International Foods Essay

The International Food Group (IFG) was the largest purveyor of food products in the world. Since IFG went public in the 1980s they continued to grow while acquiring companies by the dozen each year. Some of the companies were competition that needed to be eliminated while others had good ideas which IFG liked. Josh’s company, Glow-Foods, fortunately had some ideas that attracted IFG. Josh, while not very important himself was asked to meet with John Ahern and Tonya James, manager if IT marketing. John and Tonya were impressed with Josh’s work at Glow-Foods using social networking and other multimedia to market Glow-Foods. His ability to reach the under-thirty demographic is what really impressed management at IFG. Tonya explained how IFG wanted Josh to help them reach the youth and young adult market with IT. Josh would get a team and whatever resources he needed to accomplish this. Weeks later Josh met his team to begin work. He first met with Tonya, who expressed her excitement in having Josh onboard. Tonya would be responsible for helping Josh work through the many obstacles she knew would lay ahead. The obstacles were within IT as well with the larger company as a whole. Tonya introduced Josh to Rick Visser, the chief technology officer. Rick was in charge of architecture, security, risk management and the technology roadmap. Rick quickly reminded him there are procedures must be followed. It did not take long for Josh to realize there might be a bit more obstacles than he would like. Moving from a smaller company like Glow-Foods to IFG meant drastic changes in the process. Initially issues began to surface slowly, starting with a polite email from Visser reminding the team that access to instant messaging and Facebook required prior approval from his group. Next a request to outline proposed work, with costs and benefits for the next fiscal year, beginning six months from now. Josh and his team were understandably frustrated since they had to be innovative and think outside the box while following a very restrictive process. Josh and his team  worked through the obstacles and come up with a three pronged marketing plan. First, using an interactive web site with real time responses from internal staff the company c ould connect directly to customers about new product development ideas. Second, reach out to different communities to gain insight into their needs to help guide future marketing plans and third, implement all these ideas on the cloud. This would allow for easy scalability while linking with the company databases. Several obstacles where mentioned immediately. What are the business values and initiatives? What if these customers don’t like our company or our products and say bad things about us? How do we handle these situations? There was also great concern about the cloud. IFG did not have the cloud in its architecture and there was a fear of having too much company information vulnerable to anyone on cyberspace. They also mentioned the cloud idea was tried a few years back and it did not go well. Josh needed to win support for his three-point plan to use technology to reach its customers. There are several avenues Josh can take. For the first item, I believe Josh can do several things to help alleviate fear of an interactive web site. One would be to reach out to others who may be doing something similar and get their feedback. Another would be to just lay out some basic procedures for getting negative fe edback. Chances are there will obviously be some for one reason or another; maybe the idea of coupons or refund programs could be looked into, although outside the IT realm, there could be others in the company who could help with this idea. The second talking point of reaching out to different communities did not appear to get a lot of push back. It may be that this idea can proceed with little resistance. The third and the most controversial talking point is the cloud. Josh would definitely have to work closely with Rick and come up with a cost effective plan that works for the company, at the same time will alleviate their fears of the â€Å"cloud†. A well laid out plan explaining the process, the risk management and the benefits of the cloud will help win support for this final point of his plan. In conclusion, in Josh’s own words he has hit the big time. While the company policies require a much more strict business process each of them needs and can be worked through. IT appears there was an initial conversation with John, where Tonya mentioned the enormous roadblocks that are present because of all the procedures in place. The team needed room to be creative while  still working within the system. John appeared to be receptive to further meetings to allow this to happen. Until then, while working within the system, Josh needs to adapt to the new business process, since resisting it will only hurt his cause for new IT marketing ideas. All of his talking points in his three pronged IT marketing attack were very good, Josh and his team need to be a bit more thorough and try their best to have answers to every possible situation. References McKeenm, James D., Smith, Heather A. IT Strategy: Issues and Practices. Upper Saddle River, NJ

Fosdick Case Study Essay

1.How should Fosdick respond to the immediate situation? Fosdick should respond to the immediate situation by contacting Robert Easter letting him known the situation and asking how he would like to handle the situation. 2.What controls, of the types discussed in this chapter, might have been used by Red Spot Markets to reduce or eliminate the problems discussed in the case? Red Spot can have the products to continuously move through the process to reduce or eliminate the problems discussed in this case. If the packages are continuously moving through the process the package will not be sitting and the employees chances will be lessen for theft. 3.What longer-range steps should Fosdick take to control the operations of the Providence distribution center? Fosdick should try revamping the inventory control process by changing the process so the packages can continuously move in and out. He should also restructure the employee shifts and lunch schedules so there will be continuous operations throughout the day. 4.What longer-range steps should Fosdick take to improve the Providence distribution center’s productivity? Long Range Steps: †¢Implement a reward system that will provide the employees with a bonus (financial or time) to push more packages through the system †¢ Implement modern technology to gage and monitor employee performance by utilizing handheld devices †¢Replacing current employees 5.What longer-range steps can Fosdick take to reduce the distribution center’s high rate of shrinkage? Reduce shrinkage †¢Provide employees with a safe and secure way to report employee theft where they are able to remain anonymous. †¢Placing a severe penalty program in place for theft or even attempted theft †¢RFID tags †¢Placing items up high that must remain in the warehouse overnight and locking the forklifts making the merchandise not easily accessible for pilfering. †¢Placing seals on the merchandise and having each handler inspect the seal and document the status of the seal as it passes through each handler. 6.Assume that Fosdick decides that the practice of free lunches from the opened cases of goods must be stopped. Develop and present the arguments he should give in a meeting with the union shop steward. I have noticed the employees are opening some of the boxes and taking items to make their lunch. I do not believe this is in the best interest of the company and it is considered pilfering. I assume these employees have been doing this for quite some time since when I stumbled upon what they were doing, the remark I received was â€Å"this was a non-contract fringe benefit†. This should not be the case since this is a loss in inventory within the company. I believe there are other ways to compensate employees and this is not one of the ways. 7.(This is a continuation of Question 6.) Assume, instead, that you are the union shop steward. Develop and present your argument that the free lunches represent a long- standing employee benefit enjoyed by the distribution center’s employees and that management’s attempt to stop them is a breach of an unwritten contract and will be resisted. Mr. Fosdick, we understand your sincere concern for company productivity and success; however, we are unable to do anything about your request at this time. We allow our employees to free lunches on the company as it represents long term employee benefits and stopping them will be a breach of an unwritten contract and will be resisted. This is one of the small things we allow to occur as it leads to happy employees and good productivity. 8.Much of the situation described in the case seems to evolve around the personality of T. D. Bigelow. How should he be treated? Why? T.D Bigelow should be handled according to company policy. He should understand his role and operate in his role toward company success. This should be done as an example to the other employees since they are watching and will follow what they believe one person is allowed to do.

Recognition programs Essay

To measure constructs of employee engagement, benchmarks would be an above average response of high values. A successful research would develop an increase in value rating per employee per category. In essence, the purpose is to develop employee engagement in conjunction with the benchmarks and defined constructs according to the majority values of tenured employees. Benchmarks for evaluation of success can be defined by an organizational increase in retention of employees compared to past trends in the facility, with increase in employee engagement of facility compared to past trends. The recommendation is to focus on team and individual development to ensure that employees become fully engaged within their function and as team members. According to David Beswick of the University of Melbourne: Mangers generally, and anyone formally or informally responsible for oversight of others who are engaged in work or learning tasks, will be aware that some people are participating more out of interest in the task than others are. Others gain their satisfaction principally out the way in which their performance on the task leads to rewards like pay or status or good grades in a course. But typically there is a mixture of motives for which a range of different incentives is relevant. (www. beswick. info 2004) Any recognition program will reflect an organization’s culture and values. Increasingly, recognition programs are part of company’s total quality program. Recognition programs may take several forms, from highly formalized programs induced and implemented by management to informal, spontaneous â€Å"ceremonies† arising from fellow co-workers. Recognition and celebrations are a ways of reaffirming to people that they are an important part of something that matters. Conclusion Engaged employees receive training for necessary skills and are â€Å"on board† with the organization’s goals. Employees will be unable to perform if they lack the skills needed for their roles, so organizations need to identify employees with gaps in their training. Formal performance appraisal presents a good opportunity to do so. Research shows that organizations with good performance appraisal systems have significantly higher levels of employee engagement that those with a poor performance appraisal system. However, for performance appraisal to identify employees with specific needs, managers first need to have a good understanding of the performance appraisal system. Therefore, the training needs of managers should not be overlooked. Managers should be trained to identify performance weaknesses as well as how to effectively tie performance to recognition and rewards. Engaged employees receive training for necessary skills and are â€Å"on board† with the organization’s goals. Employees will be unable to perform if they lack the skills needed for their roles, so organizations need to identify employees with gaps in their training. Formal performance appraisal presents a good opportunity to do so. Research shows that organizations with good performance appraisal systems have significantly higher levels of employee engagement that those with a poor performance appraisal system. However, for performance appraisal to identify employees with specific needs, managers first need to have a good understanding of the performance appraisal system. Therefore, the training needs of managers should not be overlooked. Managers should be trained to identify performance weaknesses as well as how to effectively tie performance to recognition and rewards. ? References Answers Barclays Bank 2006 Barclays Bank Barclays plc Type Public Founded 1896 Location London , United Kingdom Key 2006 Answers Corporation . Retrieved September 15, 2007 from www. answers. com Barclays Bank PLC (2006) Barclays Newsroom. Registered in England. Registered No: 1026167. Registered Office: 1 Churchill Place, London, E14 5HP. . Retrieved September 15, 2007 from www. barclays. com Barclays (2004) Annual Report 2004. Registered Office: 1 Churchill Place, London, E14 5HP. Retrieved September 15, 2007 from www. investor. barclays. co. uk Beswick, David (2004) of the University of Melbourne. Copyright:  © David Beswick 1997-2004. Retrieved September 15, 2007 www. beswick. info Chowdhury, Mohammed S. (n. d. ) Relative Importance of Employee Values, Attitudes and Leadership Behaviors in Employee Motivation. Monroe College, Bronx, New York Retrieved September 15, 2007 from www. sba. muohio. edu Dreher & Dougherty. (2001). Human resource strategy: A behavioral perspective for the general manager. New York: McGraw-Hill Glasscock and Gram (1995) Secrets of a Successful Employee Recognition System. BT Bastford. LTD. 2000 Kenexa. com (2005) 650 East Swedesford Road 2nd Floor Wayne, PA 19087 Retrieved September 15, 2007 from www. kenexa. com Saunders, M. , Lewis, P. and Thornhill, D. (2003), Research Methods for Business Students, 3rd Edition, London: FT Prentice Hall.

