Research process Essay Example | Topics and Well Written Essays - 500 words

Exploration process - Essay Example Stage 2: Collection of optional information: - The subsequent stage that will be followed in this setting of the investigation is assortment of auxiliary information. In this viewpoint pertinent auxiliary information can be utilized. For instance information from other travel offices with respect to their extraordinary visit bundles can be gathered to fill the need. The auxiliary exploration must be conveyed to know the realities, for example, the visitor goal that will have the option to give settlement to individuals handicap. The optional examination can be likewise about offices required for a debilitated individual. Stage 3: Once the optional information is gathered, the following stage is to gather the essential information. In this viewpoint among subjective and quantitative type of examination, subjective exploration must be utilized. It is on the grounds that the objective gathering is little in numbers and consequently the necessary respondents will be additionally less. The example will be 5-10 handicapped individuals. The information will be gathered through perception strategy as it is the most ideal way. Through perception strategy the examples and issues of the debilitates will be distinguished and likewise the attributes can be

The Catcher In The Rye Essays (721 words) - Literary Realism

The Catcher in the Rye In J.D. Salinger's The Catcher in the Rye, the main individual portrayal is basic in helping the peruser to know and comprehend the fundamental character, Holden Caulfield. Holden, in his portrayal, relates a flashback of a critical time of his life, three days what's more, evenings all alone in New York City. Through his portrayal, Holden uncovers to the peruser his deepest contemplations and emotions. He in this way furnishes the peruser not just with data of what happened, yet additionally how he felt about what occurred. Holden's contemplations and thoughts uncover a significant number of his character qualities. One late Saturday night, four days before the start of school get-away, Holden is separated from everyone else, exhausted and anxious, pondering what to do. He chooses to leave Pencey, his school, without a moment's delay and goes to New York via train. He concludes that, once in New York, he will remain in a modest inn until Wednesday, when he is to return home. His arrangement shows the peruser how careless he is and how he follows up spontaneously. He is unreasonable, imagining that he has a idiot proof arrangement, despite the fact that the degree of he will probably take a room in an inn.., and simply relax till Wednesday. Holden's unnecessary musings on death are not commonplace of most young people. His close to fixation on death may originate from having experienced two passings in his initial life. He continually harps on Allie, his brother's, demise. From Holden's musings, it is self-evident that he adores and misses Allie. So as to clutch his sibling what's more, to limit the torment of his misfortune, Holden brings Allie's baseball glove alongside him any place he goes. The glove has extra importance and essentialness for Holden on the grounds that Allie had composed verse, which Holden peruses, on the baseball glove. Holden's distraction with death can be found in his thought of a dead colleague, James Castle. It outlines for the peruser something Holden that he loans his turtleneck sweater to this colleague, with whom he isn't at all nearby. Holden's sentiments about individuals uncover a greater amount of his positive attributes. He continually calls individuals fakes, even his sibling, D.B., who has sold out to Hollywood. Although annoying, his apparently negative sentiments show that Holden is a reasoning and breaking down, blunt person who esteems trustworthiness and truthfulness. He is unmoved with individuals who attempt to glance great in other's eyes. Consequently, since clearly Holden is splendid, the explanation for his failing out of school would appear to be from an absence of intrigue. Holden has solid sentiments of adoration towards youngsters as confirm through his thinking about Phoebe, his younger sibling. He is defensive of her, eradicating awful words from the dividers in her school what's more, in a historical center, all together that she not gain from the spray painting. His affection for youngsters can be deduced when he discloses to her that, sooner or later, he needs to be the main adult with all these little children playing some game in this enormous field of rye what not. He'll remain on the edge of a precipice and catch anyone who begins to tumble off the edge of the bluff. He got this picture from his distortion of a line from the Robert Burns sonnet, if a body get a body comin' through the rye. At the point when circumstances are portrayed, face to face or in a book, they are impacted by the person who portrays them, and by their recognitions and encounters. Through Holden's looks of his considerations and emotions, the peruser sees an adolescent, touchy to his environmental factors, who decides to manage life in one of a kind ways. Holden is real, unconstrained, scientific, attentive, and touchy, as confirm by his portrayal. Like most young people, sentiments about individuals and connections are regularly at the forefront of his thoughts. Lamentably, in Holden's case, he appears to anticipate the most exceedingly awful, accepting that the aftereffect of drawing near to individuals is torment. Torment when others dismiss you or torment when they leave you, for example, when a companion strolls off or a dearest sibling kicks the bucket. It would not have been conceivable to feel Holden's sentiments or comprehend his musings

And so it is

And so it is… I am born! (Or rather, my blog is born.) This is (virtually) my first blog post ever! I hope you enjoy following my adventures in MIT Admissions. For an introduction on me, you can check out my introduction blurb. To kick off my new blog, I thought Id do some blogging from the road, with some day in the lifes, similar to others that have been done in previous years (see left-hand column of the the road link). So feel free to follow along on my six weeks of adventures in Michigan, Texas, Seattle, and New York City! Michigan My first stop is Southeast Michigan the place where I grew up! I decided to start the trip early and hang out with the fam for a bit, so I flew home a week early. We went up north for Labor Day weekend. [SIDEBAR: for those that arent familiar with the great state of Michigan, Michigan has two peninsulas the upper peninsula (known as the UP pronounced you pee, not up as in the direction) and the lower peninsula (I dont think Ive ever heard this called the LP or any shorter name I dont know why). If you live in southern part of the lower peninsula, going up north usually refers to either a) going to the northern part of the lower peninsula, or b) going to the UP. In my case its choice A.] On the 4-hour drive up, we stopped at Taco Bell (mmmmsoft tacos), and finally arrived at my parents cabin around 3pm. We then watched the Michigan football game for a bit, and then went to dinner with some family friends. After dinner, we played some Wii (my Mom recently got a Wii at her retirement party), and headed to bed. The next day, we slept in, and went to a late brunch at one of my favorite local restaurants, Toonies. (OMG I didnt even know they had a website!) After that, my Mom wanted to go [blueberry/raspberry/peach/nectarine/apricot/some other in-season fruit] picking at a nearby orchard, so we quickly drove over to King Orchards. All the blueberries were picked for the season, and we didnt want to pick prickly raspberries, so we went for the peaches and nectarines. Theres Mom and Sis bein silly. Only $15 for a half-bushel! We also bought a bag of fresh apricots. We also bought some yummy (real) cherry soda. (Sorry, I dont have a picture of that!) Its too bad it wasnt later in the season, or we couldve started picking apples. I love apple picking. After that we headed to a local golf course called The Farm to play some late-day golf. Here are just a few of the pictures I took of the scenery: The area, like Vermont and New Hampshire, has some of the most beautiful foliage in the Fall. Unfortunately, most of the trees havent started turning colors yet. Sad face. After dinner, we watched this Japanese movie (with English subtitles) about this little girl and her family who rescued a dog off the street. The dog had babies, and then there was a big earthquake. Without spoiling the movie (because Im sure youre going to somehow figure out which movie this is based on a 2-sentence plot description and no title), the dog tries to help rescue the family in Lassie-style fashion. My sister bawled her eyes out. Her husband (my brother-in-law) and I made fun of her. She smacked us. My Mom recently bought Wii Fit, so after the movie, we played that for a while sooo addicting. But at least youre exercising while you play! I found out that I am horrible at yoga The next day, we drove back home, stopping at Toonies for another late brunch before heading out on the road. All in all, it was a fun and relaxing weekend. Anyways, theres a brief synopsis of my adventures up north while at home in Michigan. Ill write more soon with a recap of my meeting in Ann Arbor, as well as my recent escapades in Houston P.S. Can you guess the song that the title of this entry comes from? The subtitle is also a (altered) clue. As often as I can, Ill be taking lyrics from some of my favorite songs and using them as blog entry titles (inspired by/stolen from Sam, although I probably will not be able to pull it off as cleverly or interestingly as he did). Solution to come in the next entry.

