Saturday, August 31, 2019

Kpop Intro Essay

Seo Taeji and the boys introduced rap, rock and techno in the music. Ever since then, many other idols or young singers have been coming out with these types of songs. Kim Bum Soo was also the first singer from South Korea to get into the Billboard hot 100 chart and ranked 51st in 2001 (North East Cricket Forum). Ever since Kim Bum Soo entered the Billboard chart, many other singers and idols also started to enter the charts. Then soon after, Wonder Girls made it into the Billboard chart with the song ‘Nobody’. Also, many of the singers go abroad to perform, like Japan, China, Philippines, Paris, USA, etc.Many of the singers are already performing in many other countries besides Korea. â€Å"Girls’ Generation signed with Interscope Records to release the group’s latest album in the United States last autumn and made its American television debut on David Letterman’s â€Å"Late Show† in January† (nytimes). Many others concerts were held in the US including SM Town New York, SM Town LA and the Google concert, which was held in San Francisco. Just to participate, all the singers that performed probably had many hours of training, but not all the singers in Korea came to perform. Only the popular singers performed.In order to rank high in the charts, or get into the Billboard charts, the singers and idols had to get months or years of training. The singers also have to wait in order to get a call from these countries saying to come over. The idols have about 12-17 hours of training each day for over a few months to years. The smallest amount of training in Exo-K was Baekhyun with about a year of training (Ohkpop). Suho had the longest amount of training in Exo-K, with about 7 years (Ohkpop). Jo kwon also had about 7 years of training in order to debut into the group 2AM (Seoul beats).However, IU only had about 10 months of training before debuting as a solo singer. â€Å"Trainees train almost nonstop for an average o f two to five years before being allowed to debut. † (Seoul beat) Trainees have to train a lot in order to debut and have to work hard or they get cut from the entertainment (Seoul beat). Entertainments usually train idols in order to perfect the skills. â€Å"The goal of the training period is to build up a potential K-pop group member’s stamina in terms of both singing and dancing. † (Seoul beat) In Korean entertainments, training is a must and it is focused on mostly dancing and singing.The idols train in order to perfect the synchronization. Many of the idols or singers were casted since elementary, junior high school or high school years. The more famous the singers are, the more money there is. â€Å"Up until the 3rd quarter of 2011, Girls’ Generation raked in a grand total of $19. 3 million USD. † (allkpop) Girls Generation has even entered the billboard charts and have performed in Paris, USA, other parts of Asia, etc alongside DBSK, Shinee, F(x), Kangta, Super Junior, etc. â€Å"Over that same time frame (up until the 3rd quarter of 2011), Super Junior earned $12. 25 million USD, TVXQ earned $10. million USD, SHINee earned $5 million USD, and f(x) earned $3. 3 million USD. † (Allkpop) These singers had many years of training and some of the members had different amount from the others, but got to debut in the same group as each other. Just because some of the trainees had more training than the other does not necessarily mean that they will be more popular. In an idol group called Beast, Junhyung makes the most money, yet another one of his members named Yoseob trained the longest out of all of them (Allkpop). Out of all the idols, G. Dragon from Big Bang makes the most money and IU is third yet she had only 10 months of training.Jo Kwon from 2AM is in thirteenth place and yet he had about 7 years of training (Allkpop). Some of the idol groups, like Beast takes the money that was earned from personal work and s plit it equally with the members. â€Å"The boys guested on the latest episode of  MBC TV‘s ‘Radio Star‘, where they  revealed that their wages were split equally, regardless of who appeared on variety shows, dramas, or commercials. † (allkpop). â€Å"However, Junhyung’s income from his composing and writing is exempt from this equal distribution because it’s his own work, a benefit of his creative license. † (allkpop)A lot of the singers were dropped from past entertainments like Hyunseong from Beast was in Yg entertainment. However, the staff dropped him at the last minute and went into Cube entertainment in order to train again and debut. â€Å"A trainee can be dropped by their company at any point in time if they are not good enough. † (Seoul beat) However, many of the trainees get sent to other entertainment companies in order to train and debut, so their amount of time training gets even longer. Doojoon from Beast went f rom JYP entertainment to Cube entertainment and had to focus on dance in order to perfect it.

Friday, August 30, 2019

Harvard Referencing

The Harvard referencing system It is important that you identify in your assessment when you are using the words or ideas of another author. The most accepted way of acknowledging the work of another author is to use a referencing system. It is important that you write down the details of your sources as you study. When taking notes, use a separate page for each new book, journal article, or electronic source. At the top of each page, clearly record the following information for future reference. For books, record: * The author’s or editor’s name (or names) * The year the book was published * The title of the book If it is an edition other than the first * The city the book was published in * The name of the publisher For journal articles record: * The author’s name or names * The year in which the journal was published * The title of the article * The title of the journal * The page number/s of the article in the journal * As much other information as you can fi nd about the journal, for example the volume and issue numbers For electronic resources, try to collect the information on the left if it is available, but also record: * The date you accessed the source * The electronic address or email The type of electronic resource (email, discussion forum, WWW page, etc) Whenever you use someone else’s ideas or words, you must put in a reference. Direct quotations – this is when you copy another author’s material word-for-word. You should show the reader that it is a direct quote by placing the material in inverted commas. Traditionally, double inverted commas have been used (â€Å") but it is now acceptable, and preferable to use single inverted commas (‘). Sometimes it is difficult to avoid the direct quotation as the author’s words may precisely describe the point you are trying to make.An example for direct quote from a book or journal article with one author: When organising our time, Adair (1988: 51) sta tes that ‘the centerpiece will tend to be goals and objectives’. OR When organising our time ‘the centrepiece will tend to be goals and objectives’ (Adair, 1988: 51). When you take another author’s ideas and put them into your own words. You are still copying someone else’s work, so you must reference it. You do not need to use inverted commas when you paraphrase, but you must clearly show the reader the original source of your information.All of the sources you refer to in the main body of your assignment need to be listed at the end of the assignment in a reference list. When creating a reference list, the sources should be listed alphabetically by author’s surname, but when the author is anonymous or unknown for any one source, insert that source in the alphabetical list using the title of the source instead of the author’s name. All sources should be listed together; there should not be separate lists for books versus journal articles versus electronic sources.The reference list should be on a separate page from the rest of the assignment and should be simply titled ‘References’ and the title should be in the same font and size as the other headings in your assignment. When you use the Harvard System, you are only usually required to produce a reference list. It is generally important in the text of an assignment to show the reader the author’s name, date of publication and page numbers of the original source. In the reference list, it is important that the author’s name, the year of publication, relevant titles, and other access information is faithfully reproduced.Department of Lifelong Learning: Study Skills Series http://education. exeter. ac. uk/dll/studyskills/harvard_referencing. htm Central Queensland University ESLS Unit (2001) Referencing: The Harvard referencing system, [Online], Available: http://www. cqu. edu. au/edserv/undegrad/clc/content/resources. htm [14 Aug 2001] Lewis, D. (ed. ) (1999) The written assignment, Brisbane: QUT Publications. Wells, D. (2001) Harvard referencing, [Online], Available: http://lisweb. curtin. edu. au/guides/handouts/harvard. html [14 Aug 2001].

Thursday, August 29, 2019

Wireless Fingerprinting Attendance

This project presents the design methodology of wireless fingerprint management system for easy and time saving attendance. The project is used for the attendance of students at Institution. Since the project is wireless it is portable. As the student impress their fingerprint against the scanner the fingerprint module will match all the points of the fingerprint with the enrolled database. The data is maintained in the main PC. The WIFI present in the raspberry Pi b3 is used for the data transmission. This device use computer or a PC as the host device to store and verify the fingerprints. Through this automatic system time and manpower is reduced to great extent.Keywords-wireless communication, fingerprint module, raspberry Pi b3, host device. Aiming at the disadvantages of traditional wire attendance system, a design method of wireless fingerprint attendance system based on inbuilt WIFI technology is proposed. The system includes terminal fingerprint acquisition module and attendance management module in computer. It can realize automatically such functions as information acquisition of fingerprint, processing, wireless transmission, fingerprint matching, and attendance management. However, the inclusion of integrated Bluetooth 4.1 and 802.11n WIFI will please many, as it'll reduce the need to scour component sites for cheap USB dongles. The Wi-Fi is particularly good news, as it means you'll no longer need to take up one of your precious USB ports with a Wi-Fi adaptor. The experiment results show the transmission time is saved over one third and transmission efficiency is improved greatly. It realized low-cost and high-performance wireless fingerprint attendance function, which provided a new wireless fingerprint attendance system for enterprises and institutions. In the proposed paper complete development and implementation of attendance management system is provided. Various modulus which constitutes different parts of the attendance management system are explained using their hardware requirement.SYSTEM DISCRIPTIONThe description of complete attendance management system is given below. The below two sections 2.1 and 2.2 tells us completely about the hardware used in the system and the structure of the system. In the Section 2.2 the flow of the data that is shared with the database or the server in the attendance system is shown.2.1. System Hardwarea) Fingerprint module: The GT-511C3 is a fingerprint module which consists of a fingerprint scanner. It is a small embedded module that consists of an optical sensor mounted on a small circuit board. The optical sensor sca ns a fingerprint and the microcontroller and the software provides the modules functionality which automatically processes the scanned finger. The FPS consists of four pins as shown in fig(a). The pins are as follows: Fig. a Fingerprint Module1-UART Transmit (3.3V)2-UART Receive (3.3V)3-GND 4-Vin (5V)b) RASPBEERY PI B3-Fig. b Raspberry Pi b3c) LCD (Liquid Crystal Display)-Fig. c LCD (Liquid Crystal Display)2.2. Data flow in the systemThe system consists of two parts i.e. a) the ‘hardware' part and b) the ‘software' part. The hardware includes all the components listed above in the figure including the LED, switches etc. The data flow in the fingerprint management system is shown in fig. d .Fig. d Flow of dataThe Enrolment and Authentication is done using the fingerprint scanner present in the fingerprint module. This fingerprint module is connected to the Raspberry Pi interfacing pins also called as GPIO (General Purpose Input Output) pins. The fingerprint module works in majorly two modes Master Mode- In this mode every student will be getting registered as a new user and that data will be stored in the ROM present in the fingerprint module with a unique id.User Mode- In this mode we will be verifying the scanned images with the stored images. During this verification if the match is available than the data is further send to the Raspberry Pi and through it is stored in the database.The flow of the project is as shown below:Fig .e Flow of project.

