parts: Accountable (individual responsibility), Adaptable (get adjust with recent trends) and Aggressive (result oriented and goal driven). And then, Result Focused is also implemented for the sake of employee development let the employee understands the business goals and the environment where Cadbury operates the business during training session. The outcome was about 90% of employees returned with a better understanding and values of Cadbury and was proud to be in a team. As such, resource based model was used based on companys abilities and resources to determine the appropriate strategic actions. Cadburys approach to resource based approach can be summarized in the following 5 steps: Cadburys is ranked 26th in FTSE and had a profit of 6% amounting  £1115 million and had appointed a HR manager in main board. But then the major weakness was to identify the potential employees and promote and motivate them to perform better. This strength-weakness analysis is used in very first step of resource based model against the competitors. Next, Cadbury identified that the employees skill must be analyzed to motivate each employee through some goals so that they can perform better (known as capability analysis). Employee motivation has been seen fruitful after the training session. The Cadbury assess their unique set of resources to stay ahead of competitors. To be a competitive leader, Cadbury brought the employees closer to the company by offering them share in 1974. Employees had invested their own money and for that reason each employee has a good reason to be motivated towards a common goal to perform better than yesterday. By offering the part of the company business, 90% of employee said they liked the share investment which has proven big returns for the company itself. This strategy fitted with the Cadburys then competitive step as no such company had offered this opportunity before. And then, to formulate the strategy into realty and to be a market leader, Cadbury took aggressive step toward acquisition of Trebor Bassett and Adams. This acquisition followed by a decentralized command of the company split into five regions which demands that Cadbury can no longer stick on old concept. As the business trends had changed, to be competitive and earn above-average returns after big acquisitions, HR has to play its roles. There came the Best-Fit model which derived from the business strategy. Cadburys step forward to best fit was hugely changed trough the acquisitions. The following are the valuation how best fit approaches fitted with Cadburys Human resource management. Recruitment and selection process had been adapted with extreme care. Both businesses had been given equal priority as both had two different cultures. Some employees had been shifted over the businesses on demand. Communications has played its role and made things easier. The managements of two different businesses had been asked what culture the company should adopt to be a market leader. This communication let the employee had their flexibility on job rather than having job imposed on them. Direct discussions with employees had been made and few standards of behaviors had been set. Cadbury identified that, rather than focusing on individual employee it could form a team for specific goals for a certain time and replace them for some other purpose at a later time. This strategy did make diversification among employees and known as Working Better Together in the case study. Cadbury introduced extensive training program with more than 50 online tools for employee to let employee work more collaboratively in a decentralized business structure. However, despite these steps, Cadbury wasnt able to bring out the best of the workforce. A more growing approach more likely a joint problem solving approach was necessary. As a result, Growing Our People had been initiated so let employee be involved in decision making process with responsibility. Employees went through side by side with managers in assessment process of companys various stages and gain their performance. Performance appraisal was essential at this stage. Cadbury had to assess what were the outcomes of the training, communication etc to determine the next possible steps towards the HRM (e.g. pay increase, promotion). It has found that, poor performed employees were not given fair chances and opportunities. Since Cadbury placed its first priority to stakeholders and only fifth priority to built reputation with staff, it took serious actions towards the poor performed employee; noted as Passion for People. Well performed employees had been give pay rise while low performed employees had been disqualified. AS a global business leader, it had no chance to retain poor performed employees. Conclusively, optimal employee commitment has been established. To let the HR strategies more employee friendly, HR professionals was appointed in every regional decision making board. Cadbury initiated sense the employee considerations in different cultures. Best fit model proved to bring success in Cadburys HR strategies up to date. While other elements have been considered over time as business grows, Cadbury is proven to be stable in human resource managements with more than 50,000 workforces globally and one of the top confectionary company around the world. Words Counted: 970 Using your own knowledge from unit 8 and the related information about managing effective change evaluate the organizations approach to change assessing its impact and the role played by SHRM techniques and processes. (20 marks) Cadbury went through many changes in the give case study. Taking consideration of strategic human resource management, Cadburys approach to assess the changes could be based on the following: Change in Employee Roles and Responsibility Cadbury went through many changes on employee roles and positioning during the case study; beginning with Andrew Gibson which didnt follow traditional HR guidelines. But since Andrews appointment was based on his aggressiveness towards the shareholders and make the company profitable, led the leadership to promote him than his seniors. Change in Strategies 5 different approaches throughout the case study had been flowed. Beginning with managing for value (increase employee understanding), result focused (employee must reach the goal), working better together (work as a team), growing our people (provide training and workshops) and passion for people (retain the talents). It should be noted that the 5 approaches had been implemented in different times. Except the working better together which failed to identify potential workforce in a cultural mix, all other approaches was seen viable and brought positive impact to Cadbury. Talent Management Talent management is a common and natural home for HR particularly where it may also need to become part of a broader culture change program. Talent management has been developed along with the approach of Passion for People where well-performed employees had been offered promotion and pay-out. In the mean time, it was found that poor performed employees had not been dealt with fairly. Change in Culture After acquisition of Trebor Bassett and Adams, it was necessary to change internal culture to let employee mix with other culture and know each culture