Columbian Foreign Policy Essay Example | Topics and Well Written Essays - 1000 words

Columbian Foreign Policy - Essay Example Colombian drug cartels successfully organize the manufacture and export of cocaine. Much of the spread of this business can be attributed to the consumers’ interest in cocaine. Colombia would not produce cocaine if other countries would not consume it. Colombia’s came to terms with US under the influence of the previous Pastrana administration and the relations between the two improved considerably. This can be estimated from the fact that US promised a lot of funding to Colombia for programs directed at the assistance of Colombian police as well as military for the purpose of increasing counter-narcotics abilities. This aid of net worth equal to $400 million opened several projects for establishing numerous judicial and economic reforms, alternative development, ensuring humanitarian assistance and achieving human rights. The 2001 attacks on the Twin Towers in the US led Colombia to play its significant role in the War against Terrorism. One reason for this was the fac t that Colombians had themselves been dealing with terrorism for quite a lot of years before the 2001 attacks happened. Colombia has largely provided the central stage for planning, preparing and practicing all antiterrorist activities in US against terrorists ass well as all agencies and countries supporting them. The Columbian government has denounced the left-wing guerrillas that are generally responsible for the trafficking of cocaine in Columbia as terrorist agencies. The Columbian government was able to achieve this with the help of US. Former President Uribe pledged that he would give all it takes to eradicate terrorism from his country, though he needs to be watchful about the possibility of surfacing of right-wing militias that are able to make a Civil War out of the War against Terrorism. Columbia is really exposed to great threat of breakout of a Civil War because similar incidents have happened in the history of Columbia as well as of the Central America. Therefore, Form er President Uribe needed to provide an objective record of human rights for his military in order to be able to retrieve their support for the War against Terrorism. Violation of human rights would increase the hindrances in Former President Uribe’s way of presenting his contributions for the War against Terrorism to the international community. Former President Uribe understood the importance of promoting relations with US, US being the primary consumer of Columbian drugs. Colombia is waging a war on two fronts: against guerrillas and against drugs. The former cannot be won on the battlefield alone. If the current peace talks fail, the country will plunge into all-out chaos. So the United States needs to take Colombia off the back burner and work with its government to help tamp down the violence, limit the drug lords' clout, lower the demand for drugs abroad, and prod the peace process along. Without these steps, even billions in U.S. aid will not be enough. (Pardo). Besid es, Former President Uribe ought to ensure that the US government did not indulge its military in the War against Terrorism in Columbia. In order to fight successfully in the War against Terrorism, Former President Uribe had to base his plan on the foundations of support for the peasants of coca leaf to raise alternative plants, consolidation and solidarity of democratic organizations, and financial aid for development. International front might be the only area in which Columbia could acquire effective

Benjamin Franklin Essay Example for Free

Benjamin Franklin Essay Founding father Benjamin Franklin once said, â€Å"The way to see faith is to shut the eye of reason. † Theists for thousands of years have shut their eyes to reason and blindly followed the word of those who would have them believe in false gods. Reason demonstrates, through outlets such as Occam’s Razor, the lack of a need for the existence of those gods and the shortcomings of theists in attempts to prove their faith. Such shortcomings most prominently come in the failure to provide empirical data for the existence of gods, in fact, experimentation and observation show otherwise. To accompany a lack of need and a lack of evidence, because faith causes one to turn a blind eye to reason, arguments for theism are often weak, personal, and circumstantial at best, and can be easily negated. Reason, a lack of evidence, and weak arguments leave mankind only one option in regards to belief in the supernatural; no god or gods actually exist. Occam’s Razor not only establishes the falsehood of a requirement for gods, but also shifts the burden of proving the existence of gods unto the theorists. In blunt terms, the Razor states that, â€Å"All other things being equal, a simpler explanation is preferred over a complex one† (Krauss). Therefore, entities should not be multiplied unnecessarily, so the simplest of theories should be chosen before the most complex and that the unknown should first be measured in known quantities (Krauss). A deity, while providing a simple metaphysical escape for the absence of evidence, adds a plethora of unneeded layers of complexity to the creation of the universe. The addition of a supreme being to the equation not only dismantles established laws of physics, but creates a type of pyramidal scheme to the universal hierarchy, with the deity at the top, as its influence can â€Å"butterfly out† to touch everything in existence and possibly altering its physical properties. The metaphysical effect of a deity on the physical world would have unimaginable effect on known forces and constants, creating a faucet that streams unknown quantities. Fortunately, Occam’s Razor demands that without empirical data solving some of those unknowns, there is no need to add a god to the equation and the deity can be dismissed (Krauss). To stack on the allowance of a dismissal of gods by the Razor, Occam also requires that the burden of proof of gods falls to theists. Without a need for a god, one must not assume without evidence that a deity exists, just as one would not assume a Minnie Mouse teapot floats between the Earth and Mars without empirical proof of its existence (Krauss). Therefore, if there is no need for a god, then theists must provide tangible confirmation demonstrating the existence of such a being in order for a reasonable person to feel the need to believe in it (Myers). If the theists, on the other hand are unable to provide tangible confirmation, then the majority are essentially asking the world to follow their religion without a need for god, without proof, and on the terms that the church understands all there is to know of the universe. In the end, thanks to Occam’s Razor, in order for the thesis to stand atheists need not disprove the idea of gods, as one cannot prove a negative. They need only to disprove (or prove the absence of) the evidence supporting theism. The religious throughout history have failed to provide empirical data for the existence of gods; in fact, experimentation and observation shows otherwise. Theism ultimately provides no factual evidence indicating the existence of a god or multiple gods. The so-called strongest proof for the presence of the supernatural lies almost entirely in the realm of unreliable personal experiences (Faust 72). Theists will often claim that they know of their gods through personal communication or through the feeling of their presence in the world. This idea inspires quite the opposite of the confidence in God the religious are trying to demonstrate by sharing that information. What the concept of â€Å"feeling† gods or having them speak to a person is not only condoned as ludicrous by those who do not partake in the lie, but if true indicates something that drifts very nearly toward borderline mental illness. Those who believe their gods speak to them should not be granted any immunity other schizophrenics are not and need to be admitted into a psychiatric ward. The thought that personal experience that cannot and has not been processed through a reasonable scientific experimental procedure can take the place of real evidence is one shared solely by theists. The world does not so lightheartedly admit untested and inconstant variables such as personal experiences because no one who logically assesses the facts could morally do so. The nonreligious portion of the Earth’s population does not recognize personal experience as a viable form of evidence for anyone besides theists (Faust 72). This arises from the notion that these experiences claimed by the religious are not comparable to witness accounts r recollection of victims in the court of law. Unlike in the case of witness accounts and recollections, theists demand that the supernatural feelings they have be classified as stand-alone evidence without empirical data or essentially a case to back it up (Faust 74). This form of proof cannot stand by itself, especially when one takes into consideration the fact that these experiences happen so little and with so little correlation to any direct event or circumstance that when compared with the rest they produce an insignificant number (Faust 75). Not to mention of course, that any witness account in a case must be taken with a grain of salt, as one can never be certain they are telling the truth without the backing of empirical data. In a vain attempt to denounce alternatives to supernatural creation theists often cling to the proud notion that if they can find a single flaw in an important scientific theory, such as natural selection or evolution, then the entire case of the nonexistence of god collapses (Dawkins 51). First, as proved earlier in the paper, the burden of proof is on the theists, so even if theists can disprove every scientific theory they must still prove theirs (Dawkins 53). Second, a scientific theory must be show to be fundamentally flawed in order for it to collapse. A few issues in the theory simply shows that there is a small amount of data missing or that a certain aspect must be corrected, both of which existences would serve to further the theory (Dawkins 53). The distinct difference between science and religion is that the scientific method of proposing a theory allows for the theory to change and adapt according to what is observed, meaning the core of the idea is what needs to collapse for it to be incorrect, not the random outliers and exceptions picked on by theists. Conclusively, unlike religious arguments, scientific theory is based on observation and change and therefore need to be proven fundamentally wrong to be publically denounced. Atheists have all heard it before, â€Å"Complexity, complexity, complexity, complexity, complexity. Did you know that a cell is really complex? Complexity, complexity, complexity, and you are just going to be blown away by the Trilobites. It crazy, they’re like little machines. Complexity. Therefore, design. † The argument of complexity through intelligent design is another tidbit of supposed empirical data theists put forth in an effort to provide â€Å"physical† evidence for the existence of gods (Myers). This contention is one of the main, and essentially their only, religious attempts to put forth empirical data which scientists can measure. The entire idea of complexity indicating design is in every sense ridiculous. The notion can be dispelled by observing the known world and watching nature, or even humans, create complex structures by chance or accident. Take for example, a young boy who tires of playing with a stick and throws it into a nearby creek. The stick floats downstream until it gets caught between two rocks at a narrow, and begins to catch other debris floating by. Eventually a variety of different types of objects will form a natural dam in the creek, creating a small pond, which in turn can develop its own ecosystem filled with life giving the illusion of design, but being completely natural (Myers). As shown in the example, the complexity of the world derived not from design, but from the wonder of chance, evolution, and natural selection. Over hundreds of millions of years life has slowly developed and pieced itself together much like the dam, changing and adapting to conditions and lifestyles on Earth (Myers). The extreme complexity through which the systems of life today work is derived from the natural selection aspect of evolution, if a system does not work, or fails to quickly adapt, then the system is eliminated time and time again until a system that operates survives (Myers). The argument of complexity solely resides in world of fantasy, has no scientific basis, and should be disregarded as viable physical evidence. Full well knowing how pitiful the points of the argument of intelligent design are, theists look to one final, very childish, measure to save their drowning plight, questioning the validity of science and the scientists who propose it (Mathew 1). Worshippers have long tried to poke holes in important theories such as natural selection and evolution or convince people to dismiss them as simple â€Å"guesses by scientists† (Mathew 1). On the receiving end of most of this ill-informed ridicule rests a creationist’s worst enemy, the theory of evolution. According to many theists, evolution cannot be as there are, so pompously pointed out, several gaps in the evolutionary chain (Dawkins 52). Not only does this not affect the validity of a theory as proved earlier, but is entirely untrue. Fortunately in this world there stands a concept known as a universal constant, a constant essentially keeps humans from testing if the floor will hold them every time they leave bed, or if the stove is hot when the on light is on, or allowing them to understand if they ump from a building they will die. These constants allow mankind to make a series of assumptions that make up nearly every decision in an average day. These assumptions permit humans to deduce situations such as that if a malicious looking; blood-soaked man leaves a room with a knife in hand and a body is found that the man was the murderer. The same idea transfers to the concept of evolution in the regard that scientists, with proper reasoning and motive, can guide the theory across gaps in the chain and still hold a fair evidence base. This utilization of basic skills as assumptions paired with evidence to substantiate them, along with earlier points of scientific theories’ abilities to withstand isolated flaws discredits theist attempts to put science to the question. Not only do the religious weakly attempt to discredit scientific theory and method, but they often will question the religious background of scientists in an effort to win people over to their side (Mathew 4). Perhaps the two most famous cases of the abuse of character are that of Albert Einstein and Charles Darwin. For ages now religious fanatics such as Ray Comfort have bastardized their work by releasing edited copies of their books and mining for quotes that will purposely mislead the common citizen into believing the scientists were theist. For example, Ray Comfort puts forth this quote about Einstein, â€Å"I believe in Spinoza’s God who reveals himself in the orderly harmony of what exists†¦Ã¢â‚¬  Comfort removed the quote completely from context in order to misconstrue its true meaning (Mathew 4). Spinoza’s God is not a god at all, but a term used to sum up the forces of the universe into a word. Einstein in that very paragraph went on to describe how he does not believe in a god who concerns himself with the fates and actions of humans (Mathew 4). Einstein even addressed this kind of misleading material in his own day writing statements denouncing those who claimed him as a believer in God, â€Å"It was of course, a lie what you read about my religious convictions, a lie which has been systematically repeated (Mathew 4). Zealots like Comfort also release carefully crafted versions of great works like Darwin’s Origin of Species in which Darwin claims that he finds it hard to believe that something as astounding as the human eye could have developed through chance, neglecting to add the parts right in which Darwin continues to say that despite this, reason suggests that its true (Mathew 5). The attempt to discredit science and scientists by theists is disgraceful and such a ersonal attack in an impersonal topic alone should be grounds to dismiss the claim. Overall, theists have repeated neglected to present any actual empirical data, therefore have no proof of the existence of gods, and must resort to metaphysical or personal claims. Not only do Occam’s Rule and the absolute lack of empirical evidence disprove the idea of gods, but what arguments theists do rely on are weak, individual, and circumstantial at best, and can all be easily negated. One of these arguments for theism is the existence of morality and the correlation of morals throughout the world and history (Hauser et al 1). This can be easily negated as, put simply, atheists are the perfect example of how this cannot be true. Without guidance and belief in gods they are just as morally good as any religious person (Hauser et al 2).

