Friday, November 29, 2019

My Gift To You The World Essays - My Gift To You,

My Gift To You The World My gift to you is somewhat strange, it's hidden and silent, alone and unheard, but it still lives beneath the darkened sun, it's love and hope and joy and sight, it's knowing what's right and wrong, it cried for life, and I heard it cry, I've tried to lift its spirits high, to let other people wonder of its glow, its burn for eternal happiness, our burn for eternal peace. To give these it's hard, to respect them it's harder, I've watched others, and seen them turn inside out, lying through the pain of their gritted teeth, do they know of love? can they feel the hope? have they ever cried silent tears? I myself have cried those silent tears, alone and scared and silent, my pain was great, my anger uncontrollable, can you feel my hardship, my hunger of exit to this world? to have materials and possessions, I could never have used, but to have what I give, perhaps I could have coped, and that time would now be forgotten, so now I give, what I want in return, I give the golden rule. I've tried to lead others to peace as is I, but for this you need their total trust, and they would not risk it all, so the act of good came to a stop, and my hope was just left hanging, now I still give, and I do with all my heart, I bring a gift to everyone, to make sure I please the sun, but after the deed I always feel loved, and I realize once again, "To give is to be born, nd to receive is to remember.

Monday, November 25, 2019

buy custom Psoriasis essay

buy custom Psoriasis essay Psoriasis is a non-contagious chronic skin disease that is characterized by inflammatory and multiplying itchy patches on the skin and is clinically identified by well established, erythematous red papules and plaques having silvery scales. These patches usually appear on the elbows, knees, external surfaces, and scalp, but may be manifested all over the body (Oguejiofo, 2010). As the condition advances, one may also develop inflamed and achy joints, experience alterations in the appearance of nails, feel fatigue, and develop redness and pain around the eyes. The disease may be influenced by particular systemic and ecological features, but the course cannot be exactly identified. Immune system malfunctions arise from genetic information, where a patient carries genes, such as the tumor necrosis factor (TNF)that is known to cause swellings, highly found in individuals with psoriatic arthritis, and claimed to be one of the instigators (Langley, 2010). The immune malfunction leads to a rapid growth cycle of skin cells, which then die, but instead of falling off accumulate to form patches or, in some cases, inflammations and damages to the joints (Oguejiofo, 2010). Psoriasis can be caused by a genetic inheritance, though the process of inheritance is unclear, but assumed to be polygenic after analysis of the historical lineage of the patients. HLA system includes genes HLA B16, Cw6, B13, and B27, which are the genetic indicators in different psoriatic populations (Bandyopadhyay, 2012). Some of the factors that may aggravate and onset psoriasis according to Bandyopadhyay (2012) include: Trauma; this involves the growth of psoriatic wounds at the injured spot, which can be a result of physical, chemical, surgical, infective injuries, or inflammations. This is also known as Koebner phenomenon. Infection; a severe development of guttate psoriasis may occasionally be activated by the infection of streptococcal pharyngitis. Equally, HIV infection is also linked to the intensification in disease. Drugs; exposure to Lithium, withdrawal from systemic corticosteroids, antimalarial drugs, NSAID, and beta-blockers may catalyze the development of the disease (Bandyopadhyay, 2012). Other potential activators of the disease include strong sunlight, psychological stress, cigarette smoking, and alcohol (commonly experienced by males). Role of Immune Response The precise immune-pathogenesis of psoriasis is not clearly known. However, its etiology is associated with immunologic factors. The disease entails development of epidermal hyperplasia, existence of acute inflammatory cells, and alterations of vascular inflammation. The skin epidermis and dermis of a psoriatic plaque usually contain high numbers of different immune system cells, such as activated T cells, activated antigen-presenting cells (APCs) (Bandyopadhyay, 2012) (which include Langerhans, dendritic cells, and macrophages), hyper-proliferating keratinocytes, and neutrophils (Bandyopadhyay, 2012). The stimulation of the dermal cells, APCs, or keratinocytes may lead to stimulation of antigen production. The secretion of cytokine, lymphokine antigens, and the enhancement of T-cell in turn activates inflammations and hyper-proliferation of epidermal cells bringing to the clinical lesions termed as psoriasis (Bandyopadhyay, 2012). Nursing Assessment Nursing assessment involves physical examination, where a nurse interviews patients about their feelings, possibility of past injury, or exposure to chemicals. A patient suffering from psoriasis may record a feeling of soreness, burning, itchiness of the skin, or painful joints (Langley, 2010). Assessment process also includes inspection, where nurse observes the affected body parts and examines the presence of thickened skin with red papules covered with silvery scales. Palpation helps nurses to identify the texture of thickened skin. Physical examination of a typical lesion of psoriasis manifests features, such as lesions showing distinct borders, which are raised above the skin surface, appear red in color, and may be bounded by a pale halo. The lesions commonly are more than one centimeter in diameter and appear round or oval shaped (Langley, 2010). These lesions sometimes merge to form wide geographic patterns and are enclosed with loosely attached silvery white scales, which, when removed, may expose bleeding points. The parts usually affected are the elbows, shins, sacral regions, nails, and knees, among others. Other than the site variations, there are usually morphological variations of the lesions referred to as verrucous, lichenoid, linear, annular, follicular, figurate, and gyrate lesions (Lui, 2012: Oguejiofo, 2010). Implications for Nursing Psoriasis affects skin appearance and, as the skin is an exposed visible organ, can cause extreme psychological responses on patient. Nurses, therefore, have a continuous duty to psychologically help patients suffering from such conditions. This is because the condition affects the persons sense of self-concept. The constituents of self-concept that are normally evaluated by nurses comprise body image and self-esteem. The implications of nursing assessment include patients psychosocial responses to these components that often result in social isolation and, subsequently, loneliness (Menter Stoff, 2011). Many individuals in such conditions are usually disturbed by the body image and appearance, fear the risk of social isolation and experience changes in the self-esteem. Nurses need to be aware of the identifying characteristics of this diagnosis and the suitable nursing interventions to be employed that can result in positive patient outcomes (Menter Stoff, 2011). Nurses are, theref ore, in a unique position to handle the multidimensional impacts of psoriasis. Some of the interventions that can be employed are: Promoting understanding of the patient through explanations that there is no cure for psoriasis, though the disease can be controlled through lifetime management and advising patients to avoid the provoking factors. Promoting skin integrity; this is done by advising patients not to scratch psoriatic areas, instead to prevent the skin from drying out and clean with not too hot water, and teaching patients to use bath oil or emollient cleansing agent meant for sore and scaling skin. Improving self-concept and body image; this involves introduction of coping strategies that helps minimize stress and training patient to embrace self-care. Treatment Long term treatment is one of the nursing implications that must be initiated after nursing assessment and diagnosis of the psoriasis condition. Psoriasis is a chronic disease and, therefore, its therapy is long-term, needs to be individualized, depending on age, occupation, sex, and severity of the disease and available resources (Menter Stoff, 2011). Treatment of scalp psoriasis is still a challenge to the dermatologists. An effective management mechanism is essential and should include examination of the severity of the condition. The objectives of management are to slow the possible quick turnover of epidermis and to encourage solutions of the psoriatic lesions by addressing the aggravating factors, assessing the patients condition with a view of minimizing stress, gentle removal of scales using oils that soften the scales (Lui, 2012). There are three main types of therapy used in handling psoriasis. These include: topical, phototherapy, and systemic agents that can be used inde pendently or concurrently (Bandyopadhyay, 2012). Topical Therapy this is an outpatient therapy used as the basic methodology in the treating mild plaque psoriasis. This involves administration of medicines in cream or ointment forms applied to the affected skin and scalp areas. Phototherapy - used when there is extensive and widespread resistance to topical treatment. This type of therapy requires special facilities that can offer two main forms of phototherapy. The first one is ultraviolet B (UVB) that uses ultraviolet radiation with wavelengths 290-320 nm, and the second is photo chemotherapy (PUVA), which includes a photosensitizing drug methoxsalen administered orally to patients, then ultraviolet A (UVA) irradiation to treat individuals with widespread disease (Bandyopadhyay, 2012). Systemic Therapy; this is employed when both, phototherapy and topical forms of treatments prove to be ineffective, and is administered on patients suffering from erythrodermic psoriasis, active psoriatic arthritis, and widespread pustular psoriasis. The major implication that comes with the diagnosis and the treatment of psoriasis is the high cost of this therapy that many patients may not afford. Some of the drugs used in the therapy may include antimetabolites, such as methotrexate, acitretin, cyclosporine, which is used to selectively inhibit the T-helper cell from producing IL-2, thus produces immunosuppressive effects. Others include sulphasalazine and mycophenolate mofetil, which is still under evaluation, intended to prevent synthesis of the nucleotide guanosine (Bandyopadhyay, 2012). Conclusion Psoriasis is a non-contagious chronic skin disease that is manifested by inflammatory itchy patches on the skin and is clinically identified by well established, reddish papules and plaques enclosed with silvery scales that are generally circular or oval shaped. These patches usually appear on the elbows, knees, and on the exterior surfaces and scalp, but may be manifested all over the body. This condition is caused by malfunctions of the immune system and exposure to environmental factors (Langley, 2010). Nursing assessment of the disease is through clinical observation and physical examination for the identifying characteristics of this diagnosis that include feelings related to soreness, burning, itchiness of the skin, or painful joints and presence of lesions that show distinct border, are raised above the skin surface, and appear red in color. There are a lot of nursing implications that range from self-esteem and feeling of isolation to the cost of therapy administration (Mente r Stoff, 2011). The nurses also have a responsibility to advice the patients on the best self-practices alongside administration of therapies, such as topical, phototherapy, and systemic agents to maintain the disease. Buy custom Psoriasis essay