Letters from a Farmer in Pennsylvania (1767-68) Assignment

Letters from a Farmer in Pennsylvania (1767-68) - Assignment Example Again, products, like glass and paper, are those items that are highly needed and are essentially only obtainable from their mother country. Yet, without these basic items they cannot be productive and accomplish their needs. In essence making the colonists a slave to whatever cost or tax Britain may levy on the colonies. He speaks of parliament as if they as a whole may a wrong decision, but phrases it in a respectful and diplomatic way. Dickinson spoke out about how important and necessary it was for the people to stand up for their rights and liberties, but did not necessarily make any calls to violence. He believed that the relationship between the colonists and Britain should have been like a parent and child. The power needs the love and support of the parent, but may also fight against that parent as it grows and seeks to â€Å"mature.† However, these disagreements should not be possible to work out and should never result in the kind of war and violence, actions that could cause a permanent rift between the parent and child. Again, as stated above, Dickinson wanted the relationship between Britain and the colonies to be like that between parent and child. He was never really endorsing the kind of â€Å"rebellion† or efforts of protest that may occur in the colonies should be the sort that is handled in a way that would not cause actions that would sever forever the relationship with their mother country. This vision was considered to be his reasonable interpretation and the beginnings of a diplomatic rebellion that could be resolved with little need for violence and

Human Resource Management Assignment Example | Topics and Well Written Essays - 3250 words

Human Resource Management - Assignment Example It is a function that pervades all the steps in the organizational ladder, forms a vital part of every other management functions and covers all the employees. The individual, team, psychological, emotional and social perspectives of human behavior are taken into account under HRM. This functional area tries to achieve a fit between the organizations and their employees. It has to balance of the goals of individual employees, teams, organization and its obligations to the society at large. Building up the employees into competent resources by improving their capabilities, upgrading their skills and enhancing their efficiency; while providing them with proper training and development opportunities is also the aim of HRM. It is an ongoing operation of understanding human relations and behavior, and applying them to the daily functioning of the organization. The fact that people are to be managed makes HRM more challenging and dynamic, as human behavior is unique and unpredictable at ti mes. The purposes served by HRM can be stated under two heads – the managerial functions and operational functions. Planning, Organising, Staffing, Directing and Controlling are the managerial functions, while procurement, development, compensation, integration and maintenance are the operational functions. Though the roles played by HRM in different organizations vary, the main actions performed under the function are: Human resource planning Job analysis and design Recruitment and selection Training and career development Compensation and benefits Motivation Maintenance Occupational health and safety 2. Strategic Human Resource Planning Human resource planning(HRP) is also known as manpower planning or employment planning. It is the primary task of HRM, as it involves assessments regarding the number and nature of employees that would be required to deal with the future level of operations of the organization. It involves forecasting the future human needs of the organizati on, in line with its future goals and projections. Decenzo and Robbins define human resource planning as the process by which an organization ensures that it has right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives (Ashwathappa, 2007). Such a preparation enables the organization to change and adjust to the demands of the market. Thus, it is a mode of change management. It also helps in meeting the legal regulations set by the Government. 2.1. HRP & Organisational Strategy Organisational strategy gives a picture of what the organization aims to portray itself along the timeline. HRP is directly linked to the type of organization and its strategic choices. This is so because HRP has to essentially follow the overall organizational plan and direction. The personnel requirements for product-based organizations are different from those involved i n service. The planning for HR depends on whether the firm strategizes to acquire new organizations or simply add to its internal capacity. New personnel are to be recruited if additional capacity is planned. In case of acquisition, capacity addition comes along with personnel. So, the planning is different. Alternatively, if the organization intends to cut or decrease production, HRP has to include redundancy and redeployment plans. At the same time, if the market poses limitations or shortage of manpower, the organization has to withhold its expansion plans. The status accorded to HR in the

Tesco in Indonesia Essay Example | Topics and Well Written Essays - 1500 words

Tesco in Indonesia - Essay Example 1). Due to their nature of co-operation and the willingness to share, competition is not very common, as it is viewed as a practice that benefits oneself. Nevertheless, business is evident in Indonesia with competitive industries from within and foreign; however, the government of Indonesia is very keen on how businesses operate such that, laws that ensure fair competition have been put in place. For instance, Law number 5 prohibits monopolistic practices and unfair business competition. The objectives of Indonesia competitive law include safeguarding the interests of the public by improving the economic efficiency. Secondly, it is geared towards creating a conducive business climate by ensuring fair business competition. Thirdly, the law prevents monopolistic practices, which may lead to unfair business practices, and finally, it ensures effectiveness and efficiency in business operations. In addition, Indonesia gives room from foreign businesses to operate in their country, as long as they abide to the rules and regulations governing business practices (Act number 5, p1). Historical background of Tesco Tesco started its operations in 1919, when its owner Jack Cohen started selling groceries in a stall, which was located in London, with only a ?1 on the first day. In 1924, Tesco become a brand after acquiring tea shipment and in 1930, Mr. Cohen built a warehouse in North London declaring Tesco a private company. Over the years, it bought rival shops, and by the 60s, the supermarket was already selling a variety of products. Tesco entered Guinness book of records as the largest store in Europe, and in the 70’s, Tesco had opened a petrol station, which was an independent retailer. In the 90’s, Tesco had already completed several takeovers, while in 1996, it introduced a 24-hour store (The telegraph Para. 10). Today, Tesco has grown to a giant supermarket, and it is visible globally. Its diversification is evident in the United States, Indonesia, La tin America, china, Scotland, china, Norway, Middle East and Mexico. In addition, Tesco is committed to corporate social responsibility such as charities for schools and communities. The company has incorporated technology and it encourages online shopping. In addition, the supermarket offers a range of products to meet the customer’s needs. Business culture and social preferences of Indonesia To operate successfully in Indonesia, a corporate requires understanding the business culture and laws governing businesses this country. Therefore, establishing of relationships is necessary; however, it takes time. Loyalty and trustworthiness are a necessity in maintaining a relationship, especially with the government officials. In this country, men are considered mature if they are over the age of 40 years; therefore, a foreign country may consider sending older executives rather than the young ones, especially in negotiations (Doing Business in Indonesia, p112). In addition, busine sses in Indonesia are required to develop their surrounding community; therefore, corporate social responsibility is encouraged. Firms are encouraged to recruit carefully for their positions, as unsatisfactory performance is not regarded enough reason to lay off an employee. Dismissal for misconduct is effective only after three warnings. Developing strong relationships with

Assess the state of learning and development in your chosen Essay

Assess the state of learning and development in your chosen organisation - Essay Example It is essential to note that workers must have qualities to adopt any kind of environment in addition to enhancing their skills. Through the specialized training provided by learning and development (L&D) as well as proper guidance, employee’s performance is significantly achieved. In this regard, there is need for managers to be thoroughly experienced in executing development strategies. While learning is a continuous process that aims at shaping up the skills that are hidden within an employee, development is a process that is focused at growing personal skills in order to rise the degree of knowledge among the employees (Rae, 2001). This paper aims at candidly assessing the state of learning and development strategies emulated by Apple incorporation, an international company that specializes in the production and marketing of personal computers, consumers electronics as well computer software. Despite the stiff competition that Apple Company has faced from its rivals that include IBM and Microsoft, its innovation and learning culture has significantly contributed to the improved performance in the technology industry. Being headquartered in Cupertino, California, Apple has instigated a number of learning programs under the leadership of the former CEO Steve Jobs. One of the major strategies that Apple has adopted in its operations is recruitment of excellent and talented executives. In addition, the company has adopted a key L&D strategy that entails creation of a learning environment through the use of tools such as self direction, lectures, training among other learning programs (Gibb, 2008). In its day to day operations, Apple Company through its management team has initiated cognitive as well as behavioural approaches as major learning and development strategies. In this way, the company has encouraged effective communication between junior employees and the top manag ement. Another