Is it Time to Change the Humanities Requirement? Essay -- Expository E

Is it Time to Change the Humanities Requirement? The University’s Humanities Core represents a vital though enigmatic aspect of the curricular philosophy. Considering that the Core seems so anomalous compared to the curricula of similar universities, it is interesting to note that the Humanities Core seems to have an especially distinguished significance. For example, humanities is the only sequence which is taken almost uniformly by first year students; it is also one of two or three Core sequences that cannot be replaced by AP credits or placement tests. Perhaps most importantly, the humanities requirement may be the only part of the Core that seems to be almost universally perceived as having no application outside of the Ivory Tower. Thus we are faced with the difficult question of what distinguishes the Humanities Core from other pursuits and why it is that the University, an institution that prides itself on academic commitment and prowess, continues to place special emphasis on it. In order to confront this difficult question I will first consider the Humanities Core generally and attempt to decipher its value in terms of content and then in terms of utility; I will then turn my attention to a specific work studied in the Humanities Core and attempt to make sense of its inclusion in the curriculum. As a second-year student, I have pretty fresh memories of my experience in the Humanities Core. I took the auspiciously titled Human Being and Citizen, and although I lacked the perspective held by a student enrolled in, say, Reading Cultures or Greek Thought, I believe that HBC provides an experience which is perhaps most easily generalized in regard to University’s first-year humanities experience. This is because HBC s... ...t books† course like HBC. Although the other sequences may address more particular issues, there is clearly an interest in tracing facets of the intellectual tradition which are independent of content or utility: Philosophical Perspectives explores the pre-Socratic philosophical evolution which laid the groundwork for our western philosophical tradition; Readings in World Literature examines the work of authors—Toni Morrison, for example—who have addressed enduring and complex literary questions in unique ways, thus affecting the way in which these questions are conceptualized. Perhaps having a frame of reference which incorporates these thinkers is necessary if we want to understand and shape our own surroundings and thus an indispensable part of a comprehensive education. NOTES *Aristotle, Nicomachean Ethics, Translation by Martin Oswald, Prentice-Hall, 1962.

Cervical Cancer and The HPV Vaccine Controversy: Where are the men? Whe

HPV Vaccination Cervical cancer is the leading cause of cancerous death, in women, since 1950. Approximately 200,000 cervical cancer patients die each year in developing countries. Strains like HPV 16 and 18 cause about 70% of cervical cancer in women– one of the top causes of death in the world (WebMD, 2010, p.1). In the Unites States, about 10,000 women acquire the disease and 3,700 die annually Human Papilloma Virus (HPV) is directly associated as a cause of cervical cancer. This virus affects the skin and genital area and, in some cases, it can also infect the throat and mouth. Since the HPV is passed from one person to another through skin-to-skin or sexual contact, sexually active people are more prone to this virus. Merck pharmaceuticals, in November 2006, began a lobbying and advertising campaign through which they aimed to promote the mandatory vaccination for young women with the vaccine, Gardasil. Some argue that mandatory vaccination is good for females .However, feminists emphat ically argue that the HPV vaccine should not be mandatory for young women because of the fact that there are large expenses associated with the vaccine that could lead to conflict of interest, the fact that men carry this virus yet there is no push to vaccinate them and the fact that it is not clear that the vaccine has been sufficiently tested to ensure women’s safety. Since the vaccine research is currently only funded by the manufacturer of the drug, this raises serious conflict-of-interest issues. Merck pharmaceuticals actually funded initiatives in the United States that were in favour of passing legislation to require mandatory vaccinations. In fact, money was funnelled through an organization called Women in Government (AP January 2... ... the healer is often maintained by promoting fear, rather than strength, on the part of patients (Sherwin 1992, 143). A lot of unanswered questions remain in the case of Merck’s promotion of mandatory vaccination for women. There is a great deal of money to be made from this vaccine. When we start to uncover and examine the power structures in this healthcare initiative, we can see that there may be reason to be concerned. This does not mean that Gardasil is necessarily bad or that no young women should ever get the vaccine. However, it does mean that when we examine how powerful pharmaceutical companies work in concert with political organizations and powerful political leaders, then the consumers have a reason not to, blindly, accept the given information. We need to ensure that those with corporate interests are not the only voices heard in this debate.