Thursday, November 21, 2019

Informative Research Paper Essay Example | Topics and Well Written Essays - 1000 words

Informative Research Paper - Essay Example It seems that solar energy is more potential as compared to other renewable energy sources, because it is easily and freely available and causes less harm to the environment. In the words of Daniel Lincot, the chairman of the five-day European Photovoltaic Solar Energy Conference held in Valencia, solar energy can meet the energy demand of the whole world, for it is a â€Å"renewable, safe, and clean source† of energy (qtd. in Hill). This paper will suggest solar energy as the most potential alternative renewable energy source currently available, for its potential features such as infinitely free energy, no greenhouse gases, saving eco-systems, and off-the-grid energy generation. Solar Energy The most potential feature of solar energy, according to Kamat, is that it is an infinitely free energy; and this would not usually incur any additional expenses other than the initial installation and maintenance costs (2834). As compared to conventional power generation, solar energy p roduction does not require expensive raw materials such as coal, and it requires a significantly lower labor force. Solar energy generation has advantages of direct and indirect costs. To illustrate, since sun and the solar semi-conductors can do the whole work, it would trim down labor costs to a great extent. In addition, no raw materials are to be extracted and refined for the production of solar power, and hence there are no indirect costs involved. Desideri finds solar energy as the most accessible renewable energy as compared to other energy, because it is more available and free, â€Å"and it is considered such as one of the greatest technological potential areas† (298). Sunlight is distributed almost equally all across the globe although there are some seasonal and territorial variations in the availability of sunlight; it also adds to the potentiality of this renewable energy. Another notable feature of solar energy is that there are no greenhouse gases emitted durin g the solar power generation process, and therefore it contributes little to environmental issues such as global warming or climate change. In addition, solar energy does not produce any smoke or chemical byproduct that is toxic to humans. Thomas also points out how a solar thermal or photovoltaic system avoids greenhouse gas emissions (28). It is clear that today nations strive to eliminate greenhouse gases and other toxic emission so as to promote the concept of sustainable development. In this context, this green energy technology would assist governments in cutting down their environmental intervention costs and promoting environmental sustainability significantly. Furthermore, since solar energy is free from environmentally harmful emissions, solar power plants can be established in any region where high intensity sunlight is available. The United States Environmental Protection Agency proposes solar energy as the most substantial choice: Solar energy is considered environmenta lly friendly because the sun is a natural energy source that does not require the burning of fossil fuels and the associated air emissions. In addition, it is considered renewable since the energy produced from the sun does not deplete any natural resources, and will never run out†¦ Certain additional features allow the end user to continue to operate even when the sun is not shining (EPA). Finally, developing more solar energy is a better way for organizations to demonstrate their corporate social responsibility, which is a central aspect of