Canada and China cooperation in Science and Technology Thesis

Canada and China cooperation in Science and Technology - Thesis Example the free trade policies and agreements in NAFTA, SAFTA, ASEAN etc. Apart from the common summit, various countries also have been indulging themselves in treaties which are more individualistic in nature, helping both the participants. China and Canada are good example of such nations. There have been various agreements and various treaties signed by the two nations which have helped them to grow economically as well as culturally. There has been a huge difference in the cultures of the two nations. Despite of this, they have sidelined the cultural barriers and created an era of utmost friendship and fostered mutual understanding and economic growth. The major agreements between the two countries are in the field of agriculture and science and technology. Funding organizations like MOST in China and ISTP in Canada have been set up to fund various research projects in universities/colleges, companies and association to augment the growth of research and technology based partnership. A lso with the help of CIDA's Agricultural Program, the agricultural productivity of China has touched new heights. In the course of this paper, we will study the cultures, demographic details, science and technology and the economies of the two nations and then the growth achieved by them with the help of their treaties in agriculture and science and technology. Han Chinese, the largest ethnic group in China,constitute about 91.9... Languages There are seven major Chinese dialects and many subdialects. Mandarin (or Putonghua), the predominant dialect, is spoken by over 70% of the population. Mandarin is taught in all schools and is the medium of government. About two-thirds of the Han ethnic groups are native speakers of Mandarin; the rest, concentrated in southwest and southeast China, speak one of the six other major Chinese dialects. Non-Chinese languages spoken widely by ethnic minorities include Mongolian, Tibetan, Uygur and other Turkic languages (in Xinjiang), and Korean (in the northeast). The Pinyin System of Romanization In 1979, the Government of China adopted the pinyin system for spelling Chinese names and places in Roman letters. Pinyin has now replaced other conventional spellings in China's English-language publications. The U.S. Government also has adopted the pinyin system for all names and places in China. For example, the capital of China is now spelled "Beijing" rather than "Peking." Religion Religion plays an important role in the life of many Chinese. Buddhism is the religion that is most widely practiced, with an estimated 100 million adherents. Traditional Taoism also is practiced. Official figures indicate there are 20 million Muslims, 5 million Catholics, and 15 million Protestants; unofficial estimates are much higher. While the Chinese constitution affirms religious toleration, the Chinese Government places restrictions on religious practice outside officially recognized organizations. Only two Christian organizations--a Catholic church without official ties to Rome and the "Three-Self-Patriotic" Protestant church--are sanctioned by the Chinese Government. Unauthorized churches have sprung up in many

Workplace Safety in Engineering Research Paper Example | Topics and Well Written Essays - 1250 words

Workplace Safety in Engineering - Research Paper Example fety cover a lot of areas like safety of the machines used in any industry, safety of the electronic components used in engineering related companies, safety of the warehouses in companies, safety of office and various equipment used in the office, safety of the suppliers who supplies raw material to the company, safety of the employees and health insurance cover, safety of the contractor involved in the projects and company, safety of and processes. Improving workplace safety may benefit employees’ productivity and create positive energy at work. Therefore, companies should have effective workplace safety programs, solid workplace policies, powerful HES, and facts. Workplace safety is important because it gives the employees the motivation to work owing to the fact that their health is given importance. Everyone at the workplace wants to be guaranteed safety for their lives. In fact, companies should organize programs to ensure the health of employees is never put at stake, especially for jobs that involve high level of risk. There should be strict safety policies and measures for jobs that expose employees to high health risk. Safety programs are aimed at educating employees how to react to probable risks and how to manage them when they occur. Companies should implement clear workplace safety policies and conduct regular safety training for employees in order to ensure that safety standards are adhered to by all employees the companies should manage employees’ health safety by following safety management programs rules. In engineering major, a lot of work has been done to ensure safe workplace for engineers. Health and Safety Executive (HSE) was designed to test the delivery model and give advice on workplace safety. The HSE has goals and aims that are focused towards achieving engineering workplace safety. HSE evaluates the workplace safety through different sides and every year produces a report generated showing what changes were made and how much has

Fair And Equitable Treatment Of Organizational Stakeholders Essay

Fair And Equitable Treatment Of Organizational Stakeholders - Essay Example It continues by indentifying various performance criteria including those which focus on financial performance and those associated with the concept of a ‘triple bottom line’. To assist in reaching conclusions about the merits of competing views, the paper analyses the various drivers including the competitive environment, corporate governance, agency theory and sustainability. An approach that was prompted by the views of D’Aveni,(1994) that fair and equitable stakeholder engagement has always played an important role within corporate governance and is important for the success of an organisation especially within highly competitive markets. Stakeholders In any organization there are a number of stakeholder groups as represented by the traditional form of the stakeholder model (Figure 1). Each of these groups may have different views about how the organisation should behave (Palmer and Hartley, 2011, p178); employees, for example, may feel unfairly treated if they are not rewarded adequately or are not given the right working conditions. Supply chain associates expect organizations to honour their contracts whist government is increasingly expecting business organizations to take over many responsibilities from the public sector such as in the payment of sickness, maternity and other benefits (Palmer and Hartley, 2011, p182). ... They expect the firm’s management to meet their expectations and take care of their needs, and allow them to take part in various decision-making activities that can influence the interests that are at risk (Ulmer, 2001). Consumers buy products that bring in revenues for the corporation and, which can be used for developing new items and services as well as in adding quality to existing products (Cohen and Prusak, 2001). Thus, the consumers possess a legal and reasonable interest in the quality of the products and services being provided by a firm and in the nature of the information provided such as the potential harmful effects of products like alcohol or cigarettes. They expect the firm to adopt a more consumer friendly and quality oriented approach on the basis that it will encourage them to buy more goods and services which in turn helps to improve the performance of the organisation. Suppliers are important to any business as they provide raw materials and other inputs w hich the firm requires to produce its goods and/or services. Therefore, the firms are clients of, and hence in a relationship with the supplier. The latter has its money at risk, for example it may be invested in raw materials (Cohen and Prusak, 2001). This is of special importance to minor suppliers which are dependent on large corporations, especially if they are their chief or even only client. In such cases of high dependencies, these small suppliers tend to focus on improving the quality of products delivered to the large firms, which further increases the level of dependency on their clients. Here the suppliers seek to bargain for a more close relationship with the client-firms, and not be

ITA evaluation report Essay Example | Topics and Well Written Essays - 2000 words

ITA evaluation report - Essay Example The views in MVC can be nested. For instance, a control panel of buttons can be implemented as a complex view containing nested button views. The user interface for an object inspector can have nested views that may be reused in a debugger. MVC offers support to nested views that have the Composite View class, a subclass of View. Objects in the Composite View perform as View objects; a composite view can be applied where a view can be used, but it also has the ability to contain and manage nested views. The user can take this as a design that lets them treat a composite view just like we treat one of its components. But the design is used to a more general problem, which occurs whenever we want to group objects and treat the group like an individual object (Bucanek 2009, p.256). This more general design is described by the Composite design pattern. It lets the user create a class hierarchy in which some subclasses define simple objects like Button and other classes define composite o bjects Composite View that groups the simple objects into more complex objects. MVC also allows the user to change the way a view reacts to user input without changing its visual presentation. The user might want to change the way it responds to the keyboard, or set it to use command keys in place of the normal pop-up menu or vice versa. MVC encapsulates the response mechanism in an object known as the Controller object. There is a chain of commands of controllers, so a user can create a new controller as a variation on an existing one. An occurrence of a Controller subclass is used by a View to implement a particular response strategy; to implement another dissimilar strategy; the user has to replace the occurrence with a diverse type of controller. It is also possible to change a controller of a view at run-time to let the view change the