better. Culture tells how each business goes through with its own resources. Often acquitted business needed to adapt with existing business but in Cadbury, both new and old business had been told to build a new working culture to be a winning business which is known as working better together. Change in Training and Development Employee training plays the most innovative role in employee development. Business changes every day globally. New techniques and business policies are invented regularly. To let employees stay ahead with the latest business development, Cadbury had implemented various training facility over time. During the Result-focused it was seen 5 day training had been provided to understand the business goals. It has to be changed after acquisition of another business which had been implemented in Working Better Together to let the employee works together in a team despite of cultural differences. Change in Structures Before the acquisitions, Cadbury had a centralized business structure located in UK. Every decision was made in the head quarter and then made available to all sectors. After a large acquisitions and global business expansion, centralized business was not worthy. UK officers were not able to feel the cultural differentiation and its affect on Cadburys business in USA. To grow the business further Cadbury split the business to five different regions each having own standards and culture. And now, with more than 50,000 work forces from hundreds of different cultures put Cadbury ahead as one of the top confectionary around the globe. Words Counted: 520 From your knowledge of the course how does the HR function seem to be supporting the business strategy at Cadburys? In general how can HR best support an organization going through change? (10 marks) HR function to adopt the attraction, the development, grants or is the special value these individual retention and the deployment systems process which enlightens is achieved to the organization by the high potential. Before the integration new and existing high skills staff members, will absorb the management organization to enable each one and the organization goal understanding. Indeed, HR function integration and the alignment to other organization process is a crucial successful factor. The HR expert policy and the practice possible to create the value to the organization through the integration, the analysis, the survey and the appraisal human capital; Indeed the HR domain has develops richly. In view of the fact of Cadbury, may attract without doubt it, fosters the talent, retained the staff to rise the majority organization precedence finally to be surprised. Outside it may be in a wasting assets huge process attempts to seek for the organization and the staff needs the new person only then the even more way to solve the problem now, and integrates it the work innovation creativity. Despite the development of other were not aware of the benefits of a good bottom line has been embedded. Perceived in the development of a strong embedded inside the organizations, have a higher level of total shareholder return as seen in Cadbury case supports the philosophy of many top-performing corporations, both public and private, that effective HR functions is an inherent element of a high performance and successful business culture. The single most important factor in the successful development of other embedded active sponsor of senior management. The HR functions, more and more business press reports as a more strategic approach, which aims to ensure the organization of a series of events, winning the people they need to meet the challenges of the future skills as noted at the end of Cadbury case study. Respondents planned development of the organization, ask them the organization is hoping to achieve it. The top three responses, including succession planning, to attract, retain and develop the sustainability and future growth Managers should take the following key measures to ensure that HR can best support an organization going through change. Get the right people: Proper care, but must be taken to employ the people themselves. This will be useful to the organization to recruit young people and nurture them, and not substitute for other organizations to employ. Even though the board has a member from HR department, to employ the right people in Cadbury, HR strategies should be diversified and more decentralized. Promises must be kept: Any commitment to employee must be dealt with proper care and attention. Cadbury should bear in mind that, employees are asset to the organization; thus any promise given to then (e.g. promotion, pay, assessment, dividends) must be kept even if the expected profit outcome is not achieved. Healthy working environment: Rules of the organization must be flexible enough to provide them with the freedom to fulfill their part of the mandate, they like, as long as the task of implementation. Opportunities should be provided to employees to achieve their personal goals. Talent identification: Of course talents are the precious asset any organization be proud of. During the Cadbury case study it was seen that, after merge with Adams, Cadbury were unable to identify the potential talent even though their intention was good. Talents can be anyone in any field. One good way the HR policies in Cadbury can identify the talents is to reassign the employees in different position and let them be a part of every decision making process, if possible. It is no so easy to identify a talent unless they have given a chance. Rewards and Appraisal: Employee should be provided with proper appraisal and pay assessment based on performance. Low performed employee should be given extra care and opportunity to perform better. Continuous training: Employers must provide employees with continuous learning and closed areas of work opportunities, through the management development programs and distance learning programs. Adequate relax: Rest and Recreation (RR) is a common aspect ever big organization adhere in today business. Taking consideration of human psychology, rest and recreation can refresh employee mind and soul and let them think clearly with ideas. Even companies worldwide spent thousands to let their employee be fresh (e.g. annual trip, picnic, diner party etc) so that they can be more motivated and get the message that the company appreciates their service and wished better service in coming days. Cadbury could definitely adapt this process. In case study it was seen that only training was provided for employee motivation. Cadbury shouldnt ignore that, if employees are not re-energized, they will not feel interest on any such training and workshop. Overall, HRD policies in Cadbury should be adhering to an on-going evaluation process. Well-performed employees must be given awards to be more competitive and poor performed employees should be given more spaces to work on with. Diversification is also important to ensure that gap of cultures; race and religion do not make an issue and jeopardize the organizations common goal. Words Counted: 850 Total Words Counted for Section A: 2,340 SECTION B (60 marks) Question 2 What is the value of organizations in creating a learning organization culture? How can organization work towards creating