Employment Law and Employee Relations Assignment

Introduction Employment relations between employers and employees are managed by several different sources. There are a variety of statutory provisions which govern the acceptability of certain behaviours by either party. Key legislative provisions that will be referred to throughout this case study include the Employment Rights Act 1996 (ERA) and the Equality Act (2010) EqA, amongst others. Each of the three situations here will be looked at individuals although it is noted that each of the three people in question are employees and there is no need to consider the tests of whether or not the individuals are self-employed or employed for the purposes of statutory protection (although this was not as clear with Sally, see below for analysis). Each employee has also been issued with a contract which is presumed to be compliant with the minimum statutory requirements. Each scenario will be looked at in turn. Jim The discussions associated with Jim and his recent civil partnership indicate that there is a prima facie argument being presented by Jim that he is being discriminated against by virtue of his sexual orientation. Jim has argued that he has been given a less favourable shift pattern and that this is due to his sexual orientation and his statement that he is likely to be seeking to take time off to raise a child in the near future. He has also indicated that he has been subject to abuse from a colleague by virtue of his sexual orientation. Jim is now off work ill and has suggested that he may wish to resign. The danger from the Council point of view is that Jim resigns and states that he was constructively unfairly dismissed by virtue of his treatment due to sexual orientation. Although he has only been employed for a period of 18 months and this would typically mean that he had not have the appropriate qualifying period for unfair dismissal. However in accordance with section 19 of EqA there is no qualifying period and this therefore presents a danger to the Council. In order to potentially argue this, Jim would have to show that he had suffered from discrimination, harassment or victimisation in the work place as a direct result of his sexual orientation. In accordance with the EqA 2010 direct discrimination, indirect discrimination, harassment and victimisation are all outlawed. Jim is seemingly arguing that he is being directly discriminated against as he is being given worse shifts than his counterparts who are heterosexual. In order to prove this there would need to be a comparator so that he could show that he has been treated comparatively worse than his counterpart, the comparator having circumstances that are not materially different to Jim (Shamoon, 2003). Therefore in this case it would be necessary to look at the treatment of someone who is in all ways similar to Jim with the exception of sexual orientation. The facts as indicated here are not sufficiently clear to show whether or not on balance Jim has been treated any differently than other colleagues with the revised shift patterns. There is also an additional concern faced by Malcolm in that in the case of Martin (2006). In this case it was held that the investigation of the grievance process was in itself discriminatory as the manager had failed to give the complainant the necessary time and a ttention, instead dismissing his grievance as petty. Malcolm’s response to Jim’s verbal statement is therefore a concern and although a formal grievance has not been raised the matter needs to be treated with greater concern in order to investigate the complaint fully. In relation to the investigation of victimisation and harassment, the full process needs to be followed in order to comply with the requirement of the EqA to protect Jim. Section 26 of the EqA deals with the conduct that has the effect of being discriminatory by virtue of victimisation and harassment. Again the full facts have not been ascertained as yet and although Jim feels the emails are coming from a colleague this would need to be investigated fully. The crucial aspect of this scenario however is to deal with the grievance in an appropriate manner. Malcolm’s previous brushing aside of Jim could in itself create allegations of discrimination and this needs to be rectified as a matter of urgency. A failure to do so could result in Jim bringing a claim for constructive, unfair dismissal with the possibly of the tribunal awarding compensation for injury to feelings. This is aimed at being compensatory and not punitive but nonetheless presents a real danger to the Council (Corus, 2005). Frank This scenario deals with an employee that is known for several misdemeanours over the two years of his employment, most notably going out during the week and weekend and attending work in a manner that is seen to be unacceptable. His latest error as a result of this activity has resulted in a potential substantial loss to the Council. There is no indication that his action with the transcription error happened when he was doing anything outside of his authority within work. It is also noted that he is paid a minimum wage or ?5.13 at 19 years of age which does not indicate that he is an apprentice. That said being 19 and recognised to have substantial weaknesses in his performance which do not seem to have been picked up previously places the Council in a weaker position. Despite this, it is evident that his error has caused a substantial loss and as such it is reasonable for the Council to look towards a disciplinary. The principles of fairness when conducting a disciplinary are contained in the ACAS Code of Practice on Disciplinary and Grievance Produces (2012) as well as the non-statutory guide that is also created by ACAS. More formally, S98 of ERA states that in order for an individual to be dismissed the employer is required to have acted reasonably and following a suitable disciplinary process would be a key component of this. In the event that the process is not followed and Frank then claims unfair dismissal the failure to follow the process could result in an uplift of any award by 25% (Section 207 of Trade Union and Labour Relations (Consolidation) Act 1992). Firstly it is necessary for the employer to consider whether formal action is necessary. It is not clear whether previous misdemeanours or poor performance has been dealt with formally or informally and this should be looked at as a matter of priority. However for the purposes of this advice it is suggested that these have not been dealt with formally in any way. Where a discussion is to be recorded formally on the record of an employee, as is likely to be the case her section 11 of the Employment Relations Act 1999 will become relevant and the statutory right to be accompanied needs to be taken into account. It was confirmed in the case of Sarkar (2010) that where the disciplinary could result in dismissal it is not acceptable to use an informal process. The potential loss here is substantial and therefore it is possible that the Council could be looking at gross misconduct. Frank has the qualifying period of 2 years service and could therefore potentially claim unfair dismissal making it vital that the processes are followed correctly. The employer needs to act promptly as if it fails to indicate the severity of the situation to the employee there is a danger that it would be seen to have affirmed the contract and accepted the employees repudiatory breach (Cook, 2009). A full investigation is necessary which will then potentially lead to the disciplinary procedure. The position of the employer should however be reserved for the duration of the investigation. During the investigatory meeting and the disciplinary meeting (if there is one subsequent) the employee has the right to be accompanied. The level of investigation necessary is dependent on the severity of the accusation (A, 2003). Where an employee is at a serious risk of long term impact for example being dismissed and receiving a professional detriment a much more thorough investigation is required. Based on this and the underlying need to act reasonably Frank should be suspended in order for the investigation to take place. He should be informed of his rights and obligations during the period and also how long he is likely to be suspended for. As the conduct is sufficiently severe that it could result in dismissal this is a crucial step and the investigations should be very thorough. There are concerns that the Council has been aware of performance issues and has not yet dealt with the matter. Furthermore it would seem unreasonable that a junior individual was able to make such a costly error and this will have to be born in mind when determining the severity of the disciplinary process to be followed. Sally Sally’s contractual status is questioned initially as she is currently working various hours with a weekend on call every month. Sally has been located at the Council office for 3 years with a set desk and specific hours. This level of control is considered to be sufficient to comply with the definition of employee as per section 230 of the ERA 1996. This is a matter of fact and law and it is suggested that as she was required to personally preform the contract and the Council had a high level of control she would be deemed to be an employee (Carmichael, 2000). Based on this it would be the case that Sally is entitled to the statutory minimum holiday which is 20 days (excluding 8 bank holiday days). Sally has requested a change to her current working hours which is dealt with a flexible working request and secondly she is likely to be interviewed alongside others for the full time vacancies which have now arisen, should she wish to apply and would not want to be discriminated against by virtue of her caring role for her terminally ill mother. Since June 2014, employees with at least 6 months’ continuous service have been able to apply for flexible working for any reason. The employer is then under a duty to deal with the request in a reasonable manner and be fair in the way that they treat the application (Duncan, 2012). Crucially, in accordance with section 13 of the EqA it is possible for an employer to be directly discriminating against an individual who is treated less favourably due to the disability of an associated person (Coleman 2008). This situation is potentially difficult for the Council to manage and there is at least some argument that Sally is not in fact an employee. On balance however this is not a valid argument given the prescriptiveness of the hours of work and the physical base in the council as well as the personal nature of the services provided. The Council would therefore be required to provide paid holiday and to provide Sally with her contract of employment. Furthermore any requests for flexible working would need to be dealt with fairly and when looking to fill full time roles, Sharon would have to ensure that she did not discriminate against Sally as this could result in disability discrimination despite the fact that the disability is not suffered by her directly. Conclusions In summary, Jim should be offered a full and diligence grievance procedure to prevent him resigning and later claiming constructive unfair dismissal by virtue of sexual orientation discrimination. Frank should be dealt with formally through the use of the disciplinary procedure with a full investigation and if necessary a disciplinary that conforms with statutory requirements. Sally is, on balance, an employee and needs to be managed with due care to the disability discrimination rules and the need to be fair and reasonable when considering any flexible working requests. References ACAS (2012) Disciplinary and Grievance Procedures Available at: http://www.acas.org.uk/media/pdf/k/b/Acas_Code_of_Practice_1_on_disciplinary_and_grievance_procedures-accessible-version-Jul-2012.pdf A v B [2003] IRLR 405 Carmichael v National Power plc [2000] IRLR 43, Coleman v Attridge Law and another [2008] ICR 1128 Cook v MSHK Limited and another [2009] EWCA Civ 624, Corus Hotels plc v Woodward and another UKEAT/0536/05, Duncan, N (2012) Employment Law in Practice, City Law School (London, England, Oxford University Press) p.216 Employment Relations Act 1999 Employment Rights Act 1996 Equality Act (2010) Martin v Parkam Foods Ltd ET/1800241/06 Sarkar v West London Mental Health NHS Trust [2010] IRLR 508 Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337 (HL) Trade Union and Labour Relations (Consolidation) Act 1992