Wednesday, November 20, 2019

The Case of ServerVault Study Example | Topics and Well Written Essays - 500 words

The of ServerVault - Case Study Example This means that the company chooses customers who value security and reliability heavily in their selection of hosting provider, having the motto, 'reliable, secure and wicked fast". ServerVault claims to offer much higher level of services than the other group at the 'managed" hosting group, having seven layers of security protection which passed the U.S Department of Defense Security Standard and it's vaults are especially designed to be able to withstand the most destructive forces of nature. It's promise of reliability and speed is backed up by redundant bandwith and power supply having four to five providers of internet access in each facility. The company rakes revenue from three sources: one-time set up for new servers, monthly hosting fees and fees for additional value-added service. ServerVault enjoys the advantage of having a facility designed to generate four or five times more revenue per square foot than those of its competitors. Being in an industry where business costs occurred mainly upfront and being young in the business, ServerVault faces a deep need for financing.

Monday, November 18, 2019

Organizational Behavior - Leading and Motivating Iranian Employees Essay

Organizational Behavior - Leading and Motivating Iranian Employees - Essay Example Rial has depreciated significantly hence first raw materials are more expensive to purchase and the customers expect no changes in price and quality of final products. If you charge them more they will go to your competitors. If you don’t charge them more for your expenses, you will not earn your overheads and the company will go bankrupt. Beside sanction there are internal and external factors that affect Dorna Company and its employees. This paper will discuss why money in Iran is the most important incentive and motivator for workers, if there are any other factors that motivate an Iranian worker and how can we lead them in order to achieve organizational goals. Salary is one of the main factors that motivate employees’ performance in an organization. While in other countries like Switzerland, employees tend to also care for other criteria in a job aside from money - vacations (Keller) and days-of etc.higher positions (Staff), etc - for Iranian employees it with easy to get motivated once salary is raised or rewarded by more money as a bonus or commission. But imagine if this system goes on each time a manager wants to motivate his employees or encourage them to do a task. Dorna is a printing company, which has been running for 35 years. Dorna became one of the most famous and reliable printing companies in Tehran and its success was derived from two main factors. First the use of up-to-date high technology equipment imported from Germany, plus the well trained team of staff who was sent to Europe to get their education and certificates in the printing field. These last years because of sanction (Denis Balibouse) and limitations in importing and exporting, the company faced some new problems. Workers are not motivated anymore. The first raw material for printing machines is not available as before, therefore the company is unable to perform a routine. The prices are not as cheap as the period before the sanctions since the Iranian Rial has depreciated