this culture through its HRD/HRM Strategies? (30 marks) Learning organizational culture is a growing trend in making more employee oriented organization. Many organizations, particularly large organizations are aware of the need to encourage learning and assume learning through work is a perfect fit (Billett, 2001). Small organization, however do not take much advantage of organizational learning due to limited organization scope and people diversity (Antonocopoulou, 2001). Recently small firms also started focus on learning in order to success over long term. Learning in the organization is a descriptive topic to conclude (Brown and McCartney, 2004). Due to different culture, organizational culture would differ asymmetrically, some organizations provide formal learning, and some adopt informal learning, some offers blended learning, some even offer e-learning (Becker and Gerhart, 1996). Whatever the policy is, the main aim remains same: to ensure the employee would be able to adapt a change as soon as it is implemented, than competitor to stay in focus (Brown, Collins, and Duguid, 1989). Culture is most famously defined as an integration of shared values and theories (Tharenou, 1997). Culture itself is a combination of internal organizational components like employee interactions, organizational functions and performance, employer attitude, organizational decision making process (Billett, 2001). These combinations defines the policies for a organization to solve normal problem as well the any unknown problems using new knowledge and scenarios are shared between multiple level employees; thus provides employee to address challenging and difficult situations (Antonocopoulou, 2001). This culture of learning organization is a continuous process of moving along with indefinite changes for a better learning environment (Maurer, Weiss, and Barbeite, 2003). Overall, the aim of a learning environment can be defined as the share of practical knowledge towards organization innovation, performance, growth (Booth, 1991). Continuing with the theme, this paper will address the valu e of learning organization culture, how organization can implement a learning environment and individual elements thats plays the role (Becker and Gerhart, 1996). Well trained employees play the first role in building of organizational learning culture (Parker, 2000). Many researchers identifies that putting employee in right place, giving time on right thing, utilize employee skills, introduce new learning method with fun is to implanted before expecting employee to do the right thing for the firm and the customer (Booth, 1991). Thus, in todays business, much concentration should be given to companys human capital strategy along with economic strategy and this has to as regularly as economic strategies are implemented to future performance (Antonocopoulou, 2001). Model of learning process is another factors included in organizational learning process (Tharenou, 1997). In traditional human resource management process, companies usually takes extensive training based learning programs which focus only on related content (Becker and Gerhart, 1996). Since business trend has been changed, so did human learning behavior and intention. Traditional learning process doesnt count how people learn and measures it success on how quickly the training is finished (Billett, 2001). Very often trainee employees dont learn much as expected and measured this policy a failure in terms of cost, mistakes and outcomes. Todays learning considers many aspects before design learning process (Booth, 1991). Employee can learn from home, learn as they work, learn in friendly consultation, learn through internet, share knowledge with worldwide employee unions etc (Brown, Collins, and Duguid, 1989). They not only tend to learn but also evaluate their learning with each oth er stay ahead. This creates a tendency to adopt as soon as there is any information out before anyone else (Brown and McCartney, 2004). Strategic Human Resource Development (SHRD) may put much focus on learning styles with four different approaches: Experiment Doing This learning approach provides a details outline of a clear picture of the job to be done within the given time. Examination is taken to check the learning accuracy and always provides feedback with questions answered. This learning process is a go-on process to run until the learning objectives are fulfilled (Antonocopoulou, 2001). The trainee people are able to choose their resources to get the job done and are keen to finish the job given (Frese and Fay, 2001). Observing Participating In this learning process, employee needs an overview of the process, and then follows a superior doing the job and then go with it ownself with a superior monitoring. Sometimes the trainee may learn for the mistakes that senior people does, take lesson from the mistakes, avoid repeated mistakes. Instant feedback is given during learning process (Becker and Gerhart, 1996). Inquiring Consulting The trainees will learn through inquiring and consulting mode to have all the information of the new ideas (why, how, when, where etc) (Wall and Wood, 2005). After understand the context of the task, employee will apply the new knowledge into their work and expect details feedback (Booth, 1991). Analyzing Patterning For an employee to learn in this way, a precise and details how-to-do guidelines must be presented in an organized and logical manner. These guidelines would be used in step by step process from start to end that is coherent to all (Eraut, 2004). To work towards creating the learning culture through HRD strategies, following points might be considered: Skill Gap Analysis Skill gap analysis used organization human resource management which critically assess the current skill of an individual, team or even an organization. Skill gap can be as simple as communication skill and can be as complex as complex decision making. Identifying skill gaps will help organization to design learning program which have significant impact on skill level and performance. Another major impact of skill gap analysis is, when the skill gap is address and monitored properly and a on-going learning culture is on the way, employee might be more engaged and motivated towards the goal which might fulfill the achievement of skill gap, as a result makes the whole job easier and eventually benefits the company (Gherardi, 2000); (Malcolm, Hodkinson, and Colley, 2003). Catalyst for Change Introduction of new management skill, leadership style, monitoring and coaching the employees during any organizational change can channel the learning process inside HRD policies. It also might provide expert motivation, consulting skills as well as on-site learning. The aim should be incorporated to achieve said results, goals and objectives and establish sustainable innovative practices in the organization. In addition, the change will let employee committed to action and to be self dependant in terms of productivity (Fuller and Unwin, 2004); (Huselid, 1995). Competitive Advantage Of course, integrated learning process and continuous implementation will let managers keep making profits and sustain the company position over the competitors. Its been long considered as one of the fundamental factor of competitive advantage