A Child Protection Social Worker Social Work Essays

A Child Protection Social Worker Social Work Essays A Child Protection Social Worker Social Work Essay A Child Protection Social Worker Social Work Essay Upon a societal service section having the initial referral a determination will be made by the director whether to move upon the information received. In the instance of Samantha and her kids the referral offers adequate information to run into the standards for a societal worker to set about an Initial Assessment. Local Authority ( Social Services ) Act ( 1970 ) , places a responsibility on governments to provided societal services. It sets out a legal model for local governments and societal work duties in a statutory function, this being continually updated. In the instance of Samantha and her kids the authorization in which the household reside in have a legal duty to set about an appraisal and a corporate duty to supply services to kids in demand and grownups, if necessary. Powers grant Local Authorities to move in certain ways but there is no duty to make so and there is a grade of discretion of how powers are applied. In relation to the instance survey, the societal worker wo uld hold the power to originate contact with the household and other professionals they felt may supply valuable information to help in the appraisal procedure ( Brammer, 2010 ) . When transporting out the appraisal, the societal worker would mention to statute law which governs what they can make in order to safeguard kids. The Children Act, ( 1989 ) sets out that the public assistance of the kid is overriding, the kid being the primary client ( Brayne A ; Carr, 2010 ) . The Act provides the legal model within which societal work pattern with kids and households is situated and promotes the household as being the best topographic point for the kid to be brought up in, where it is safe and possible to make so. The Act besides includes principals with respects to welfare, kids s rights and introduced the construct of parental duty ( Children Act, 1989, s.3, Brammer, 2010 ) . The Act states that the local authorization is required to supply services for children in demand, their households and others ( Children Act 1989, sec.17 ) and look into if they have sensible cause to surmise a kid is enduring or is likely to endure from important injury ( Children Act 1989, sec.47 ) . It besides gives the authorization the power to use to the tribunal if they believe the kid is enduring or is likely to endure important injury, puting the kid in local authorization attention ( Children Act, 1989, sec 31 ) . The Children Act ( 2004 ) was introduced following an question into the decease of Victoria Climbe by Lord Laming. The Government responded by bring forthing a green paper Every Child Matters and Wales Rights to Action , this led onto base on balls the Children Act 2004. Its chief focal point is to foreground the importance of multi-agency working puting a responsibility on local governments and their spouses including wellness, schools, and the Police to work responsibly and collaboratively to advance the well-being and safety of kids. A common appraisal model was introduced so that societal workers and spouse bureaus could supply better preventive support for households deemed non to make child protection thresholds. The debut of the Common Assessment Framework ( CAF ) considers a holistic position of the kid and their household, integrating the kid s developmental demands, rearing capacity and household and environmental factors ( Brammer, 2010 ) . In relation to the instance sur vey at that place have been concerns sing Callum and Claudia from their school. The Education Act 2002 besides includes a proviso necessitating school regulating organic structures, instruction governments and farther instruction establishments to safeguard and advance the public assistance of kids ( NSPCC, 2012 ) . Using the CAF will besides let the societal worker to research household issues refering the kids s male parent, older siblings and immediate household. The CAF will besides see the households individuality and advance any Welsh linguistic communication demands in conformity with the Welsh Language Act 1993 ( CCW, 2002, 1.6 ) . In response to the Children Act, 2004 the Welsh Assembly Government ( WAG ) produced, Safeguarding Children ; Working Together under the Children Act 2004, supplying local governments with guidelines and descriptions of functions of spouse bureaus and focused on working responsively and proactively ( WAG, 2004 ) . The All Wales Child Protection Pr ocedures, 2008 were besides introduced upon recommendations from Lord Lamings study bespeaking that authoritiess strengthen their kid protection processs ( WAG, 2008 ) . The Human Rights Act 1989 besides plays an of import function in the societal work appraisal. Professionals are required to continue and support the rights of persons whilst seeking to run into their demands. The Act has besides to a great extent influenced the Disability Discriminations Act, 2005 and Equality Act, 2006 A ; 2010 ( Brayne A ; Shoot, 2010 ) . Cymrus have besides implemented their ain presenting The Equality and Human Rights Commission in 2007 ( BASW, 2011 ) . This statute law will be relevant when taking into history the demands of Samantha in relation to her historical mental wellness jobs. The United Nations Convention on the Rights of the Child 1989 ( UNCRC ) , is an international understanding that protects the human rights of kids under the age of 18 and recognises kids as possessing rights on equal terms with grownups. This along with the Human Rights Act 1989 is instrumental in the CAF as it requests that the kid is to be seen and a consideration of their demands and wants recorded. The kids, along with Samantha have the right to hold their wants and feelings known in relation to any appraisal or intercession undertaken ( Children Act, 1989 sec. 22 Human Rights Act, 1989, UNCRC, 1989 article 12 ) . There are besides national organic structures that provide societal attention professionals with common counsel on their pattern. These are the British Association of Social Workers ( BASW ) , the General Social Care Council ( GSCC ) and in relation to Wales the Care Council of Wales ( CCW ) and the National Occupational Standards of Social Work ( NOS ) . The statute law and counsel discussed will help the societal worker in set abouting an initial appraisal of Samantha and her kids. Using the CAF will assist to set up what back up if any the household requires. The appraisal should demo the strengths, troubles and impact of the state of affairs on the household ( Parker A ; Bradley, 2008 ) . The societal worker will necessitate to find from an analyses of the appraisal whether the kids are kids in demand ( Children Act, 1989 sec. 17 ) or kids in demand of protection ( Children Act 1989 sec.47 ) . The worker will be required to work aboard other professionals in a multi-agency attack in peculiar instruction, possible mental wellness bureaus and recognizing that the kids, in peculiar Callum possibly a immature carer ( Children Act, 2004, Disability Discrimination Act, 2005, Equality Act, 2006 A ; 2010, Carers Recognition A ; Services Act 1995 ) . The societal worker would besides be staying by statutory organic structures codificati ons of moralss in recognizing and advancing services users rights, working unfastened and candidly and esteeming their positions and wants ( BASW, 2012 CCW, 2002, CCW, 2003 GSCC, 2002 ) . Section B. Upon reception of this farther information from the Health Visitor, the Local Authority would hold a responsibility under the Children Act 1989 to originate Sec.47 questions. The Children Act 1989 Sec. 1b provinces that, If the local authorization have sensible cause to surmise that a kid who lives or is found in their country is enduring or is likely to endure important injury. The authorization shall do or do to be made such questions as they consider necessary to enable them to make up ones mind whether they should safeguard or advance the kid s public assistance . Following this statute law the societal worker in audience with a senior director would set about a scheme treatment at the earliest chance. Information would be gathered from the referrer and besides the adviser baby doctor and discussed with the constabulary ; this can be done via telephone ( WAG, 2008 ) . Any other relevant information about the household should besides be shared during this clip. Information should be given to the Police sing Samantha s spouse David and checked against the police national database, although this should hold been done as portion of the Core Assessment procedure. Pertinent inquiries should be raised sing the advisers appraisal of the alleged burn Markss ; How did the infirmary visit come about? Why did the adviser non do the referral themselves? Was Claudia sent place after the scrutiny? The scheme treatment should hold the class of action to be taken ; if a medical scrutiny is needed, whether the probe would be a individual or joint bureau respons e ( societal services entirely or in concurrence with the constabulary ) and what information should be shared with the household at this clip. It should besides take into consideration the demands of any other kids who may be affected, in this instance Claudia s brother Callum ( WAG, 2008 ) . As portion of the Sec.47 questions it is a statutory demand for the societal worker to see the kid unless there is adequate grounds and information to continue ( Children Act, 1989 s47.4 ) . It is of import that any treatments with kids are done in a manner that minimises the hurt and maximises the likeliness of them supplying clear and accurate histories ( Brayne A ; Carr, 2010 ) . Due to the earnestness of the information sing Claudia and Callum and the presence of a possible non inadvertent hurt, the determination needs to be made whether exigency action is needed. This may be because entree to the kid is being refused ; parent is declining a medical scrutiny or intentionally detaining questions. Legal advice should besides be available through the local authorization s legal service ( WAG, 2008 ) . Following this there are a scope of options available to the local authorization for procuring the protection of Claudia and Callum. Samantha may hold to David go forthing the family and subscribe a safe-care understanding for him non to hold contact with the kids. Although this may non be possible as there are allegations of a non-accidental hurt with no sensible account to the cause. Claudia and Callum may be cared for be extended household topic to safeguarding cheques ( WAG, 2008 ) . The kids may be looked after by the local authorization with parental understanding ( Children Act, 1989, sec. 20 ) . Social services can besides do an application to tribunal for an Emergency Protection Order, leting them to suit the kids for up to eight yearss without parental consent. The last option is Powers of Police Protection whereby the Police have the power to take the kids ( WAG, 2008, Williams, 2008 ) . Although there must be no hold in safeguarding kids who are at hazard, it is of import to be cognizant of the possible injury and break such proceedings may hold on the kids involved and every attempt must be made to understate this. Section C. Under the Human Rights Act 1998, Claudia has the right to esteem for a household life and privateness and local governments have to warrant any intervention in household life with any engagement being necessary and proportionate ( HRA, 1998 article.8 ) . This is besides supported by the UNCRC 1988. These rights can be compromised when there are concerns sing kid public assistance and kid protection. Local governments exerting their legal responsibilities and maps must make so without go againsting the rights of kids and their parents. In relation to Claudia and the escalating concerns for her public assistance and safety, societal services are lawfully justified in step ining in household life if it is to protect her wellness and well-being ( Laird, 2010 ) . This must merely go on in conformity to the jurisprudence, Children Act 1989 and must non interfere with the convention jurisprudence, beyond what is perfectly indispensable to forestall some sort of injury ( Laird, 2010, p150 ) . The instance survey high spots incidents of intensifying earnestness with respects to Claudia, she has suspected non inadvertent hurts and her brother Callum has alleged that David has slept in her room on occasions, this alongside ongoing issues of disregard. This information would be sufficient to trip mandatory steps by the local authorization under sec.47 Children Act 1989. Section 47 questions and powers of constabulary protection to take kids in an exigency do non necessitate a tribunal order. A tribunal order ensures that there is a forum in which the rights of those who are involved and what is needed in order to safeguard the kid can be considered by a justice, this ensures that in most instances mandatory steps will non usually transgress Article 8 ECHR ( Williams, 2008 ) . In state of affairss of utmost urgency where the kid is at hazard of important injury, associating to the instance survey and the non-accidental hurts to Claudia, the local authorization can use to the tribunal for an exigency protection order ( EPO ) which can be granted by a individual magistrate without the anterior cognition of the parents ( Laird, 2010 ) . Courts must see Claudia s public assistance as paramount and must be satisfied that doing an order is better than doing no order at all. Local governments must look to place household arrangements for the kid before choosing for surrogate attention. Laird ( 2010 ) uses an illustration of X Local Authority V B ( Emergency Protection Orders ) , whereby the local authorization where the kids lived did non take into history the viability of arrangements with drawn-out household members before using for an EPO. This conflicting article 8, as taking the kids from all their relations into surrogate attention is the most utmost intervention in household life. In relation to Claudia, if she was to be removed from the attention of her female parent, into surrogate attention and perchance separated from her brother, without giving anterior consideration to any immediate or extended household may transgress her rights under article 8 or the Human Rights Act 1998 and UNCRC 1989. Working in partnership with professionals during kid protection processs is guided through statute law and bureau functions, powers and responsibilities. The difficultly can be working in partnership with parents particularly when they are non in understanding with the procedure. In kid protection work the relationship between parent and societal worker can be fraught and tightly directed by legal and procedural demands ( Pinkerton A ; Devaney, 2009 ) . If Claudia was to stay in the attention of her female parent, she would be the topic of an Initial Child Protection Conference. WAG ( 2008 ) states that where possible parents and others with parental duty should be invited to go to and helped to the full to take portion. They besides have the option of conveying an advocator or legal representative. Family members and professional should be able to portion information in a safe and non-threatening environment and for household members to talk to the chair in the absence of other rel ations, particularly if there is a hazard of force or bullying ( Brammer, 2007 CCW, 2002, 1.3, 3.1 ) . This could be evident in relation to Samantha if Claudia s male parent holding parental duty besides attended the conference. The societal worker should besides run into with the parents beforehand to portion the study which highlights the concerns conveying them to conference. The chair should besides run into before the conference to guarantee that they understand the process and intent of the event ( Brammer, 2007 ) . At six old ages old, Claudia is able to voice her wants and feelings and this should be done through direct work with the societal worker, non to obtain a revelation about possible maltreatment, but to construct a swearing relationship between worker and kid with the kid being able to experience safe and unafraid whether they remain at place or in arrangement ( Milner A ; OByrne, 2009, CCW, 2002 1.2, 2.1 UNCRC, 1989, article 12 ) . Studies show that kids are capab le of understanding complex state of affairss and are able to build ways of covering with them, so an honorable account of the state of affairs is more productive, nevertheless immature they are. However issues can originate when the kid knows merely excessively good the earnestness of the state of affairs. Claudia may waver and experience unable to speak freely as she may worry how the information discussed will be used. If she is to return place to her female parent, she may be questioned over what she has said ( Milner A ; OByrne, 2009 ) . Although the worker will esteem the confidentially of Claudia, it is non entirely guaranteed and this should be explained to her in an age appropriate mode, guaranting her apprehension ( BASW, 2011, CCW, 2002, 2.3, Children Act 2004 sec. 12 ) . Any revelations from Claudia which could potentially set her or others at hazard will necessitate mandatory action under sec. 47 Children Act 1989. Whilst working with Claudia and her household the societal worker will be guided by statute law and statutory counsel which will on times conflict with human rights and ethical values. The very nature of kid protection work can be oppressive with a distinguishable power instability. The power and position is steadfastly with the worker who is advantaged by being person of the authorization. It is besides likely to be reinforced by the parents and kids being disadvantaged by gender, category, race and age ( Pinkerton A ; Devaney, 2009 ) . Children s rights to protection are clearly laid out in international and domestic jurisprudence ( Human Rights Act, 1998, UNCRC, 1989, Children Act, 1989/2004 ) and promoted in national and international codifications of moralss and pattern counsel ( International Federation of Social Workers, British Association of Social Workers A ; Care Council of Wales ) . In relation to Claudia the Human Rights Act 1989 and UNCRC 1989 article 8, supports her right to stay in the attention of her female parent. In contrast to this article 19 ensures that Claudia is protected from force, maltreatment and disregard by her parents or anyone else who looks after her. Article 9 goes on to back up the remotion of the kid for their ain protection but promotes contact with parents if safe to make so ( UNCRC, 1989 ) . The societal worker would meet ethical quandary during her work with Claudia and have to equilibrate her demands and involvements where they may conflict with those of others, particularly other professionals, and child protection issues in respects to her safety ( CCW, 2002, BASW, 2011 ) . The worker would use the relevant codifications of moralss and pattern about issues of information sharing and confidentiality ( CCW, 2002 2.3, 6.5, 6.7 ) . However in relation to child protection and the jurisprudence, the public assistance of the kid would ever be paramount over any rights of confidentiality ( Children Act, 1989 ) . The societal worker would necessitate to give due consideration sing Claudia s life-skills and cognition and advance her engagement in the procedure that concerns her ( BASW, 2011, 2.1, CCW, 2002, 1.1, 1.2, 3.1 ) . Although consideration of a kid s wants and feelings does non enforce a responsibility to move upon them ( Brayne A ; Preston-Shoot, 2010 ) . Overall this assignment highlights the complex nature of societal work in one of the most demanding countries, kid protection. The demand to follow statute law and statutory counsel and to equilibrate that with the person s human rights, taking into consideration moralss, non-oppressive and anti-discriminatory pattern can, on times be a extremely combative procedure but one that hopefully has the desired result, the kid has been protected and is safe from injury. Children have a right to populate in this universe and be protected from force, maltreatment and disregard and kid protection should be the concern of everyone. There have been incidents when things have gone incorrect and unfortunately kids have died as a consequence, lessons have been learnt and jurisprudence and policy nationally and internationally has been changed to hopefully forestall this in the hereafter.