Saturday, November 16, 2019

Approaches to Employee Retention

Approaches to Employee Retention Attracting and retaining the quality staff is the competitive advantage for many organizations in challenging economic environment. There are two main approaches to attracting and retaining employees by the strategies employer of choice and employee engagement. Employer of choice has become in HRM in contemporary business recent years. It is representative of a whole new design of corporate culture. Employer of choice is applied in the company priorities by most successful and respected business leaders today. Now more and more employers are using an employer of choice strategy by providing and offering varieties of employee benefits in order to attract and retain best people. There are four measurements for monitoring the companys performance. In addition to market share, consistent financials and being a valuable corporate citizen, the fundamental element for a successful company is being an employer of choice. When companies are losing talent and experienced staff, the companies are losing professionals and expertise that gained at company expense, hard -built customer relationship as well that are very hard to replace todays labour market. To put employer of choice as the top priorities list can give the company competitive advantage be cause it can attract and retain critical human assets. The employee engagement is becoming very important across the globe as the customer power and employee power are increasing in the modern economic and business world. As 200 companies survey found that it can have $21 million benefit moving a workforce of 8000 employees from low level to high level engagement. And compared with 20% of disengaged the employees, more than 65% engaged employees say that they have a better understanding how to meet the customer requirements and needs. Employee engagement can also make effort on mental and emotional commitment to the organization. Engaged employees are willing to give extra effort to their job that can lead to increase the productivity. Some researches show that the employee engagement strategy makes an average less than three days sick leave per year than six days for the disengaged employees A successful employee engagement strategy helps create a community at the workplace and not just a workforce. When employees are effectively and positively engaged with their organisation, they form an emotional connection with the company. This affects their attitude towards both their colleagues and the companys clients and improves customer satisfaction and service levels. As the question mentioned that the companies must reject the concept that the loyalty is dead among todays employees. The company has to create a challenging environment that can attract and retain people. I totally agree this conception that employee royalty and satisfactory can be build up by employee engagement. It make employee make effort to the organization from coginitive level, emotional level and physical level. Engaged employees always think about the company, feel inspired by their job, they are customer focused in their approach, they care about the future of the company and are prepared to invest their own effort to see that the organization succeeds. It is now a generally acknowledged business fact that employee engagement is a key driver of business success. Employee engagement strategy can be applied no matter in small or large companies. It benefits the organizations and individuals, improving the performance, boosting the bottom line and makes employees happier and the work more enjoyable. However, it is not always the win-win situation. Some organization use employee engagement that can drive work intensification. It would obviously run this risk of being detrimental to the individuals concerned. The organization is expecting the employees to go one step further that can make overtime working normalised. And the over-performance rewarded can leave behind the staffs that just do a good job. In other hand, it is not easy to achieve work-life balance in some high-performance companies under employee engagement strategy. The priority of work with long and non-standard hours takes over family and social life. The increasing effort that engaged employees put into the work time make the work and life unbalanced. The latest research shows th at the employee engagement by high performance work systems may accrue marginal benefits in terms of the higher level of involvement and commitment. However, these benefits are outweighed by the associated increases in responsibility, workload, work-life spill over and work stress. 2. How companies are dealing with the linkages between HR and strategic formulation. Strategic Human Resource Management (SHRM) in an organization can be defined as accepting and involving the HR function as a strategic partner in the formulation and implementation of the companys strategies through HR activities such as recruiting, selecting, training and rewarding personnel. SHRM means linking of HR with strategic objectives to improve business performance and company culture to develop competitive advantage, innovation and flexibility. There are four different levels of linkage between HR strategic and the strategic management process: administrative linkage, one-way linkage, two-way linkage and integrative linkage. These four levels of linkage are very helpful for an organization to categorize which HRM strategy has to be applied. The administrative linkage has no linkage between strategic plan and HR function. It simply engages in administrative work that has no emphasis placed on achieving the linkage in both strategy formulation and strategy implantation. It focuses on day to day activities and personal management. In one-way linkage, the company develops the strategic plan and then informs the HR function. Although it does recognize the importance of human resources in implementing the strategic plan, it precludes the company from considering human resource issues while formulating the strategic plan. In two-way linkage, he strategic planning team informs the HRM function of the various strategies the company is considering à ¯Ã†â€™Ã‚   HRM executives analyze the human resource implications of the various strategies, presenting the results to the strategic planning team à ¯Ã†â€™Ã‚   The strategic plan is passed on to the HRM executive, who develops programs to implement it. The Integrative linkage is based on continuing interaction. The HRM function is built right into the strategy formulation and implementation processes. In the higher level linkage such as two-way linkage and integrative linkage are characterized by a close relationship between HRM and business strategies. HRM effectiveness can be explained by examine the contributions of the HRM function in the process of achieving strategic integration. In both of the short term and long term, SHRM should complement and contribute to the improvement of the productive capacity of enterprises. Strategic business partner: a role performed by HR practitioners, aiming to execute organisational strategy by aligning HR processes with the organisational strategy. HR managers become able to reengineer the way HR department executes its job, accomplishes those transactional HR jobs cost-competitively, and increasingly turn its attention to truly being a strategic partner with the firms top executives With an integrative linkage, strategic planners consider all the people-related business issues before making a strategic choice. These issues are identified with regard to the mission, goals, opportunities, threats, strengths and weakness, leading the strategic planning team to make a more intelligent strategic choice. While this process does not guarantee success, companies that address these issues are more likely to make a choice that will ultimately succeed. Research has supported the need to have HR executives integrally involved in strategy formulation. The level of HR involvement was positively related to the refinery managers evaluation of the effectiveness of the HR function. HR involvement was highest when top managers viewed employees as a strategic asset and this was associated with reduce turnover. HR practices that are properly implemented do deliver significant financial benefits to an organization. ( profitability, shareholder return, stock prices and organizational survival) Administrative linkage level will either become more integrated or face extinction. In addition, companies will move toward becoming interactively linked in an effort to strategically manage human recourses. Integrating the HR function into strategy formulation may help the strategic planning team make the most effective strategic choice. Once the strategic choice is determined, HR must take the active role in its implementation. HR is emerging as the key concept in assessing the competitive assets of organizations. HR managers and professionals, by virtue of their knowledge of human performance, are well positioned to exercise strategic leadership and contribute significantly to a firms competitive advantage. Therefore, the company has to create opportunities for the HR function to develop a more strategic role in a firms operation (Lawler Mohrman, 2003). As the arrival of the global economy, the HRM has more challenges to create an environment to maintain the competitive advantages. In order to become a strategic partner in the organization, the HR executive must have the abilities to research and training that from being acknowledge of the HR concepts, logic and practices. HR executives have to show the competencies which add more value to the organization. The role of HRM is becoming more creative and strategic to adapt the changes of worldwide workforce structures. More and more high performing companies have HR executive involved in business at a strategic level. There are four major factors of competencies related to how well an HR professional contributes in a strategic way to businesses in areas such as strategic decision making, culture management, fast change, and market driven connectivity. Previously, organization structured on a centralized and compartmentalized basis-head office, marketing, manufacturing, financing etc. By the end of the 1980s, HR played largely on administrative work that focus on HR operations and processing standardisation