Brand History Ysl - 1250 Words

Brand History Founded by: Yves Saint Laurent and his partner Pierre Bergà © Chief Designer: 1. Yves Saint Laurent 1962-2002 The Day of Birth: August 1, 1936 The Day of death: June 1, 2008 Reputation: He is considered by many of the worlds best- dressed people to be the inventor of modern fashion. Besides that, he is seen as the last of a generation of clothes designers that made the Rive Gauche (French for Left Bank of the Seine River in Paris) home to the most talented fashion designers in the world. These designers include Christian Dior, Coco Chanel, and Hubert de Givenchy -- all people who helped make Paris the international capital of fashion. CAREER: 1. Saint Laurent got his big break when he was only 17 years†¦show more content†¦He was the first, in 1966, to popularize ready-to-wear in an attempt to democratize fashion, with Rive Gauche a |name. He was also the first designer to use black models in his catwalk shows. Among St. Laurents muses were Loulou de La Falaise, the daughter of a French marquis and an Anglo-Irish fashion model, Betty Catroux, the half-Brazilian daughter of an American diplomat and wife of a French decorator, Talitha Pol-Getty, who died of drug overdose in 1971, and Catherine Deneuve, the iconic French actress. Ambassador to the couturier during the late 1970s and early 80s was London socialite millionairess Diane Boulting-Casserley Vandelli, making the brand ever more popular amongst the -European jet-set and upper classes. In 1993, the Saint-Laurent fashion house was sold to the pharmaceuticals company Sanofi for approximately $600,000,000. In the 1998-1999 seasons, Alber Elbaz, currently of Lanvin, designed 3 ready-to-wear collections. Pierre Bergà © appointed Hedi Slimane as Collections and art Director in 1997, and they relaunched YSL Rive Gauche Homme. Hedi Slimane decided to leave the house 2 years later. In 1999, Gucci bought the YSL brand and asked Tom Ford to design the ready-to-wear collection while Saint-Laurent would design the haute couture collection. In 2002, dogged by years of poor health, drug abuse, depression, alcoholism, criticisms of YSL designs, Saint-Laurent closed the illustrious couture house of YSL.Show MoreRelatedCase Study on Yves Saint Laurent1303 Words   |  6 Pages it is possible for YSL to double its profit within three years. The upsides of the change are a 150-percent increase in profit and strong brand awareness in a niche segment whose profile will be described in details hereafter. On the other hand, there are downside risks, including high possibility that Louis Vuitton, Tods and Bulgari will attempt to replicate YSL products since they are close to the targeted positioning as well (See Appendix A). The specific goals for YSL in the next 3 years includeRead MoreFrom Ysl to Saint Laurent Paris4384 Words   |  18 Pagesessay is to take part in a discussion about the interrelation of fashion, marketing and art. Focusing on the Yves Saint Laurent brand and its creative work, the essay attempts to explore the marketing strategy, sources of inspiration and communication system. The first chapter is about the brand’s heritage and its image, which are the basics to the introduction of a brand analysis for understanding its story and lifestyle. There is also an analysis of the artistic factors that inspired Yves SaintRead MoreGucci Case Study12528 Words   |  51 Pageshis mind. Over the past five years, De Sole, whose geniality cloaked a steely will, had led the effort to transform a moribund brand into a billion-dollar company whose goods were coveted by affluent, style- conscious customers around the world. (See Exhibit 1.) Now he sensed that Gucci might be pushing up agains t limits to further growth. †If you really are an exclusive brand, you can’t grow beyond a certain point,† he explained. â€Å"Nobody knows where that point is, but there is a limit to the numberRead MoreBurberry Analysis of the Competitive Environment1014 Words   |  5 Pages4. History of Burberry Burberry was founded in 1856 by Thomas Burberry in Basingstoke, Hampshire, England. Burberry brand is defined by its Britishness, authentic outerwear heritage and is globally recognised by the iconic trench coat, trademark check and Prorsum horse logo. The 156-yearold company has undergone quite a transformation since Ahrendts joined in 2006, to replace Rose Marie Bravo in the role. Bravo had taken Burberry from a stale raincoat maker to a far more fashionable brand. AhrendtsRead MoreEvolution Secret of the Haute Couture World2353 Words   |  10 Pagesgarments, after a series of fittings, to the highest possible standard. In the following parts, it is going to show the secrets, history of the Haute Couture world, the contemporary industry running operation secrets and the future prediction of this niche luxury market by research, interviews from the people buying the dress as well as the designers themselves. History and the start of haute couture Charles Frederick Worth (1826-95),the first â€Å"King of Couture†. His styles dominates European aristocraticRead MoreIs Neville Brody The True Legend Of Our Time?1728 Words   |  7 Pagesform films, magazines and publishing. They have created various corporate identities, on screen graphics and web designs. Their clients include Apple, Asics, the BBC, Bentley, Chloe, Coca-Cola, Kenzo, Nike, Philips, Sony Playstation, the Times and YSL. In 1988 Brody used the differences in the scale of various type fonts in order to create an advert for Nike, through the positioning of the letters to create a playful, yet powerful message. Today Neville Brody is now the Dean of the UK’s Royal CollegeRead MoreLuxury Good and Gucci3096 Words   |  13 PagesCompany Profile Gucci group is one of the world’s leading multi-brand luxury goods companies. Thanks to a clear strategy and a set of unique competitive advantages, the group has developed and strengthened a prestigious brand portfolio, broad product range and extensive geographical presence worldwide. The group well balanced brand portfolio includes prestigious and clearly identified luxury brands with a distinctive, specific role. Gucci, Bottega Veneta and Yves Saint Laurent are the enginesRead MoreLuxury Good and Gucci3083 Words   |  13 PagesCompany Profile Gucci group is one of the world’s leading multi-brand luxury goods companies. Thanks to a clear strategy and a set of unique competitive advantages, the group has developed and strengthened a prestigious brand portfolio, broad product range and extensive geographical presence worldwide. The group well balanced brand portfolio includes prestigious and clearly identified luxury brands with a distinctive, specific role. Gucci, Bottega Veneta and Yves Saint Laurent are the engines ofRead MoreAsos Brand Audit Essay3775 Words   |  16 PagesASOS Brand Audit Report Authors: Executive Summary This report gives a detailed insight into Asos as a brand and a company it highlights how it maintains its aggressive growth strategy and continues to outperform its competitors. Additionally it tells the story of Asos from its inception in 2000 to the present day and gives a glimpse of where it could go in the future. Key Points: * History * Financials * Brand Image * SWOT Analysis * PEST Analysis Table of Contents Read MoreChanel Analysis Swot, 6 Ps5076 Words   |  21 Pagesoriginality; these are the first words which come to mind, when thinking of Chanel. We as a group decided to choose Chanel as our subject, because of several reasons and questions that came to our mind. We strive to find out what the image of this brand is like today (classical, dusty or modern), and what Chanel has been doing to constantly promote the image of the label? It is commonly known that Chanel, impersonated by its famous female founder and designer Coco Chanel, has over time evolved into