in companys strategic management. Learning culture through coordinated system change, with mechanisms available for individual and organizations to access and culture to develop long term organizational capacity is already a part of Strategic Human Resource Management. To stay competitive, creation, acquisition and integration of skill aimed for the development of human capital and capabilities might be included that influence organizational better performance (Crant, 2000); (Tight, 2000). Creation of a Learning Environment Learning environment can be viewed as the spaces where the learning will take place. Learning environment contains all necessary learning equipments, from class room to meeting board, from exam hall to discussion room. Learning environment usually plays its role to apply the knowledge instantly in different teams on different purpose and view the outcomes. Often whole organization can play a mock test to assess the validity of a resolution which can be defined in HRD policies. Learning environment arrangement can have impacts on employee learning, learning outcome and finally on Learning environment performance. The HRD policies in organization let employee learn as they go through everyday work by providing both informal and formal conversation, discussion etc (Eisenhardt and Martin, 2000); (Wall and Wood, 2005). Words Counted: 1290 Question 4 To what extent can performance management systems stand alone from an organizations overall approach to developing and managing people? How can organizations integrate the performance and developmental aspects of managing people? Use case examples to illustrate your answer. (30 marks) Performance management involves training, team cooperation, dialogue, management style, attitude, shared vision, employee involvement, multi-capacity, incentives and rewards. It is used to maximize the employee performance in an organization (Neely and Bourne, 2000); (Williams, 2003). Performance Management System (PMS) provides performance reports on time and relevance to the organization helps to take swift decision. It also helps business to focus on achieving results to internal and external stakeholders (Blalock, 1999); (Bassioni, Price, and Hassan, 2004). Disadvantage of PMS are often are not designed to be well-informed about the nature and link of the processes Performance management system may not be consistent always. Today PMS may not be useful tomorrow. It has to update and change regularly (Papalexandris et al, 2005; (Meyer and Rowen, 1991); (Lawler, 2003). Several Performance Management System (PMS) are in use today like Balance Scorecard, Performance Prism etc (Kaplan and Norton, 2000); (Meyer and Rowen, 1991). Performance Management System is designed to clarify the purpose of assisting individual employee performance management and program-related training and development programs (Kaplan and Norton, 2000). Consistent with the main objective, performance management should be seen as a fully integrated system of personnel management. Personnel management, including work and business design, job descriptions, selection process, performance requirements of the induction, proof, training, effective supervision, performance feedback and suggestions (Bontis et al, 1999); (Bassioni, Price, and Hassan, 2004); (Halachmi, 2002). Traditional PMS mostly focused on theoretical and experience based approaches while modern PMS can be customized thoroughly based on organization needs. Modern business are not bound in one culture, they are fitted with hundreds of culture and environment which doesnt really rely on theoretical approaches but rather focus on business driven trends which can be updated and upgraded regularly (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Williams, 2003); (Lawler, 2003). According to the case study given (of Cadbury), five framework analysis can explain how Cadbury integrated the PMS systems over time and what were the outcomes: Managing For Value Managing Value let employee work for companys value. Three main As has been initiated for maintain the company profitable. Accountable held individual responsible for the roles. Adaptable adjust as the business world changes and upgrade own skills and knowledge whenever available and applicable. Aggressive individual should be result and goal oriented and each goal must be achieved. However, this framework was based on older basis business style which doesnt suit with todays complex business needs (Kaplan and Norton, 2000); (Bassioni, Price, and Hassan, 2004); (Meyer and Rowen, 1991). Result Focused Result focused has brought the idea that the Cadbury holds a strong financial goals thus employee must be talented and strong too. Employees were sent to training that was linked with the goals achieved from managing for value. They were given a idea and context of business environment where Cadbury operates. This framework brought employee closer to invest inside the company. While own money is invested, every employee tends to work harder for the best of the company. Yet, this result focused approach was not enough when Cadbury went through acquisition of other companies (Bontis et al, 1999); (Nilsson and Kalid, 2002). Working Better Together This framework has been established bearing in mind that Cadburys global business. Cadbury found that employees should work collaboratively rather than individually. After the acquisition, different types of employee joined the company. There was a need to construct a framework where new comer will work with experienced as a team or group for certain purpose. This framework unfortunately didnt bring the expected outcomes due to failure of identify potential workforce and lack of motivation. Employees had been assigned to the working environment where they werent familiar with (Blalock, 1999); (Meyer and Rowen, 1991). Growing Our People This strategy is a small training program for managers to teach them how to identify and manage potential talent and ensure equal participation of every resource. Managers were set to motivate the employee about the company succession and let them make decision in certain cases. What this policy missed is deal with poor performed employee. The framework did mention to motivate every employee but didnt clearly identify how to influence poor performed employee, whether they will be left behind etc (Papalexandris et al, 2005); (Bassioni, Price, and Hassan, 2004). Passion for People Passion for people is said to be the best suited with Cadbury which looks at the mechanics of managing performance. Before this policy is established, stakeholder has been given first priority whereas deal with staff is given fifth priority. On certain point both conflicted. Thus Cadbury decided to demolish the poor working performance for the sake of stakeholders which has been a bottleneck for a long time. Cadbury decided to go for the people who work with Cadbury, but not for Cadbury. Employees has been given freedom and choice to do what is right for the job and thus each job in Cadbury now is a role of enthusiasm (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Meyer and Rowen, 1991); (Norreklit, 2000). Performance Management System (PMS) must implement 6 common features widely considered as the succession factors for such kind of system. They