and technology which has no connection with the strategic management. The role of HR traditionally in the organization is no more than a one- way linkage role. They were doing what the business manager wanted. In recent years, theres a fundamental reassessments of human resources structures and positions. The massive change of business conditions, organizational structure and strategic decision makers has been leading HR to develop their perspectives and functions. Today, senior management expects HR to move beyond its traditional. HR is more tightly linked to corporate strategy and to creating business value through HR services that address a companys most pressing strategic challenges. HR now seek t decentralize and to integrate their operations and developing cross-functional teams. HR is anticipating critical workforce trends, shaping and executing business strategy, identifying and addressing people-related risks and regulations, enhancing workforce performance and productivity, and offering new HR services to help a company improve and grow. In order to become a strategic partner in the company, the HR executives need to fulfil five challenges to help the company to achieve critical goals. Posses and use their knowledge of how people can and do play a role in competitive advantage as well as policies, programs and practices that can leverage the companys people as a source of competitive advantage Firstly, knowledge management is essential for competitive advantage for helping HR to play an important role in developing company culture for organizational learning as a strategic partner. With knowledge management, business success is achieved in a culture of learning and workplace planning. The Research Quarterly found that the HR executives can leverage the company people through knowledge management, for competitive advantage in a challenging economy. HR executive and professionals has to acquire the knowledge and skills that are necessarily link HR to stakeholder value. And HR related policies, programs and rules can have a fundamental influence on workforce behavior that helping company to achieve the competitive advantages. To become the strategic partner, it requires HR executive to be involved in transferring knowledge. HR professionals must know how to optimize policies and practices, how to manage the learning that results from any change or execution process associated with new business structures. And HR executives need to have multiple channels to make sure the engagement of business strategies. HR executives must demonstrate business knowledge includes not only how it fulfills its mission, but also how it serves its customers and differentiates itself from its competitors. When HR professionals demonstrate their understanding of what is driving their business, they will add value by mobilizing the right workforce with the right skills to achieve the business goals of enterprise. Knowledge management requires knowledge managers. Key business resources like labor and capital have substantial organizational functions devoted to their management. Knowledge wont be well managed until some group within a  ®rm has clear responsibility for the job. Among the tasks  that such a group might perform are collecting and categorizing knowledge establishing a knowledge oriented technology infrastructure, and monitoring the use of knowledge. HR need to have clear strategies, outcomes, products , services and structures So the HR staff can achieve their goals and deliver the necessary outcomes. HR staff can do this to fulfilling for management roles Strategic HR role- aligns HR and business strategy and delivers the executive of strategy HR executives must be able to translate business needs in HR strategies to build up individual, team and organizational capabilities. HR strategy should be directly relevant to business requirement and delivering value that lead to an intense focus on structural realignment for HR teams. It requires HR to have competing perspectives, values and services. It also involved meeting stakeholder need for respect and ownership. HR executives need to widen the focus on learning new behaviours, changing attitudes and processes. Management of company infrastructure role- reengineers organization processes and builds an efficient infrastructure Management of employee contribution role- listening and responding the employees- employee commitment and capability is increased Transformation and change role- ensuing the organization has the capacity for change and delivers a renewed organization HRIS- HR information systems- technology is facilitating the transformation of HR function HRIS is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis. HRIS makes HR department working more effective to handle daily administrative tasks. Using the value-added approach to justify the HRIS expenditure links the system with the key business direction of the organization, and makes the critical of HR information to business success. The HRIS becomes not just a way to reduce administrative costs, but a key element of the business strategies. In additional to providing a framework of justifying HRIS expenditure as a strategic investment, the value-added approach emphasizes the role of HR as an active strategic partner in achieving the originations strategic business objectives Technology is facilitating the transformation of HR function. These technology solutions can cover multiple HR tasks, such as recruiting, benefits administration, and training administration. Applications and data a re usually shared in common across the company, with links to other systems in services centre operations, finance, and accounting as well as third-party systems for such tasks as payroll and benefits. Modern HRIS are comprehensive, accurate and accessible systems for recording employee and work data relevant to HRM, HR and organizational planning. HRIS helps the organization to improve strategic planning and program development and faster information processing times. By increasing administrative efficiency, technology allows HR to have fewer staff marking more value-added contributions to their organizations. The rapid evolution of electronic HR delivery systems is pushing more information in more usable formats to employees and managers who can use it directly for the benefit of their organizations. Fast and cheap access to accurate real time HR information Access and the ability to analyse, assess, interpret, manipulate, leverage and share the information effectively will be key to giving organizations a strategic edge. Successful data mining will be made possible by the use of date warehouses with their ability to consolidate internal and external information with powerful analytical tools Ubiquitous access to information to improve employee effectiveness and efficiency. This means working from anywhere and at anytime, the size, format, the footprint of technology deliverables will more from departmental desktop devices operating under the full control of the user organization to a mixture of hand-held, pocket-sized, integrated devices and wireless linkage that provide needed access on a real time basis to centralized processing and data storage capabilities. Instant access to all needed knowledge and to essential meaningful data will be a keystone for the successful enterprise. A variety of analytics and decision trees. Smart self-service. Customized content. HR executives must implement the new plans or programs. HR executive must have the skills to oversee the change in a way that ensures it success. Change was more successfully where HR professionals had been involved in developing the vision of the organisation, strategic planning, the change required and where the HR manage was well paid and reported directly to CEO. In previous times, change is constant. HR executives like scanning, scenario building and search conferences can help to predict the future and manage change. However, the most effective HR executives will not depend on formulas but will develop their strategic intelligence including foresight, partnering with people who complement their strengths, visioning with systems thinking, motivating and empowering their collaborators to realize their visions to create a winning future for their organizations. HR executives must have integration competence, the ability to integrative the three other competencies to increase the companys value. Although specialist knowledge is necessary, a generalist perspective must be taken in making decisions. This means that how HR all functions fit together to be effective and recognising that changes in any one part of HR package are likely to requires changes in other parts of the package. There are a few competencies the HR executives have to master to become a strategic partner. The integration competency is one of the most important that can integrate the other three competencies together to increase the organizations value. HR executives are playing the role as connecting hiring, training and worker evaluations via organizational competencies. From talent mapping and planning to performance evaluation, recruitment, retention and even benefits administration, todays human capital professionals are constantly seeking new ways to streamline, integrate and align human capital functions with broader corporate objectives The organization management has to realize that it is very important to have an integrated and consistent technology platform for HRM. The more integration between activities as diverse as recruitment, payroll and benefits management, training/development and performance measurement, the better HR executives can be at overall workforce planning and managing and motivating individual workers. As the result, the organization can be more effective These developments lead to an entirely new set of competencies for todays strategic Hr executive. The new strategic role of HR shows both opportunities and challenges. These include forming a series of partners with senior executives, line managers and external providers of HR services. As companies cope with the economy, HR can be instrumental in helping organizations leverage knowledge-based resources for business results. As highlighted in Creating People Advantage, critical HR challenges focus on three strategic categories, all related to knowledge management: 1) developing and retaining the best employees (talent, leadership development, work/life balance); 2) anticipating change (demographics, change, cultural transformation, globalization); and 3) enabling the organization (becoming a learning organization). (4) As indicated in a SHRM April 2009 poll of U.S.