Discuss the value of qualitative research to create new practice Essay

Discuss the value of qualitative research to create new practice knowledge - Essay Example Literature is suggestive that qualitative research’s contribution is growing and advancing knowledge. Knowledge claims emanating from qualitative research, logically, should be open to formal evaluation and critique. This means that it should be open to criticism, audit, and searching, which is the means of assessing the contribution it makes to the advancement of knowledge in terms of challenging, extending, or testing what is believed or known. Qualitative research, in its own right, is a distinct enquiry field with literature indicating that methodology in qualitative research is referent to ideas and principles used by researchers to base strategies and procedures (Denzin & Yvonna, 2011: p15). It acts as a form of social enquiry, focusing on the interpretation of experiences by various individuals. Traditionally, the debate has revolved around the merits of qualitative and quantitative research in knowledge development. Evidence is indicative of qualitative research being more interpretive and better in the study of phenomena and concepts. It aims at understanding the complex relationship between variables rather than cause and effect demonstrations. In addition, the diversity found in its responses has significant value. Qualitative research has been found to be more descriptive and humanistic with many dimensions that require the researcher to use a self-conscious approach (Denzin & Yvonna, 2011: p16). Therefore, on top of reinforcing new practice knowledge, it also helps uncover information that would have been more difficult using other approaches. Qualitative knowledge depends on social context information, especially the comprehension of human experiences. This is of special use when the researcher knows little about the field or topic of research. Contribution of qualitative knowledge in creating new practice knowledge is usually in terms of new theoretical ideas and knowledge (Denzin & Yvonna, 2011: p17). The underlying methods and philosophy , conversely, has left qualitative research open to criticism of being unsystematic, lacking in objectivity, being subjective, and being too general, as well as being a soft approach in comparison to scientific and empirical knowledge. It has even been claimed that evidence is not as powerful as that given by quantitative research. For those who subscribe to other methodologies, qualitative research’s strengths in creating new practice knowledge are viewed as weakness (Denzin & Yvonna, 2011: p17). Qualitative research, however, gives a unique perspective on a topic, as well as providing insight into subjects. The methodology generates knowledge and is subject centered, inductive, interactive, and holistic. It has its basis on people’s meanings, perceptions, and views while also useful in the exploration knowledge questions that are related to meanings, experiences, behavior, and feelings (Gilroy, 2011: p56). Qualitative research has, in a relatively short time, descend ed from many disciplines of diverse backgrounds. Its roots can be found in sociology, philosophy, anthropology, and history. Qualitative research has brought up new methods of acquiring research knowledge such as discourse and conversational analysis with each method coming from different backgrounds. In some fields like nursing, there is also a tendency in qualitative resea

Wednesday, August 28, 2019

Going global, acting local - communicating global brands to global Essay

Going global, acting local - communicating global brands to global markets - Essay Example ion of countries, ideas, knowledge and cultures of people from all across the world to develop a unique and distinctive market of consumers with almost similar tastes, preferences, interests, lifestyles, attitudes and behaviors towards a particular product or service. In other words, globalisation refers to international division of consumers who are both willing and able to purchase homogeneous products or services offered by different companies. In addition, it could be said that marketers divide all potential buyers in an international context and then formulate and implement their marketing, promotion and advertising strategies to cater those consumers. This process may involve manufacturing or production in other nations to achieve cost effectiveness while selling or promoting the produce in other countries where demand exists. (Medina and Duffy, 1998, 223-243) and (Levitt, 1983, 93-95) and (Fischer, 2003) Localisation is a process of adaptation to a particular geographic region, area, language or culture in an attempt to tap domestic market of a country. It is about giving a ‘local touch or look’ to products or advertising campaigns (that are offered to international buyers) by relating those goods or services to individuals in a specific target market. This process involves developing new products or innovating existing ones, modifying international promotion campaigns and advertising tactics etc after an in-depth analysis of societal taboos, sensitivities, language, demographic factors, culture and desires. This process is sometimes known as Customisation. (Medina and Duffy, 1998, 223-243) and (Baker, 1985, pp. 146-152) Glocalisation is a process that involves the elements of both globalisation and localisation. It is about tinkering away with the international goods or services to suit the tastes and preferences of domestic consumers from different markets across the globe. (Medina and Duffy, 1998, 223-243) It is worthwhile to mention the fact

Tuesday, August 27, 2019

HRM Essay Example | Topics and Well Written Essays - 1250 words - 1

HRM - Essay Example Since the level of operations will change with the area of operations there will be certain problems related to the area of operation for marketing. The change in structure is feasible with the division of the area of marketing operations. Plans should be developed regarding the new responsibilities that will be provided to Sam and his accountability for the area of operations. The proposal for Sam’s pay structure is not feasible. According to the policy of employment that has been signed by Sam and the company, his pay cannot be changed due to the position he is holding. There are legal constrains that might not be applicable in restructuring the incentive package for Sam (Chan, 1995). There is another problem that might arise from the shareholders’ perspective. There might be pressure in internal nature that might rise due to the existing commitment that has been shown by Sam. The reduction in incentive or bonus structure of Sam might affect the interest of the stakeh olders. The bonus and incentive that are provided to manager are to take entrepreneurial risks that maximize the shareholders value. This will generate a legal obligation in the organization due to inappropriate decision regarding the bonus structure for Sam. Thus, it is not a suitable proposal for Sam and cannot be implemented (Freeman & Et. Al., 2004). For the purpose of splitting the area of operation and recruiting new personnel for marketing unit as National Marketing Manager for another division, it requires time, determination of strategies, implementation of recruitment strategies and budget. These factors need to be revised and financial department needs to be informed for new personnel package. The stakeholder’s interest in this matter might play a significant part in offering salary and incentive packages. This will consume lot of time and the interests of stakeholders are also involved with the financial department along with the budget approval. At this moment, i t is not possible to incur changes in division of operational area. Even though it will require time for all the procedures, it can be implemented. However, the seniority and bonus structure cannot be changed (Durai, 2009). Memo-B Acme Industries Memo B To: Mr Wilf (Manager Logistics, Sydney) From: Human Resource Director Date: April 12, 2011 Regarding: Workforce It’s too early to estimate the workforce for the introduction of new supply chain and logistics in Sydney warehouse at this moment. Analysis needs to be done for the estimation of the workforce required in Sydney warehouse with number of management people required at that place. For the short term purpose, it is not wise enough to redeploy employees at other places. The long term strategy needs to be involved in taking the decision of redeployment. Considering the current situation and the management of warehouse, time should be provided for the territory alignment for the purpose of redeployment (Cognizant, 2009). F or the proposal, there needs to be appropriate association of jobs and behaviors with the organization’s strategy. An unambiguous relationship between ‘human capital capacity’ of the organization and the stakeholder’s strategy should be developed. The employees’ behaviors that underline the success of the organization needs to understood and new models are required to be developed. Once the behaviors are appropriately clear, then they can be put into practice in each

Monday, August 26, 2019

Discussion Board Post Response Essay Example | Topics and Well Written Essays - 250 words - 5

Discussion Board Post Response - Essay Example Kelly Leonard, my organizations approach is analogous to yours in that trust, communication, respect, and support are the key elements that support healthy relationships between managers and employees in our organizations. Jayne Davey, I support your statement that you would incorporate relationship building and optimism to transform your working environment. Being enemies in the workplace will automatically affect communication and this translates to a strained relationship. Conflicts is one of the issues that contribute to strained relationships and managers ought to focus their attention to implementing action plans that avert any likelihood of conflicts arising in the workplace. This can be achieved through teamwork and collaboration (Muha and Manion, 2010). Teamwork enables employees to understand their colleagues at a personal level and therefore understand how to handle each other. For instance, understanding the strengths and weaknesses of a colleague will guide one to identify how to engage the colleague in various projects as well as areas he or she would require assistance and support. Healthcare institutions with a collaborative culture rarely witness conflicting situations among employees since problems are resolved before they escalate. In a nutshell, your approach to transform your working environment through relationship building would definitely result to positive

Sunday, August 25, 2019

New York Wicks Law Essay Example | Topics and Well Written Essays - 500 words

New York Wicks Law - Essay Example Studies have shown that the impact of Wicks Law has been to increase the cost of construction by an average of ten percent. Along with this come delays and hassles for coordinating the sub contracting work and all in all Wicks Law acts as a deterrent for school construction work besides the cost over runs. Again, estimates are that ten percent of the $3.7 billion spent on public school construction was on account of the cost over runs due to Wicks Law and this wasted money could have been utilized for education programs. That there is truth in these assertions can be seen from the fact that the authorities from time to time have considered ways of doing away with Wicks Law and have provided exemptions to it. Opposition especially from the sub-contractors have made the authorities shy away from the abolition of Wicks Law and look for ways and means to amend the Law such that there is a reduction of its impact on construction. The sub contractors themselves are quietly accepting that W icks Law is out dated and preparing themselves for the changes that can be expected in the near future, with even the possibility of the abolition of Wicks Law. (Phillips, Mathew. â€Å"Wicks Law at last may be ripe for repeal this year†). Reforms: The abolition of Wicks Law in no way suggests that the rationale was wrong and it only needs to be changed in tune with the changing times. That there should be a separation of the sub-contracting work still remains a requirement, but it should not be mandated, that separate contracts be awarded for the work.