Photography in Advertising and Its Effects on Society

Written by Valerio Loi (2005) Memory has been and always will be associated with images. As early as 1896, leading psychologists were arguing that memory was nothing more than a continuous exchange of images. (Bergson) Later models of memory describe it as more of an image text; a combination of space and time, and image and word. (Yates) Although image certainly is not the only component of memory, it is undoubtedly an integral and essential part of memorys composition. Photography was first utilized over 100 years ago in an attempt to preserve life as it existed before the industrial revolution. Over time photography has gradually corrupted memory in a variety of ways, despite its original intention to preserve it. From there,†¦show more content†¦The most criticized type of anthropological photograph is the image that separates subjects from their environments. The supposed goal of the separation is to highlight the subjects ethnicity and culture. If the goal, however is to highlight culture, it seems that displaying the subject in his or her own culture would be more effective. (Miller 135) Irving Penns Two New Guinea Men Holding Hands is a common example of the subject being removed from the environment. (see fig. 1) The photograph taken in Penns studio is in a style popular among ethnographers; it has been used for years by E.S. Curtis and has recently been refined by Richard Avedon. The background and the studio settings have been criticized widely as removing subjects from the daily flow of their livesÂ… and cross breeding fashion and anthropology. (Miller 135) The effect of this photograph on memory is to imprint a false image not only of two people but also of an entire culture. Penns image gives his viewer no idea of how these two men exist in reality. Because of the studio setting, the viewer cannot even safely assume that this is how the two men really dress or interact with each other. The most common association made between history and photography is not anthropology; it is the documentation of the Holocaust. Holocaust photography has been and always will be burdened by its inherent requirement to fulfill dual roles in society: the role ofShow MoreRelatedEssay on Photography in Advertising and its Effects on Society3730 Words   |  15 PagesPhotography in Advertising and its Effects on Society Memory has been and always will be associated with images. As early as 1896, leading psychologists were arguing that memory was nothing more than a continuous exchange of images. (Bergson) Later models of memory describe it as more of an image text; a combination of space and time, and image and word. (Yates) Although image certainly is not the only component of memory, it is undoubtedly an integral and essential part of memory’s compositionRead More Ansel Adams Essay1036 Words   |  5 Pagesalso gained a lot of experience shifting conditions as a photographer of landscape. amp;#9; amp;#9; During this time until 1920, photography was just a hobby for Ansel. In 1920 he decided to make music his profession. His plan was to become a concert pianist. Ansel gave piano lessons and concerts until 1927, when he decided to change his career to photography. That same year the publication of his first book of photographs titled Parmelian Prints of the High Sierras, was out. Ansel got financialRead MoreTechnology And Its Effect On Society946 Words   |  4 PagesTeenagers in this digital era are introduced to unprecedented amount of information about the ideal body through the use of the internet, which portrays this image through advertising, music videos, and celebrity social media accounts. With the introduction of connected technology, teen’s lust over a body that has most likely been photo-shopped and may be almost impossible to obtain. In other words, Photoshop sucks. Photoshop is a way of hiding a realistic image, converting it into a false idea ofRead MoreEssay on Sex Sells in Advertising768 Words   |  4 Pagesaudience. Although the idea of using sex appeal in advertising is not new, Diesel ran into trouble with this campaign as a large number of the public stated that it was demeaning and inappropriate. Yet others found them to be humorous, with the understanding that Diesel chose to use amateur photography and young models to appeal to the target audience of teenagers and young adults. Yet, many believe new technology such as the Internet, is allowing advertising with sexual content (eg, Diesels) to be seenRead MoreConsumerism Is All Around Us747 Words   |  3 Pagesthe people of the 21st century cannot seem to escape the ever-powerful grasp of corporate consumerism. While many are aware that consumerism is all around us, few understand the true extent to which it impacts our lives. With constant exposure to advertising it’s hard n ot to get sucked into consumerism. The advertisements we see influence our spending habits by convincing us that certain material possessions will improve our lives. This is problematic because we are controlled by our wants rather thanRead MoreThe Negative Impact Of Photoshop On Teens1649 Words   |  7 Pagesfor the good of photography and not to give false images of the social normal. In opposition, many would state that Photoshop gives beauty and promotes financial in marketing. The main objective is to get money for false looks. American culture is highly obsessed with beauty. Everywhere you go there are advertisements and false images. Whether it’s for models or food alterations are used to sell the image. Models appearances on these images are admired and sought after from the society. Jessica WalkerRead MorePostmodernism : Modernism And Postmodernism1472 Words   |  6 PagesEskilson Textbook Graphic Design a New History on postmodernism are The Swiss Poster, 1984 offset Lithograph by Wolfgang Weingart and The Struggle Continues, 1968 by Atelier Populaire. The modernist designs selected from Moholy Nagy is Painting Photography Film, 1927 Book jacket. To begin we will look at postmodern design and their aesthetics, technical context, Technology of production and the message of the artworks. Postmodernism was full of emotion and had the rule breaking of Dadaist and theRead MoreGraphic Design And Visual Arts873 Words   |  4 Pagesneeds before making design decisions. Designs by graphic designers are required for huge variety of products and activities, such as websites, advertising, books, magazines, posters, computer games/video games, product packaging, exhibitions and displays. Visual arts on the other hand are art forms such as ceramic, drawing, painting, sculptures and photography and architecture. The difference in visual arts and graphic design is that many people do not think of graphic designers as being artistRead MoreGeorge Eastman and the Kodak Camera Essay1195 Words   |  5 Pagesâ€Å"Eastman’s improvements had the effect of moving photography from the professional’s studio, where it had evolved from the realm of portraiture and art, to the world of the general consumer,†(Carlisle 247). Photography was a difficult hobby or profession to have in the mid- 1800s. It was difficult because it needed essential pieces of equipment in order to even come out with a decent picture. Cameras were normally five by eight inches, and all the equipment that was needed was a hassle to carry (BucklandRead MoreThe Problem Of Advertisement, Celebrity Imaging, And Through Many Other Facets Of One s Daily Life1261 Words   |  6 Pageslooks like. â€Å"A technique which is the mainstay of advertisement companies, of personal photo-editing, and of image manipulation in general bears the overtones of a mannerist praxis carried over from the sixteenth century to the twentieth-first.† Advertising is the primary use to modified images/photoshopped images and is the backbone to this silent epidemic. Advertisement is to blame for the degradation of women. Women’s progression for gender equality is being slowed down by what is being shown on

Citigroup Free Essays

Citigroup’s link to large scandals and significant scrutiny has been a massive stain on the company’s business reputation and character. Charles Prince, CEO of Citigroup, means to remove that stain by implementing his â€Å"five point ethics plan† in an attempt to change the ethics, culture, and operations of the company through improved training, enhanced focus on talent, balanced performance appraisals, improved communications, and strengthened compliance controls. ———————————————— THIS DOCUMENT FOCUSES ON KEY CONCERNS REGARDING THE â€Å"FIVE POINT ETHICS PLAN† * How can Citigroup continually communicate the reformed organizational culture to the public?* As a corporation communications officer, what would be my method to communicate the plan to Citigroup employees and inspire change? * Who are the critical stakeholders? * How should Prince ha ndle the stakeholders’ responses and concerns? ————————————————- ontinually communicate reformed organizational culture to the public Citigroup can continually communicate their reformed organizational culture to the public in diverse ways: * Press conferences * Advertising through different avenues a. We will write a custom essay sample on Citigroup or any similar topic only for you Order Now Television talk spots and commercials b. Internet ads c. Billboard ads d. Radio commercials * Community events e. Sponsor local teams f. Sponsor local events g. Sponsor carnival weekends h. Sponsor retreats i. Sponsor charity events ommunicate plan to employees and inspire change As a corporation communication officer, I offer an array of motivating methods to communicate the plan to employees * Quarterly morale meetings by Charles Prince, CEO, with door prizes a. Discuss new ethics policy changes b. Discuss new customer service techniques * Have employees fill out suggestion cards a week prior to the meetings and go over a few or more (however many that time allows) in the Qamp;A session at the tail end of every meeting c.Ensure employees that their concerns are very important to the company d. Circulate a company memo regarding positive changes made and employees’ concerns addressed with solutions taken and ensuring their concerns are highly considered. * Promotional events for employees and their families e. Semi-annual company picnics f. Annual circus day g. Quarterly raffles to win movie tickets, dinner tickets, restaurant discount coupons, professional game tickets, reserved parking spot for one year, and cruise/vacation tickets h.Weekly parking lot car washes for employees through a contracted company hired by Citigroup. i. Annual breast exams/mammograms and prostate exams performed by mobile programs j. Holiday parties such as Christmas and New Year critical stakeholders involved The critical stakeholders involved are * Customers * The public/community * Personal and business clients * Employees * Stockholders ow should prince handle the stakeholders’ responses and concerns Prince (CEO) should handle the responses and concerns delicately and diligently. He will need to be absolutely convincing and optimistic that his â€Å"Five Point Ethics Plan† is the key to turning the company around. He will need to prove his passion through empathy regarding each and every response and concern by addressing them individually How to cite Citigroup, Papers