-based organizations and multinational companies, the primary focus of companies now is workforce planning. Although hiring expectations are low, talent management priorities remain high despite the economic downturn (see Figure 1 Competitive challenges influencing HRM The challenge of HR innovation Knowledge management It is no secret that knowledge is power. Knowledge management can create competitive advantage for a company and its customers. By sharing information and best practices, organizations create expanded opportunities for market share and financial growth. Furthermore, knowledge management provides a means for organizations to differentiate themselves from competitors. Second, KM can create a truly customer-focused culture. Appropriate organization resources can be directed toward solving customer problems or meeting customer needs quickly and effectively. Third, knowledge management can be a catalyst. Through tools, resources, and systems, it can help ignite creativity and innovation in the development of an organizations products and services. Fourth, KM can improve time to market. By leveraging best practices, learning and other time-savers to improve productivity, products can be introduced faster. Last, KM can expand a companys strategic options. By leveraging intellectual property in research and development efforts as well as overall market and business strategy, organizations can discover new ways to create value. Knowledge management can provide an organization with man benefits. Organizations can more effectively counter problems and threats and can respond more proactively to opportunities. In a knowledge based economy, managing knowledge along with other resources is a requirement, not an option. Knowledge workers Self-managing, automony, responsibility for continuing innovation Knowledge workers in todays workforce are individuals who are valued for their ability to interpret information within a specific subject area. They will often advance the overall understanding of that subject through focused analysis, design and/or development. They use research skills to define problems and to identify alternatives. Fueled by their expertise and insight, they work to solve those problems, in an effort to influence company decisions, priorities and strategies As the workers become more knowledge based, firms will need to implement strategic human resource practices in order to retain their tacit knowledge base either by retaining the tacit knowledge or by retaining the knowledge worker and thus retaining a critical competitive advantage. Performance of knowledge based industries depends on organizations attracting, holding, and motivating knowledge workers (Drucker, 2003). The transition to knowledge workers is having a significant impact on human resource practices. The knowledge workers must think like entrepreneurs, and the firms must think of the knowledge workers as entrepreneurial professionals as well as ensure a learning organization where tacit knowledge is actively diffused throughout the firm. This will allow the firm to better manage their knowledge resources through HR practices and help sustain their competitive advantage. High-performance work systems (HPWS)- combining people and technology- self-managing work teams Change in employees work roles and skill requirement The use of teams to perform work Changes in the nature of managerial work Changes in company structure Increased ability of HR information HRM practices in HPWS The challenge of sustainability The challenge of globalisation The challenge of attracting and retaining people NOKIA CASE:- Connecting People Exernal and internal people Nokia is the worlds leading mobile phone supplier and a leading supplier of mobile and fixed telecom networks including related customer services. Nokias corporate headquarters are in over 120 countries and employees are more than 47000 people worldwide. Human Resource Management plays an important role for Nokia to become the giant among the communication rivals, HRM in the new economy should to be human centric with a strong technology focus. Nokia use the SHRM to leverage on emerging technologies to better satisfy the wants and needs of the knowledge workers and in the process to build a competitive advantages. Nokia Australia is recognized as an employer of choice having been named National Best Employer in 2002 by Best Employer to Work for in Australia Awards sponsored by Hewitt, AGSM and John Fairfax. Nokia is one of only five companies to have consistently featured in the Best ployer category since the inception of these awards. Nokias HR policies have played a key role in helping the company to reach its 45 percent share of the global handset market and industry-leading profit margins of 20 to 25 percent, at a time of technological change and intense competition from Asian manufacturers. At Nokia values are the foundation and people the core. Nokia offer a workplace with a world of opportunities, engaging work, global culture and competitive rewards. The goal of Nokia HR is to create an environment in which all employees can fulfill their potential. It is crucial for the company to have the ability to adapt successfully to the high speed of change in the global market. The scale of Nokias business also means that Nokia employees can lead or participate in projects that have global impact, affecting the lives of millions of people and fulfilling Nokias mission: connecting people. Attracting, motivating and retaining people have become the main external influence on Nokias HR strategies. These four elements are: The first element of Nokia HR strategy is the Nokia way and values. Nokia is a networked organization with speed and flexibility decision making. Nokia provides individuals with a platform for personal growth in a challenge environment with a clear vision, goals and management principles. The Nokia Way brings talented people together who share the principles and success. Through the extensive employee engagement, Nokia have renewed their values that reflect their business and changing environment. Nokia is continuing engage all the stakeholders and employees to meet the needs of customers. And Nokias HR strategy includes the passion for innovation through new and improved ways and better understanding the world. Professional and personal growth (Challenge of Innovation) Nokia is focusing on professional and personal growth. Only with truly innovative ideas can make the company and its people to develop the industry and improve the products and services. Commitment to Self-developments People at Nokia is continuously looking for ways to improve their performance in order to stay at the forefront of technology and develop own competencies. Employees are encouraged to create their own development plan and take advantage of the variety of available learning solutions and methods. On the job learning is heavily encouraged. Nokia has the high-performance work systems (HPWS). First, Employees reward and compensations at Nokia is related to the companys performance.Nokia provides employees with market competitive rewards through a flexible global structure, which can address diverse and changing business and employment environments, as well as specific individual preferences. Nokia rewards employees for good performance, competence development, and for overall company success. This creates a positive and encouraging environment with opportunities for employees to optimize their potential and be rewarded fairly. Higher performance and contribution will lead to higher rewards. The Nokia global market competitive rewards structure addresses the need for flexibility, personalization, empowerment and commitment. Second, Nokia has the coaching and management training system. Coaching is regarded as a vital part of continuous learning. Highly skilled colleagues at Nokia provide employees with rich sources of experience and knowledge. Receiving coaching and partic ipating in different teams will fuel employees ´ development as well as give them the opportunity, every day, to share ideas and goals with innovators and industry leaders. Employees have access to a wide variety of training activities. Through global network of Learning Centers, Nokia HR aim to offer a consistent standard of training and development to all employees. The Learning Market Place Intranet contains information on all Nokia ´s learning solutions including e-learning as well as classroom training. Management Training Nokia place particular focus on developing managers in management and leadership skills. It is one of the key areas in competence development. There is a full range of training available from new managers ´ programs to senior programs for our more experienced people. Internal Job Market (Changes in the place of work) All employees at Nokia are invited to look at the job opportunities available inside Nokia. All vacancies, with the exception of very senior positions, are advertised internally. Employees are encouraged to improve their competencies through changing their positions. Internal job opportunities, the possibility to register to our internal candidate pool and other services for job-seeking inside the company are available through the Internal Job Market Intranet. The aim is to give Nokia people the opportunity to manage their own careers. Performance Management Nokia has created a successful performance management system across the whole company called Investing In People (IIP). This system is closely aligned to the company strategy and planning processes and involves biannual formalized discussions between employees and their managers. Employees are encouraged to be active and to own their IIP. In this way, employees always understand what is expected from them, how their individual achievements support the Nokia overall strategy, and how they are rewarded. Work-life balance The well-being of our employees is important and also fundamental to the Nokia Way. We as an employer recognize the importance of the balance between work content and personal interests and needs, as well as the impact of that balance on employee well-b