Aztec Belief System Essay Example for Free

Aztec Belief System Essay Throughout the history of mankind civilizations have trusted in the existence of a higher power. Although the existence of a higher power doesn’t bear as large of an impact on societies like the United States today, it was the focal point of life in many civilizations of the past. A great example of a civilization that was extremely reliant on the connection between humans and higher powers was the Aztecs. The Aztecs believed that they were connected to the universe by a sacred energy. They believed this energy was the source of all natural events and if it were unbalanced, they would suffer. In order to maintain the balance, the Aztecs performed ceremonial sacrifices, bloodletting, and other forms of violent cultural behavior. The connection between the Aztecs and the universe is evident among their myths about how humans were created. One creation myth is the story of the goddess Tlaltecutli. In the story Tlaltecutli was ripped apart by the gods Quetzalcoatl and Tezcatlipoca and her body parts were used to create the earth and the other gods. This event caused Tlaltecutli to desire human hearts and she would not be quiet until they were brought to her. Nor would she bear fruit until she had been drenched in human blood. Another creation myth, and the most common legend amongst the Aztecs, was that the god Quetzalcoatl descended into the underworld and retrieved the bones and ashes of previous human beings in order to recreate humanity because the universe had been destroyed after the fourth Sun went out. Quetzalcoatl ground the bones into powder and used his blood to fertilize it and create humans.   The Aztecs also had a myth that explained how the Sun and moon were created. According to legend, the gods Nanautzin and Tecuziztecatl sacrificed themselves by jumping into a fire, which turned them into the Sun and moon. The other gods also sacrificed themselves to provide nourishment for the Sun. However the Sun and the Earth still had an insatiable craving for human blood, therefore war was created to satisfy the Sun’s needs. What’s interesting about these creation myths is that they all included some form of death, sacrifice, or blood shed in order to create something. The creation myths shaped the foundation for why Aztecs placed so much emphasis on violent cultural behavior. In the Aztec society, human sacrifice was extremely common. This is because sacrifices were the main method of creating cosmic order between humans and the universe. Pubic sacrifices took place at the beginning of each of the 18 twenty-day months. The sacrifices consisted of mostly captured warriors, but in rare cases included children and young women. The purpose of public sacrifice was to acquire the divine forces embedded in the physiology of human beings in order to nourish the Sun, Earth, and rain. Aztec ceremonies consisted of days of ritual preparation, ceremonial sacrifice, and acts of nourishing the gods and the community. Priests carried out the sacrifices, which included many forms such as decapitation, burning, hurling from great heights, strangulation, and arrow sacrifice. The most common was the removal of the heart. The heart and the head were the two most important body parts to the Aztecs. Tonalli was a type of energy that came from the head and determined the shape of one’s temperament and destiny. Tonalli was first acquired as an embryo in a female uterus. The Sun was the most powerful way to increase tonalli. It was believed that hair prevented tonalli from leaving the body. Therefore hair was a major prize in warfare. When heads were decapitated during ceremonies, the city as a whole gained tonalli. Teyolia, or â€Å"diving fire†, was the energy that came from the heart and determined a person’s sensibilities and thinking patterns. When a person died his or her tayolia traveled to the world of the dead, or â€Å"sky of the Sun†. Tayolia gives energy to the Sun, which is why heart sacrifices were so popular.   Giving hearts and heads wasn’t the only donation made to the higher powers. Bloodshed was also seen as a type of nourishment. The Aztecs believed that spilling blood was vital to please the gods and to ensure natural forces such as strong harvests. Another Aztec creation myth, the story of Tezcatlipoca, gives strong insight into the importance of bloodshed. In the story the body of Tezcatlipoca was cut into pieces and divided over the four directions of the world, with his blood flowing into the center. The divine blood redistributed energy to animals, body parts, vegetation, and the calendar. Although The Aztecs believed that by giving the hearts and heads of their victims to the gods and the universe, they would be blessed with gifts like bountiful harvests, strength in war, and healthy lives, they didn’t practice sacrifice just to receive blessings; they also feared that the universe would be destroyed. The Aztecs believed that there had been four previous ages that the universe passed through prior to the present age, the Fifth Age. At the end of each age, the Sun went out and caused a catastrophic event that destroyed all life on Earth. In the Second Age, for example, it was believed that the beings that lived there were carried away by the wind. (AD1, p. 4) The fear of the Sun going out again and ending the Fifth Age is one the main catalysts for explaining why the Aztecs placed so much importance on human sacrifice, warfare, and other violent cultural behavior. In order to ensure that the Sun wouldn’t go out again, the Aztecs participated in what is known as the New Fire Ceremony. It took place once every fifty-two years and was used to ensure that the Sun would last for another fifty-two years. The rebirth was achieved by the heart sacrifice of a brave, captured warrior specifically chosen by the king. The ceremony began at the top of a mountain with a priest cutting out the warrior’s heart and throwing it into a fire. The people in the village would then cut themselves and splatter their blood in the direction of the fire. The fire was then brought down the mountain and the people blistered themselves with fire. The Aztecs believed that if they did not perform the ceremony properly to nourish the Sun, it would go out and the demons of the darkness would descend to eat all human beings. The New Fire Ceremony is a great example of how the Aztecs viewed the connection between human beings and the cosmos. The role of humankind in the Aztec society was very pre-determined. Men were devoted to warfare and females were devoted to the household. Warfare was extremely important to Aztec men because it was used as a way to appease the gods with the hearts of prisoners of war.   It was also used a way to rank the importance and worth of a man. Men higher up in the military rank received more luxuries and entitlements than men of lower ranks. For example, a top war commander, or â€Å"quauhpilli†, was given land by the ruler and could run schools for commoners.   Military service was a compulsory obligation by all free men. The Aztec’s innate desire for combat is a direct impact of the believed connection between conflict and nourishment for the universe. When a male child was born, he is dedicated to the Sun, and â€Å"the flowery death† of the warrior in battle or on the killing stone. This shows that the Aztecs believed that the only honorable death for a male is on the battlefield or being sacrificed on another tribes killing stone. The Aztec devotion to the universe was so strong that they not only believed that they had to sacrifice others in battle to please the gods; they had to sacrifice themselves as well. The culture and beliefs of the Aztec civilization were much different than the culture and beliefs of society today. Human sacrificing no longer occurs because it is considered cruel and unusual punishment. Humans do not believe that sacrifices and bloodshed are necessary to please a higher power. Although there are certain religions that believe that the way humans act bear some consequence on things like karma and where we go in the afterlife, it is rare to find a society in today’s world that believes wholeheartedly that there is a direct connection between human’s actions, the divine, and natural forces, like the Aztecs believed. Science and technology have allowed humans to understand that we can control all aspects of processes such as growing crops and that the gods have no effect on it. Warfare, although still important, does not have nearly as strong of an impact on humans today. Warfare is only needed for protection, to defend other countries, or in certain areas of the world, to attempt to settle religious differences like the Shiite and Sunni Muslims. Today, men and women have the choice to grow up and become whatever they want. Men are not required to serve in the military and women have the ability to do more than just take care of the household. The main difference between the Aztecs and humans today is that for the Aztecs, the connection to the universe was the most important aspect of life, while today creating a family, treating others fairly, and having proper morals are the most important aspects of life. The majority of people just want to make the most of their lives on Earth while they still have time, and depending on their beliefs, if they do it right they will reach an afterlife when they die. The Aztecs were one of mankind’s most interesting civilizations. They devoted their lives to pleasing the universe and believed that sacrifice and bloodshed were the best ways of doing it. They attempted to control every aspect of their lives in order to keep the connection between humans and the universe in balance. The Aztec belief system was very extreme. No other civilization has put so much emphasis on sacrifices, and more than likely, no civilization ever will again.

History of and Importance of Handwashing

History of and Importance of Handwashing Introduction Hand washing is the removal of micro-organisms from hands using running water or alcohol rub or gel (Brooker and Waugh, 2007). It is the most effective way of controlling the spread of infectious diseases in hospitals and populated areas. The skin is a vital part of the body that acts as a demarcation between internal and external environment and hence should be kept clean all the time to prevent harmful micro-organisms from entering our bodies (Merchant, 2001). These micro-organisms on the skin can either be resident or transient. Resident micro-organisms also called normal flora are harmless and provide protection against colonization by transient organisms and are not transferred from one person to the other, however they may cause problems if the skin is damaged or if the immune system is weak (Carroll, 2001). Transient micro-organisms are transferred from one person to the other and therefore are capable of spreading infections (Carroll, 2001). Hands can appear as if they are cl ean yet they are contaminated with bacteria, therefore it is always good practice to wash hands regularly. Staff members can pass infectious diseases to patients and patients can also pass diseases to staff members or other patients. Since this is a major issue the author will review hand washing as a means of reducing the spread of infections. The review looks at why hand washing is still an important matter; its historical perspectives, proper hand washing techniques, and the benefits it can bring to patients if practiced properly. The historical background of hand washing explains clearly that most health professionals are found to be the most usual transporters of the bacteria to patients, even though they know that the secret of controlling infections is proper hand hygiene. The production of hand washing liquids dates back from as early as the 19th century when in 1822, Labarraque, a French pharmacist carried out experiments to demonstrate that liquid chloride solutions could successfully eradicate the smell coming from human dead bodies (Safe Care Campaign, 2007). In 1825, Labarraque then recommended the use of these chemicals in hospitals by doctors handling people with contagious diseases in order to moisten their hands but no one followed the instructions (Safe Care Campaign, 2007). In 1846, Dr Ignaz Semmelweis did research on why the ward where medical students were working had a high rate of deaths in comparison to the ward were qualified midwives were working. The results showed that medical students who were having their lectures were rushing to the ward without washing their hands. Instead of washing their hands they were going straight to the patient in the ward. As soon as the error was fixed the death rate started to decline (Advanced Scientific Health, 2010). Recently a report was published by Pfizer limited which showed an increase in MRSA infections. It is believed that 9% of patients in hospitals in England (About 100,000 people per year) have healthcare associated Infections, many of which are due to MRSA. There are between 6,000 and 7,000 MRSA bloods stream Infections each year in patients in NHS hospitals in England. In 2005 in England and Wales, 1,629 deaths Certificates mentioned MRSA as a contributory factor; and MRSA was cited as the main cause of death in 467 of these cases (Pfizer limited, 2009). With this high rate of current MRSA cases in hospitals it is imperative that patients in hospitals, their families and their carers have the correct information avail able to them so that they know the risks of not adhering to proper hand washing techniques when they are in hospitals. Hand washing Technique The NHS is encouraging all health professionals to practice proper techniques of washing hands. It is argued that the more emphasis stressed on this message, the more effective it becomes. The technique of proper hand washing is very essential in any health care setting. The routine or social hand washing technique mainly emphasizes on thorough washing of hands using liquid soap and running water for 15 to 20 seconds without missing any part. It is recommended to use liquid soap delivered from a dispenser as compared to bar soap as the latter may be contaminated by the previous user or the surrounding atmosphere (Carroll, 2001). The diagram in figure 1 in apprentices section below shows most parts of the hands that are frequently missed during hand washing (Nazarko, n.d). These areas that are missed during hand washing may harbor micro-organisms that will then spread to other patients. There is no specific time that is recommended to wash hands. Hands are washed depending on a specif ic task. Health workers are advised to wash their hands when starting or finishing their shift. Several activities such as wound dressing are prone to bringing bacteria to patients and therefore, hand washing should be practiced regularly. Nurses must make sure that they wash their hands before and after they attend another patient and also whenever there is any contact of blood and body fluids or after removal of gloves. It is also advised to wash hands before and after eating and drinking and also after visiting the toilet (Wilson, 2006). Micro-organisms are very tiny such that they cannot be seen with a naked eye. Therefore, it is encouraged to maintain have short nails as longer ones easily accommodate micro-organisms that may be difficult to remove during hand washing. The areas under the watches, rings and bracelets also harbor millions of bacteria; therefore it is also advised not to wear these in hospitals (Gould, 2009). Nurses are also encouraged to wear short- sleeved clot hes. Technological developments have also led to the introduction of next generation ultraviolet light based training kits which are being manufactured by a company called Glowtec. These kits are used to check if the hands have been properly washed before attending to a patient (Glowtec, n.d). This form of hand washing technique is used to see a microscopic dirty surface that cannot be seen by a naked eye therefore improving the control of the infections. Hygienic Hand disinfection is another technique that is used to remove or destroy transient organisms from the skin by washing hands with an antiseptic such as chlorhexidine gluconate, iodine or triclosan for 15-30 seconds and should be carried out before aseptic procedures or during a pandemic situation (Carroll, 2001). The diagram in figure 2 of the appendices section below shows how to wash all areas of the hands to remove any visible contamination of the hands and also to effectively remove transient organisms (Nazarko, n.d) Surgical hand wash is also another technique that is used during surgery which involves the scraping or brushing of the nails with a sterile nail brush, washing hands and forearms with an antiseptic for a minimum of 2 minutes and then drying with a sterile towel (Carroll, 2001). This technique therefore removes transient organisms and reduces the levels of resident organisms. Hand drying is also another vital technique that involves using paper towels, the warm air dryer or sterile towels. This procedure is very important because micro-organisms are spread from one person to the other easily in wet conditions than in dry conditions and drying also reduces the risk of developing sore dry skin (Gould, 2009). Benefits to Patients Patients are the most vulnerable people who are supposed to be taken good care of in a health setting they benefit a lot from hand washing program. It prevents them from cross infection disease among themselves and those who are in care of them (BMJ, 2010). Hand washing is a process that brings hope and assurance to a patient. The patient is likely to recover better. But if a patient is in pain he or she is likely to develop physical or mental problems. If the patient is affected mentally he or she is prone to depression therefore it means the patient would develop infection due to stress environment. Another benefit of hand washing is short stay in hospital, which will enhance the social and economic (no loss of wages) part of a patients life. Eventually this would improve the quality life of a patient. Hand Hygiene Policy (2010) According to Hillingdon Annual Public Health Report 2004 a lot of death can be avoided by hand hygiene, especially those disease caused by MRSA and again a patient is also able to escape isolation in hospitals. Since patients with serious MRSA are sometimes isolated from other patients because of fear of infecting others. Therefore hand washing scheme enhances the well being of a patient. Conclusion Finally the best way of decreasing infectious diseases to patients is hand wash hygiene. According to one of the pioneers of hand wash Dr Semmelweis death rates in hospitals can be lessened if all health professionals follow the idea of handwash. Pathogens and bacteria that are found on hands are said to be the most dangerous causes of infectious diseases unless they are decontaminated by using proper hand technique patients would still suffer the same fate of olden days. According to my opinion hand washing has been discovered long time ago as a main factor of causing infectious diseases but up to now it is still not practiced in a proper way. If each nurse as an individual and those in care underpin the scheme of hand technique in an appropriate manner, they can be a massive change that can bring safety and trust to patients, their families, and friends and even to nurses themselves. Therefore children must be educated on how and when to wash their hands starting from the toddlers so that they can get used to the principle as they grow up. More education training is needed to all health professional on regular basis. If every step of hand washing is followed according to rules and regulations there can be a drastic change in all health care settings.