Saturday, August 24, 2019

Palm oil Essay Example | Topics and Well Written Essays - 500 words

Palm oil - Essay Example The UK is the wealthy nation which dominates the poor nation of Indonesia which has an abundance of cheap labour and land on which palm oil can be grown successfully. Instead of development, the production of palm oil in Indonesia takes place at a cost to the indigenous people and to the environment. The benefits derived from the production of palm oil also accrue mainly to the developed country at the expense of the relatively undeveloped Indonesia where land which should be preserved for the protection of the environment and biodiversity is being burnt in order to supply palm oil cheaply to Tesda’s supermarket chain and other company’s. Instead of development Indonesia is faced with displacement of its people and depletion of its resources. The soot from burning has affected the operations of the airline industry and will therefore have a negative effect on the economic development of the country. The preservation of the environment is important in the development of any country. The burning of the forests will have dire environmental consequences for the people of Indonesia. With the increasing and negative effects of climate change countries around the world are taking the necessary steps to reduce the emission of greenhouse gases in the atmosphere while this is taken place in Indonesia. These events indicate that Tesda has not adopted a model for corporate social responsibility with all the negative events including corruption, lack of dialogue between groups affected by the production of palm oil and poor labour standards employed. These along with the death of persons who speak for their rights are unacceptable. The stakeholders that have legitimate claims on Tesda are the indigenous people of Indonesia whose lives have been negatively affected by plantations in which Tesda has a stake, the people who work on these plantations, suppliers to its processing plant in the Netherlands and

Friday, August 23, 2019

Is the Kyoto Treaty a Success in Addressing the Rise in Greenhouse Gas Research Paper

Is the Kyoto Treaty a Success in Addressing the Rise in Greenhouse Gas Emissions - Research Paper Example Initially adopted in Kyoto, Japan in 1997, this treaty, however, has not yet been ratified by major countries and some other industrial countries like Canada have even withdrawn from the treaty. (The Guardian,). The lack of proper ratification and adoption of the treaty by major industrial nations have put serious doubts over the ability of the treaty to actually enforce protocols required to reduce the overall greenhouse gas emissions by countries which are responsible for most of the world’s greenhouse gas emissions. (Ross,95) Over a period of time, despite the fact that countries have been able to cut greenhouse emissions, the over general emission levels have increased. These trends have put serious questions over the ability of treaty to successfully control the greenhouse emissions from the major industrialized nations of the world. This paper will argue whether the Kyoto protocol was successful in controlling greenhouse emissions or not. Climate Change & Greenhouse Emis sions Over the period of time, scientific evidence emerged which suggested a climate change being caused by the way humans actually interact with their environment. The rapid industrialization witnessed by major developed countries during the 20th century is considered as one of the key reasons behind this climate change. With over 100 years of greenhouse emission, the overall ecosystem of the earth is believed to be out of balance and a clear need for reducing the emission was recognized in order to stabilize the earth’s environment. (Henson,15) During the 1990s, environmental issues became a strategic concern and for the first time, it was recognized that there is a clear need for putting into practice certain standards and efforts which can obligate industrial nations to actually reduce their greenhouse gas emissions. The 1990s saw great diplomatic efforts to actually develop a comprehensive framework for industrialized nations to actually agree upon certain standards to r educe greenhouse emissions. These diplomatic efforts finally resulted in the development and introduction of what is now called the Kyoto protocol or the Kyoto treaty. (Grubb, Vrolijk, Brack, & Energy and Environmental Programme,54)

Thursday, August 22, 2019

Identity the ftre written Essay Example for Free

Identity the ftre written Essay Introduction Identity Theft is considered to be major problem which has affected thousands, more than 9 million victims of credit identity theft were reported in 2003, it was estimated that the victims were deprived of more than 52 billion dollars through identity theft; the victims included established businesses and individuals. It has been learnt that sophisticated organized criminals (Richard, 2003) were involved in identity theft. Identity theft is considered as an intimate abuse that is mainly responsible for the financial losses of the grieved victims. Identity Theft is appropriation of anothers personal information (Whilk, 2003), the purpose of the exercise is to practice fraud, and the victim is impersonated by the culprits in this practice. Identity theft is mainly linked with the leakage of confidential information that is later misused by the culprits to achieve benefit. It has been observed through past cases of Identity theft that most of the culprits have enjoyed access to the victim directly, or the information related to the victim through different dealings. The nature of the dealing is not particular, in some of the cases associates and acquaintances have been involved have been found guilty of Identity Theft. According to studies, Identity theft involves three parties that include the victim, the perpetrator and the creditor. Victim is the person who fells prey of the criminal activities without any knowledge of it; the perpetrator is the individual who impersonates the victim, and executes identity theft, the perpetrator in many of the cases have the access to the information of the victim. The creditor is the personal who is familiar to both the perpetrator and the victim, the creditor support and develop the perpetrator plan. In some of the cases the fourth party is the source of the personal information that is being abused (Whilk, 2003). Types of identity theft Pretexting Pretexting is considered to be one of the forms of Identity Theft; in this exercise one culprit impersonates the victim, such that one calls under the pretext being that person (Richard, 2003). The exercise is normally performed to secure personal information that includes telephone records, and details of bank accounts. According to studies it has been observed that in many of the cases the4 victims are unable to detect their identity theft through pretexting. Credit Card fraud The evolution of internet has made it easier for the interested customers to avail deals through internet. Credit card facilities launched by several banks have tried to facilitate the customers, and have provided them with an easy opportunity to avail deals through electronic transaction via credit card. Unfortunately the sharing of information has often been leaked, and many of the cases of identity theft have been reported. According to study, running up charges on anothers credit card, or passing checks of another, is a form of identity theft. Identity theft is this case is practiced through appropriation of the signature, account number, and other aspects of anothers identity, the purpose of the entire exercise is to secure financial benefits on other expenses through unethical and illegal practice. New account fraud Identity theft has been reported through malpractices related to the opening of new accounts. In such case, the criminal uses the identity of the victim, and then after fulfilling the formalities of credit card companies borrow the money. Criminal identity theft In some of the cases it has been reported that criminals impersonate innocent people after their arrest, and have managed to escape successfully. In such cases, the innocent individual then has criminal record, and in some of the cases arrest warrants have also been issued. It has been researched that it is easier for the criminal to link their personality with the victim, and later manage to escape, however in the police records many such individuals are blacklisted who have reported their ignorance about the incident, and have proved their presence in foreign country at the time of criminal activity. Identity Theft as Abuse In the survey which was conducted in 2004, it was observed that domestic abuse has direct relationship with Identity Theft; it was observed that more than 15 percent reported that they were also victims of domestic harassment and abuse from the perpetrator. Identity theft is also conducted by the strangers, and in some of the cases organized criminal networks are involved in such practices. The identity theft is solely conducted to achieve economic gains through false identity, there it is expected that an authority with financial stability is likely to be the victim, domestic violence is sometimes accompanied by economic abuse, such as controlling access to wealth or destruction of property (John, 2002). Much because it is difficult to trace the culprit involve in the identity theft, the practice is considered to be extremely lucrative for the abuser, where as the malpractice has long lasting and debilitating (Robert, 2003) impact on the status, repute and character of the victim. The survey revealed that, identity theft victims spend a median of one hundred hours rectifying the damage, and lose thousands of dollars in lost wages and other expenses (John, 2002), more than 50 percent of the victim have complained that they are subjected to repeated interrogations and false implications by the law agencies even after 2 years after the revelation of their identity theft, whereas as some reported that they are subjected to false implications for more than decade. According to the Stalking Resource Center at the National Center for the Victims of Crime, explained that stalking as a course of conduct directed at a specific person when one knows or should know that the course of conduct would cause a reasonable person to fear for his or her safety or the safety of a third person; or suffer other emotional distress (Kristin, 2004), therefore stalking can be considered as a derivative of the stalking. The discussed surveillance, pretexting, and credit identity theft are directly related to stalking. Pretexting is not considered as an offence of extreme tribulation for the victim, the pretexter can only secure the right to access the accounts, and telephone record. Therefore the expected threats and damages through pretexter include the cancellation of the victim’s account, electric, gas and credit car accounts. However the cases of identity theft related to credit cards have subjected the victim under serious consequences. The survey report found that, distress caused by credit identity theft is real, the victims report rage and anger; personal financial fears; fears for family financial safety; a sense of powerlessness and of feeling defiled (Kristin, 2004). Preventive Measures The measures to be necessarily adopted by the public to avoid any incident of victimization through identity theft include issuance of the credit report periodically. The public should also ensure that their credit limit is not too high, so that even in case of any manipulation the financial loss can be adjusted. The public should avail the scheme for the monitoring of their credit, through which unexpected financial dealings can be tracked. It has been learnt that Fair Credit Reporting Act has provided the public with an opportunity to place a fraud alert on their credit report, through such scheme the creditors have the right to access to verify their credit. References 1. Kristin Loberg. Identity Theft: How to Protect Your Name, Your Credit and Your Vital Information. Silver Lake Publishing. 2004. 2. Robert J. Hammond, Robert J. Hammond, Jr. Identity Theft: How to Protect Your Most Valuable Asset. Career Press. 2003. 3. John R. Vacca. Identity Theft. Career Press. 2002. 4. Whilk, Nathanael. Identity Theft: Preventing Consumer Terrorism: An Attitudinal Approach. Silver Lake Publishing 2003. 5. Richard M. Stana. Identity Theft: Prevalence Cost Appear to Be Growing. Prentice Hall. 2003.