Compensation Package

Question: Write an essay on Elements of Compensation Package. Answer: Introduction In this report an attempt is made to address the issues of profitability and compensation of executive raised by the directors in their last meeting. The aim of this report is to suggest concrete measures after analyzing Agency Theory, Motivating factors and other important elements Elements of Compensation Package Compensations are the benefits provided to the employees by the employers in exchange of services to them (Lin 2015). For any business a huge part of their business expenses consists of employees compensation so it is very important to ascertain the appropriate compensation for a particular job. The typical compensation package includes elements like: Base salary; Short term incentives and bonuses; Long term inducements; Perquisites; Other supplementary benefits. The single largest component of a compensation package of an employee is the Base salary. It is generally ascertained on the basis of skill and experience of the employee and any subsequent increase is generally dependent on the performance and contribution of the employee (Siciliano 2014). There are various kinds of short term benefits that may be provided to employees but among them most popular is the bonus payment. Bonus is a lump sum amount paid to employees as performance incentives. It acts as motivational factors for employees to work hard. Apart from the short term benefits employees are also given long term inducements that includes stock options, stock grants etc. These benefits generally help business retain valuable employees. Perquisites and other supplementary benefits also forms an important part of compensation package. While hiring top executives that are receiving offers from multiple companies in such cases the types of perquisites offered by a company makes all the differences (Ellig 2013). So it can be said that a suitable compensation package always blends the needs of both the company and the employees. Agency Theory for determining Compensation An agency relationship is said to exist when an individual called principal engages another individual called agent to perform some services and also delegates authority to make decision. The two most important agency relationships in business are between: share holders and managers; and Bond holders and share holders. The Traditional Agency Theory deals with the conflict of interest between key stake holders in an organization. This theory makes an attempt to align the interest of both principals and agents so that conflict of interest could be resolved. Further it also tries to reconcile the difference of risk tolerance level between the principal and agent (Pepper and Gore 2015). There are certain assumptions that are made in Traditional Agency Theory and they are: It is assumed that self interest is the motivating factor for both principal and agent; It assumes that contracts are complete and there is no scope of ambiguity; It assumes that contracting will eliminates agency costs; It is assumed that share holders are only interested in financial performance; It is assumed that managers and directors should always act in the interest of share holder; It is also assumed that the agent will always be adequately compensated by the principal for their services. The assumption of self interest in the agency theory leads to inevitable conflict between both partys managers and share holders (Cuevasà ¢Ã¢â€š ¬Ã‚ Rodrguez et al. 2012). The manger will then act in their self interest to maximize their wealth and ignore the interest of the share holders. Under such circumstances a manger could only be encouraged to act for the interest of share holders by offering attracting incentives or by constantly monitoring their activity (Bridoux et al. 2014). The Agency Theory suggests that the managers can be effectively perused to act for the interest of share holders by: Linking performance with incentives; Direct control and intervention by share holders; and Threat of taking strict actions. It can be concluded that as per Agency Theory compensations should be high and adequate so that managers are motivated to act in the interest of business and share holder. So the argument provided by Bill Strong for justifying high compensation and monetary benefit to employees for motivating them is valid as per Agency theory. Two Types of Motivation- Relationship Difference Motivating factors energizes peoples behavior for achieving goals so the key to any successful business is motivated employees. Motivation is defined as the desire or need that contributes to the behavioral change of an employee. Motivation in a workplace can be classified into two categories they are intrinsic motivation and extrinsic motivation (Reiss 2012). Intrinsic motivation is the pleasure or satisfaction that is derived from the work itself. The most important feature of intrinsic motivation is that it comes from inside and it is dependent on ones own self. The extrinsic motivating factors comes from outside in the form of compensation and promotion. In most cases managers uses a combination of both intrinsic and extrinsic motivation for creating a motivated and energized workforce (Dysvik and Kuvaas 2013). There is a conflicting relationship between intrinsic and extrinsic motivation because they are the opposite ways of motivating an employee. Various studies that have been conducted show that too much emphasis on extrinsic motivation not only reduces the intrinsic values but also has negative impact on the profitability of the business (Cerasoli et al. 2014). The primary difference between intrinsic and extrinsic motivation is the motivating factor. In the case of intrinsic motivation motivating factors comes from inside whereas in case of extrinsic motivation motivating factors comes from outside (Drnyei and Ushioda 2013). So it can be concluded that Susan Bolds argument that intrinsic motivating factors should be considered at the time of determining executive compensation is valid. Relationship between Risk Compensation Risk is the uncertainty that exists about the future outcome or event of a business. The business risk is a matter of concern for both the employer and the employee and any increase in business risk increases the risk exposure of the employee (Chen et al. 2015). The attitudes towards risk return tradeoff is not the same for every employee. Thus from the point of view of taking risk employees can be classified into risk taking employees and risk averse employees. Most of the employees in workplace are risk averse and there are various reasons for such attitude but most important among them is the job security. If the consequence taking risks are too high like job loss, pay cut etc then employees will naturally be not inclined in taking risk. The risk averse employees prefers to take fixed salary because it has no variability and hence less risk. As they avoid the variable component of the salary the salary of risk averse employees remains fixed and does not increase with increase in p erformance. In contrast a risk seeking employee prefers to have a larger variable component in salary so that they can increase their earning with improving performance. On analyzing big organization it could be found that naturally employees seeking lees risk and engaged in routine gets a fixed salary whereas higher managements and executive who are responsible for making important business prefer more variable component in the salary. On studying the relationship between employees risk preference and compensation it can be concluded that risk averse employees prefer fixed salary for them security of salary is the main concern. On the other hand risk seeking employees prefer salary with large variable components like compensation for them performance based salary is the main concern. The relation relationship between business risk and compensation can also be studied through Agency Theory. The study of agency theory has shown that there are two major relationships between business risk and compensation package. The Agency theory suggests that there is a positive relationship between the base pay and the business risk. This means that an employee (agent) is willing to undertake more business risk if such risk is mitigated by increasing its base pays (Chen et al. 2014). Secondly, Agency theory implies that there is a negative relationship between incentive compensation and business risk. In high risk business environment increase in incentive payment will further increase the risk exposure of the employee (agent). So from the above discussion it can be concluded that compensation package depends upon the employees assessment of risks. If an employee expects high risk then the desired compensation package shall include high base pay and low incentives (Tao 2013). But if the employee asses low risk then the compensation package shall include higher compensation. Influence of time on financial benefits In finance there is a concept of time value of money. The time value of money suggests that any money received at the present time is worth more than it will have worth in future. It happens because over the period of time the purchasing power of the money reduces. The purchasing power of money reduces because of increase in inflation (Lewin and Cachanosky 2015). So it is natural that employee will be more interested in receiving financial benefit at present moment than in future. Thus it can be concluded that as the time of receiving benefit increases the desire to receive such benefit decreases (Gupta and Shaw 2014). In the given case employees are provided financial benefit in terms of share which can be sold by them after three years. The assertion made by the board members that this has leaded to low employee morale is justified. Fairness Compensation Compensation is the reward earned by an employee in return of their service or labor. The determination of appropriate compensation involves consideration of various factors and one of the key components among them is fairness or equity (Elbers et al. 2013). The employees perceive fairness both internally and externally. The internal fairness is said to exist when employee perceives that there is an equality of pay among all employees of same stature. The external fairness is said to exist when employee perceives that their compensation is according to the industry standard. If the perception of internal or external unfairness exists then it will lead to low employee moral which will ultimately result in low profitability of the business (Kingsley 2013). So it can be concluded that considering fairness is a very important factor while determining compensation. Executive Compensation Committee Benefit The responsibility of determining the executive compensation is with the board of directors (Hermanson 2012). In most cases it is found that due to shortage of time it is not possible for all the board of directors to deliberate on the issue of executive compensation. The directors for want of time have delegated this responsibility to executive compensation committee. The committee acts on behalf of the board of directors and are responsible for managing and designing the executive compensation. The responsibility of executive compensation committee includes development of an annual executive incentive plan (Dittmann et al. 2015). Further they are also responsible for execution and administration of such plan. The committee develops concrete performance goals for executives so that annual compensation can be determined on the basis of well established parameter. So it can be said that executive committee is beneficial in determining executive compensation. Structure of the Committee The function of the executive compensation committee is to determine the compensation the executives. This requires the committee to function independently from the management (Joseph et al. 2014). To maintain independence it is necessary that the managers should not have automatic access to committee meetings whenever necessary committee members should have access to managers (Sirkin et.al. 2015). The compensation committee, to achieve the best outcome should adopt the following best practices: Special attention is required to be given while choosing committee members. It is advisable that at least one director is chosen having experience in executive compensation; It is advised that the company should adopt a committee charter so that it can act as the governing document of the committee; The company should develop a philosophy for designing executive function; The committee should review the compensation level at regular intervals; The committee should also review its own functions annually. Conclusion The above study has adequately dealt with all the required information for determining the compensation. The study has shown that compensation package should be adequately designed so that the objective of the employer and employee both can be achieved. The agency theory suggests that the compensation should be high enough so that managers could overcome self interest. The motivation of an employee is not only dependent on compensation it is very essential that intrinsic motivating factors should also be considered. Further it is essential that employees should not perceive unfairness in their treatment then it will have a very negative impact in motivation of employees. Recommendations From the analysis the concrete suggestion that can be given are as follows: The construction industry is in down turn so risk has increased. In such case it is suggest that executive compensation package should not include high incentives but it will further increase risk exposure; The incentive plan of employees should be revised because it has lead to a fall in motivation. It is suggest that the restriction imposed on employees for not allowing them to sell shares which are given as incentives should be changed; The Agency theory is very popular so compensation based on the theory should continue; The intrinsic and extrinsic motivating factors should be considered whiledetermining compensation. References Bridoux, F. and Stoelhorst, J.W., 2014. Microfoundations for stakeholder theory: Managing stakeholders with heterogeneous motives.Strategic Management Journal,35(1), pp.107-125. Cerasoli, C.P., Nicklin, J.M. and Ford, M.T., 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.Psychological Bulletin,140(4), p.980. Chen, J., Hill, P. and Ozkan, N., 2015. Financial Distress Risk, Executive Compensation and the Executive Labour Market.Executive Compensation and the Executive Labour Market (January 8, 2015) Chen, Y. and Jermias, J., 2014. Business strategy, executive compensation and firm performance.Accounting Finance,54(1), pp.113-134. Cuevasà ¢Ã¢â€š ¬Ã‚ Rodrguez, G., Gomezà ¢Ã¢â€š ¬Ã‚ Mejia, L.R. and Wiseman, R.M., 2012. Has agency theory run its course?: Making the theory more flexible to inform the management of reward systems.Corporate Governance: An International Review,20(6), pp.526-546. Dittmann, I., Yu, K.C. and Zhang, D., 2015. How important are risk-taking incentives in executive compensation?.Available at SSRN 1176192. Drnyei, Z. and Ushioda, E., 2013.Teaching and researching: Motivation. Routledg Dysvik, A. and Kuvaas, B., 2013. Intrinsic and extrinsic motivation as predictors of work effort: The moderating role of achievement goals.British Journal of Social Psychology,52(3), pp.412-430. Elbers, N.A., Akkermans, A.J., Cuijpers, P. and Bruinvels, D.J., 2013. Procedural justice and quality of life in compensation processes.Injury,44(11), pp.1431-1436. Ellig, B.R., 2013. Attracting, Motivating and Retaining Executives Lessons From Years as an HR Executive.Compensation Benefits Review,45(2), pp.75-87. Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research.Human Resource Management Review,24(1), pp.1-4. Hermanson, D.R., Tompkins, J.G., Veliyath, R. and Ye, Z.S., 2012. The Compensation Committee Process*.Contemporary Accounting Research,29(3), pp.666-709. Joseph, J., Ocasio, W. and McDonnell, M.H., 2014. The structural elaboration of board independence: Executive power, institutional logics, and the adoption of CEO-only board structures in US corporate governance.Academy of Management Journal,57(6), pp.1834-1858. Kingsley Westerman, C.Y., 2013. How people restore equity at work and play: Forgiveness, derogation, and communication.Communication Studies,64(3), pp.296-314. Lewin, P. and Cachanosky, N., 2015. The Time-Value of Money and the Money-Value of Time: Duration, Roundaboutness, Productivity and Time-Preference in Finance and Economics.Roundaboutness, Productivity and Time-Preference in Finance and Economics (June 2, 2015). Lin, F., 2015. Essays in Corporate Governance and Executive Compensation. Pepper, A. and Gore, J., 2015. Behavioral agency theory new foundations for theorizing about executive compensation.Journal of management,41(4), pp.1045-1068. Reiss, S., 2012. Intrinsic and extrinsic motivation.Teaching of Psychology,39(2), pp.152-156. Siciliano, M., 2014. Beyond the Basics of Executive Compensation: Researching What Corporate Executives Are Really Worth.Journal of Business Finance Librarianship,19(4), pp.306-318. Sirkin, M.S. and Cagney, L.K., 2015.Executive compensation. Law Journal Press. Tao, N.B. and Hutchinson, M., 2013. Corporate governance and risk management: The role of risk management and compensation committees.Journal of Contemporary Accounting Economics,9(1), pp.83-99. The International Accounting and Assurance Standard Board (ISAB) have issued a revised International standard on Auditing 700 which became effective on or after 31, December, 2012. The revised standard was issued to reduce the audit expectation gap between the users of financial statement and the Audit profession. As per the revised ISA 700 an auditor is required to provide explanation in the audit report so that it could improve the users understanding of audit (Gold et. al. 2012). The main aim of this research paper is to ascertain the current state of expectation gap under revised IAS700. Further this research paper also aims to determine whether providing explanation in the audit report as required by the IAS700 actually reduces the expectation gap. Table showing groups and information received Complete Unqualified Audit Report with explanation as required by IAS700. Complete unqualified audit report containing only auditors opinion and not the explanation Auditors Auditors Financial Analyst Financial Analyst Student Student The table has shown that there are three subject groups Auditors, Financial Analysts and students and two factors one, audit report with explanation from auditor and in another case audit report with opinion only. The purpose of this research is to ascertain whether the opinion of the subject group changes with the change in available informations. Manipulation check is an important part of the research method. It is conducted to determine whether a change or manipulation in independent variable has its intended effect on the participants (Moroney and Trotman 2015). In this research project two strong manipulations were used they are: In one case only auditors opinion section of the audit report was shown to the participants; In another case, complete auditors report fulfilling all the conditions as stated in ISA 700 was shown to the participants. The purpose of this manipulation check was to ascertain the effectiveness of the explanation provided by the auditor in the audit report under IAS700. The result of this manipulation check would ultimately help to derive the conclusion of this research (Kotzian 2015). So it can be concluded that manipulation check is very important part of the research. The responsibility of the auditor is to form an opinion on the true and fair view of the financial statement. But the study of An Assessment of Expectation Gap in Ghana has clearly shown that as per public perception it is the responsibility of the auditors to detect fraud and errors in the financial statements. This difference in perception of responsibility is known as Audit Expectation Gap. There is no research that has been conducted on Audit expectation gap in Ghana. Therefore the main aim of this study is to ascertain the existence of audit expectation gap in Ghana. The main aim of the study Narrowing the expectation Gap in Auditing: The Role of Auditing Profession is to ascertain whether the public at large have the knowledge of responsibility of the auditors. Further this study also aims to provide ways in which audit professional can reduce audit expectation gap. The study of An Assessment of Expectation Gap in Ghana has found that the audit expectation gap exists primarily because of the subjective terms that are used in auditing. This study has included various sampling techniques for performing the research. In the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession it is found that expectation gap exist because of lack of knowledge about the responsibility of the auditor. This method used detail questioner method for collecting data. So from the analysis it can be said that the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession is more rigorous as it focuses on quantitative research. In the study of An Assessment of Expectation Gap in Ghana non probability sampling techniques were used in selecting participants. The techniques of sampling included both convenience and purposive technique. In selecting the users of the financial statement a purposive sampling techniques were used and in case of choosing respondents to questionnaires convenient sampling techniques were used. The research participants were auditors and stock brokers from Greater Accra Region. The stock brokers were chosen from Ghana stock exchange and auditors were selected from the central business district of Accra. In case of the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession the participants were selected randomly from various students, teachers, professionals and investors. So it can be said that in the study of An Assessment of Expectation Gap in Ghana research participants were selected more rigorously. In the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession it was found that 67.12% of the respondent is unaware of the role of the auditor. It is clearly established in the study that there exist a positive relationship between the audit expectation gap and the ignorance about the responsibility of the auditor. In the study of An Assessment of Expectation Gap in Ghana it was found that 45% of the respondent auditors agree to the statement and 45% of them disagree. It was found that out of total stock brokers only 65% of them agree to the frauds that were detected in financial statements. So it can be concluded that response rate in Narrowing the expectation Gap in Auditing: The Role of Auditing Profession is more accurate. In the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession data was collected by providing questionnaires to 130 respondents who were chosen randomly. The data that was generated from the respondent were analyzed using descriptive and statistical analysis. In the study of An Assessment of Expectation Gap in Ghana the data was collected primarily through questionnaires. This datas were analyzed using statistical package for social science. So it can be concluded that in the study of Narrowing the expectation Gap in Auditing: The Role of Auditing Profession the data is more rigorously analyzed with the help of accurate financial and audit data. The two flaws that can be noticed in the studies are Users of the financial statement need to be more aware of the responsibility of the auditor. It is advisable that an audit report should explicitly provide that it does not vouch for financial accuracy and audit report is not a certificate or guarantee given by the auditor ; It was also found that there is high expectations from audited financial statements which should be properly addressed to reduce the audit expectation gap. References Gold, A., Gronewold, U. and Pott, C., 2012. The ISA 700 auditor's report and the audit expectation gapDo explanations matter?.International Journal of Auditing,16(3), pp.286-307. Kotzian, P., Stoeber, T., Hoos, F., Weienberger, P. and Barbara, E., 2015. To Be or Not to Be in the Sample? On the Consequences of Using Manipulation Checks in Experimental Accounting Research.Barbara E., To Be or Not to Be in the Sample. Moroney, R. and Trotman, K.T., 2015. Differences in Auditors' Materiality Assessments When Auditing Financial Statements and Sustainability Reports.Contemporary Accounting Research.