Management Essays Management Coach

Management Essays Management Coach Management Coach Taking the role of a management coach, you have been requested to analyse the leadership style of a specific business leader. Outline the process of the individuals leadership through a period of change and critically evaluate the outcome of the leadership approach in the organisation. Support your briefing paper with reference to a significant range of leadership and organisational development theories. Leadership, management style, organisational and national culture, organisational structure communication, team management and ethic/values are likely to be addressed. Identify and evaluate how a knowledge of leadership and or and organisational development can improve a managers efficiency and effectiveness in managing an enterprise. You are encouraged to take a holistic perspective and provide a critique of contemporary research and practice. An essential part in the running of an organisation is directing the efforts of their members towards the goals and objectives. This involves the process of Leadership. In simple terms leadership can be interpreted as getting others to follow or getting people to do things willingly or more specifically, the use of authority in decision-making. This essay will consider theoretical accounts of leadership behaviour and compare them to the chosen leader. The organisation that has been chosen is the Disney Corporation. Since the company was formed there have been two charismatic, but strikingly different leaders. A few years ago the Walt Disney Company was famous for a little mouse, a collection of vintage animated films for children, and two aging theme parks. Today, the sun never sets on the Disney entertainment empire. Along with its animation business, creator of blockbusters such as Beauty and the Beast, Disney now owns three other studios. After a problematic start Disney has exported the park business to Japan and France. There are two new Disney cruise ships, Wonder and Magic, and 725 Disney stores at locations all around the world. The driving force behind Disneys metamorphosis has been Michael Eisner, who became CEO and chairman in 1984 after a brief but intense battle for the position (Wetlaufer, S. 2000). The founder of the organisation Walt Disney, employed the best talent available, and by means of his own drive and enthusiasm, encouraged them to reach new heights. Walt Disney strived to maintain absolute, unchallenged control over every detail of his empire. Employees worked under an autocratic visionary; they expected big ideas and decisions to come from the top. When Walt Disney died in 1966, the company floundered creatively and financially for years. There were competent, dedicated people in management and talented, hard-working artists in the creative departments, but there was no vision, no leadership (Hightower, D. 1993). The choice of Michael Eisner as CEO of Disney has been a triumph of creativity in American business. Choosing creativity over financial know-how was a tremendous risk, but it has paid off: in the past eight years, revenue has grown on averaged 25 percent annually, Disney stock has increased tenfold in value and the company has been transformed into the worlds most successful entertainment empire. For the first time in Disneys history, an outsider was going to run the company (Hightower, D. 1993). Leadership is different from management; company leaders in action illustrate the practice of leadership. It is not just leadership that is required, both management and leadership are needed. However, during times of high-stakes change, organisations will fail without widespread good leadership (Coyle, J. 2000). Managers promote stability within an organisation, while leaders press for change. An organisation requires leadership at all levels, from the Directors board down to the Shop floor and cleaners. However, leadership is not a uniform command, for example the Waitress on the Shop floor will not receive identical commands and relationships from their manager as someone working in the finance department would from his or her manager. There are different forms of leadership and behaviour from which managers can implement to what they feel best suits the situation. The type of leadership adopted at different levels is a crucial part in achieving the aims and objectives and thus the success of the company (Burnes, B. 2000). Webber (n.d.) defined the types of authority of leaders in organisations into three categories, (1) Traditional, authority is legitimised by custom, and belief in the right to rule. There are traditional proper right to rule, example of this is the sovereignty, the church or a paternalistic employer. (2) Charismatic organisations, authority is legitimised by the quality of the leader, there strengths, personality and inspiration. There is a need for some routine; with the demise of the leader the organisation can change structure unless another charismatic leader is found, (3) Bureaucratic organisations, authority is based on the acceptance of the formal rules, the law within the organisation, authority comes from the hierarchical position within the organisation, examples of this are the armed forces and schools (Webber (n.d.) cited in Mullins, L, 2005: 77). Transformational leaders are able to effectively communicate their vision to an organisation and provide an environment where individuals are empowered to achieve that vision. Instead of telling employees what to do, transformational leaders provide the tools that can help employees achieve greatness. A subset of transformational leadership is charismatic leadership, which is built on the idea that sheer force of personality can be enough to provide leadership to an organisation and inspire high levels of personal loyalty from employees to leaders. The Disney Company has had two charismatic leaders in its history: Walt Disney and Michael Eisner. Disneys tenure was followed by lacklustre performance at the company after his death, and none of the executives at the organisation possessed a personality strong enough to replace the founder (Mullins, L. 2005). The trait approach assumes that the leaders are outstanding through their specific personality traits, cognitive abilities, interpersonal styles and other ability factors that distinguish them. This concept implies that leaders are rather born than made. Grint (2000) argued, There is no hope for those of us, not born with certain gifts or talents for leadership (Grint, K. 2000). The research done by Fleischman and Harris (1962) found two explicit behaviours: consideration and task-orientation. The first factor, consideration, involves a high regard for the leaders subordinates, sharing ideas and incorporating the subordinates as close as possible into the area they are involved. The second one, task-orientation, is mainly connected with the production and ignoring the subordinates to a great extend (Fleischman and Harris (1962) cited in Grint, K. 2000). The relatively new concept of charismatic leadership is based on the belief that the leader can broaden the awareness and interest of his/her followers. Consequently, the aims of the leader are of greater importance and are placed prior to the personal goals. Steers (1996) defines charismatic leadership as a special quality that enables the leader to mobilise and sustain activity within an organisation through specific personal actions combined with perceived characteristics. Employees are motivated by charisma beyond their original expectations. This is done in three ways, awareness about certain key issues and processes are raised, organisational goals are placed above the own interests and adjusting the needs level, so they have a stronger drive for responsibility, challenge and personal growth (Steers, R, 1996:693). Strength in Grint (2000) theory is it does not introduce quantifiable factors; hence it cannot be treated as a rigid science, such as Mathematics. Grint says that leadership is essential an interpretative affair, it casts doubt upon those claiming scientific legitimations for their claims and buttresses an approach to leadership that firmly within the arts not the sciences. It is not a rigid formula that applies to all leaders (Grint, K. 2000). Therefore the more scientific our methods of analysis become, the less likely we are to understand leadership because it is not accessible to scientific approaches. Taking this statement into considerations, it is clear that the charismatic leadership approach is a significant development, since it does not try to quantify. Henry Mintzberg discussed that the behaviour is hard to reconcile, on the surface at least, with traditional notions of what top managers do. It is hard to fit the behaviour into categories like planning, organizing, contro lling, directing, or staffing (Henry Mintzberg Cited in Kotter. J 1999). Even when times are hard, work was fun and exciting, and this has been incorporated in Eisners management style. But there are limits to the autonomy. Senior management delegates authority, not autonomy, downward in the organisation. Sometimes in large companies, too much gets delegated, especially now that empowerment is the rage. Eisner stated I just believe that those with the most experience should be given the most opportunity to handle really tough situations, these situations can put a company or a division at risk (Eisner, M. cited in Wetlaufer, S. (2000). So autonomy has its place. Delegation has its place. But sometimes you have to push problems back up to the top. Otherwise, you just might bump into the biggest corporate problem of all. Eisner, M. (2002) described what the most important areas of management are (1) youve got to be an example. (2)Youve got to be there. (3)Youve got to be a nudge, which is another word for motivator, really. (4) And youve got to show creative leadership, you have to be an idea generator, all the time, day and night (Eisner, M. (2000) cited in Wetlaufer, S. 2000). Thats not really a role. Its an underlying responsibility, its always there. Leading by example also means showing a combination of enthusiasm and loyalty to the institution, and it certainly means demanding excellence in the organisation (Wetlaufer, S. 2000). The two fundamental challenges to a manager are to (1) figure out what to do despite uncertainty and an enormous amount of potentially relevant information. (2) Get things done through a large and diverse group of people despite having little direct control over most of them. These challenges have severe implications for the traditional management functions of planning, staffing, organizing, directing, and controlling. To tackle challenges, effective general managers rely on agenda setting and network building. The best ones assertively seek information (including bad news), skilfully ask questions, and seek out programs and projects that can help accomplish multiple objectives. When a new manager starts their role they spend a considerable amount of time establishing their agendas. Effective executives develop agendas that are made up of loosely connected goals and plans that address their long, medium, and short-term responsibilities (Kotter, J.1999). This pattern of network-building is typical of a managers role and is aimed at more than just direct subordinates. Managers develop cooperative relationships with and among peers, outsiders, their bosses boss, and their subordinates subordinates. Indeed, they develop relationships with (and sometimes among) any and all of the hundreds or even thousands of people on whom they feel in some way dependent. Just as they create an agenda that is different from, although generally consistent with, formal plans, they also create a network that is different from, but generally consistent with, the formal organisational structure (Kotter, J.1999). This networking commence as soon as Eisner was appointed, gaining valuable contacts within the organisation. Managers of organisations have responsibility to get the strategic intent right, not just for the advantage of the organisation. Drucker (1989) discussed the responsibility of management as being decisive not only for the enterprises itself, but for the Managements public standing.for the very future of our economic and social system and the survival of enterprise. The decisions that managers make, do not just affect the organisation, they have an affect on the whole of society, with ethical, environmental and social considerations. Misjudged and misguided strategies have in the past brought down organisations both financially and in their reputation, damaging the publics opinion of them (Drucker (1989) cited in Mullins 2005:214). Therefore strategic decisions are likely to affect the operational level of an organisation, which needs to be in tune with long term goals of the organisation. This factor is important in decision making; firstly if the operational level is not in line with the strategic level this can cause conflict and jeopardise the strategy, secondly it is at the operational of an organisation that the real strategy is achieved (Johnson G , Scholes, K 2004). The Walt Disney Company continues to prosper, by maintaining and ever improving quality standards across the board. Walt Disneys Employee Forum is a publication created not only to motivate employees but to discuss past, present, and future accomplishments of the company. Disneys large corporation has very detailed and clear segmentation, and strives for quality in every product. Others in the entertainments industry, including, for example, Time Warner, MCA, and DreamWorks, also have their own unique quality factors. It is this differentiation and distinctiveness that may be the key to their recognition for what they do, and why they are so good (Anonymous1997). Successful organisations are fluid, forever moving and adjusting to the market forces. From the previous years performance new goals are set, brining in innovative fresh activities that make the organisation more effective. These criteria include