Radio and Television essays

Radio and Television essays The Development of Radio and Television Radio is a part of most people's everyday lives, but more so is television. Television virtually emerged from radio, which set the foundation down for what is known today as the main source of mass media and communication. The reason being that almost all households in developed nations has a television. With such a norm it is often overlooked as to the controversy caused by the T.V which is almost literally the addition of pictures to radio. Many interesting things happened with the emergence of the television from the radio. The radio is one of the, if not most, important elements in the development of mass media. The emergence of radio took place in the early 1920's and for the first time it was possible to reach a large number of people at the same time. Radio at first was used in World War I where it served only to transmit important messages to and from certain, specific points. It was after the war when radio started to become commercialized. The commercialization of radio took different steps in the development process depending on the social and political circumstances in the particular country. These differences were in "propaganda radio", "elite radio", and "democratic radio". Democratic Radio is more familiar to us and it was developed according to what the audiences wanted to hear. This type of radio is what we know radio as today; freedom to listen to what we want to listen to. This emphasis on the audience is what made the radio so popular and with this popularity came the opportunity of profiting from advertisements and promotions. More money being put into these programs brought about better quality. As more and more people listened to these quality programs the people taking part in them became popular with the audiences, which in some cases were spread nation wide. These people were becoming better known as celebrities. The sound, expression and personality of the vo...