Zak Brooks Essays (708 words) - 2nd Millennium,

Zak Brooks Del Carey Essay Questions WorldCivII 12November2017 American Revolution Vs. French Revolution TheAmericanRevolution was thethirteen American colonies leading a revolt on GreatBritain. The revolt took place in 1765-1783 becoming the United States of America. The French Revolutionwas a period of far-reaching social and political upheaval in Francethat lasted from 1789 -1799. The revolution was to overthrow the Monarchy. The French and American revolution had similarities and differences. The French Revolution and American Revolution were the instances of civilians rebelling against their government. They were both based offofunfairtaxationbythe Monarchy.The French peasants were not represented by the Parliament. It was mainly composed of middle andupper-classpeople. Now, the American colonists were not represented in England because of their lack of presence. Both wanted to set up a Republic, which provided liberty and justice to all classes of citizens.TheFrench rebelled against their government in a violent manner, as did the Americans. Both revolutions wereordinarycitizens who had taken up arms and turned on and started attacking their government. This is important because both revolutions were executed in this way. They both used weapons andartilleryto attack the opposition intosubmission. Both revolutions had differences as well. One majordifferencewas the fact that theAmericanrebels had the use of warships. This means thatunlikethe French the Americans had use of a Navy. Being able to have access to a navy means more weapons as well as ability to attack by sea as well as land. TheFrenchdid not have a Navy so they were limited toattacking by land.The American Revolution started out by not wanting bloodshed andviolence, whereasFrancestarted out with violence and bloodshed.The American Revolution was the first significant revolution of the century, and it was also the first to be successful. The main reason it was successful was that it did not start out being "rebellious" in nature, but rather conservative. In anotherwords, it was not a rebellion against the Government, but rather against having too much government controlling them.The French revolution was a true rebellion against the King and the government in general. The French were the ones on the offensive, fighting to gain new freedom starting with the Storming of the Bastille.TheAmericanswere also their own colony that was rebelling against their government. They also had more time to prepare seeing as Britain was across an ocean and could notact quickly. Because they had to travel acrossan ocean the Americans would be prepared for them whentheyFinally arrived in America. The revolutionary Moment of the American Revolution would probably be when it started to turn hostile. Prior to the British forces destroying supplies atLexingtonand concord in 1775 the Americans had two main protests. The burning of theGaspeein Rhode Island 1772and the Boston Tea Party in 1773, which destroyed aconsignmentof taxed tea. Following thisact,theBritishclosed theBostonHarbor. The conflict overthesupplies atLexingtonand concord eventually erupted into a global war between the American Patriots and the British Loyalists. Eachof the thirteen colonies built aProvincial Congressthat assumed power from the old colonial governments and suppressed Loyalism, and from there they built a Continental Armyunder the leadership of GeneralGeorge Washington. This eventually led to the American and French allies capturing the last British Forces inYorktowneffectively ending the war. The Turning point of the FrenchRevolution was that people began to want toself-governin Europe, already there was a republic in America. This made France feel that they would be able to overthrow the French Monarch to achieve their own freedom as well. The major turning point was the storming of thebasillebecause it was a point of no return for many because they hadcommittedan act of treason.king Louis sent soldiers to break up the National Assembly which was being held on his Tennis Court. This caused the people to retaliate and storm theBasillebecause they wanted a republic and theBasillerepresented the oppressive and wrong Monarchy. I believe that the American Revolution was more influential to the world because it was the first one to happen. It also led to theUnitedStates becoming a country on their own Which was big step for the western world. It also being the first to happen seemed to open up a door for the rest of the world including the French who followed shortly after.