Wednesday, November 13, 2019

Martin Luther King And Malcolm X Essay -- fight against segregation

Martin Luther King Jr. and Malcolm X had a common purpose for African Americans; justice and equality. Illustrated through their speeches, Martin Luther King Jr’s â€Å"I Have a Dream† and Malcolm X’s â€Å"Talk to Young African Americans†, the two did not share techniques or ideas. Yet both men had the support of millions and millions of people. One of the worlds best known advocates of non-violent social change strategies was Martin Luther King Jr. He synthesized ideals drawn from many different cultural traditions. The image of a social activist and leader was the result of extensive formal education, strong personal values and licit ethics. This excellence in leadership can be traced to his character, which is shaped by his moral values and personality. King believed in equality and peace for all races. â€Å"Black men and white men, Jews and Gentiles, Protestants and Catholic, will be able to join hands† (King, 1963). King did not just focus on African American struggles, but for all races and creeds. King’s strategy was one of peace and embracing the oppressor. â€Å"The sons of slaves and the sons of former slave owners will be able to sit down at the table of brotherhood† (King 1963). He encourages his followers to remember that all people are God’s children and that hopefully one day all A mericans from all backgrounds can join together to sing "My country ‘tis of thee, Sweet land of liberty, of thee I sing†¦" Malcolm taught a message of self-help and personal responsibility. ...

Monday, November 11, 2019

Characteristics of a Good Learning Environment

Characteristics of an excellent learning environment. The physical place of the classroom can affect a students learning. I noticed that many classrooms are shaped like a box. In which the teacher stands at the front providing the students with information, rather than knowledge. Classrooms should be designed so that the teacher and students can meet as a group, as well be able to work independently. The method that I find works the best is when students work together as small groups. Information can be better examined and be explained in different perspectives.Students need excellent instructors in their classrooms. Instructors create a natural critical learning environment for their students. Every instuctors environment will be different in some type of way. Some instructors create this environment with lectures, discussions, or role playing. These types of teaching will help students to learn new material and apply it in their lives. Many times an instructor’s lecture is e xtremely long, and I lose interest. I often look at the clock or daydream after a while.It’s not because I don’t care what their talking about, it’s just that I enjoy working hands on. Instructors play an important role in a student’s success and should teach in a way that students best learn. The role of grades is an important part of evaluating a student. A student who works hard and puts forth a lot of effort will normally earn good grades. The students are eager to learn new material and apply it. Me, myself often works extremely hard to earn good grades. Many times I do not get my desired grade because many times I just do enough to get by.I often get frustrated with myself for not achieving a grade I could have earned. Learning is my number one role and responsibility as a student. If I fail to learn it who will learn it for me. I have to be one hundred percent dedicated to learning new things. I know that every class hat I am attending in college w ill be applied in my career. I know that I am far from being a good writer but I’m willing to learn how to become one. I will also learn how I could have written this essay better from my instructor.