Happiness Emotion Essay Example for Free

Happiness Emotion Essay Happiness is an emotion and feeling of contentment, gladness and pleasure. In some instances it may be in our power or in some other cases it may not be. Feeling of happiness is a transitory stage; however, it can turn into a long-term state when we and our surroundings constantly adopt those practices that cause happiness and pleasure. Maslow talked about long-term happiness. It can be subjective happiness or objective happiness. Maslow belief was on objective happiness. In the state of happiness our own self-deception plays a vital role. One can think of being happy when he’s not or one can be happy and content but not aware of this state. Some philosophers view that the state of being happy is completely under our control. We can choose to be happy or not. The power of being happy or unhappy is a state of mind. Because some people are happy over one thing, while others feel just the opposite of the same thing. It depends on our daily habits and practices. But Maslow believed that happiness is to have a good pleasurable life that one can achieve with his full potential. He thinks one can be happy when one is living a high-quality good life. According to Csikszentmihalyi, the philosophy of happiness in human society has always been under great controversies and discussions. Human brutality, war and conflict have caused great deal of violence, aggression and miseries in the society. Prevailing happiness in the society is not an easy task. It would require improving our relations with others. This includes all kinds of relations, relations between the nations, between different ethnic groups, between different cultures and societies. Developing relationship with others need changing our attitudes. A conflict starts when our attitude and behavior is not good with others. Keeping good attitude and behaving with others gently will only cause happiness to prevail. Harshness, brutality, rudeness, and aggressive attitude give rise to conflict, hatred and eventually war. For maintaining happiness in the society, it is not only important to improve our attitudes but to protect them and promote them to guard happiness. Happiness exists when all rights of people are protected and they get justice when harm is done to them. Philosophers define happiness as not just the ‘end of conflict’ but it’s a continuous process of developing relationships and promoting good behavior. Csikszentmihalyi gives broader view of happiness with respect to its existence and outcomes in history. He analyses how the aggression has existed in society and how happiness had evolved and been affective in prevailing tranquility in the society. Happiness exists in our feelings when our behavior inspires courteousness, love of neighborhood, sympathy, charity, if combined, defeat poverty, discrimination, abuse and other hatred attitudes. Trust in religion can overcome hatred disgust, while it ends discrimination and does not foster inequity but love. Hurting, destroying and harming others spread pain. However, love halts this devastation and ends pain.   The demands of nurturing and sustaining such love are very high. Respect for religion inspires. According to Csikszentmihalyi, a happy meaningful life might be different in views of different people depending upon the achievements in different areas, which cover happiness, wealth, richness, health, love, marriage, family relations. However, apart from these, there are spiritual and existential needs that give meaning to life. The desire to attain this meaning is not fulfilled or overcome by relative meanings, but this comes by ultimate gift. The former is limited to specific realm of meaning, while later is permanent, whatever we attain meaninglessness continues. Our moral responsibility is the necessity and our actions take root from our determination and our own choice. For this we are going to answer in the hereafter about our deeds. If our deeds are according to God’s law and His doctrine then we may be rewarded by Him but if our deeds are in rejection to what God created as ‘norms’ of life then we can be punished by Him. A voluntary act differs from a non-voluntary one in that first one has self-conscious advertence (to turn one’s attention to) to that particular action and self-choice for own causality. It has a choice that the act has been chosen by one’s own awareness. Thoughtful ideas and volition consciously started, but later continued merely spontaneously, without reflective advertence remains free because there was a free choice for bringing it about by elective adoption. Lyubomirsky states that everything, which is going on in the world, is the result of some previous event, or events. Therefore, everything that exists is already in pre-determined or pre-existent state and, hence, nothing new can come into existence. This holds the view that every event is simply the result of past events. This, in turn, has deep and radical effects on morality, science, and religion. According to the view of Lyubomirsky anything which is going to happen in the future is unalterable and is caused by prior events. It concludes that human freedom is an illusion. Free will is opposite to what determinism is, it is non-determination and freedom. The conscious of man are free to make genuine undetermined choices. Free will comes in a variety of types and strengths. Lyubomirsky states determination contradict free will and doctrine that it does not exist, because all events, are causally determined. Hence, our will can determine our happiness. This view shows that we’re in a system of parts, and strengthens the view compositional happiness, as commonly view by Christian complementariness in agreement with naturalist. According to Maslow, to build a system with happiness we must construct a physical or biological structure, and to successfully build such system, a mental life would emerge in that system. In support of this view, another philosopher suggests that to have a happy life means to have any peculiar kind of physical and emotional system. Philosophers assert that a person is system of material made up of different parts ordered in appropriate pattern. Thus, happiness may or may not be under our control. It some situations we can do things to make ourselves happy or at other times it may come without alarming. If existence is not taken into the meanings of a prosperous-being then, a society can exist without security, education and rules. But a society can never stand without any health. These three basic things are regarded as the very fundamental human rights namely security, education and health. The absence of the first two destroys the society as a whole but do not interfere with the individuals in a very direct way, but the absence of the third one destroys the entities of that society-the human beings itself. So health is the fundamental issue that a society has to care for. A society is said to exist on three main beams, Security of individuals, Education and health. Poor health conditions could affect the society in a way that even the other two collectively can not do. Nothing is more concerning to a person more than his health. Health is no doubt a basic human right. This basic right of an individual is the duty of a government. Only healthier persons can contribute effectively towards a productive society. Religion inspires courteousness, love of neighborhood, sympathy, charity, if combined, defeat poverty, discrimination, abuse and other hatred attitudes. Trust in religion can overcome hatred disgust, while it ends discrimination and does not foster inequity but love. Hurting, destroying and harming others spread pain. However, love halts this devastation and ends pain.   The demands of nurturing and sustaining such love are very high. Respect for religion inspires â€Å"civility of love† for humanity, inspires people to trust, pray, and work diligently for a world where all people are respected. According to Lyubomirsky Sheldon religion, especially monotheism, where God is the sole point of worship creates a direct relationship of man with God. Lyubomirsky Sheldon’s writing has greatly been influenced by cosmological religiosity from in a sense though he is unable to do so as it largely relates to emotions, behavior and psychological health. He relates cosmological religiosity with human powers of love, emotions, feelings, and value as it is associated with the matter of soul. He stresses that cosmological religiosity is not a religious connotation but a science to deal with mental functioning in health and illness. For him, conscious and unconscious thought is not the matter of belief in God or not to believe in Him but about humanistic view of religion, his attitude, behavior and relationship with people and a positive attitude towards the society. But this humanistic definition of religion doesn’t actually encompass religious connotations. Though, in defining authoritarian view of religion, he is correct to some extent, where monotheism is regarded the only true form of religion while all other are deviation from this truth, he hasn’t yet been able to grasp the actual meaning of religion, its important role in man’s life and in his study of mind. In monotheism only one power, God, dominates, who has to be followed and respected with submission. However, he regards this type of submission as self-destruction. Here Lyubomirsky Sheldon is proposing an incorrect view of â€Å"submission to God† as self-destruction, because history and facts show that this is the only way of developing a true and loving behavior with the Creator and the His creatures. The form of religion he states right i.e. humanistic, is actually not humanistic but self-indulgence and it hardly leads one to love his society and people but person’s life keeps revolving around himself without realization of duty-bound to his responsibilities and right of God and His people. Hence the three articles conclude about different views of happiness. Happiness lies in one’s inner-self and how we view outside world. Our personality and psychology plays vital role that how we perceive certain things as good for us and some as bad. References A Theory of Human Motivation` by Maslow If We Are So Rich, Why Arent We Happy? by Csikszentmihalyi – Pursuing Happiness by Lyubomirsky, Sheldon, and Schakade.