Nursing Information Literacy Essay Example

Nursing Information Literacy Essay Example Nursing Information Literacy Paper Nursing Information Literacy Paper When a person begins nursing school it can be a bit over whelming. One is bombarded by not only new experiences but an overabundance of information. Clinical advisors demand an accumulation of information before setting a toe into a patient’s room. However, being a novice, the student has no idea what all that information pertains to or what to do with it. As the semesters of nursing school pass, the student begins to realize what the information is and what to do with it. The students acquire information literacy. Information Literacy Definition Due to the enormous growth of the health care industry itself and the many changes of how information is delivered, it is more important now than ever that nurses have acquired information literacy. â€Å"Information Literacy is defined as the ability to recognize when information is needed and have the ability to locate, evaluate, and use effectively the needed information† (Cherry Jacob, 2011, p. 306). Nurses need the ability to recognize when information is needed because they need to know what questions they need to ask their patients to be able to clearly assess their patient’s conditions. They also need to assess outside information to be able to establish the best evidence based practice to be used in their patient’s treatment. Information can be obtained from the patient themselves or evidence based practice journals, computer data bases, and facility protocols. â€Å"To be able to achieve any of these competencies nurses need to identify where relevant information can be found† (Glasper, 2011, p. 188). It is also very important to consider the level of evidence of your source of information. Once the nurse has gathered information, one must be able to understand what the information means. Anyone can read the words on a lab report, but nurses must be able to know what lab values mean. They must also be able to know when values are critical and need immediate intervention. Not only is it important to ask the right questions but it is also important what the nurse does with the information gathered. If a nurse knows that a patient is trending in a bad direction, one must intervene in a proven way to stop the patient’s progression. For example if a person has a very high blood sugar, just knowing the sugar is high is not going to prevent a bad event. One must intervene with the most evidence based practice to lower the blood glucose level. Importance of Information Literacy Information literacy is not only very important; it is the key to survival as a registered nurse. Health Care has begun to place a great emphasis on quality and safety of patient care. This is a wonderful thing but for the nurse to practice safely, one will have to be able to gather and apply information in a correct proven method. Wonderful safety measures are being developed every day but if nurses are not aware of them or how they work the practice will not improve. Information is the key element to an evidenced based practice. Without a knowledge base sound decisions cannot be made. With an increasing amount of information available to nurse, it is of great importance as well to protect the patien’s personal information. â€Å" It is also very important to have information literacy to be able to understand economic, legal, and social issues surrounding the use of information, and access and the use of information† (Magee, 2011, p. 1). The most important reason however, is to be able to assess the correct information to be able to safely and effectively care for patients. Integration of Information Literacy. When the student nurse becomes a registered nurse she will make information literacy a key part of her practice. She will monitor current accredited nursing journals to find articles about best evidence based practices. She will access web-based information when she has a deficient knowledge of a medication. The registered nurse will also access facility information regarding policies and protocols. The registered nurse (RN) will utilize electronic charting and participate in all in-house education on informatics. She will also continue her education by attending seminars and web based education to further her knowledge base. The RN will utilize all available information sources. She will take the time to accurately assess given information and decide on an affective course action for all patients in her care. Clinical Experience During the student nurse’s medical-surgical one rotation, she was assigned to care for a patient with a subarachnoid hematoma. The patient was exhibiting contradictory symptoms. On assessment the patients eyes were not reactive to light and accommodation, however the student nurse noticed that the patient was tracking her when she was cleaning in the room. The patient’s physician felt that he did not have much brain activity. The student left the patients room and then returned to find that the patient had pulled all of his catheters out. The student talked with the physician about what she had seen with the patient. The physician somewhat laughed at the student and replied that it was very unlikely that the patient had any cognition. The student then talked with the primary nurse assigned to the patient. The nurse did agree that sometimes physicians give up too quickly on patients. The student nurse went home to find any information about subarachnoid hematomas. The student found lots of information on the subject. The student used Medscape which is an accredited source. The student read that sometimes the swelling cause’s pressure within the brain that prevents the eyes from reacting to light and accommodation. When the level of inflammation and pressure is reduced the patient may function at a higher level. The article also encourage interventions to stimulate brain activity. (Liebeskind, 2013) The student is in no way qualified to diagnose the patient, but this information helped the student understand what the condition of the patient actually was and changed how the student approached the patient. The student began music therapy with the patient. She talked with him and held his hand and he did sometimes squeeze back. The student did understand that the patient would probably have extensive brain damage but there was a possibility of some primitive functioning. The information gathered was not only valuable in the day- to- day care of the patient, but also in advocating for the patient to be placed in a rehab facility as opposed to convalescent care. In the example above, the student nurse had deficient knowledge of a medical condition, so she took the next step to find credible information on the subject matter. Next she assessed the information and achieved a general understanding of the information. Then the student decided on a course of action and implemented it. The student learned to assess and access information to provide the best care possible for her patient. References Cherry, B. , Jacob, S. R. (2011). Contemporary Nursing Issues, Trends, Management (5th Ed. ). http://dx. doi. org/9780323069533 Glasper, A. (2011, January 12). The RCN’s literacy competences for evidence-based practice. . British Journal of Nursing, 20(3), 188-189. Retrieved from http://web. ebscohost. com. bakerezproxy. palnet. info/ehost/delivery? sid Liebeskind, D. S. (2013). Intracranial hemorrhage. Retrieved from http://emedicine. medscape. com Magee, J. (2011, February 25). Information Literacy and Nursing Students. Librarians and Faculty Collaborating to Enhance Understanding. Retrieved from www. sciencedirect. com/science/article/pii/S875572230300

Two-Variable Inequality Speech or Presentation Example | Topics and Well Written Essays - 500 words - 1

Two-Variable Inequality - Speech or Presentation Example Write an inequality that limits the possible number of maple rockers of each type that can be made, and graph the inequality in the first quadrant. The; is (0,200) the line slants from the left dropping to right. The line represented is solid. The pertinent segment in the graph is the 1st quadrant. The shaded region is from the line and ends at the origin of the graph. A chain furniture store faxes an order for 175 modern rocking chairs and 125 classic rocking chairs. Will Ozark Furniture be able to fill this order with the current lumber on hand? If yes, how much lumber will they have left? If no, how much more lumber would they need to fill the order? Explain your answers. A graph was obtained by drawing x axis horizontally and y axis vertically. An inequality equation was formed based on the questioned above and thereafter used to draw the graph. The shaded region was identified which then was used to obtain the solutions of the

Restoring Organizational Trust at Bayenne Medical Center Thesis

Restoring Organizational Trust at Bayenne Medical Center - Thesis Example As Shockley-Zalabak (2005) has asserted, the decline in organizational trust can be significantly influenced by changes in working conditions, the increasing need for fairness and integrity in the working place, problematic relations and partnerships, replacement of traditional activities, processes, and control mechanisms, as well as changes in the process of decision making. Consequently, these occurrences call for the need to establish an organizational culture that is not necessarily based on power and control, but rather on trust. Through organizational trust, a strong and transparent communication is established in organizations.HPAE members in the Bayenne Medical Center have experienced several issues concerning their hospital’s bankruptcy and its new owners. For instance, the employment of 35 staff members was terminated, attributing the layoff to their performance; however, the hospital had never been able to support this occurrence through documents or legal claims ( HPAE, 2010). Furthermore, although the terminated employees were provided with unemployment benefits, the BMC along with the Department of Labor and Workforce Development forced several of these members, who were to return to their position, to re-pay the unemployment benefits. This example of injustice within the workplace has led hospital staff members to become extremely concerned over its effects on their professional development and the quality of health care that they can provide to patients.