Saturday, November 9, 2019

The New U.S. Meat Industry essays

The New U.S. Meat Industry essays The new U.S. meat industry of food retailers, meat processors, and farms and ranches coalesce into fewer and larger businesses are emerging. These new giants like Wal-Mart could drive up food prices for consumers and drive down livestock prices for consumers and drive down livestock prices for producers. Grocery stores have merged or acquired other stores, spawning several major grocery chains and large general merchandise stores and warehouse clubs have appeared on the retail scene. While market power seems to be uprising public policy ensures that all participants will benefit from the new structure. With this new structure the number of meat processing firms has dwindled rapidly, boosting the market share held by the industrys largest players while the number of slaughter plants have plunged. Food demand and technology are the two forces of the meat industrys transformation to a more compact structure. Consumers are looking for food that is easy to prepare while also promising safe eating, improved nutrition, and greater consistency. The U.S. food market is notoriously slow growing with food spending rising more slowly than consumer incomes. Consumers are buying more conveniently prepared food products of consistent quality, despite the sluggish growth of over all food spending. With increased consumption from poultry profit margins in the beef and pork processing industries tightened. Meat is the single largest expenditure item in the consumer grocery cart, and livestock represents the single biggest item on U.S. agricultures income statement. The Sherman Antitrust Act, the Clayton Act, and the Federal Trade Commission Act express the nations commitment to a free market economy where competition benefits both consumer and businesses. This new structure should reflect these laws and expectations that benefit all participants. ...

Wednesday, November 6, 2019

Most Powerful CoSchedule Calendar For Solopreneurs Live Demo Recap

Most Powerful Calendar For Solopreneurs Live Demo Recap Did you know that we’ve added some great new features + slashed prices on some of our other powerful features to offer you our brand NEW Essential + ReQueue Plan. This is the best plan out there for solopreneurs, freelancers, and bloggers!  Ã°Å¸â„¢Å' Watch This: The Most Powerful Calendar For Solopreneurs With our NEW Essential + ReQueue plan, you get: ReQueue (for FREE).  No need for add-on expenses. With our new Essential + ReQueue plan, you instantly get ReQueue! That means you’re gettin’ a $150 social automation toolfor FREE. Our best integrations package (yup, literally all of them). Every  pricing plans now includes our best integrations: Google Docs, Evernote, Google Analytics, Bit.ly, every social networketc. All your WordPress sites on ONE calendar (w/one price).  No more jumping from calendar to calendar to keep track of every WordPress site. Quickly access all your sites  (and every associated task, piece of content, and deadline) in the same calendar. 😎 Built-in social message analytics.  Our built-in social message analytics are included with the Essential plan, plus (coming soon) a new series of Social Network Reports. AND saved calendar views (by default). With the new Essential plan, you can create multiple calendar views, save em, and quickly access your content whenever you need it. Why it’s the BEST plan for Solopreneurs, Bloggers Freelancers: You get WAY more for less.  Before our Essential plan, it took $79/month to gain access to ReQueue feature. We’ve cut the price by $30. Now, you can get ReQueue plus a ton of other features for only $49/month. You can add users + social profiles whenever you want. You will never need to pay for users or profiles that you don’t need. Now you can add additional users for only $9/month or social profiles in packs of 5 for only $2 per profile. You have ONE bill (for everything).  With our old plan, many users were required to pay for multiple calendars with multiple bills. This was hassle and could get expensive quickly. We’ve fixed that. Now you’ll have one subscription and one bill to manage. Huzzah! Need more details?  Check out the Essential + ReQueue plan today on our pricing page.

Monday, November 4, 2019

Individualism and Collectivism Essay Example | Topics and Well Written Essays - 500 words

Individualism and Collectivism - Essay Example Societies characterized as collectivist are commonly communist or communal societies. Democratic society is more or less based on individualism, and how as individuals we are all free to decide our own path and determine our own fates. These days, we all say that the individual has the right to decide how to live their own lives, and individuals, societies, or institutions should not be allowed to interfere. A common argument against individualism is that it is little more than selfishness or egotism. However, individualism is more about providing personal choices rather than explicitly providing benefit to individuals. Perhaps the most glaringly obvious downside to this is that the increasing emphasis on the importance of the individual has by necessity occurred in conjunction with de-emphasis on the importance of community. In deciding that we are free to determine our fates regardless of any other considerations, we have lost that feeling of community that used to be considered so important. Too many people have stopped believing they have any responsibility to their wider community, and this is reflected in increasing crime rates, especially of violent crime.

Saturday, November 2, 2019

Charging Children as Adults Essay Example | Topics and Well Written Essays - 2000 words

Charging Children as Adults - Essay Example With matters dealing with criminal justice, the method is not much different. First, the issue has to be stated, then it is discussed, and conclusions are drawn. Where steps look like they may have been skipped, the research objectives are within the job description of solving crime, and methodology and data collection is done during the discussion of the issue if it has not been done already. The matter at hand for this discussion is that of charging children as adults for the crimes they commit. When children are charged as adults for crimes, it can leave a permanent mark on their record that they will never be able to outlive. It is believed by some that this method of criminal justice will serve as a warning to those who would otherwise do harm to others, saving untold numbers of people from harm and homicide. Others believe that the children who are sentenced to these kinds of charges are from states of disenfranchisement, with matters only made worse by the fact that where they once did not believe they would overcome their situations, they are now supported in their own conclusions, guaranteeing them a life of less opportunity than those who may commit the same crimes, but do not suffer the same consequences as a result of the advocacy they receive from their community. In conducting researching for issues in the criminal justice system, the two most common methods are quantitative and qualitative (Maxfield; Babbie, 23). Quantitative analysis is that which deals with concrete facts, or quantities.