Wednesday, August 21, 2019

Reflective Essay on Teamwork

Reflective Essay on Teamwork This essay will critically reflect on the process of teamwork, change management and leadership; all issues pertinent to the role of the SCPHN. Barr and Dowding (2008) assert the necessity for leaders to critically reflect effectively, in order to raise their awareness and effect change where needed. Densten and Gray (2001) support this view, adding that leadership development depends on active reflection. A peer learning group (PLG) of five was formed; their goal to identify an area for change within their practice, justified by available evidence, and to formulate a plan of implementation. Our group was a mix of School Health and District Nurse SCPHN students, which made it more difficult to identify a common change initiative. However, our group overcame this obstacle and identified low staff morale in the workplace as an area to consider for change. A literature search revealed this to be a feasible initiative. The work of the PLG was to be delivered to an audience of peers through a presentation. We aptly named our team The Motivators. Sullivan Garland (2010) distinguish groups from teams and discuss the concept of how groups are transformed into teams, and the necessity for a thorough understanding of this process for effective team leadership and management. Morhman et al (1995) define a team as a group of individuals working together to produce a product or service for which they are all mutually accountable. They have a shared goal and are interdependent in its accomplishment, their interactions producing the collective result. It is argued that groups differ in that they perform their tasks independently of each other and sometimes also competitively (Sullivan Garland, 2010). It has been proffered that working in small teams is conducive to effective learning and involves collaboration and co-operation (Will, 1997). Conversely, Topping (2005) adopts a cynical stance by implying that the application of peer learning strategies by educational establishments is simply gathering together a group of individuals and hoping for the best. Co-operative learning is said to reinforce learning amongst group members through discussion and peer review, while collaborative learning is socially constructed knowledge assuming the negotiation of the individuals different perspectives (Will, 1997). In order to achieve a goal it is essential that teams work cooperatively (Sullivan Garland, 2010). Further, Clements et al (1997) cite collaboration as the foundation of a healthy team and together with effective communication is key to producing high quality results. Parker (2008) suggests that working collaboratively requires a clear objective and a consensus of opinion when d ecision making; DFES (2004) reiterate the aspect of shared responsibility in collaborative working. My own PLG worked both collaboratively and co-operatively, facilitated and evidenced by: a readiness to assume roles within the team, maintaining communication links, regular meetings and the sharing of information resources and ideas. The perspective offered by Slavin (1996) is that of social cohesion; peers helping each other because they want each to succeed. This idea is applicable to my PLG as our presentation was assessed as a joint effort. Sullivan Garland (2010) maintain that strong group cohesiveness fosters greater personal support and cooperation amongst the group, which again was evident in our group. However, Slavin (1996) acknowledges the constraints of learning in this manner as each team member has limited time/exposure to the other members learning topic. Because our group had different timetables we experienced difficulties meeting up, however we overcame this by maintaining contact via e mail. Oliver (2006) acknowledges the complications that can arise in team-wor k and Eisenhardt (1997) stresses the need for stability when aspiring to produce optimum performance. Tuckman, (1965) offered a model comprising four stages, advocating this as the ideal group- decision making process. Adair (2004) purports it to be a problem solving toolkit. Forming: this did not present us with a problem as we all knew each other. From forming as a group we evolved quickly into: Storming: this stage enabled the team to grow. We identified an area for change, which was limited by our mixed professional group, and planned our immediate work schedule. We completed a SWOT analysis to identify the strengths and weaknesses we envisaged in implementing the change. No one was immediately willing to take on the mantle of leader so we unanimously elected the person who had initially proposed the change initiative. We exchanged contact details, agreed a time plan and arranged our next meeting. Norming: is said to occur when the team has developed trust and are working toward a common goal (Adair, 2004). At this time it is likely that some members will forgo their own ideas in order to progress the team function. In this stage all members assume responsibility for the success of the team goal. I was fortunate to belong to a group that worked well together and were well motivated. Due to this degree of co operation we passed through to the final phase quickly: Performing: At this stage we worked cooperatively on delegated tasks maintaining contact frequently between meetings. We offered each other support and encouragement throughout the process and our team leader encouraged contact and mutual support. Action learning (AL) has been defined as a continual process of learning and reflection which is supported by colleagues with the ultimate aim of accomplishing a goal (McGill Beaty, 2001). It has a bottom up approach and is said to promote innovation rather than simply change (Pryjmachuk, 1996). In essence this is what our group did; by coming together to focus on the issues of individual group members and reflecting on them, the group were enabled to proceed with their planned action. Pedlar (2008) describes AL as an approach to problem solving whereby individuals are enabled to develop and form relationships that contrive to enhance the change process. The relationship between research and innovation was highlighted by Lord Darzi (2007). Most organisations are concerned with effective team working and it is accepted that factors affecting team performance are multi-faceted (McGill Beaty, 2001). Empirical studies suggest the validity of Belbins Self -Perception Inventory (SPI) (Aritzeta et al, 2005). Belbin (1981) developed the SPI to identify the behavioural characteristics of individuals within a team, thus enabling the creation of effectively functioning teams through a creative and appropriate mix (Broucek Randell, 1996). An Observers Assessment (OA) which was later introduced has further increased validity (Belbin, 1994). . Although the tool has received criticism (Furnham et al, 1993), Belbins defence was that the tool was not intended as a psychometric instrument (Belbin, 1993b). Our group used a version of the tool (Foundation of Nursing Leadership, 2011) as a learning experience to identify our roles within the team. I emerged as Supporter and Questioner in equal measure closely followed by Finisher (Append ix ). In Belbins SPI this would equate to Team worker, Monitor Evaluator and Completer-Finisher. A supporter of Belbin theory suggests that greater control is achieved through the ability to forecast team attitudes (Fisher et al, 2000). I was surprised at how accurate this was for myself although I would not entirely agree. Although we didnt use the SPI to assess the characteristics of our team prior to beginning the project, it was an interesting and informative task to undertake. It happened that we had a mix of characteristics within our team which perhaps accounted for our collaborative cooperation. However, it has been argued that Maslows Hierarchy of Needs Model favours the management of organisational dynamics as it maintains motivation through the desire to achieve (Burnes, 2004). The current re-design of the health service requires a willingness and ability to adapt to change (Institute for Innovation and Improvement, 2011). Efforts to contrive change are unanimously said to be fraught with challenges (Parkin, 1997; MacFarlane et al, 2002), although McWilliam and Ward-Griffin, 2006; Darzi, 2007) argue that healthcare workers have both the mandate and the potential to lead and effect change initiatives. One of the major challenges to change is seen as resistance, which is said to have both positive and negative effects and to be expected by managers implementing change (Sullivan Garland, 2010). Waddell and Sohal (1998) insist that resistance to change should be utilised and viewed as evaluative material to reassess the proposed change. Pederit (2000) found resistance to reveal valid concerns about proposed change worthy of reconsideration. Bovey and Hede (2001) argue that resisting change is a natural human behaviour and unavoidable. Fisher Savage (1999) identify through Personal Construct Theory, a model of personal change The Transition Curve (Appendix ), which identifies a process individuals may go through in the transition period of change. Similarly, the stages of grief identified by KÃ ¼bler Ross (1969) (Appendix ) are also applied to the process of change, although Connor (1998) adapted the sequence in his Cycle of Negative Response as he argued the emotions involved in change are less intense. Change is recognised as unsettling so it is logical that the change agent be a settling influence. A theory Y style of management is thought to aid change through its liberating and developmental aspects; McGregor espoused the theory that control, achievement and improvement are accomplished through enabling, empowering and giving responsibility (Appendix ). There appears to be a lack of distinction between resistance and conflict in some of the literature (Parkin, 2009). Parkin differentiates the two by stating the more aggressive and emotional nature of conflict. Our PLG was fortunate in not encountering any conflict at all; DiPaola and Hoy (2001) suggest that large, diverse groups have a greater potential for conflict through the wider differences in objectives and perspectives. As our group was small with common interests and goals, areas for conflict should be minimal. Chuang et al (2004) supports this when arguing that the shared values of nurses promotes greater tolerance and respect, although it has been said that as a group, nurses are apt to avoid conflict to the detriment of effective change implementation (Valentine, 2001). However, Anderson (2005) argues the limitless potential for conflict amongst any group, small or large. Historically, conflict has been viewed as having a negative impact due to the tensions it creates (Medina et al, 2005) but it has also been asserted that conflict can also benefit team performance (Jehn, 1995). McAdam (2005) suggests that conflict can be both constructive, leading to innovative results or destructive, which hinders innovation. It therefore follows that conflict is better managed rather than resolved. Bruce and Wyman (1998) suggest conflict can be channelled by good management into creativity and positive outcomes. It is important that learning opportunities are not missed through avoiding conflict (Fagan, 1985). Working through conflict can create enhanced understanding, increased motivation and lead to more effective working (Sullivan and Garland, 2010). Crawley and Graham (2002) describe the benefits of healthy conflict as culminating in providing a driver for change. Nicholson (2011) asserts that leaders can create conditions to either hinder or aid innovation and Bruhn (2004) reiterates this when arguing that leaders set the limits of success by how they manage change. Innovation is currently the popular term within healthcare organisations, implying change with a positive thrust (Parkin, 2009), Pryjmachuk (1996) also supports this reasoning when stating that innovations are seen as welcome, while change is not. Reid (2009) stated the legal obligation on Strategic Health Authorities to promote innovation. Conversely, research suggests change in whatever form remains unpopular, causing stress and conflict (Stewart ODonnell, 2007). The literature abounds with a multiplicity of change strategies ranging from the dictatorial approach of controlling to those which embrace the involving paradigm (Dunphy and Bryant, 1996: 692). The Motivators identified Lewins ( 1951) three step approach to change management as an appropriate model to manage the identified change. The model has been dismissed as outdated and simplistic (Dawson, 1994), but according to Burnes (2004) criticism is based on a narrow interpretation of the model. The model should be viewed alongside the other elements of the planned approach: Field Theory; Group Dynamics and Action Research, which combine to create a robust model (Burnes, 2004b; Darwin et al, 2002) and involves: Unfreezing: is said to refer to reducing the behaviours that maintain the present situation and recognition of the need for change to effect improvement (Goppee Galloway, 2009). Good communication is a vital element at this stage; good practice would ensure those likely to be affected by the change agree, or at least are cognisant of the need for change (Kotter and Cohen, 2002; Curtis and White, 2002). Involving people in all aspects of the planning and implementation of the change discourages resistance (Curtis and White, 2002). A Gantt chart was developed as a tool to provide a timeframe/schedule for implementing and evaluating the proposed change as advocated by Borril et al (2001) (Appendix ). Moving: The Gantt chart would provide a framework for revision and review of the change. It would be advisable to check that all those involved with the change are clear and informed about the change and that all other professionals involved are fully aware (Goppee and Galloway, 2009). Refreezing: refers to the stage when the change has been accepted both emotionally and intellectually by colleagues. The change should be stabilised and reinforced through mechanisms of support such as policy and resources, as appropriate (Goppee and Galloway, 2009). Evaluation of the change is essential; evidence dictates that successful, well performing teams are characterised by the use of measurement in supporting improvement (Darzi, 2008). The use of measurement, benchmarking, and audit are recommended as a means of guiding local improvement and innovation (NHS, 2008., Care Quality Commission, 2009,. DH, 2008). Pre and post change data collection is also considered a valuable means of evaluating a change (DH, 2009; Cooper and Benjamin, 2004). For change to actually happen requires effective leadership (Darzi, 2009). As SCPHNs, cultivation of leadership skills is deemed essential to effecting change; NHS (2011) assert that leadership capacity and capability can be cultivated and is a core expectation of practicing professionals (Darzi, 2009). Hogan et al (1994) would refute this, stating the trait theory of leadership whereby people are born leaders with inherent leadership characteristics which cannot be learned. Borrill and West (2001) identify leadership as critical in developing effective team working and should maximise the benefits and minimise the weaknesses within the team. Transactional leadership has been commonly used in healthcare (Curtin, 