are: Objective Setting It appears that the main purpose of performance management systems, the focus of its strategic objectives, is not it have been a lot of people think that management and staff to assist in achieving other objectives of the system, namely, a comprehensive evaluation and the corresponding performance development and improvement of staff (Bassioni, Price and Hassan, 2004). In the performance management system aims at one of the reasons is the apparent conflict of strategic planning business development (Kaplan and Norton, 2000) (Neely and Bourne, 2000); (Bassioni, Price, and Hassan, 2004); (Lawler, 2003). Ongoing Review of Objectives Performance management system should be designed in a way that participants are well-informed about the objectives and link of the processes. PMS objectives should be closely related to the boundary of the working environment and it must ensure objectives are changed whenever company vision, mission and scope are changed (Papalexandris et al, 2005); (Meyer and Rowen, 1991); (Williams, 2003); (Halachmi, 2002). Development of Personal Improvement Personal improvement closely related with employee training about the PMS system is considered as the most important factors

Eva Duarte Peron (Evita) Essay -- Argentina History Latin America Evit

Eva Duarte Peron (Evita) Thesis: Her experience as a member of the lower class who overcame poverty and her belief in bringing justice to the poor made everything that she did for the people of Argentina possible. Eva Peron 'Mi vida por Peron!' ('My life for Peron!') [Evita] cried a thousand times before the roaring crowds, and then she died. There are parallels that could be drawn between her life and the lives of other obsessively ambitious women who have forced their way through poverty and fame.but instead popular memory finds parallels between Evita's life and the lives of the saints, because she did it all for someone else. (Guillermoprieto 100) From Colonel Juan Peron's election in 1946 until her death from cancer in 1952, Eva Duarte de Peron greatly altered the lives of the Argentine people. Knowing from her childhood what it was like to belong to the lower class population of Argentina, she felt she had the inside connection to making conditions better for her "descamisados," or "shirtless ones." Her experience as a member of the lower class who overcame poverty and her belief in bringing justice to the poor made everything she did for the people of Argentina possible. Social injustice was everywhere in Argentina. It was too much for Eva to bear, so she decided to take action (Peron 12). Eva Duarte met her opportunity to work for the government when an earthquake destroyed most of the city of San Juan on January 15, 1944. She helped take collections for the needy (To Be I). Later, she chose to work in the Secretariat of Labor and Social Welfare. In this department she was able to meet many people and hear all of their stories and problems (Peron 71). She was especially interested in the lower class, the working class of Argentines. Coming from a family among the working class, she knew what they were going through. She had a special understanding of the working class and felt comfortable working with them to improve their situation (79). Eva considered each worker that came into her office a friend, and she was a loyal friend to each of them (81). In all of this, her main purpose was to give justice to the poor. In 1945 she married Colonel Juan Peron, who became Argentina's president in 1946 (Taylor 39). Eva helped him a great d... ...ood education. She gave Argentine women the right to vote and a place to go while beginning their career. She gave the orphans a home and the elderly a place to retire. All of these things she did without expecting anything in return. The only thing she desired was the love of her people and of Peron. Works Cited Guillermoprieto, Alma. "Little Eva." The New Yorker 2 December 1996:98+ Larson, Dolane. "Evita's Legacy." Evita Peron Historical Research Foundation. 10 January 1997. http://www.evitaperon.org/legacy/ (2 April 1999). Mc Henry, Robert, ed. "Eva Peron." The New Encyclopedia Britannica: Macropaedia. 1993 ed. [Peron, Eva.] evita by evita: Eva Duarte Peron Tells Her Own Story. Redwood City, CA: Proteus Publishing Co., Inc., 1978. Taylor, J.M. Eva Peron: The Myths of a Woman. Chicago: The University of Chicago Press, 1979. To Be Evita. Part I. Trans. Dolane Larson. Evita Peron Historical Research Foundation. April, 1997. http://evitaperon.org/biography/part1.html (9 April 1999). To Be Evita. Part II. Trans. Dolane Larson. Evita Peron Historical Research Foundation. April, 1997. http://evitaperon.org/biography/part2.html (9 April 1999).

Gothic Culture Essay -- Goths Renaissance History Essays

Gothic Culture You're walking down the street and all of a sudden you encounter a group of oddly dressed youngsters all in black, or perhaps wearing elaborate lace and brocade, looking strangely like they came out of eighteenth century. You immediately feel a bit of apprehensions as you clutch your child closer to and wonder what exactly it is that these kids are up to. Are they part of a Satan worshiping cult, or just a band of traveling actors? In either case their strange dress and pale likenesses took you aback and made you a bit prone to prejudge. What you were probably looking at were a group of Goths. What exactly is a Goth you may ask, and why the weird dress and affinity for black. This along with the origins, and some of the trials and tribulations faced by this extraordinary group of individuals, along with dispelling some common misconceptions is the objective of my writings. First lets take a look at what Goth is and where it began. Gage Canadian Dictionary defines "Goth." as "an uncivilized person, barbarian."( 1975:425) the origin of the word dates back to the third or fourth centuries when a Germanic tribe called the VisiGoths overran the Roman Empire and settled in what is now Sweden and the surrounding area (Shultz,1984:325). The word gained its modern meaning during the Italian Renaissance when the word was used to describe the architecture that was emerging at the time. The architecture was considered barbaric because of its pointed arches and steep roofs, along with the frequent use of the gargoyle, which was thought to ward of evil spirits. The modern Gothic movement and its origins are not as easily defined, and varies according to your source. I've combined the two to show an evolution of how it all... ...nformation has always been the key to help ease prejudices and discrimination, by introducing the ideology behind the Goth culture and explaining the reason behind the dress; I hope that it has brought about a better understanding of these people and their plight to a peaceful existence. Bibliography Fulton, Ben "Goths For Goodwill."City Beat (1998): 2p. Online. Internet. June 4,1998. www.slweekly.com/news/citybeat/cb 980604 a.html "Dictionary of Goth" 6/24/98 http:www.jesus.cam.ac.uk/~vkc20/goth/qzhtml Shultz, James.(1975) Germanic Tribes (3rd ED), Published by Weber and Van Syckle: Berlin Sangange, Eretica "Darkness Can be Felt"(1999): Online.Internet. June 30, 1999. http://pages.prodigy.com/Fifth Dream/goth.htm Yvain, Euphrosyne "Origins of Modern Gothic Culture"(1999) Online. Internet June 24,1999. http:www.blood-dance.net/goth/origins.html