Leadership Development Past Present And Future Management Essay

Leadership Development Past Present And Future Management Essay This article reviews notable trends in the leadership development field. In the past two decades, such trends included the proliferation of new leadership development methods and a growing recognition of the importance of a leaders emotional resonance with others. A growing recognition that leadership development involves more than just developing individual leaders has now led to a greater focus on the context in which leadership is developed, thoughtful consideration about how to best use leadership competencies, and work/life balance issues. Future trends include exciting potential advances in globalization, technology, return on investment (ROI), and new ways of thinking about the nature of leadership and leadership development. The Past Looking back at the state of leadership and leadership development over the past 20 years, we were surprised to discover more than a decade passed before HRP first contained an article with the word leadership in its title. At the risk of making too much out of mere titles, we note with interest the contrast between that early period and the fact that leadership development is now one of HRPs five key knowledge areas. The last two decades have witnessed something of an explosion of interest in leadership development in organizations. Some of the most noteworthy issues and trends in the field of leadership development in the past 20 years fall under these two general headings: The proliferation of leadership development methods; The importance of a leaders emotional resonance with and impact on others. Proliferation of Leadership Development Methods One clear trend over the past 2years has been the increasing use and recognition of the potency of a variety of developmental experiences. Classroom-type leadership training-for long the primary formal development mode-is now complemented (or even supplanted) by activities as diverse as high ropes courses or reflective journaling. Classroom training should not be the only part of a leadership development initiative, and may be the least critical. While training may even be a necessary element of leadership development, developmental experiences are likely to have the greatest impact when they can be linked to or embedded in a persons ongoing work and when they are an integrated set of experiences. Activities like coaching, mentoring, action learning, and 360-degree feedback are increasingly key elements of leadership development initiatives. Developmental relationships primarily take two forms: coaching and mentoring. Coaching involve practical, goal-focused forms of one on- one learning and, ideally, behavioural change (Hall, et al., 1999). It can be a short term intervention intended to develop specific leadership skills or a more extensive process involving a series of meetings over time. The most effective coaching allows for collaboration to assess and understand the developmental task to challenge current constraints while exploring new possibilities, and to ensure accountability and support for reaching goals and sustaining development (Ting Hart, 2004). Mentoring is typically defined as a committed, long-term relationship in which a senior person supports the personal and professional development of a junior person. It may be a formal program or a much more informal process. Recognizing the value of mentoring, organizations are increasingly looking at ways to formalize these types of relationships as part of thei r leadership development efforts. Action learning is a set of organization development practices in which important real-time organizational problems are tackled. Three kinds of objectives are sought: delivering measurable organizational results, communicating learnings specific to a particular context, and developing more general leadership skills and capabilities (Palus Horth, 2003). Effective action learning may range from tacit, unfacilitated learning at work to focused and high-impact learning projects to transformations of people and organizations (Marsick, 2002). Challenging job assignments are a potent form of leadership development and provide many of the developmental opportunities in organizations today. The level of organizational involvement in making job assignments part of their leadership development process runs the gamut from simply providing people with information about developmental opportunities in their current job to a systematic program of job rotation. Using job assignments for developmental purposes provides benefits that go beyond getting the job done and may even result in competitive advantages for the organization (Ohlott,2004). One developmental method has been so pervasive that it deserves somewhat greater attention here: the use of 360-degree feedback to assess leader competencies. Chappelow (2004) recently noted that perhaps the most remarkable trend in the field of leader development over the past 20 years has been the popularity and growth of 360- degree feedback. Others called it one of the most notable management innovations of the past decade (Atwater Waldman, 1998; London Beatty, 1993). To help those organizations disappointed with 360-degree feedback results, here is some of what we have learned over the years about how to implement them effectively (Chappelow, 2004): An assessment activity is not necessarily developmental. Three-hundred-sixty-degree feedback should not be a stand-alone event. In addition to assessment there need to be development planning and follow-up activities. Boss support is critical for the process itself, as well as for buy-in for the recipients specific developmental goals stemming from the feedback. The 360-degree feedback process works best if it starts with executives at the top of an organization and cascades downward throughout the organization. Shoddy administration of a 360-degree feedback process can be fatal. The timing of the process accounts for other organizational realities that could dilute or confound its impact. Another kind of leadership development method gaining popularity during the past 20 years has involved teams (Ginnett, 1990). The prevalence and importance of teams in organizations today, and the unique challenges of leading teams, make it easy to forget that teams were not always so pervasive a part of our organizational lives. One way to convey the magnitude of that shift is to share an anecdote involving one of our colleagues. During his doctoral work in organizational behaviour at Yale about 20 years ago, our colleague Robert Ginnett would tell others about his special interest in the leadership of teams. Routinely, he says, they would assume he must be an athletic coach; who else, theyd say, would be interested in teams? Importance of a Leader s Emotional Resonance with and Impact on Others Twenty years ago, our understanding of leadership in organizations was dominated by the classic two-factor approach focusing on task and relationship behaviors. That general approach can be characterized as transactional in nature, as distinguished from a qualitatively different approach often described as transformational. Transactional leadership is characterized by mutually beneficial exchanges between parties to optimize mutual benefit including the accomplishment of necessary organizational tasks. The exchange-model nature of transactional leadership tends to produce predictable and somewhat shortlived outcomes. Transformational leadership touched followers deeper values and sense of higher purpose, and led to higher levels of follower commitment and effort and more enduring change. Transformational leaders provide compelling visions of a better future and inspire trust through seemingly unshakeable self-confidence and conviction. Conger (1999) reviewed 15 years research in the related fields of charismatic and transformational leadership, and observed that scholarly interest in these areas may be traceable to changes in the global competitive business environment at that time such as competitive pressures to reinvent them selves and challenges to employee commitment. Prior to that time, leadership researchers generally had not distinguished between the roles of leading and managing: A person in any position of authority was largely assumed to hold a leadership role. It was a novel idea that leadership and management might represent different kinds of roles and behaviors. Hunt (1999) was even more blunt about the state of scholarly research in the field of leadership in the 1980s. He described it as a gloom-and-doom period characterized by boring work, inconsequential questions, and static answers. Research in the areas of transformational and charismatic leadership both energized scholars and interested organ izational practitioners. One factor presumably underlying the interest in charismatic and transformational leaders is the nature and strength of their emotional impact on others. The nature of the leaders emotional connectedness to others is also apparent in the growing interest over the past decade in topics like the leaders genuineness, authenticity, credibility, and trustworthiness (Goleman, et al., 2002; Collins, 2001). These seem related more to the affective quality of a leaders relationships with others than to specific leader behaviors and competencies. Attention given during the last decade to the concept of emotional intelligence also attests to that shifting interest. For example, Goleman, et al. (2002) present data that a leaders ability to resonate emotionally with others is a better predictor of effective executive leadership than is general intelligence. Recent research at the Center for Creative Leadership (CCL) has uncovered links between specific elements of emotional intelligence and specific behaviors associated with leadership effectiveness (Ruderman, et al.,2001). Effective leadership is clearly about more than just enacting the right behaviors, or merely translating feedback (e.g., from 360-degree feedback) into changed behavior. One way 360- degree feedback can positively impact an individuals effectiveness as a leader is by deepening that persons self-awareness about the impact of his/her behavior on others. Much leadership development feedback naturally affects how people think about themselves, not just their interactions with others. Similarly, it can lead to re-evaluations of many aspects of ones life, not just ones role as a leader. It can affect the whole person. It follows, then, that in some ways leadership development itself involves the development of the whole person. The Center for Creative Leadership began during the heyday of the human potential movement, and its ideals and educational philosophy still reflect a commitment to the value of self-directed change and growth (albeit informed by knowledge about the needs of the organization). Virtually all CCL leadership development programs include numerous activities to increase managerial self-awareness, and most address balance in life, including the relationship between health, fitness, and leadership. From our own participants, representing diverse companies across virtually all industries, the feedback is that balance in life has so far been more of an aspiration for them than a reality. The Present Today, effective leadership is commonly viewed as central to organizational success, and more importance is placed on leadership development than ever before. Developing more and better individual leaders is no longer the sole focus of leadership development, although it remains a critical aspect. Increasingly, leadershipis defined not as what the leader does but rather as a process that engenders and is the result of relationships-relationships that focus on the interactions of both leaders and collaborators instead of focusing on only the competencies of the leaders. Leadership development practices based on this paradigm are more difficult to design and implement than those that have been popular for the last several decades in which the objective was to train leaders to be good managers. In light of this, several themes describe the state of leadership development today: 1. Leadership development increasingly occurring within the context of work; 2. Critical reflection about the role of competencies in leadership development; 3. Revisiting the issue of work/life balance. Leadership Development Within the Context of Work Leadership development initiatives today typically offer performance support and real world application of skills through such methods as training programs, coaching and mentoring, action learning, and developmental assignments. Combining instruction with a real business setting helps people gain crucial skills and allows the organizations to attack relevant, crucial, real-time issues. The goal of leadership development ultimately involves action not knowledge. Therefore, development today means providing people opportunities to learn from their work rather than taking them away from their work to learn. It is critical to integrate those experiences with each other and with other developmental methods. State of the art leadership development now occurs in the context of ongoing work initiatives that are tied to strategic business imperatives (Dotlich Noel, 1998; Moxley