2001), mainly as it lends itself to achieving targets. It is equated by some as being managerial in its style (Finkleman, 2006) with the focus being task and organisation orientated, with sparse attention to the needs of the followers. Conversely, transformational leadership is said to be universally applicable (Bass et al, 1987) inspiring followers to disregard their personal interests for the good of the group or organisation. We identified the transformational approach as the most appropriate one for both our team and in leading the change in the workplace, as this visionary style actively encourages and embraces innovation and change (Curtin, 2001). Bass (1998) also considers transformational leadership empowering, motivating colleagues to reach and perform to their maximum potential. Conversely Transactional leadership is thought to be inappropriate when teams are demoralised, demotivated or stressed (Stordeur, 2001) NOTES FOR CONCLUSION Nurses in the present working climate have to accept necessary changes Not only should they accept changes as they take place, but should also be constantly reviewing working practices and being proactive in implementing changes as and when necessary. If this does not happen, nurses will have to deal with the fallout of changes imposed on nursing by others Overall, although management skills are important and necessary, the future requires leadership to provide the dynamics essential to challenge and lead organisations into an era where management of rapid change is the necessary key for future survival. Nursing leaders are ideally positioned to influence these changes and to play a major role in facilitating the changes Transforming Community Services: dh 2009 Ambition, Action, Achievement Transforming Services for Children, Young People and their Families Developing and supporting people to design, deliver and lead high quality community services Actions to consider in developing a social movement approach to change owned and lead by local services and practitioners Transformational change happens when those delivering care are motivated and inspired to do things differently. The Next Stage Review emphasised the need for a high quality workforce to deliver high quality care and introduced the healthcare professional for the 21st century being practitioner, partner, leader. Contributors to the programme have built on the concept of practitioner, partner, leader to develop attributes for community practitioners that will generate radical improvement. Many good initiatives flounder because insufficient attention is paid to the staff themselves and the actions needed to create the climate in which the desired attributes can ensure success. Organisations implementing change will want to consider how they promote such attributes in their own workforce, and the action needed on a number of fronts. How staff are educated and trained, managed and led, how services are commissioned and regulated, and how performance is monitored, can all contribute to the creation of a positive, enabling culture in which staff constantly strive to improve safety, effectiveness and experience of care. Conversely, the same factors can mitigate against empowerment, motivation and personal accountability, reducing the likelihood of success. Social movement A group of people with a common ideology who try together to achieve certain general goals; features include: Energy Mass Pace Momentum Passion Commitment Spread Sustainability References ADAIR, J. (2004) The Concise Adair on Leadership London: Thoroughgood. ANDERSON, E. (2005) Approaches to conflict resolution. British Medical Journal Vol. 331 (7512) pp.334-336. ARITZETA, A., SWAILES, S. and SENIOR, B. (2005) Research Memorandum. Team Roles: psychometric evidence, construct validity and team building. Centre for Management and Organisational Learning Business School: University of Hull BARR, J. DOWDING, L. (2008) Leadership in Healthcare. London: Sage BASS, B. (1998) Leadership and performance beyond expectations New York: Free Press BASS, B., WALDMAN, D., AVOLIO, B. and BEBB, M. (1987) Transformational leadership and the falling dominoes effect. Group and organisation studies Vol.12. (1) pp.73-87 BELBIN, M. (1981) Management Teams: Why they Succeed or Fail. London: Heinemann BELBIN, M. (1994) Team Roles at Work Oxford: Heinemann BELBIN, M. (1993) A reply to the Belbin team-role self-perception inventory by Furnham, Steele and Pendleton . Journal of Occupational and Organisational Psychology Vol. 66 (3) pp.47-52 BORRILL, C. and WEST, M. (2001) Developing Team Working in Health Care: a guide for managers. Birmingham: Aston University for Health Service Organisation Research. Available at: www1.aston.ac.uk/aston-business-school/research/centres/ihse/publications Accessed on: 02/03/2011 BOVEY, W. and HEDE, A. (2001) Resistance to organisational change: the role of cognitive and affective processes. Leadership and Organisational Development Journal. Vol. 22 pp. 372-383 BROUCEK, W. and RANDELL, G. (1996) An assessment of the construct validity of the Belbin Self-Perception Inventory and Observers Assessment from the perspective of the five factor model. Journal of Occupational and Organizational Psychology December 1st 1996. BRUCE, R. and WYMAN, S. (1998) Changing Organisations: Practicing Action Training and Research. Kent: Sage BRUHN, J. (2004) Leaders Who Create Change and Those who Manage it. How Leaders Limit Success. The Health Care Manager Vol 23 (2) pp.132-140 BURNES, B. (2004) Kurt Lewin and the Planned Approach to Change: A Re-appraisal Journal of Management Studies Vol. 41 (6) pp.977-1002 CARE QUALITY COMMISSION (2009) Engagement in clinical audits. Available at: www.cqc.org.uk/periodicreview/nationalcommitmentsandpriorities2009/10/acuteandspecialisttrusts/nationalpriorities/engagementinclinicalaudits.cfm accessed on 19/03/2011 CHUANG, Y., CHURCH, R. and ZIKIC, J. (2004) Organisational culture, group diversity and intra-group conflict. Team Performance Management Vol.10 (1-2) pp. 26-34 CONNOR, D. (1998) Managing at the speed of change: how resilient managers succeed and prosper where others fail. Chichester: John Wiley Sons. COOPER, J. and BENJAMIN, M. (2004) Clinical audit in practice. Nursing Standard Vol. 18 (28) pp.47-53 CRAWLEY, J. and GRAHAM, K. (2002) Mediation for managers: Resolving conflict and rebuilding relationships at work. London: Nicholas Bealey CURTIN, L. (2001) Guest editorial: EQ is more important now than ever before. Seminars for Nurse Managers Vol. 9 (4) pp. 203-205 CURTIS, E. and WHITE, P. (2002) Resistance to change: Causes and solutions. Nursing Management Vol. 8 (10) pp. 15-21 DARWIN, J., JOHNSON, P. and McAULEY, J. (2002) Developing Strategies for Change Harlow: Prentice Hall. DARZI, PROFESSOR LORD. (2007) Our NHS our Future NHS Next Stage Review: Interim Report. London: Department of Health DARZI, PROFESSOR LORD. (2008) High quality care for all : NHS Next Stage Review final report. Available at: www.dh.gov.uk/en/Publicationsandstatistics/ accessed on 03/03/2011 DAWSON, P. (1994) Organisational Change: A Processual Approach. London: Paul Chapman DENSTEN, I. GRAY, J. (2001) Leadership development and reflection: what is the connection? International Journal of Educational Management Vol 15 (3) pp.119-124 DFES see DEPARTMENT FOR EDUCATION AND SKILLS (2004) Every Child matters: A Change for Children. The Stationary Office. DH see DEPARTMENT of HEALTH (2009) What is clinical audit? Available at: www.dh.gov.uk/prod_consum_dh/groups/dh_digitalassets/@dh/@en/@ps/@sta/@perf/documents/digitalasset/dh_107462.pdf accessed on 03/03/2011 DiPAOLA, M and HOY, W. (2001) Formalization, conflict, and change: constructive and destructive consequences in schools. The International Journal of Nursing Management Vol. 15 (5) pp. 238-244. DUNPHY, D, and BRYANT, B. (1996) Teams: panaceas or prescriptions for improved performance? Human relations. Vol 49 (5) pp.677-698 EISENHARDT, E. (1997) cited in FISHERS, S., MacROSSEN,W. and SEMPLE, J. (2000) Control and Belbins Team Roles. Personal Review Vol 30 (5) 578-588 FAGAN, M. (1985) Interpersonal conflict among staff of Community mental health centers Vol. 12 (3) pp. 192-204 FINKELMAN, A. (2006) Leadership and Management in Nursing. New Jersey: Pearson Education Ltd. FISHER, J. and SAVAGE, J. (eds), (1999) Beyond Experimentation Into Meaning Farnborough: EPCA Publications FISHER, S., MacROSSEN, W. and SEMPLE, J. (2000) Control and Belbins Team Roles. Personal Review Vol. 30 (5) 578-588 FURNHAM, A., STEELE, H., PENDLETON, D. (1993) A psychometric assessment of the Belbin Team Role Self-Perception Inventory. Journal of Occupational and Organisational Psychology Vol. 66 (3) pp.245-257 GOPPEE, N. and GALLOWAY, J. (2009) Leadership and Management in Healthcare. London: Sage HOGAN, R., CURPHY, G. and HOGAN, J. (1994) What do we know about leadership? American Psychologist Vol. 49. pp.493-504 NHS INSTITUTE FOR INNOVATION AND IMPROVEMENT (2011) Available at: www.institute.nhs.uk accessed on 18/02/2011 JEHN, K. (1995) A multi-method examination of the benefits and detriments of intra-group conflict. Administrative Science Quarterly Vol. 40 (2) pp. 256-282. KANTER, R., STEIN, B. and JICK, T. (1992) The challenge of organizational change. New York: The Free Press. Available at: www.pluspulse.nl/pdf/EAWOP resistance.pdf accessed on 26/02/2011 KOTTER, J. and COHEN, D. (2002) The Heart of Change: Real life stories of how people change their organisations. Boston: Harvard Business School KÃÅ"BLER-ROSS, E. (1969) On Death Dying Available at: www.businessballs.com/elisabeth_kubler_ross_five_stages_of_grief.htm accessed on 20/02/2011 LEWIN, K. (1947/1997) Frontiers in group dynamics. In: Resolving Social Conflicts Field Theory in Social Science. Washington DC American Psychological Association pp. 301-336 LEWIN, K. (1951) Field Theory in Social Science: Selected Theoretical Papers. New York: Harper Row MacFARLANE, F., GANTLEY, M. and MURREY, E. (2002) The CeMENT project: a case study in change management. Medical Teacher vol 24 (3) pp. 320-326 McADAM, R. (2005) A multi-level theory of innovation implementation: Normative evaluation, legitimisation and conflict. European Journal of Innovation Management Vol. 8 (3) 373-388. McGILL, I. BEATY, L. (2001) Action Learning: A guide for professional, management and educational development. Revised 2nd ed. London: Kogan Page McWILLIAM, C. and WARD-GRIFFIN, C. (2006) Implementing organisational change in health and social services. Journal of Organisational Change Management vol 19 (2) pp.119-135 MEDINA, F. MUNDUATE, L., DORADO, M., MARTINEZ, I. and GUERRA, J. (2005) Types of intra-group conflict and effective reactions. Journal of Managerial Psychology Vol. 20 (3-4) pp. 219-230 MORHMAN, S., COHEN, S. and MORHMAN, A. (1995) Designing Team-Based Organisations San Francisco: Jossey-Bass DH see DEPARTMENT of HEALTH (2008) National Clinical Audit AdvisoryGroup. Available at: webarchive.nationalarchives.gov.uk+/www.dh.gov.uk/en/Publichealth/Patients accessed on 03/03/2011 NHS CLINICAL GOVERNANCE SUPPORT TEAM (2008) What is Clinical Governance? Available at: http://webarchive.nationalarchives.gov.uk/20081112112652/cgsupport.nhs.uk/ accessed on: 03/03/2011 NICHOLSON, D. Chief Executive of the NHS (2011) Institute for innovation and Improvement Available at: www.institute.nhs.uk/building_capability/general/building_capability.html accessed on 19/02/2011 PARKER, M. (2008) Team Players and Team Work:New Strategies for the Competitive Enterprise 2nd ed. USA: John Wiley PARKIN, P. (2009) Managing Change in Healthcare Using Action Research. London: Sage. PEDLER, M. (2008) Action Learning for Managers 2nd ed. Cornwall: Godwen PIDERIT, S. (2000) Rethinking resistance and recognising ambivalence: a multidimentional view of attitudes toward an organisational change. Academy of Management Review. Vol. 25. pp. 783-795 PRYJMACHUK, S. (1996) Pragmatism and change: some implications for nurses, nurse managers and nursing. Journal of Nursing Management (4) pp. 201-205 ROLFE, G. FRESHWATER, D. JASPER, M. (2001) Critical Reflection in Nursing and the Helping Professions: a Users Guide. Basingstoke, Palgrave Macmillan. SLAVIN, R. (1996) Research on cooperative learning and achievement: What we know, what we need to know. Contemporary Educational Psychology (21) pp.43-69. SULLIVAN, E. and GARLAND, G. (2010) Practical Leadership and Management in Nursing. Essex: Pearson Education Ltd. STEWART, J. ODONNELL, M. (2007) Implementing change in a public agency leadership, learning and organisational resilience International Journal of Public Sector Management. Vol. 20 (3) pp.239-251. STORDEUR, S., DHOORE, W. and VANDENBERGHE, C. (2001) Leadership, organisational stress, and emotional exhaustion among hospital nursing staff. Journal of Advanced Nursing Vol. 35 (4) pp. 533-542 TOPPING, K. (2005) Trends in Peer Learning. Educational Psychology Vol. 25 (6) pp.631-645. TUCKMAN, B. (1965) Developmental sequence in small groups. Psychological Bulletin Vol.63 (6) pp.384-99. Available at: www.mph.ufl.edu/events/seminar/Tuckman1965DevelopmentalSequence.pdf accessed on 27/02/2011 VALENTINE, P. (2001) A gender perspective on conflict management strategies of nurses. Journal of Nursing Scholarship. Vol. 33 (1) pp.69-74. WADDLE, D. and SOHAL, A. (1998) Resistance: a constructive tool for change management. Management Decision Vol 36 p543 WILL, M. (1997) Group Learning in Workshops New Directions for Adult and Continuing Education. No. 76. Winter 1997. Appendix 5 Five stages of grief Elisabeth KÃ ¼bler Ross 1 Denial Denial is a conscious or unconscious refusal to accept facts, information, reality, etc., relating to the situation concerned. Its a defence mechanism and perfectly natural. Some people can become locked in this stage when dealing with a traumatic change that can be ignored. Death of course is not particularly easy to avoid or evade indefinitely. 2 Anger Anger can manifest in different ways. People dealing with emotional upset can be angry with themselves, and/or with others, especially those close to them. Knowing this helps keep detached and non-judgemental when experiencing the anger of someone who is very upset. 3 Bargaining Traditionally the bargaining stage for people facing death can involve attempting to bargain with whatever God the person believes in. People facing less serious trauma can bargain or seek to negotiate a compromise. For example Can we still be friends?.. when facing a break-up. Bargaining rarely provides a sustainable solution, especially if its a matter of life or death. 4 Depression Also referred to as preparatory grieving. In a way its the dress rehearsal or the practice run for the aftermath although this stage means different things depending on whom it involves. Its a sort of acceptance with emotional attachment. Its natural to feel sadness and regret, fear, uncertainty, etc. It shows that the person has at least begun to accept the reality. 5 Acceptance Again this stage definitely varies according to the persons situation, although broadly it is an indication that there is some emotional detachment and objectivity. People dying can enter this stage a long time before the people they leave behind, who must necessarily pass through their own individual stages of dealing with the grief. Based on the Grief Cycle model first published in On Death Dying, Elisabeth KÃ ¼bler-Ross, 1969. Interpretation by Alan Chapman 2006-2009.