MBA leadership and organisational behaviour at W L Gore The WritePass Journal

MBA leadership and organisational behaviour at W L Gore Abstract MBA leadership and organisational behaviour at W L Gore ). Moreover, it has been emphasised that the company has implemented rules of transparency and fairness (Gore Official Website, 2014). It is apparent that teams are changing constantly, which means that the organisation adequately implements a vision of change. The operating teams are kept small because this is considered an appropriate strategy to address the individual needs of each stakeholder (Gore Official Website, 2014). Team members at Gore are free to determine their objectives that are aligned with the organisation’s core values and mission. Therefore, leadership and organisational behaviour is properly developed at this company. The innovative work organisation of Gore implies that leaders are constantly working to embrace a culture of highly innovative and flexible principles of operation (Luthans and Youssef, 2007). Each employee in the organisation has a clear perspective of assigned roles and responsibilities, and this contributes to better organisational performance. The concepts that are used to analyse the case study of Gore refer to management and leadership, motivation, groups and teams, and group leadership. These paradigms are found useful in the discussion of leadership and organisational behaviour issues within the selected organisation (Gilbreath and Karimi, 2012). The purpose of this paper is to provide an analysis of how the paradigms of management and leadership, motivation and group leadership can be applied in the context of Gore (Lian and Tui, 2012). A section of literature review is included in order to expand individual perspectives into essential leadership and organisational behavioural issues identified in the company. In addition, the paper critically discusses the application of these three main theories to the case of the company. In an attempt to set the context of the case study, it is important to clarify that Gore is the UK branch of a US multi-national company that specialises in the manufacturing of the Gore-Tex textile. This is the product for which the company is widely known around the world (Rehman and Afsar, 2012). Moreover, Gore indicates a commitment to developing various products for next-generation electronics, for medical implants and for innovative fabrics (Gilbreath and Karimi, 2012). The unique business strategy adopted by the company illustrates its dedication to innovation which is obvious in all organisational processes. Literature Review Management and Leadership   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the leadership development world, substantial confusion exists regarding the relationship between management and leadership. Many individuals tend to use these concepts in an interchangeable manner, while others consider them as separate categories in the business field (Lian and Tui, 2012). Researchers have emphasised the necessity that management and leadership should be balanced in contemporary organisations (Sharma and Jain, 2013). Although the two concepts do not imply the same thing, they are closely linked. While managers are more likely to focus on systems and structures as well as administer specific rules and procedures, leaders are focused on innovation and change within the organisational context. Leaders also consider the importance of people and the development of their skills in a proper direction (Northouse, 2007). In the modern business environment, employees do not simply expect that their managers should assign them s pecific tasks but they also seek a purpose pertaining to those tasks. Managers try to organise employees in order to expand organisational efficiency along with the idea to develop talent and inspire achievement (Sharma and Jain, 2013). The emergence of the ‘knowledge worker’ is a significant tendency in most organisations. Such change requires that employees should not be managed. It becomes apparent that the main objective of combining management and leadership in companies is to lead individuals, with the utmost goal to expand the strengths and knowledge of each employee (Rowe, 2007). Management and leadership are fundamental for the delivery of high quality products and services. A common rule has been identified in terms of expecting that good managers should possess adequate leadership skills, while good leaders are recognised as those professionals who need an array of management skills to increase their effectiveness (Gilbreath and Karimi, 2012). Leadership is mostly based on the concept of creating a strong sense of mission and vision, while management refers to the idea of getting things done. One of the conditions for good management practices is that both managers and team members should be selected on the basis of merit (Sharma and Jain, 2013). The balanced involvement of individuals is an important element of management and leadership concepts that are applied in modern organisations. It has been argued that management is mostly about making decisions (Rowe, 2007). Planning is an essential tool for both management and leadership, as professionals in these fields are expected to anticipate unplanned events in a relevant manner by considering the needs and interests of all stakeholders in business (Moynihan and Pandey, 2007). Motivation   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Demonstrating adequate knowledge of how to motivate employees in the global business world is a fundamental managerial and leadership skill. Motivation is referred to as a set of factors that cause individuals to select specific behavioural patterns from other alternatives (Burton, 2012). In organisations, employee performance is affected by motivation and the precise work environment. It can be suggested that motivation is a significant determinant of performance. There are different historical views of motivation as presented in the management literature (Moynihan and Pandey, 2007). The premise of scientific management is that work normally emerges with inherently unpleasant characteristics for the majority of employees. As a result, their income is more important than the specificity and nature of their job. Furthermore, the human relations movement stressed the impact of social processes that occur in organisations (Gilbreath and Karim i, 2012). For instance, this management philosophy illustrates the principle that the individual need for contribution, importance and usefulness is more relevant than income in motivating employees (Mizuno et al., 2006). In line with the ideology of the human resource approach, individuals are determined to contribute to team effectiveness. Yet, organisations are required to establish a solid work environment that properly utilises all available human resources (Mizuno et al., 2006). The human resource approach is the most relevant approaches used by contemporary organisations regarding motivation. However, there are certain integrative approaches that provide a better conceptualised view of employee motivation, such as need-based, process-based and reinforcement-based models (Burton, 2012). Need-based approaches to motivation mostly focus on the aspects that motivate employees to select specific behaviours among others. Initially, a certain need or deprivation is identified in the organisational context, followed by drives to fulfil that particular need, actions and satisfaction (Morris, 2009). Maslow’s hierarchy of needs is the most widely used need-based approach, according to which people’s motivation is driven by their willingness to satisfy five distinct levels of needs. These are physiological needs, sense of security, belongingness, esteem, and self-actualisation as the highest need in the hierarchy to be satisfied (Mizuno et al., 2006). Individuals usually progress in terms of determining specific objectives and thus needs to meet in the process of such hierarchical organisation. Process-based approaches to motivation focus on how exactly motivation occurs in organisations. It is important to determine the way in which employees evaluate their own satisfaction once they have achieved their goals (Moynihan and Pandey, 2007). A common process-based approach to motivation is expectancy theory which was introduced by Victor Vroom. Expectancy theory indicates that motivation along with effort leads to performance which is directly linked to outcomes (University of Cambridge, n. d.). As a result, high performance may lead to high satisfaction of employees. Another process-based approach to motivation is identified as equity theory which was developed by J. Stacy Adams (Gilbreath and Karimi, 2012). The main assumption of equity theory is that upon the selection of particular actions to satisfy employee needs, individuals tend to evaluate the equity of the expected outcome. The equity element is important to maintain principles of accountability and transparency in t he workplace. Equity emerges as the firm belief that employees are treated in a fair and transparent manner which is relative to the treatment of other individuals in the workplace (Burton, 2012). Reinforcement-based approaches to motivation emphasise the impact of rewards on causing certain changes in individuals’ behaviour. For instance, such approaches are based around understanding that behaviour which arises from rewarding factors or consequences is more likely to be repeated in the future (Mizuno et al., 2006). Reinforcement contingencies reflect the emergence of possible outcomes that individuals may experience due to their specific choice of behaviour. Employees tend to select behaviour that can bring them immediate satisfaction and motivation to work in order to meet their personal and professional goals. Moreover, there are different approaches that have been implemented to provide reinforcement which is closely associated with motivation (Morris, 2009). A fixed-interval schedule has been found useful to reinforce employees at fixed intervals of time, irrespective of behaviour. A variable-interval schedule provides reinforcement at various times (Gilbreath and Karimi, 2012). Regardless of the specific way of providing reinforcement, it may be indicated that this technique is considered a valuable method to increase employee motivation. Groups and Teams, Group Leadership   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Research shows that effective leaders are expected to manage their responsibilities of being leaders and members of a team (Wu et al., 2010). It is important to ensure throughout the process that goals are realistic and measurable. It has been indicated that when groups and teams properly integrate their actions, the final result is improved performance. They have distinct roles in organisations, as the fulfilment of each role corresponds to collective goals and success (Val and Kemp, 2012). Team processes emerge as an adequate aspect of team performance. The formation of teams is necessary to facilitate the work of the entire organisation. Groups and teams are expected to perform in dynamic business environments. Therefore, group leadership appears an essential characteristic of effective team performance. Group leadership emphasises the necessity for leaders to define a proper team direction (Wu et al., 2010). The organisation of groups and teams should be done with the objective to optimise progress at all organisational levels. Researchers have stressed the substantial amount of interdependence which exists among team members. Constant collaboration is required in the process of achieving specific team goals (Li et al., 2012). For instance, groups and teams devote their efforts and time to exchange important information and resources in companies. The adaptation of team interaction is usually flexible considering the specific conditions that are present in organisations. Highly efficient groups and teams are identified as individuals whose aim is to demonstrate dynamic collective performance (Boos et al., 2014). Promoting individual and collective flexibility is a main driver of team effectiveness. As a result, group leadership is noted for its impact on team effectiveness. This type of leadership provides a realistic framework to team members of how they can complete their collective tasks in an efficient manner (Wu et al., 2010). Leaders usually emphasise the necessity of collaboration and active communication among team members. Leader planning and coordination activities represent part of the overall concept of group leadership. Group leadership suggests a solid element of facilitating the actions of groups and teams. The group efforts mostly matter in this process in terms of shared responsibility and accountability. The laissez-faire style is a relevant approach to group leadership, as emphasised by some researchers. It is commonly described as a ‘hands-off’ method, in which the group is provided with the resources which are necessary for the completion of a particular project (Li et al., 2012). However, group members are free to complete the outlined tasks with virtually no direct involvement by the group leader. In this case, the group leader serves a major facilitating function in the sense of being available to answer appropriate questions and motivate team members (Gilbreath and Karimi, 2012). Another approach to group leadership is identified as the abdacratic style, in which the group leader has no authority over team members. Even though this model of group leadership enhances individual and group creativity in organisations, it has been considered insufficient to perform major