Project Management Institute Essay

The main motive of the Project Management Institute is to make the project management indispensable for the generation of the ultimate business results. PMI functions in over 170 countries having members more than 265000 at their advantage, thus making it as a leading membership association for the profession of project management. It is one among the best not-for-profit and non-political organization which conducts programs with the governments, industries and organizations to deliver the best project management programs with the best results. PMI education foundation speaks on the knowledge gaining and portraying the skills and the art for educational and social welfare. PMI also promotes research and providing avenues for building up wealth of information and also indulging in offering certification, networking and activities involving the community at large, thus managing to attain its global presence and global certification in their noble profession. Scope of its Membership: Becoming a member of the PMI institute gives an opportunity for the members to get themselves certified as a professional imparting and demonstrating the skills required thereby helping themselves in standing out in the crowd. To become a member PMI has varied plans suiting the different segments based on their needs where in there are plans for an individual – for those willing to learn and update the best practices in businesses, student – those having degree program at a recognized institute, retiree – having retired from active employment and has a good reputation for 5 consecutive years and those interested in renewing their memberships (renewal). The various benefits which the memberships provide – include the vast knowledge sharing and information search happening in generating the opportunities for themselves and the institute. It gives immense openings for capturing on the capability of getting them networked through the different PMI communities there by getting nurtured with respect to the leadership qualities and being an active participants as volunteers in the various communities, certification programs, research programs, standard programs etc. The members also have scope of getting accessed to the knowledge resources of PMI known as the Project Management Body of Knowledge and also their career frameworks. Along with this opportunity which the members can acquire, they also have an edge over non-members in terms of getting access to the various publications, journals, e-links, virtual library, eReads and References which are set by PMI. The reason one should join PMI is to allow them to be build relationships, improvise on once skills, gain the latest and the first hand information and learn some of the best known practices. Memberships in PMI showcase certain features and characteristics to the peers which indicate their enthusiasm in quality, productivity and return on investments, their seriousness about their own individual development and their own profession and finally their commitment to the ethical business practices shown by the institute. The services which PMI provides to its members – With respect to the career development provided to the members of PMI, the association helps in availing the Certification and the Credentials, providing an extensive job search database which is availed by Career Headquarters at PMI, Making themselves groomed by undertaking various Training and Events happening by seminar worlds, to e-learning initiatives and providing the ultimate solution to the best practices and opportunities in the field of learning and in turn meeting up to the schedules, goals and the interests of the institution. PMI also guides the members in customer services, flexibility in changing and viewing orders, information on payment, pricing and promotions opportunities, shipping and handling assistance, privacy and security all under one umbrella known best for its marketplace. PMI has a strong Business Solutions concept which keeps the members get going by the challenges they have in career framework, Business and Government solutions on a global front to build up the institution on a worldwide basis and providing Organizational maturity in terms of managing the projects, programs and portfolios to generate and plan for its growth. This PMI provides project management implementation and consultancy services to their members and customers by providing added benefits in terms of the latest releases, news archives, articles of interests etc. The five major groups which PMI builds upon its profession are Initiating, Planning, Executing, Monitoring and Controlling and closing phases and the various knowledge areas which they address to are integration, scope, time, cost, quality, human resources, communications, risk management and procurement.

Career Goal-Setting Worksheet Essay

1. Adjust your professional or career goal you created in Week Two based on the Career Plan Building Activities results from the My Career Plan assignment. How did the results of the Career Interest Profiler and Career Plan Building Activity on Competencies contribute to your professional goal development? My career goal has not changed after I did the activity. The results of my career interest profiler told me what I had already known all my life. My profiler results and career plan goes right along with what I’m currently doing in my field of work. It just helped me to see I’m on the right track of earning my business degree. 2. Describe how you will balance academic expectations and your personal and professional responsibilities. In order to have balance I have to recognize what is important and what is just sucking away my time, energy and attention. Set clear personal and professional goals and simplify my life to include only what is important in helping me reach my goals. Finding the perfect work-life balance is a lifelong journey. It doesn’t happen overnight. It only happens with serious effort and constant attention 3. How can understanding the importance of SMART criteria and your career interests and competencies help you move toward your career and academic goals? One academic goal I have created using the SMART is getting my degree in business management, the reason is this goal has a lot to do with my professional goal. The main goals in my life are academic and professional, for me to get a good career and achieve at opening my Electronics store the academic goal has to be accomplished first to accomplish the professional goal. 4. Now that you have set academic goals and identified your career interests, explain the relationship between academic goals, skills, and professional

Focus on Siemens AG Company