Tuesday, August 20, 2019

the spanish american war :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  The Spanish-American war was the first and biggest step that the United States of America took toward imperialism. It was the war that secured the US as the most powerful country in the world. This war was a benefit to the USA because we gained land, gained respect, and taught a lesson to one of our enemies. In addition to this, the losses that we suffered were almost nothing compared to other conflicts or wars. The Spanish-American war was by no means for the sole purpose of gaining land and respect, the United States freed an oppressed country and took pieces of land that were better off under US control. In the late 1800’s and early 1900’s, Imperialism was a popular trend among the large, powerful countries. Imperialism is defined as â€Å"The policy of extending a nation's authority by territorial acquisition or by the establishment of economic and political hegemony over other nations† Imperialism cannot be said as either good or bad, but as a general rule; If you live in an annexed country, imperialism is not good, if your country annexes smaller ones to gain profit, land, and respect, then imperialism is good. The United States was not much of an imperialistic country until we won the Spanish-American war. As a result of this war, we annexed Guam, The Philippines, and Puerto Rico. This is the point at which the US becomes and imperialistic nation, and though it was a hard struggle to keep these annexed countries under control and eventually gave them all back to their rightful owners. The importance of taking these countries is that we then could have coal st ations around the world to fuel our navy, and we got respect from other countries around the war. This respect and intimidation helped the allied powers defeat the central powers during World War II. Ever since the US became the most powerful nation after the Spanish-American war, we have retained the title. One reason why the Spanish-American war was good for the US is the relatively small losses we had. 332 Americans were killed and 1642 were injured, and 2957 died from disease. These numbers amount to a total of 3289 soldiers killed because of the Spanish-American war (McSherry). This seems like many casualties, but if one compares it to any other war, it is almost nothing, considering there were 15 million battlefield deaths in the Second World War (Ash 71).

Monday, August 19, 2019

Ithaca by C.P. Cavafy Essay -- Ithaca C.P. Cavafy Greek Poetry Essays

Ithaca by C.P. Cavafy Everyone is given the opportunity to take the odyssey that is "life, however it is important to make the journey as memorable as one possibly can. The poem "Ithaca" by C.P. Cavafy suggests that what is most important in life is the experience that is incorporated with the journey, not necessarily just reaching the ultimate goal. It is the quest, not the destination which matters most. This message is conveyed through the poem through the use of allusion, myth and symbolism. The poem, "Ithaca", is based loosely around the great epic the Odyssey by ancient Greek poet Homer. In the Odyssey the character Odysseus trying to make his way home to his kingdom, Ithaca. The character faces many vicious creatures and other challenges he must endure in order to make it to the final goal. This is alluded to in the poem, by making reference to one of the characters starting out on "[his] journey to Ithaca" (line 1). C.P. Cavafy also refers to mythological creatures such as "the Cyclopes and the fierce Poseidon" (line 5), as well as "the Lestrygonians" (li...

Sunday, August 18, 2019

Essay --

According to Laurence Sterne, â€Å"Nobody, but he who has felt it, can conceive what a plaguing thing it is to have a man’s mind torn asunder by two projects of equal strength, but obstinately pulling in a contrary direction at the same time†. In Mark Twain’s novel, The Adventures of Huckleberry Finn, the character Huckleberry Finn, also known as Huck, is one who can conceive this plague. Huck Finn’s ‘two projects of equal strength’ was the difficult decision whether to turn Jim, a black slave, over to his rightful â€Å"property† owner or to continue helping Jim escape to freedom. This inner conflict took place in Jim’s conscience of trying to decide what the right thing to do was. These two conflicting forces were the basis of how the story was told. The Adventures of Huckleberry Finn is told from Huck’s viewpoint, and it illuminated the quandary that Huck faces as he befriends Jim and helps him to freedom, as well as convincing himself talkimg himself into believing feeling . A part of Huck thought helping Jim was wrong because helping a black man escape to freedom was against society’s rules and went against everything that he had been taught and raised to believe. The other part of Huck saw Jim as a good person, a friend, and believed Jim should be free from slavery. It was a war between Huck’s conscience of not following society’s conventional laws and following his heart in what seemed right. Throughout the novel, Huck questioned whether he was doing the right thing. Even though he felt he was doing the right thing, he kept thinking about how he was going against society’s values and ideals. Huck also felt that he was betraying Miss Watson by taking Jim, her â€Å"property†, away from her. Miss Watson was always good to Huc... ... I studied a minute, sort of holding my breath, and then says to myself: â€Å"All right, then, I’ll go to hell†Ã¢â‚¬â€and tore it up† (Twain 317). At this point in the novel, Huck realizes that he would rather go to Hell for doing what he believed to be right even if it is wrong in others’ eyes, including God’s. Although Huck knew it was wrong to help a runaway slave, he also knew it was what he had to do, it felt right to him. The inner turmoil that Huck experienced within his conscience was a constant battle, but Huck made the decision to follow his heart. Huck learns, from his own life experiences of befriending Jim and his own moral conscience and intuition, that standing up for what seems â€Å"right† isn’t always easy to do, but it’s the right thing to do. Huck made the moral decision to go against what he had been taught was â€Å"right† and do what he knew was â€Å"right†.