increased employee versatility/flexibility; increase of expertise; broadening of the market base; increasing production capacity; improved production economy; and the ability to respond to change. Although some of these decisions are at a strategic level, others will show results with the year. These can be measured to ensure that the strategies are working for the organisation (Mullins, L, 2005). Creativity can be one of the key drivers in business today. At the Walt Disney Company, creativity is not just a tool or a technique to increase productivity; it is the heart of the business. The creative process is practiced and nurtured at Disney, and the application of a similar approach could dramatically impact businesses in a multitude of industries (Hightower, D. 1993). Eisner stated that Disney is a company built on a powerful combination of institutionalised creative friction, an environment that produces a constant stream of ideas and good, old-fashioned common sense. Together, he stated conflict and common sense yield creativity, and creativity has a way of cleaning up the balance sheet and making the income statement shine very brightly (Eisner, M. cited in Wetlaufer, S. (2000). The opinion that all knowledge is viewed as objects to the organisation, and therefore can pass between different states, has contributed to the focus of knowledge management systems (KMS) that they should be externalised and merged with tacit forms of knowledge. This theory is backed up by Cohendet et al.s (1999) recent attention to the codification of experience, know-how and localised tacit knowledge Through the processes of conversion between employees triggers the process of intuiting, interpreting, and integrating them into the organisation (Cohendet et al 1999:523). Healthy organisations would like to be viewed as containing harmonious working relations, committed to working together towards the common goal. Conflict is a reality within the organisational climate; therefore conflict has to be managed. The most specific level the culture of the organisation can be seen as the aggregation of the cognitive interpretations of the organisation workforce, conflict can reveal itself. This conflict arises from the personalities and experience of the individuals, together with the interactions between employees that can cause distortion (Hamlin, B. et al 2000). Diversity is a great force toward creativity. For many, Disney has made its members, (that is what they call employees) a diverse group of people. The more diverse an organisation, the more diverse are the opinions that get expressed, which sometimes create friction, and friction slows down the machine. When the machine slows down, good things can happen. If it is just sliding along with no friction, you get the easy solution; you get mediocrity. We work very hard on getting diversity at the top of the organization, and like many organisations we still have room to improve. That will make us more creative. This diversity is not just about skin colour or ethnic background, it is diversity in point of view. They encourage individualism, wanting employees who view the world differently (Wetlaufer, S. 2000). This whole business starts with ideas that come out of an environment of supportive conflict, which is synonymous with appropriate friction. This is an environment where people are not afraid to speak their minds or be irreverent. Uninhibited discussion gets ideas, which can be look at, made better or just get rid of them (Eisner, M. cited in Wetlaufer, S. 2000). Corporate creativity requires an innately creative leader and the managerial capability to syndicate creativity at the organisational level (Hightower, D. 1993). Cultural descriptions distinguish one organisation from another, and influence the people in the company as individuals as well as company performance. Such culture is a diffuse and nebulous notion, encompassing the underlying values, beliefs and principles of the personnel as they are expressed within the management, structure and practices (B Fletcher, F  Jones, 1992). Although Trompenaars suggests that all societies view time in different ways which may in turn influence business activities. The American dream is the French nightmare. Americans generally start from zero and what matters is their present performance and their plan to make it in the future. This is noveau riche for the French who prefer the ancien pauvre; they have an enormous sense of the past. This clash in national culture between the organisation and the country it is in, was experienced by the Disney corporation when they first tried to expand into new markets (F, Trompenaars (n.d) cited in N, Brealey, 1993: 66). The Aston School points to convergence of organisational culture. An example of this is the work of Hickson et al which suggests that there is a relationship between factors such as size/technology and structures which transcends culture. A bureaucracy in all societies and bureaucratic structures are more likely to occur in particular sectors of the economy. Other Commentators have followed Kerr et al who suggest that industrial or post-industrial societies would in any case become more alike as they are developed in the future. The contrary argument that culture does matter when studying organisational behaviour can be seen in the work of Geert Hofstede. During his work Hofstede identified four dimensions of culture; power distance; uncertainty; avoidance; individualism; and masculinity (Hofstede, G 1980). Ensuring that Disney cast members are committed and motivated, and that they behave appropriately, is the most challenging part of Eisners role (Wetlaufer, S. 2000 a). There are various cultural and structural factors that have a direct affects on organisations that can impinge on the very success of the organisation. These are highlighted when an organisation attempts to redefine itself, to change their image in an attempt to maintain or to enhance their competitive capabilities (L Gratton, 1999). Creating a worldwide brand also means creating a common vision and, to create synergy among its businesses worldwide, Disney runs a program, Disney Dimensions, for senior executives drawn from every division of the company to ensure they work in a common aim. Eisner describes this program as a synergy boot camp. Participants have eight days of meetings, covering every aspect of the business. They dress up as Disney characters, oversee the catering, learn how beds are made and spend time in all the different Disney divisions learning what these do and how they work. Basically they are learning for 16 hours a day how to do every single job in the business (Wetlaufer, S. (2000 a). Disney entertains people, so an energised culture is encouraged. This is reinforced in weekly meetings that anyone could offer up an idea and gets other people to react to it. These are big, unruly, disruptive meetings, which supports institutionalised conflict. The honesty in the teams and culture is vital in this culture. This is in the environment where criticism goes up as well as down. In this culture where every one is equal, there is no pecking order it produces creativity (Wetlaufer, S. 2000). Managers achieve more indirect influence through symbolic methods. They use meetings, language, stories about the organisation, even architecture, in order to get some message across indirectly. The symbols of the Disney Corporation are everywhere, reinforcing the values to employees (Kotter, J.1999). An important aspect that adds to organisational effectiveness is synergy, when the whole performance is greater that the performance of the individual components, that the performance of the organisation outstrips the performance of the individual, this is positive synergy (Mullins. L. 2005).Positive synergy occurs when two or more processes or activities complement each other. The concept of synergy can be considered and implemented by changing the links that bind certain departments together, linking new departments together (Johnson G, , Scholes K, 2004). Mullins (2005) stated that his could lead to a broadly and powerfully defined culture which is strongly customer focused and capable of leap frogging the competition through continual and radical innovation (Mullins, L. 2005:256). Synergy occurs at Disney, because they all pull together. The products scream out for synergy. When launching a new product it is on the cover of our magazines, on the Disney channels around the world and displayed in the windows of the shops. All employees around the world know what is happening and are involved (Wetlaufer, S. 2000). Classical writers discussed the organisation in terms of its purpose, with its formal structure; the hierarchy of the organisation. The emphasis placed on planning work, achieving this through managing the technical requirements, and the presumption of logical and rational behaviour from within the organisation. Each individual classical writer puts forward their own interpretation of similar theories (Mullins, L 2005). Baker (1972) discussed these principals as it offered simple principals which claimed general application it also followed architectural and literary styles which emphasised formality, symmetry and rigidity (R Baker (1972) cited in Buchanan D and Huczynski A 1991: 430) The Disney Corporation treats its members with reverence, respecting the individuals diversity. However the uniform of its customer facing members demonstrates rigidity within the structure. Although the payment received from the employer is not the sole motivator it satisfies the contract of employment. Hegewisch (1991) wrote the pay packet is one of the most visible expression of the employment relationship, its main issue is the exchange between employer and employee, expressing a connection between the labour market, the individuals work and the performance of employing the organisation itself(Hegewisch (1991) cited in Beardwell I Holden L 1994 :500). The organisation pays employees well; their reasoning was to compensate employees enough so they didnt have to worry about money. This way, they argued, employees were made able to do their job, service the customer. Tom Peters focuses on this point when discussing closeness to the customer. To overspend on service people keeps customers happy and Disney knows what its customers like. It may cost Disney a lot and be unprofitable in the short run, but the company looks to the long run to keep those customers (Tom Peters cited in Anonymous1997). As the first leader in the Disney Corporation that is not a family member Michael Eisner has turned the organisation around. The success is world wide, with new products being launched continually. Michael Eisner style of leadership is completely the reverse of the way the organisation had been run. Ultimately, Michael Eisner is seeking to generate enthusiasm and involvement among Disney employees. Enthusiasm and involvement leads to motivated employees. This is achieved through reinforcing the culture of fun and innovation. The employees are paid well, to motivate them and to reduce financial worries that could impinge on their performance. Although creativity and innovation is encouraged it could be argued that the knowledge of the employees is viewed as objects to the organisation. Eisners leadership is transformational and charismatic. Transformational leaders provide the tools that can help employees achieve greatness. There are networks in place that increase the synergy within the organisation, all employees knows what the strategic plans are. Although the organisation has been reformed, we must not lose sight of the ultimate goal. Michael Eisner values the ideas of every individual and endeavours to offer a creative, fun environment in which they may ultimately see their ideas grow and take shape, adding to the Disney magic and of course, the bottom line Bibliography Beardwell I and Holden L,(1996) Human Resource Management Pitman Publishing, London Buchanan D, and Hucczynski A, (1991)Organisational Behaviour Prentice Hall, Padstow Burnes, B. (2000) (3rd Edition)  A Strategic Approach to Organisational Dynamics Pearson Education, Edinburgh Gratton, L (1999) Strategic Human Resource Management: Corporate Rhetoric and Human Reality.; Oxford University Press (UK), Oxford Grint, K. (2000) The Art of Leadership, Oxford University Press, Oxford. Hamlin, B. et al (2000) Organisational Change and Development,  Pearson Education, Edinburgh Hofstede G (1980) Cultures Consequences: International Differences in Work-Related Values, Pitman Publishing, London Johnson, G Scholes J (2004) (6th Edition) Exploring Corporate Strategy Prentice Hall, Hemmel Hempstead. Marchington M and Wilkinson A, (1997) Core Personnel and Development IPD publishing, London Rose M Industrial Behaviour (1978) Penguin Harmondsworth Steers,R. (1996) Motivation and Leadership at work McGraw-Hill Trompenaars F (1997)(2nd Edition) Riding the Waves of Culture, Nicholas Brealey London : Mullins, L (2005) (7th Edition) Management and Organisational Behaviour Prentice Hall, Pearson Education, Edinburgh Anonymous(1997) How Disney uses differentiation to maintain distinctive quality Strategic Direction.  Bradford: May 1997 Cohendet, Pet al (1999). Knowledge co-ordination, competence creation and integrated networks in globalised firms Cambridge Journal of Economics Coyle, J. (2000) John P. Kotter on What Leaders Really Do (An interview with the author) Human Resource Planning Vol.23,   Drucker, P. et al (1997) Looking ahead: implications of the present. Harvard Business Review, Sept-Oct 1997 v75 Fletcher, B   Jones, F (1992) Cultural Auditing Managerial Auditing Journal Hightower, D. (1993) Creativity is your business too! Planning Review.  Sep/Oct 1993. Vol.21, Kotter. J. (1999) What Effective General Managers Really Do. Harvard Business Review, March-April 1999 v77 Wetlaufer, S. (2000) Common Sense and Conflict An Interview with Disneys Michael Eisner. Harvard Business Review, Jan 2000 v78 Wetlaufer, S. (2000 a) Reinventing Disney Strategic Direction, Sep 2000.Vol.16,