There is a state of ambivalence over bribery in organizations. Some people regard bribery as a type of pecuniary corruption since it involves the transfer of money or any form of gift aimed at altering the behaviour of the recipient (Dowling 2008). In deed the Black’s law Dictionary defines bribery as a form of crime that involves giving, offering, soliciting for or receiving any item that has value in order to manipulate the actions of a person or official performing a certain duty (Dowling 2008).In this case, what makes bribery bad is the fact that the person receiving the bribe may act in a manner that would be detrimental to other operations in an organizations or related organizations. Such operations may include substandard services in which the bribery is used to protect the parties involved (Dowling 2008). On the other hand, some people view bribery as an act that is part of development ambitions in organizations. For instance, Lemieux (2005) argues that many countries whose underground economies have grown could not be where they are today were it not for bribery.And this seems to be the secret behind many organizations such as Siemens AG, which have to deal with authorities in terms of taxation and other legal requirements. Along this line, Lemieux (2005) opines that it is often not possible, or it is very costly, for a company or an individual to escape the restrictions and other prohibitions that are prerequisites to operation of business. Lemieux (2005) also notes that bribery in organizations is a phenomenon that cannot be easily gotten rid of because it is perfectly impossible to enforce the measures required to maintain a bribery-free business environment.Instead, the stricter measures to stop bribery in many organizations only serve to amplify the phenomenon (Lemieux 2005). Cash bribes are often used as donations to many political parties, and non-cash bribes may also be used to seek support in certain business ventures. Thus, according to Lemieux (2005), there is a common dictum among organizations: bribe them (the authorities) if you want to do peaceful business. Siemens AG was a company of high repute as the largest engineering firm in Europe, but its image was clouded when it ventured into bribery in order to expand its operations (OECD 2005).As discussed in this paper, Siemens AG was involved in massive bribery deals both locally and internationally in a bid to maintain a good image of the corporation as a global leader in engineering (Economist. com). But as further discussed, bribery is not only expensive but also a phenomenon that can tarnish the name of a company given the fines that Siemens AG had to pay and the numerous apologies it had to make ( Economist. com). The company also had to suspend many of its staff who were allegedly involve in the bribery claims, thus slowing down its vigour in the market (Economist.com). This makes bribery a topic that is amenable to further discussion as to whether it is a mechanism to advance the operations of a business or it is a vice that should be abhorred by organizations if they want to be successful. The Siemens AG Bribery Scandals Siemens AG’s slogan â€Å"Be Inspired† of the mid-1990s was perhaps of the most inspiring slogans to have been used by leading organizations in the world (Economist. com). However, the inspiration later turned out to involve murky deals aimed at promoting the company globally.So did the managers of the company lack the inspiration to build the company or they were just inspired to build it using alternative means? Siemens AG’s managers were involved in mischievous ways of funnelling huge sums of money to corrupt leaders of many authorities and politician the world over (OECD 2005). The methods used in the bribery cases were just astounding. According to Economist. com, the company bribed its subjects with a lot of trust and candour that no one could figure out the vice in many business transa ctions.To facilitate the bribery operations, the company set up three â€Å"cash desks† in its offices from which the bribery operations were performed (OECD 2005). Company employees would bring empty suitcases to the desks, which would be filled with cash in a manner that could raise no suspicion. As a result of such deals, as much as â‚ ¬1 million or $1. 4 million was withdrawn at different times to facilitate securing of contracts for Siemens AG’s telecoms equipment division (OECD 2005).The cash desks for bribery deals operated on honour mechanisms and not many questions were asked about the operations, nor was proof documentation required (Economist. com). In addition, managers who made application for money from the company were allowed to approve their requests without following due procedures (Economist. com). In fact, by the year 1999 Siemens AG was openly claiming tax deductions to cater for bribes, and the dealings were recorded in accounts books as useful expenditure (Economist. com).In the context of the bribery deals, it is worthwhile to note that Siemens AG considered bribery as a business venture aimed at widening its scope of operations. As a matter of fact, Siemens AG spent about $67 million in â€Å"suitcases† between 2001 and 2004 (OECD 2005). Nevertheless, according to OECD (2005), the people involved in the bribery transactions felt confident about what they were doing and knew that there was nothing wrong. The point here is that bribery was considered as a normal activity that required no questioning.The seemingly conducive culture of bribery continued with illicit payments even after Germany had banned bribing of foreign officials in the year 1999 (Balzli, Deckstein & Schmitt 2007). Thus, when Siemens AG listed its shares on United States’ New York Stock Exchange (NYSE) in 2001 and it was subjected to stringent American anti-bribery measures, the managers desisted from counting cash in office (Balzli, Decks tein & Schmitt 2007). Instead, they turned to the use of cash cheques to perform the same operations.The cheques were deposited in various accounts but the company did not keep records in its own books so that it could make more nefarious payments (Balzli, Deckstein & Schmitt 2007). In order to disguise the underhand operations, Siemens AG managers outsourced most of its accounts works to â€Å"business consultants† so that no it would not be culpable in any secret operation would be unearthed (Economist. com). In bid to cover their operations further, the managers of the company used more eccentric mean to avoid being found (Balzli, Deckstein & Schmitt 2007).When they authorised the bribery payments, they used removable sticky notes, which would be easily destroyed to conceal all evidence of any transaction (Fernando & Bellamkonda 2007). The sums of money transferred by the managers of Siemens AG were staggering. According to Balzli, Deckstein and Schmitt (2007), a total of $805 million was handed over by the company to foreign officials in bribes. The money handed out was aimed at ensuring that Siemens won as many contracts as it could in many foreign markets (Economist. com).In other instances, the bribes were meant to woo labour representatives in supervisory areas to support Siemens AG policies when they would obviously need to rejected (Fernando & Bellamkonda 2007). Along this line, Fernando and Bellamkonda (2007) note that the German government’s stance on bribery was perhaps a contributing factor in Siemens AG’s underhand operations. This is because many companies understood that the German law and even the law in many other OECD countries permitted bribery and even offered subsidies to companies in order to enhance their operations in spite of the huge sums of money given out in form of bribes.Implications of the bribery cases When the Siemens AG bribe scandals were unearthed between 2006 and 2007, it was dubbed the â€Å"$2 bill ion bribes-for-business scandal† (Bushan 2008). When the details of scandal spilled out, German authorities raised siemens AG’ s offices in Germany an further investigations were initiated in countries such as the United States, Italy, Greece, and Switzerland where the company hand major investments (Bushan 2008). What followed were court suits, apologies, and a general decline in the company’s performance.The first reaction by the company managers was a fallout in which the CEO, Heinrich von Pierer and head of the company’s supervisory board, known as Klaus Kleinfeld, resigned in spite of the fact that they were not directly implicated (Bushan 2008). On December 15 2008, Siemens AG agreed with its host country Germany and the United States to pay them $1. 