Saturday, August 17, 2019

Corporate Responsibility and Marketing Strategies Essay

Examine Apple’s current position on the company’s ethical and social responsibilities, and determine whether or not the company has met these responsibilities. Provide two (2) examples that support your position. In addition to maximizing profits, one of the main objectives to many corporations today is to be well known for their responsible management and ethical performance. Apple is one of the most important companies throughout the world because of its size and their innovative products and services (Sanchez-Barajas, 2012). Nevertheless, innovation is what drives the sector development and the basis for the economic development. Furthermore, Apple has created about 514,000 jobs in 2011, which is an astronomical commitment to the economy (Sanchez-Barajas, 2012). Additionally, because of their business model focusing on outsourcing and their product characteristics, Apple could summarize material issues in two categories: environmental impact and supply chain manageme nt (Sanchez-Barajas, 2012). These issues seem to be the basis for understanding Apple’s corporate social responsibility. First, Apple products are designed to eliminate environmental impact, by using less energy consumption, small packages, and recycling methods (Sanchez-Barajas, 2012). However, there are criticisms with the danger of some materials used for IPads or IPhones, and the development of material for production. When it comes to supply chain, Apple’s ethical performance policy aligning with the entire supply chain is very well explained. This goes further than the Foxconn scandal. According to Tyson (2013), â€Å"Foxconn, which is a popular Apple contractor for Apple, had terrible working conditions, where employees would rather kill themselves than build an Apple product. The lack of effective corporate governance and forceful establishments in where they do business has added to the challenges of the control of several suppliers, and high risk for the company when it comes to abusive labor practices and not complying with the law (Sanchez-Barajas, 2012). Apple has the frameworks, and the information and understanding about their influence on society (Sanchez-Barajas, 2012). The main challenge depends heavily on the control of that impact. Nevertheless, Apple seems to be acting as a rational corporate citizen (Sanchez-Barajas, 2012). Apple’s ambition concerning supply chain management is essential for a responsible business. Determine the impact that the  publication of ethics and social responsibilities violations made by Apple’s suppliers has had on Apple’s reputation. Support your response with examples of the impact in question. Apple developed their code of conduct in 2005 (Kaiser, 2012). It states â€Å"that working conditions in Apple’s supply chain are safe, that workers are treated with respect and dignity, and that manufacturing processes are environmentally responsible† (para. 3). Although their supplier code of conduct had great intentions, it was not being supported either by Apple or its major suppliers (Kaiser, 2012). For example, employees were complaining of working long hors in unsafe conditions with little pay (Kaiser, 2012). Foxconn, their supplier in Chengdu, China, was guilty in violating Apple’s supplier’s code of ethics. Many of the employees worked more than 60 hours per week. According to Kaiser (2012), sometimes there would be about 20 employees stuffed inside a three-bedroom apartment. Additionally, Foxconn were employing underage workers (Kaiser, 2012). Furthermore, the factories were poorly ventilated, and the factories were being flooded with aluminum dust from the machines that shines the casings for IPads Apple has been under fire since the Foxconn scandal. Neither the workers nor the factory leaders had much to say about the issue. Therefore, the problem lies with Apple. According to Karimova (2012), after checking Apple’s CSR policy there is more focus concerning the quality of products rather than the concerns of suppliers. According to Karimova (2012), more than 50% of the contractors being inspected by the company have disregarded the code at least one time annually since 2007. The company has been accused of turning the blind eye as their suppliers pollute the country of China (Hay, 2013). Toxic discharges have been trespassing the communities. These large volumes of discharge within the supply chain have caused great danger to the health and safety of the public. This was not the first time where Apple was scrutinized for environmental infractions and their secretive supply chain management in Chines manufacturing factories, where there products are assembled (Gray, 2013). Suggest two (2) methods that Apple can utilize to ensure that its suppliers adhere to wage and benefits standards going forward. Justify your response One method I wou ld suggest to Apple is to make sure that the suppliers are held accountable for any wrongdoings. My next suggestion would be for Apple to have surprise visits to their  supplier’s manufacturing facilities. Apple should start tracking the work hours of the suppliers themselves and not rely solely on what the supplier has to say. Furthermore the procurement team must interact with suppliers on a daily basis to make sure their labor demands are met. According to Supplier Responsibility (2014), Apple began tracking the weekly work hours for nearly 1 million workers; also they begin to publish their findings on a monthly basis. As a result, nearly 92% of contractors were in compliance with the company across all work weeks, and the average hour per week was under 50 hours (Supplier Responsibility, 2014). Next, Apple should not tolerate any form of underage labor. I would recommend no longer working with suppliers that have underage workers. This may mean moving their operations inside the United States. However, when Apple discovered that their suppliers had underage workers working for them, they demanded them to correct this problem immediately as part of [their] Underage Labor Remediatio n Program (Supplier Responsibility, 2014). If it is discovered that a supplier has underage workers, the supplier must retort that worker to an educational institution and fund their education to whichever institution they family chose (Supplier Responsibility, 2014). Additionally, the child would continue receiving compensation of what they were receiving while working for the supplier (Supplier Responsibility, 2014). I would also suggest that Apple follow up with the family to make sure the suppliers are holding up their end of the bargain. Determine whether or not you believe that Apple’s customers would be willing to pay more for its products if Apple had to increase selling prices in order to provide better wages and benefits for suppliers’ workers. Provide a rationale for your position I believe Apple customers would be willing to pay more for Apple products. This is all due to a simple concept called brand loyalty. Business dictionary (2014) defines brand loyalty as: â€Å"the extent of faithfulness of consumers to a particular brand, expressed through their repeat purchases, irrespective of the marketing pressure generated by the competing brand† (para. 1). I am a loyal customer of Apple. I own several Apple products, and I would be willing to pay increased prices for their products. Apple’s customers are so loyal that they will camp outside the Apple store waiting on the new release of the latest Apple product. Additionally, when there are problems with Apple products, consumers are very patient with Apple as they  resolve these issues (Goodson, 2011). They understand to the fact that technical issues will arise, and they will continue to buy the products regardless to any mistakes the company may make (Goodson, 2011). The late Steve Jobs was very passionate about Apple products, he always ensured that they were of the best quality and had an innovative design (Goodson, 2011). According to Goodson (2011), Brand loyalty is one of the main reasons Apple is so successful today. First, Apple has built relationships with their customers by being trustworthy and transparent (Goodson, 2011). Secondly, Apple has carried out some very innovative marketing strategies (Goodson, 2011). Furthermore, they do not focus on the actual product itself, however; they focus on what the product can do for the consumer. Apple’s mission statement is unique. It does not talk about their products, but what they actually believe in. It states: â€Å"Apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through its innovative, software and Internet offerings† (Goodson, 2011, para. 11). The success of Apple is because their mission statement reverberates throughout every part of Apple’s operations (Goodson, 2011). Finally, passion and dedication goes into making Apple pro ducts, and people who buy those products understand. Analyze Apple’s current overall marketing strategy. Recommend two (2) actions that Apple can take in order to improve its competitive advantage in the global marketplace. Support your response with examples of instances where your recommendations yielded the desired results. Since the incorporation of Apple in 1977, investor/advisor, Mike Markkula created a 3-point marketing philosophy that has remained the core of the effectiveness of Apple today (Moorman, 2012). Here is Apple’s original 3 point according to Moorman (2012): 1.Empathy 2.Focus 3.Impute These principles made the company one of the worlds’ most valuable companies. (Moorman, 2012). Part of their marketing strategy is that they hire customer obsessed, empathetic employees. A major key to Apple’s success is that they create products that the customers are turned on to (Moorman, 2012). This  will usually mean that customers will get what they want because the employees are so enrooted in and committed to the experiences of the consumer. Next, Apple has enabled customer discovery and differentiation through retail stores (Moorman, 2012). Having retail store gives the company an opportunity to show off their design courageousness (Moorman, 2012). Lastly, Apple has conceived their business model that creates everlasting value for their customers (Moorman, 2012). One action to plan to ensure Apple maintains their competitive advantage in the industry is to lower the prices so people in various urban demographics can have the Apple experience. This strategy will allow Apple to capture high margins with early adopters and drive penetration among a broader, more price conscious audience at a later date (Stark & Stewart, 2012). Not every company has product launches that allow it to adopt this strategy, but there are always opportunities to evolve and re-price a successful product to address the needs of a new and different customer segment. Apple launched its most recent iPhone a year ago; it reduced the price of its 3G version to $99. Simultaneously, when it’s most recent launch of the new iPad, it reduced the price of the iPad 2 by $100. In both cases, Apple established a market for additional customer segments (Stark & Stewart, 2012). The second action plan I would suggest is to always focus on the future, and continue to focus on being the dominant player in the industry. As the company continues to create an innovative product, the expectations of consumers begin to rise. IPad sales for Apple’s fiscal first quarter increased 11% over the year-ago quarter, and the company still maintains 74% market share in tablets (Stark & Stewart, 2012). Apple competitors have created products similar to the IPad thinking they would gain an advantage over Apple. However, If Apple continues to create innovative products they will remain ahead of their competitors (Stark & Stewart, 2012). References Business Dictionary. (2014). Brand loyalty. Retrieved January 22, 2014. From http://www.businessdictionary.com./definition/brand-loyalty.html. Goodson, S. (2011). Is brand loyalty the core to Apple’s success? Retrieved January 22, 2014. From http://www.forbes.com/sites/marketshare//2011/11/27/is-brand-loyalty-the-core0to-apples-success-2/ Hays, J. (2013). Apple and Foxconn: Work conditions, problems and changes. Retrieved January 22, 2014. From http://factsanddetails.com/china/cat9/sub61/item2282.html. Kaiser, T. (2012). Report: Apple’s suppliers continuously violate code of conduct, Apple does nothing to change it. Retrieved Januray 22, 2014. From http://dailytech.com/report+Apples+suppliers+continously+violate+code+of+conduct+Apple+does+nothing+to+change+it/article23867.htm. Karimova, H. (2012). Apple’s road to innovation requires some sacrifice. Retrieved January 22, 2014. From http://eoi.es/blogs/hokumakarimova/2012/05/13/apple%/E2%80%99s-road-to-innovation-requires-some-sacrifice/ Moorman, C. (2012). Why Apple is a great marketer. Retrieved January 22, 2014. From http://www.forbes.com/sites/christinemoorman/2012/07/20/why-apple-is-a-great-marketer/2/ Sanchez-Barajas, D.P. (2012). Case st udy: Apple Inc. and the challenge of a social responsible management. Retrieved January 22, 2014. From http://eois.es/blogs/dianapatriciasanchez/2012/05/28/case-study-apple-inc-and-the-challenge-of-a-social-responsible-management/ Stark, K. & Stewart, B. (2012). 3 strategies to adopt from Apple. Retrieved January 22, 2014. From http://www.inc.com/karl-and-bill/3-strategies-to-adopt-from-apple.html Supplier Responsibility. (2014). If companies want to do business with us, they must act fairly and ethically at all times. Retrieved January 22, 2014. From http://apple.com/supplierresponsibility/labor-and-human-rights.html. Tyson, B. (2013). A look at Apple’s record of corporate social responsibility. Retrieved January 22, 2014. From http://www.insidebusiness360.com/index.php/a-look-at-apples-records-of-corporate-social-responsibility-2611/