The Composition and Publication History of Samuel T. Coleridges Kubla

The Myth of Fragmentation - The Composition and Publication History of Samuel T. Coleridge's Kubla Khan Although the exact date remains unknown, it is believed that Samuel Taylor Coleridge wrote his poem Kubla Khan sometime in the fall of 1797 and began revisions of it in the early spring of 1798. Interestingly, although no original manuscript has been found, the Crewe Manuscript of Kubla Khan was discovered in 1934. Currently, the Crewe Manuscript is the earliest know version of Kubla Khan and is believed to have been written around 1810. After Lord Byron’s zealous response to Kubla Khan, Coleridge published the poem for the first time in May of 1816 under Byron’s publisher John Murray. While the poem was initially bound with two of his other poems: Christabel and Pains of Sleep, Kubla Khan was then published in 1828 within Coleridge’s collection Poetical Works. The final publication of Kubla Khan during Coleridge’s lifetime came in 1834, when a cumulative version of Poetical Works was introduced, which included some of Coleridge’s early, unpublished works. When Kubla Khan was first published in 1816, contemporary reviewers noted the poem’s fragmentary nature and spoke of its nonsensical style, imagery, and content. The poem was, in a sense, viewed as not a â€Å"wholly meaningful poem, but only meaningless music.† More recent studies by scholar E. S. Shaffer asserted that Coleridge intended for Kubla Khan to be a part of his project to create â€Å"a new kind of epic poem† that was to be called The Fall of Jerusalem. Shaffer believes that Coleridge was unable to complete this epic project, and consequently, left Kubla Khan as â€Å"an epic fragment† that has bred a myth of fragmentation that has followed the poem since its initial publi... ...w York: Charles Scribner’s Sons, 1972. Google Image Search. Online. Available at: http://images.google.com. Holmes, Richard. Coleridge: Early Visions (1772-1804). New York: Pantheon Books, 1989. Holmes, Richard. Coleridge: Darker Reflections (1804-1834). New York: Pantheon Books, 1998. Lindgren, Agneta. The Fallen World in Coleridge’s Poetry. Sweden: Lund University Press, 1999. Newlyn, Lucy (editor). The Cambridge Companion to Coleridge. Cambridge: Cambridge University Press, 2002. Samuel Taylor Coleridge Archive. Online. Available at: http://etext.lib.virginia.edu/stcColeridge/stc.html Stillinger, Jack. ~~Coleridge & Textual Instability: The Multiple Versions of the Major Poems~~. New York: Oxford University Press, 1994. Supplement to the S. T. Coleridge Archive. Online. Available at: http://www.mindspring.com/~mtiefert/poetry/coleridge.html

Some Tips On Car Restoration Essay example -- essays research papers

Some Tips on Car Restoration   Ã‚  Ã‚  Ã‚  Ã‚  Whenever someone decides to take the initiative to restore a car, it requires a serious commitment. I have seen too many people begin work and never finish. The successful car restorer chooses a car that fits his/her personality and budget, and follows the job through to the end. One must have a love for the process as well as the product, or the project will be rushed and end up to be worthless. I learned this tedious process when I was just fourteen years old, barely able to perform the difficult and sometimes dangerous tasks that are required to complete a show car. I would not recommend taking the steps I did my first time, so I will outline the best method I have learned through experience.   Ã‚  Ã‚  Ã‚  Ã‚  Most restoration projects are simple vehicles to begin with, so it isn't very difficult to know what's what. For those of us who don't know all the tricks or don't like to write things down I think a book is very helpful. I recommend one from the Chilton's Automotive Guide series. These guides are available for almost any car, so finding one for your project should not be a problem. They feature blown up diagrams of the complicated systems of the car like the distributor, under-dash wiring, and engine internals. This can be very helpful in those frustrating times when there are parts strewn from wall to wall in no particular order. Mine was an integral part of the process on my 1969 Chevy project.   Ã‚  Ã‚  Ã‚  Ã‚  Most people who are new to the project car scene tend to begin the project with cosmetics such as paint, interior vinyl and carpeting, and chromed accessories. This will not pay off in the end. The place to start is with the engine and suspension. In doing this at the beginning, you will minimize the chance of damaging expensive cosmetics and having to redo your work unnecessarily. For example, I was doing some major engine work after my car had been painted, and a slight shift of the hydraulic engine lift spelled disaster for a section of my newly coated fender. If the suspension components of your car are badly worn, consider replacement. A good way to check for broken or worn components in the front suspension is to lift the frame of the car until the front wheels leave the ground; then put one hand on each side of the tire and try and move it back an... ...ork you have done and it will transform the car's appearance drastically. Painting a car is an extremely delicate art, and equipment such as a spray booth and compressors are absolutely necessary to do the job right. After putting on a good set of tires and wheels that have been painted and polished and adding a few more personal touches, your project car is ready to drive. I went to a car show in Hershey, Pennsylvania and picked up a set of four 1973 Buick wheels that resembled the 1969 Chevy's. A little polish and touch-up paint made them look like new. If you buy used wheels, pay very close attention to the edges to make sure there are no irregularities to cause a vibration at high speeds. Common sense is the only thing you need to refer to when picking up used parts. If the time is taken to do each step correctly, the result is phenomenal. The work is never done, however. An antique is always in need of attention and maintenance, and you cannot afford to let your restoration work and money go to waste. These projects have proven to be some of the most rewarding hobbies in my life, as well as for countless other people who enjoy hands-on work and a thrilling driving experience.