34 billion in response to bribe charges (Dowling et al 2008). This ended a two-year inquiry that had been made by the German Government to Siemens AG officials all over the world.In the agreement, Siemen s AG paid â‚ ¬395 million to settle to the German Government’s inquiry expenses and a further $800 million as the charges raised by the United States Security Exchange Commission (Dowling et al 2008). In addition, Siemens AG pleaded guilty to flouting the United States anti-bribery laws, which resulted into a penalty of a further $1. 36 billion (Dowling et al 2008). In an attempt to recover the massive losses, Siemens AG sued eleven of its former board executives led by Heinrich von Pierer and Klaus Kleinfeld (Dowling et al 2008).The new management of Siemens said that the action was meant to seek compensation from the former managers for damages that the company incurred as a result of their wanton actions (Dowling et al 2008). Some of the damages that were inflicted on Siemens and which the company would take time to recover from included a fall in the company’s share price by 23 cent to â‚ ¬47. 15 on the Frankfurt stock market. In addition, Siemens’s st ock in the market plummeted by 56 per cent in 2008 (Dowling et al 2008). What the Bribery Scandal in Siemens AG means about Bribery in OrganizationsGiven that the law in Germany and other OECD countries was somehow supportive of bribery, the efforts by the German Government to investigate the bribery claims can be considered to have been aimed at dignifying international laws on trade and laws against bribery (Dowling et al 2008). This is particularly true since other countries such as the United States, Greece, Italy and Switzerland were involved. According to Lemieux (2005), countries usually support corporations that have significant influence on the magnitude of their gross national product, as was the case of Siemens in Germany.Here, the fact that the German government provided subsidies to Siemens AG to facilitate its bribery payments cannot be gainsaid and is a clear pointer that even the though the government reacted, its officials had been well aware of the underhand operat ions. The Siemens AG bribery case also points out the weaknesses in governments when it comes to dealing with giant corporations. It is particularly worthy noting that Europe is still miles behind the United States when dealing with corruption cases particularly bribery (Georgiev 2008).According to a further analysis in Economist. com, Siemens invited group of lawyers from a United States firm called Debevoise & Plimpton to represent it with the hope that doing so would make it win sympathisers and have its name cleared from the bribery scandal. Nevertheless, this move made things even worse as the lawyers carried out a private investigation that cost the company a further â‚ ¬204 million. Thus, according to Economist. com, an investigation by German investigators would not have unravelled as much.Although Siemens AG paid many fines, the amount of money cannot equal the damage it did to markets both locally and at the international level. Considering the fact that Siemens AG was used to paying bribes, the fines were just meant to polish the name of the company. Nevertheless, other companies lost several contracts due to Siemens AG’s bribery (Balzli, Deckstein & Schmitt 2007). This perhaps is the worst effect of the bribery claims as companies that seemingly would have been more competent than Siemens AG were denied the chance to compete for tenders due to the bribe mask.This shows how unpopular companies are treated unfairly at the expense of pleasing giant companies, which have the ability to finance illegal operations. Siemens AG was able to influence market policies through bribery and this therefore leaves a question of whether the giant organizations of the world actually reach the top through excellent performance or through underhand deals as portrayed by firm. According to Economist. com, the confession by Siemens AG of involvement in bribery was triggered not by the fact that bribery is a vice in the organizational environment.Rather, it was due to the realization that the company was bound to lose a major market in the United States- which was firmly against the deals, as well as other markets in Greece, Italy, and Switzerland. A question that arises therefore is what would have happened had the bribery scandal not been raised in the public limelight. Would Siemens AG have been praised as a company that has roots all over the world and experiencing rapid growth to necessitate government subsidies, or would it have been criticised to have grown based on underhand operations?Probably the answer lies in viewing bribery a vice and not an incentive within organizations, and realizing that fair competition should not involve bribery. Conclusion Bribery in organizations is viewed with different standpoints depending on the effect it has on the respective organizations. For large organizations such as Siemens AG, bribery is seen as a mechanism to augment expansion since restrictions such as laws are avoided. Nevertheless, the adverse effects of bribery include massive fines against the organizations involved and a significant corporate damage as was realized in the case of Siemens AG. ReferencesBalzli, B, Deckstein, D & Schmitt J 2007, New Report Details Far-Reaching Corruption, Spiegel Online International, Available from http://www. spiegel. de/international/0,1518,462954,00. html (16 March 2009) Bhushan, A 2008, Bribes-for-Business: Siemens AG Sues 11 former management board executives, CEOWORLD Magazine, Available from http://ceoworld. biz/ceo/2008/07/31/bribes-for-business-siemens-ag-sues-11-former-management-board-executives/ (16 March 2009) Dowling, P; Welch, D E ; Festing, M & Engle A D 2008, International human resource management: managing people in a multinational context, Cengage Learning EMEA, New YorkEconomist. com, 17 Dec 2008, The stench of bribery at Siemens signals a wider rot in Europe, Available from http://www. economist. com/business/displaystory. cfm? story_id=12800474 (16 March 2 009) Fernando, R & Bellamkonda, B 2007, The Bribery Scandal at Siemens AG, Available from http://www. caseplace. org/d. asp? d=375 (16 March 2009) Georgiev, P K 2008, Corruptive patterns of patronage in SE Europe, VS Verlag, London Lemieux, P 2006, In defense of bribery, Available from http://mises. org/story/1884 (16 March 2009) OECD 2005, Fighting corruption and promoting integrity in public procurement, OECD Publishing, London