corporate tasks (Morris, 2009). The autocratic approach to group leadership places importance on a central process for making decisions in companies. The main leadership responsibility in this approach is usually given to a group of managers (Wu et al., 2010). They are held accountable for the decisions they make. Employees are free to discuss any suggestions or recommendations for improvement with their managers as part of this flexible approach to group leadership. Another style associated with team performance and group leadership is the democratic approach to leadership (Mizuno et al., 2006). This approach refers to extensive freedom and flexibility granted to employees who feel empowered to initiate certain activities in the workplace. The most proper utilisation of this method is in situations where different individuals indicate a high level of group shared responsibility for the actions of team members. The key decision-maker within the group tends to act as a facilitator of team goals and effectiveness. Critical Evaluation of Leadership and Organisational Behavioural Issues at Gore   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The fact that Gore is extensively focused on innovation at all organisational levels is indicative of the presence of strong leadership skills in the company, which along with good management practices have contributed to its success over the years (Gore Official Website, 2014). Considering that leaders replace managers to deliver high levels of innovation shows a strong commitment to an innovative corporate culture which aims at expanding the potential of employees and increasing the organisation’s capacities to differentiate the products and services it provides. This is important in achieving a substantial competitive advantage (Mizuno et al., 2006). The model of blending management and leadership can help individuals clarify specific categories or practices that help businesses prosper with time. At Gore, all employees communicate in a free and open manner which is an essential requirement to maintain a flexible, innovative corp orate climate. In turn, employees are empowered to expand their knowledge and responsibility (Boos et al., 2014). They clearly know that their opinion and practical contribution to the company is highly valued, and as a result, they devote their time and resources to demonstrate their capabilities in practice. Gore’s managers and leaders work together to improve organisational efficiency and productivity which would not have been possible without adopting an integrated and holistic approach to management and leadership (Gore Official Website, 2014). The company provides adequate examples of the role played by the ‘knowledge worker’ in the organisation’s procedures, plans and activities. Such type of employees is known for being able to boost productivity in organisations. Engaging the right people at Gore is crucial for its optimal performance throughout the years (Cicero et al., 2010). The ability to make commitments and keep them is a strong differentiating factor that has helped the company maintains a solid market presence. In addition, it has been indicated that the levels of employee motivation at Gore are high considering their constant engagement in different organisational activities, with the purpose to contribute to organisational excellence and success (Li et al., 2012). The specificity of work at Gore as well as the present relationships between the company and employees shows that employee motivation cannot be identified with the principles of scientific management (Cicero et al., 2010). The impact of human relations movement is quite strong at this organisation because all employees are motivated not by monetary rewards but by the necessity to be recognised for their contribution. Based on the performance of employees at Gore, it can be concluded that process-based approaches to motivation are mostly applicable. Motivation at this company is perceived as process oriented in the sense that employees are extensively focused on how they can participate in various processes to expand their knowledge and competencies (Gore Official Website, 2014). Gore’s employees act upon certain expectations in terms of motivation. This means that they clearly know that their actions will produce important results for the company, and thus their motivation is outcome based (Gilbreath and Karimi, 2012). In addition, the company’s employees try their best to ensure that they remain flexible and open to new suggestions for improvement within the organisation. It can be suggested that Gore has succeeded in building trust through the consistent engagement of teams. Therefore, the model of teams and group leadership corresponds to the specific business environment in this organisation (Li et al., 20120. The core activities of the team are important for achieving initially set goals for organisational performance. Gore has adopted a promising philosophical paradigm because it has persistently relied on prospects of developing the people (Wu et al., 2010). The lack of strict rules in the company implies that managers and leaders are oriented to ensuring a flexible culture in which employees have an opportunity to develop and share their voice in the company’s policies and procedures (Gore Official Website, 2014). It has been recognised that the company can function better without written rules. It can be more effective when all team members are enabled to participate actively in changing certain practices within the organisation. Gore’s philosophy of sharing values has been properly developed to reflect the company’s focus on introducing successful initiatives. Trust is one of these shared values making employees function as one whole (Morris, 2009). Innovation has become the norm, and the exploitation of new information technology has led to a better understanding of the dynamic relationship among all stakeholders. Teams set specific targets themselves, and this serves as a basis for their motivation to perform better in the long term (Mizuno et al., 2006). The sense of engagement of all team members in the projects introduced by leaders is evident throughout the organisation which has maintained a competitive position in the industry. Gore has been devoted to maintaining such culture of shared values. An important norm adopted by the organisation refers to the structure of a culture that energises associates. The expected outcome is the formation of effective teams, implying that the concept of group leadership is mostly relevant to the specific circumstances in which the organisation functions (Cicero et al., 2010). Sustained business success has become achievable because the company has placed importance on developing and enhancing its culture in a flexible way. The implementation of high performance practices shows that the company is results oriented in the sense that leaders introduce a framework of change and innovation with the presumption to achieve adequate results (Gilbreath and Karimi, 2012). As mentioned, traditional management practices are not valued at Gore because of its innovative direction presented by leaders. The pursuit of group objectives indicates high levels of motivation in the company whi ch employees accept as an opportunity to prove they are capable to fulfil their responsibilities. The replacement of management directives and rules with forms of constant, open communication has become one of the determining factors for Gore’s success. Research indicates that organisational communication is interrelated to better organisational efficiency and productivity (Morris, 2009). Regular communication also facilitates associates to share their ideas and insights into the performance of the organisation. The result is the formation of a flexible corporate culture that motivates employees to grow and develop in their area of expertise (Gore Official Website, 2014). When providing employees with freedom, they tend to demonstrate an intrinsic belief that they should deserve the trust of their managers and leaders. The company is constantly seeking new improvements in order to defend its prestigious image as an innovator in the field. The valuable contribution that employees make to the company is an indicator of the successful strategies implemented by leaders (Mizuno et al., 2006). Continuous innovation and success are the two main drivers of the organisation’s performance. Conclusion and Recommendations   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   This paper focused on the exploration of major leadership and organisational behavioural issues in the context of Gore Company. The main conclusion drawn from the case study of this organisation is that it has a unique form of organisation when it comes to work responsibilities and employee relations (Gore Official Website, 2014). Gore has emphasised that constant communication and employee participation in work processes are fundamental for the success of the company. The paper also illustrated that leaders have been continuously introducing a culture of innovation which contributed to the substantial success of the organisation (Li et al., 2012). Therefore, another important conclusion that was derived from the critical evaluation of Gore’s case study is that the model of group leadership has proven efficient and reliable to improve employee productivity and motivation. However, it is important to provide specific recommendations to improve the situation in the company in terms of enhancing the group leadership model. The company should analyse its strengths and weaknesses in order to explore all relevant parameters of leadership (Wu et al., 2010). Being natural and humane in practice is an important condition to improve the performance of all stakeholders within the organisation. Humanity serves as an inspiring element as well as allows individuals to base their decisions on organisational reality (Cicero et al., 2010). Understanding of corporate unwritten rules is also fundamental for the future growth of the organisation. Team discussion should be encouraged along with training opportunities that can expand individual performance. Consistency and integrity of leaders’ actions are expected in the process of improving the company’s rules and principles which are applied in practice (Li et al., 2012). Individuals should have a clear id ea of any shortcomings pertaining to leadership and organisational behavioural issues in the company so that they can act accordingly to attain better performance indicators. References Boos, M., Pritz, J., Lange, S. and Belz, M. (2014). ‘Leadership in Moving Human Groups’. PLoS Computational Biology, vol. 10(4), pp1-9. Burton, K. (2012). ‘A Study of Motivation: How to Get Your Employees Moving’. Thesis. Indiana University. Available at: indiana.edu/~spea/pubs/undergrad-honors/volumn-6/Burton,%20Kelli%20-%20A%20Study%20of%20Motivation%20-%20How%20to%20Get%20Your%20Employees%20Moving%20-%20Faculty%20Cheryl%20Hughes.pdf [Accessed: 7 August 2014]. Cicero, L., Pierro, A. and van Knippenberg, D. (2010). ‘Leadership and Uncertainty: How Role Ambiguity Affects the Relationship between Leader Group Prototypicality and Leadership Effectiveness’. British Journal of Management, vol. 21(2), pp411-421. Gilbreath, B. and Karimi, L. (2012). ‘Supervisor Behaviour and Employee Presenteeism’. International Journal of Leadership Studies, vol. 7(1), pp114-131. Gore Official Website (2014). About Gore [online]. Available at: gore.com/en_gb/ [Accessed: 6 August 2014]. Lian, L. K. and Tui, L. G. (2012). ‘Leadership Styles and Organizational Citizenship Behaviour: The Mediating Effect of Subordinates’ Competence and Downward Influence Tactics’. Journal of Applied Business and Economics, vol. 13(2), pp59-96. Li, Y., Chun, H., Ashkanasy, N. and Ahlstrom, D. (2012). ‘A Multi-Level Study of Emergent Group Leadership: Effects of Emotional Stability and Group Conflict’. Asia Pacific Journal of Management, vol. 29(2), pp351-366. Luthans, F. and Youssef, C. M. (2007). ‘Emerging Positive Organizational Behaviour’. Journal of Management, vol. 33(3), pp321-349. Mizuno, M., Yamada, Y., Ishii, A. and Tanaka, S. (2006). ‘A Human Resource Management Approach to Motivation and Job Stress in Paramedics’. International Congress Series, vol. 1294, pp167-170. Morris, R. J. (2009). ‘Employee Work Motivation and Discretionary Work Effort’. Thesis. Brisbane Graduate School of Business. Available at: http://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf [Accessed: 7 August 2014]. Moynihan, D. P. and Pandey, S. K. (2007). ‘The Role of Organizations in Fostering Public Service Motivation’. Public Administration Review, vol. 67(1), pp40-53. Northouse, G. (2007). Leadership Theory and Practice. London: Sage Publications. Rehman, M. and Afsar, B. (2012). ‘The Impact of Paternalistic Leadership on Organization Commitment and Organization Citizenship Behaviour’. Journal of Business Management and Applied Economics (5), pp1-12. Rowe, W. G. (2007). Cases in Leadership. Thousand Oaks, CA: Sage Publications. Sharma, M. K. and Jain, S. (2013). ‘Leadership Management: Principles, Models and Theories’. Global Journal of Management and Business Studies, vol. 3(3), pp309-318. University of Cambridge (N. d.). Vroom’s Expectancy Theory [online]. Available at: ifm.eng.cam.ac.uk/research/dstools/vrooms-expectancy-theory/ [Accessed: 6 August 2014]. Val, C. and Kemp, J. (2012). ‘Leadership Styles’. The Ontario Journal of Outdoor Education, vol. 24(3), pp28-31. Wu, J. B., Tsui, A. S. and Kinicki, A. J. (2010). ‘Consequences of Differentiated Leadership in Groups’. Academy of Management Journal, vol. 53(1), pp90-106.