Compare and Contrast the Demographic Perspectives of Thomas Malthus and Karl Marx with respect to the causes and consequences of population growth Essay

â€Å"As we venture further into the 21st century, the global population seems to be growing at an alarming rate. By 2030 the world is to home of estimation 8.3 billion, as compared to 6.12 billion just 30 years prior.† (UN 2008) This quote speaks to the increasing population growth that the world is facing right now. A demographic perspective is an understanding of how the causes of population are related to the consequences. Thomas Malthus and Karl Marx are population theorists who are concerned with the control of the population, modernization and economic growth, to name a few. Firstly, Poverty was one of the leading problems that both sociologists saw would come out of the population growth. However they both ascertain it to two different causes. â€Å"Population growth is generated by human beings who like other species are driven by a special urge to reproduce.† (Malthus) Malthus posited that it was due to persons in poverty with all their free time and their timeless passion that poverty is on the rise. He believes that persons in poverty because they have nothing to do during the day just engage in sexual activity and reproduce causing population growth at an exponential level. On the other hand Marx attacked the writing of Thomas Malthus retorting that â€Å"free time to have sex† wasn’t the cause but in fact the cause was an exploitation of the workers by the owners of the means of production. He attested that the specific relations of exploitation which obtained at that time between wage workers and capitalists, and the antagonistic relations between the landed and the industrial interests, changing them into the operation of the natural law of necessity that manifests itself through positive checks to population growth. Furthermore Marx and Malthus differ in opinions on if society continues to increase can they survive i. e. feed themselves. Malthus in his essay on the Principle of Population (1798), Malthus presented a startling idea. He theorized that the population grew exponentially (i.e. 2,4,6,8 etc), whilst food supply grew arithmetically (i.e. 1, 2, 3 etc). This idea, dubbed the ‘Malthusian Equation’, was seen as proof that the world population would inevitably outstrip food supply. The result, he believed, would be human anarchy. The population would thus be dramatically reduced, as many ‘the majority being poor’ would die from starvation. This can be supported with the study in Calcutta; India which has witnessed unbridled population growth. In the streets of the city, which are notorious for being the dirtiest and most densely populated in the world, thousands starve to death. (Musapha, 2006). However Marx did not feel the same way as he disputes Malthus’ statement about society not being able to last. Marx postulates that the food supply is not threatened by over-population. He claims that with the use of technology it is possible to produce food and other goods needed to meet the demand of a growing population. Therefore the growing population would survive as technological advancements would make it possible. Nevertheless the issue of over-population is a key issue to be discussed. These two sociologists see differing arguments when it comes to over-population. Malthus believes that over-population would lead to famine, pestilence and war which would act as a natural limit to human population increase. In order to combat the imminent demise of the human race, Malthus suggested preventative and positive checks. He was particularly critical of the poor, who he saw as thorns in the side of society. He was a strong advocator of the abolition of the â€Å"Poor Law†, a welfare system which he believed encouraged the poor to reproduce themselves. He saw no reason to pay the poor as they wouldn’t be able to ameliorate their position and would continue to be a ‘parasite’ on society. Instead he advocated that the money be given to the upper classes, so they could contribute to high society: art, science etc. He believed strongly that it was the poor who were to be eradicated and the rich to take the dominion of the world and carry on the rich legacy. In Herbert’s Spencer this was â€Å"survival of the fittest†. On the contrary Marx’s most robust criticism of Malthus’ theory is the latter’s opinion that the poor are culpable for the global demise. He believes that it is not the poor that is to be blamed for the population surge, but the rich. He believes that in an effort to accumulate and expand capital growth, the rich rely heavily on the poor to reproduce themselves. This is because when there is a large labour force but a scarcity of jobs the worker, in his desperation for employment, will work for anything. Thus the capitalists are able to keep wages very low and a â€Å"reserve army of labour† is endangered, who will work at anytime for anything. The bourgeoisie brainwash the proletariat into thinking that large families will result in greater chances of employment, and as a result, population sees a marked expansion. Therefore, in Marx’s eyes, Malthus’ theory in the capitalist’s attempt to rectify social phenomena and blame the poor for something that is not their fault. In closing, both the Malthusian and Marxist theories on demographics have their similarities and differences. There are tenets of their ideas coming through in all aspects of modern society. However, to apply only one to the current situation is a flawed approach, as there must be a combination of the best elements of the two.

Geographical Layout of an Area on Its Politics Essay

What is the effect of the geographical layout of an area on its politics, society, and economy? Physical characteristics of a specific area can have a substantial impact on its history. Regardless of how close one area is to another the outcome of the civilization could be completely different because of how the people have had to adapt to live in their respective areas. This issue would explain how intertwined history is with geography. Europe’s geography provided many disadvantages and advantages which have been the factors for its many successes and failures. Since the majority of Europe is surrounded by water it was a peninsula. This made it so they could trade with ease. The many rivers and mountain ranges of Europe most certainly aided in protecting certain civilizations from invasion or being involved in wars. The wildly vast and diverse geographic features in Europe set the tone for trading routes to prosper, long-lasting cultures to develop, and battles to occur that would change the identity of the region indefinitely. A region’s geographic shape is instrumental in determining what a region will become. Due to Europe’s geographical shape it became a hotspot for any and all trade. With natural resources plentiful Europe was constantly bustling with business. The Iberian Peninsula gave Spain and Portugal easy access to trade with foreign countries. The Balkan Peninsula gave many countries along the Aegean Sea the effortless option to trade. The many Peninsulas provided great advantages for Europeans due to the plentiful food the oceans supplied. These advantages molded many European civilizations into what they are today whether they isolate themselves from others or interact. The specific geographical features within a region provided protection, but also could have provided isolation. The many rivers and mountain ranges of Europe provided many people with fertile soil and a feeling of safety. However, the mountain ranges could stop trade between countries and slow the advancement of technology and knowledge between these regions. The rivers on the other hand would encourage trade and it would flourish. The physical characteristics of a region affect the decisions people greatly. Europe has a wide variety of terrains. Some help the people who live there, while others force people to adapt. These features influenced the development of many areas. For example the Alps acted as a barrier throughout the Punic Wars. It was perhaps the Roman Empire’s greatest asset. Several times Hannibal was forced to attack by sea instead of being able to invade from the North. This is not the only time in history was affected by geographical features. Climate overcame Hitler’s forces in the Invasion of Russia. The cold winter air killed off many of Hitler’s forces. That event alone could have changed the entire turnout of WWII. Europe’s features both hindered and kindled its growth as a world power. People’s choices have always been affected by their surroundings. The geographic features found in Europe were a commodity and the reason Europe succeeded the way it did for so long. Europe is filled with a wide variety of natural resources and geographical features. Sometimes their surroundings were beneficial and other times it was detrimental. Geography affected the choices of everyone. These features are what caused certain trade routes to emerge, cultures to find their identities, and wars to take place where they did.

Mandatory Drug Tests for Welfare Recipients

Should welfare recipients be drug tested? We have many different opinions about this subject. The problem is that people are receiving free money from the government and purchasing unnecessary or illegal products. Is that fair to people who work hard to earn their money and pay the taxes to support these addictions? No, it’s not fair. The money should go straight to support the individuals’ families until they can support themselves without the help of the government. People who can afford to buy drugs don’t need help from the government.Welfare should be used for its purpose only. Without drug testing people who receive the benefit, the government has no knowledge of how the money from welfare is being used. Drug tests would solve the misusing of the welfare money, and help keep recipients clean so they can keep a job and they can take care of their family with their own earned money. Why is there welfare? Some people run into difficulties in their lives where t hey may need some time of assistance; in these cases, welfare comes into place.Welfare is meant to help people who really need it. As the saying goes, â€Å"Bad things happen to good people,† and when people can’t afford to put food on their table or can’t afford a home to live in, welfare takes action and helps them. Welfare exists to make sure people can get back on their feet, and that’s what welfare checks should be used for and only for. People on welfare should be using that money effectively and meanwhile they should be looking for a job so they can afford their home and food and at one point get out of the welfare system.People are not supposed to lay back and pretend that their welfare check is their salary and use these funds for whatever they want (Welfare Information). But it happens. Unfortunately, welfare has become a way of life for a lot of people in the US. They sit around waiting for their next check with no intention of looking for a jo b or to improve their lives in anyway (Krannebitter). Therefore welfare is creating dependable people who don’t care to get out of their couch to make a better living for themselves.The worst part is that a lot of the people on welfare also use the money that come from the pocket of people who get up early in the morning to work almost every day, to buy drugs. If people are struggling to pay rent or to get food for their family, how are they having enough to buy drugs? What happens is that a lot of the times adults take the money that they are supposed to buy clothing, food, school materials for their kids and instead use it to buy drugs. That is not air to people in the work force because we are basically funding their drug addictions, and it’s definitely not fair to their kids, because that money is supposed to help them live a better childhood (â€Å"Welfare Misuse and Drugs†). So what can we do to prevent welfare money going to drugs? We should consider drug testing welfare recipients. By doing so, we would make sure that every person who receives the help from the government is clean and are using the money efficiently.Also it would make sure they are not losing jobs because of their addictions. People who are against drug testing welfare recipients always say that the 4th amendment make the drug testing unconstitutional. People who don’t know what the 4th amendment is all about, it basically states that the U. S. constitution protects people from unreasonable search (Fourth Amendment). So how come the 4th amendment doesn’t protect me from being drug tested for a job?I’m willing to work and earn my money and to do so I undergo through a drug test every so often, so how come the people who are in the welfare system, who by the way receives the money from the taxes I pay from my paycheck, for free, should not be tested? It’s just common sense. The drug testing would encourage people to stop using drugs and us e the money in a more productive way, and as a result of that, improving their lives. Welfare money is not always used for its purpose.With that in mind, the government should come up with a solution to solve this problem who is taking money away from people who really need the system. That solution is called drug testing. Drug tests should be a part of the application for welfare and it should happen also during the period when the person is getting help from the government, as people get tested to keep their job. Drug test would not only make sure that the welfare money is used properly, it would also make sure the recipients are clean and therefore can be more productive for their families and our society.