Investigative report Essay Example | Topics and Well Written Essays - 500 words

Investigative report - Essay Example I would listen to customer as I walked around. It is important for you to note that Wal-Mart food chain stores are not as effective as you may think. The retail stores have a shortage of employees, a problem that people could hardly discover. Despite this problem, I observed that they stock a wide range of food and grocery products (Kipple, Adam and Wherry 23). During my visit to this Wal-Mart grocery store, I found that most customers prefer to shop there because the retail outlet stocks a variety of foods and grocery products. The food chain store stocks products such as cereals, soft drinks, fish, milk, fruit and vegetables. The list of grocery products on the shelves is endless. I found out that the retail store have a strength in availing products to the consumers on time (Kipple, Adam and Wherry 24). You should note that my observations were supplemented by consumer talks, which were not deduced from interviews. Indeed, I walked around the retail store just like any other consumer and never interviewed anyone. On another different note, the retail store had a shortage of employees ranging from the shop attendants, cashiers to the supervisors. The customers were hanging around the corridors and shelves because there were few shop attendants to direct them. Additionally, the same customers would line up for several minutes before they pay for the goods to the cashiers. There were many customers inside the retail store, not because they loved the store so much, but, due to the fact that employees were inadequate. I had thought that Wal-Mart is perfect and efficient even before visiting their food chain store. Being the leading grocery business in the US and the world, one might think that there are no problems in its operations. You should note that the retail store does well in stocking many types of products, but, has a shortage of employees to meet the customer needs. I will go beyond and remind you that Whole Foods is another company that deals with

Reasons For Failureof an Estimated 66% of all Change Initiatives Essay

Reasons For Failureof an Estimated 66% of all Change Initiatives - Essay Example Change initiatives come under different names such as total quality management, restructuring, cultural change and rightsizing among others (Ismail 2011, p. 3). The main drivers of change include mergers and acquisitions, innovation, technological change, decreased sales or market share and reorganization. Other drivers of change are globalization, a sense of urgency and the case when 75 percent of the leadership in an organization honestly gets convinced that the organization, as it is currently, is not an acceptable plan (Kotter, 1995, p. 3). However, the main motivation behind organizational change is to enable it to deal with a new and more challenging market by introducing changes to the way it conducts it activities. Despite the critical role that organizational change plays, failure to maintain significant change occurs time and again (Kotter 1995, p. 3). This is even despite the fact that a significant amount of resources is invested in such initiatives as highly talented hum an resources and high capital investment. As noted by Ismail (2011, p. 3), changes intended to target improvement of quality, enhance culture and turn around corporate collapse only end up giving lukewarm results. They assert that more than 66 percent of these change initiatives fail miserably (Ismail 2011, p. 4). The paper seeks to presents the reasons behind such high failures of organizational changes. Reasons Why Change Initiatives Fail According to Kotter (1995, p. 3), after observing various organizations – be they large or small organizations – introduce change, only a few have been successful. Most of these change initiatives fail during the course of their implementation. The basic lesson learnt from the successful initiatives is that the process of change goes through phases which require a considerable length of time. In case a step is skipped in the process of change, the organization can never get satisfying results (Harris 2006, p. 37). In addition, any m istake made during any of the steps can spell doom for the success of the initiatives. One of the major mistakes which can lead to failure of the change initiative is failure to establish a large enough sense of urgency. Every successful change initiative starts when some persons or a group in an organization assess the competitive situation, technological trends, market position and financial standing (Harris 2006, p. 38). After identifying any drawback in the performance of the organization, such individuals are able to communicate such information pointing out to the potential risks and the potential opportunities available. In organizations which go through successful change, such information is communicated in a timely manner and the organization begins aggressive measures to bring changes. However, some organizations fail right from this initial step. As stated by Cummings (2008, p. 37), people are the greatest impediment to change. Consequently, when a proposal to bring chang es to the organization are suggested, organization executives start feeling that introduction of changes can result in reduced morale among employees, the senior management will be apprehensive to such change proposed and that change may run out of control. Additionally, the executives may fear that the change could negatively affect the short-term targets of the business, that the stock prices would be negatively affected and that they can be blamed for causing

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Ergonomics - Essay Example Standards† written by O’Neill (2011) detailed the specifications for seating conformance to include elements such as the chair to the used, the chair seat height, the seat width, seat pan depth, seat pan tilt, the seat pan-backrest angle, and lumbar support. The detailed specifications, based on O’Neill’s (2011) discourse are as follows: (1) chair shall support the user’s back and thighs and must have a backrest that reclines; (2) the chair seat height shall be adjustable according to the user’s need to as much as â€Å"a range of 4.5 inches between 15 and 22 inches† (ONeill, 2011, p. 3); (3) the seat width shall meet the specified width of at least 17.7 inches; and (4) there shall be a support for the lumbar, as needed. The visual or eye standards should incorporate distance between the user and the monitor display. According to the Department of Energy (DOE) (2008), in the article entitled â€Å"Creating a Healthy Workstation Environment: Workstation Ergonomics Made Easy†, the optimum distance between the user’s eyes and the visual display by operators in seating position is 600 mm (Department of Energy (DOE), 2008, p. 7). Likewise, it was noted that special computer glasses that would assist in preventing eye fatigue and vision problems for long hours of monitoring visual displays shall be considered. It has been emphasized that the effectiveness of performance on undertaking monitoring of visual displays is affected by lighting. In this situation, it was stipulated that the operator does the monitoring in a dark room. According to ergonomic standards, light requirements actually vary depending on the performance of tasks. Since the operator focuses on monitoring visual displays from the computer, which already self-illuminating, less light is actually needed; but, it would help to provide focused task lighting (â€Å"a separate lamp†) (Department of Energy (DOE), 2008, p. 21) to assist in other tasks and prevent creating a totally dark

Two Forks Medical Mystery Essay Example | Topics and Well Written Essays - 500 words

Two Forks Medical Mystery - Essay Example She described the details of her older brother’s similar experience less than a month ago. It struck me then that the carrier who had infected Cam had possibly infected his older brother Cord. Nora was unable to listen to my reasoning as most cases of the Paratyphi-type are passed through visibly-uninfected carriers also known as ‘Typhoid Mary’. Since it was very early in the investigation (I had not yet interviewed the town’s people) it could not be ascertained that this was a case of ‘Typhoid Mary’ but nonetheless was a strong possibility. It appears that Cam Watanabe fell sick after possibly eating and drinking the food served at the restaurants on the fourth of July celebrations. Nick, one of Cam’s friends, accompanied Cam and their other friend Adam that very day. As he recollected in the County Sheriff’s car, he told Nora, the deputy and me what had happened. The boys went to a total of four eateries but I noticed Noraâ€⠄¢s frown when Nick mentioned Grapplin’ Bear. He noticed it too and abruptly ended the conversation. That gave me a hint as to selecting the most possible restaurant that gave Cam the bacterium.

Lockheed Martin Corporation Essay Example | Topics and Well Written Essays - 250 words

Lockheed Martin Corporation - Essay Example Ethics in sustainability, good citizenship, and asset responsibility are fundamental ethical standards that the corporation’ marketing team can use in convincing customers (Lamb, Hair & McDaniel, 2012). Ethical standards set by Lockheed Martin are among key aspects that help the company in luring large markets that it controls across the globe. Most of their ethical standards are elements that form good marketing gears for the marketing team. To acquirer long-term and continual market survival, the business must maintain high ethical standards. Tough rules on ethics are a good indication of competence and high standards of service provision.Lockheed Martin products face stiff competition from some of the major players in the aerospace industry such as Boeing. The only advantage that Lockheed Martin enjoys is customer confidence, even though Boeing also has its loyal customers (Lamb, Hair & McDaniel, 2012). The competing companies, in many cases, violate their set ethics to com pete favorably. Although violation of ethics may be beneficial in the short run, it affects the continuous customer loyalty.

Two Forks Medical Mystery Essay Example | Topics and Well Written Essays - 500 words

Two Forks Medical Mystery - Essay Example She described the details of her older brother’s similar experience less than a month ago. It struck me then that the carrier who had infected Cam had possibly infected his older brother Cord. Nora was unable to listen to my reasoning as most cases of the Paratyphi-type are passed through visibly-uninfected carriers also known as ‘Typhoid Mary’. Since it was very early in the investigation (I had not yet interviewed the town’s people) it could not be ascertained that this was a case of ‘Typhoid Mary’ but nonetheless was a strong possibility. It appears that Cam Watanabe fell sick after possibly eating and drinking the food served at the restaurants on the fourth of July celebrations. Nick, one of Cam’s friends, accompanied Cam and their other friend Adam that very day. As he recollected in the County Sheriff’s car, he told Nora, the deputy and me what had happened. The boys went to a total of four eateries but I noticed Noraâ€⠄¢s frown when Nick mentioned Grapplin’ Bear. He noticed it too and abruptly ended the conversation. That gave me a hint as to selecting the most possible restaurant that gave Cam the bacterium.

Educational Philosophy Statement Essay Example | Topics and Well Written Essays - 750 words

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