OConnnor Wison, 1998). Furthermore, best practice organizations recognize leadership as a key component of jobs at all levels and are committed to creating leaders throughout their organizations. Increasingly, organizations have CEOs who model leadership development through a strong commitment to teach leaders internally. For example, Carly Fiorina at HP is annually teaching at 12 leading business results classes. The targets of leadership training programs are no longer relatively isolated individuals who were anointed by senior management. Instead of the thin horizontal slices, the program design is likely to involve work groups or several vertical slices of the organization (Fulmer, 1997). The proliferation of leadership development methods was previously noted. Not just the variety of development methods matters; greater variety is not necessarily better. It is also critical to integrate various developmental experiences to each other as well as to both developmental and business objectives. That way they can have a greater collective impact than they otherwise could have. But such efforts at integration are far from universal. In reviewing the entire field of leadership development, McCauley and VanVelsor (2003) noted that the approach of many organizations is events-based rather than systemic. One method of making leadership development more systemic is to make sure it involves more than training. An array of developmental experiences must be designed and implemented that are meaningfully integrated with one another. Leadership development efforts and initiatives must be ongoing, not a single program or event. The idea of leadership development strategies that link a variety of developmental practices including work itself (e.g., action learning projects) with other HR systems and business strategy is an emerging and probably necessary evolution of our state-of-practice (Alldredge, et al., 2003). Critical Reflection about the Role of Competencies in Leadership Development Although the field is moving away from viewing leadership and leadership development solely in terms of leader attributes, skills, and traits, leadership competencies remain a core dimension of leadership development activities in most organizations. A recent benchmarking study found that leading-edge companies define leadership by a set of competencies that guide leadership development at all levels (Barrett Beeson, 2002). A majority of organizations have identified leadership competencies, or at least tried to define the characteristics and qualities of successful leaders. How then are leadership competencies most effectively used in leadership development? Leadership competencies need to correspond to the organizations particular strategy and business model (Intagliata, et al., 2000). Leadership development programs implemented in isolation of the business environment rarely bring about profound or long-lasting changes; therefore, organizations must develop leaders and leadership competencies that correspond with and are specific to their distinct business challenges and goals. While common leadership qualities or competencies characterize effective leaders, developing such core leader qualities may not be enough. The leadership competencies of a best-practice organization uniquely fit the organization, its particular strategy, and its business model (APQC, 2000). This perspective has also been applied to the individual level. Not only may organizations differ in their identification of critical leadership competencies, some would argue it is unlikely all leaders within an organization must all possess the same set of competencies to be successful- or make the organization successful. According to this perspective, leaders should not be accountable for demonstrating a particular set of behaviours but rather should be held accountable for desired outcomes. This perspective looks beyond competencies, which have a tendency to focus on what needs fixing, and instead focuses attention on the whole person and on peoples strengths and natural talents, not on a reductionism list of idiosyncratic competencies (Buckingham Vosburgh, 2003). Development is increasingly seen as a process of developing and leveraging strengths and of understanding and minimizing the impact of weaknesses. Work/Life Balance Revisited Health and well-being at work are issues of increasing interest and attention, including their relevance to leadership. In an environment of constant change and unrelenting competition, managing stress and personal renewal to avoid burn-out are becoming a central focus for leadership development. Dealing with multiple and competing demands of a fast-paced career and personal/family relationships and responsibilities is a common challenge, and there is increasing recognition that a persons work and personal life have reciprocal effects on each other. We know that individual leader effectiveness is enhanced when people manage multiple roles at home and at work but we continue to learn more about the organizational benefits and maybe even the benefits to family and community as well. We also know leadership effectiveness is correlated with better health and exercising HUMAN RESOURCE PLANNING (McDowell-Larsen, et al., 2002). We need to better understand which assumptions about organizational life are challenged by the idea of work/life integration as well as which changes organizations need to make to facilitate greater work/life integration. Challenging work/life situations are integrally related to the need for, and development of, resilience. Resilience is the ability to bounce back from adversity or hardship, a characteristic that can be developed at any time during a persons life. It is an active process of self-righting and growth that helps people deal with hardships in a manner that is conducive to development (Moxley Pulley, 2004). One of the fundamental characteristics of resilience is that it allows individuals to take difficult experiences in their lives and use them as opportunities to learn. This, in turn, develops their ability to face hardships successfully in the future. The Future Several trends will have a major role in our future understanding and practice of leadership and leadership development. They represent, in different ways, the critical role changing contexts will play in leadership development. Leadership competencies will still matter; Globalization/internationalization of leadership concepts, constructs, and development methods; The role of technology; Increasing interest in the integrity and character of leaders; Pressure to demonstrate return on investment; New ways of thinking about the nature of leadership and leadership development. Leadership Competencies Will Still Matter Leadership competencies will still matter, but they will change as the competitive environment changes. According to a Conference Board study (Barrett Beeson, 2002), five critical forces will shape leadership competencies (requirements) in the future: 1) global competition, 2) information technology, 3) the need for rapid and flexible organizations, 4) teams, and 5) differing employee needs. Given these, most organizations will not need the Lone Ranger type of leader as much as a leader who can motivate and coordinate a team based approach? This new environment will have greater ambiguity and uncertainty, and many if not all aspects of leadership (e.g., strategy development) will require a more collaborative approach to leadership. The model of effective leadership in the future will be one of encouraging environments that unlock the entire organizations human asset potential. The Conference Board report Developing Business Leaders for 2010 (Barrett Beeson, 2002) identified four essential roles for meeting the business challenges of the future, and the career derailers that will matter most in the future. The four essential roles for meeting future business challenges include master strategist, change manager, relationship/network builder, and talent developer. The most important derailers in the future include hesitancy to take necessary business risks; personal arrogance and insensitivity; controlling leadership style; and reluctance to tackle difficult people issues. Changes in the context in which leadership is practiced will bring certain competencies evenmore to the forefront, including globalization, the increasing use of technology, and public scrutiny of the character and integrity of leaders. Globalization/Internationalization of Leadership Concepts, Constructs, and Development Methods Future leaders will need to be conversant in doing business internationally and conceiving strategies on a global basis. Globalization will intensify the requirement that senior leaders deal effectively with a complex set of constituencies external to the organization. (e.g., responsibility for managing the companys interface with trade, regulatory, political, and media groups on a wide range of issues). Leadership development is rapidly moving to include substantial components involving international markets, world economic trends, and focus on particular regions such as the Asia Pacific rim (Cacioppe, 1998). Leaders are being exposed to how the world is becoming interdependent and the need to be up to date with international trends that are vital to the success of the business. Use of the internet to obtain information and to market products and services worldwide is a topic in many current leadership development programs. The Role of Technology The technology revolution has changed organizational life. It has changed the ways information and knowledge are accessed and disseminated, and the ways in which people can communicate and share with one another. This has profound implications for what effective leadership will look like as well as how to use technology most effectively in leadership development. Leaders will clearly have to be much savvier with regard to technology in general. Facility and comfort with communication technology and the internet will be a necessity. Given the pace of change and the speed of response time that leaders are now required to demonstrate, technological savvy has rapidly become an integral aspect of leadership effectiveness. It has even been noted that the effective use of technology is proving to be a hierarchy buster. It can be an avenue for people to communicate with leaders at all levels and whenever they need to at any time. Leading virtually is already a reality, and requirements to lead geographically dispersed units and teams will only increase. Technology will not be a solution for this challenge, but it will surely be a tool. The pressure on costs, increased reality of virtual teams, and availability of technology leadership development has reduced the need for people to travel to training programs, will make learning opportunities available to geographically dispersed leaders, and will allow individuals access to learning opportunities when it best suits their schedule. Technology can extend learning over time rather than limiting it to time spent in the classroom. Technology will also enhance the emergence and sharing of knowledge among participants via such venues as chat-rooms, thought leader access, e-learning advances, e-mentoring/ shadowing, and business simulations. While technology is useful for some aspects of leadership development, it cannot replace the importance of bringing leaders together to deepen their relationships and their learning experience. Maximizing the effectiveness of leadership development offers the best of both worlds: integrating face-to-face classroom and coaching experiences with technology-based tools and processes, i.e., blended learning solutions (e.g., Alexander Ciaschi, 2002). Increasing Interest in the Integrity and Character of Leaders The 1990s witnessed ethical lapses and arrogance among senior executives of certain companies of disturbing-if-not-unprecedented magnitude. Enron and WorldCom were two notable examples. Such events probably accelerated and deepened growing sentiment among many-including members of organizational governance boards-that interrelationships among leadership, character, and values ought to be made more salient. It is probably not a coincidence that a recent article in CEO Magazine (Martin, 2003) observed that the age of the imperial CEO is waning. In its place, a crop of new CEOs humble, team building, highly communicative are rising (p.25). Similarly, one of the intriguing and unexpected findings in the book Good to Great (Collins, 2001) was of the universally modest and self-effacing nature of CEOs in the good-to-great companies. This contrasts considerably with the often flamboyant and self-promoting style of many popular business leaders in recent years who, despite celebrity status, typically did not have an enduring positive impact on their companies. Bass and Steidlmeier (1999) noted that transformational leadership is only authentic when it is grounded on the leaders moral character, concern for others, and congruence of ethical values with action. A leaders credibility and trustworthiness are critical, and increasing numbers make the case that character-as defined by qualities like ones striving for fairness, respecting others, humility, and concern for the greater good-represents the most critical quality of leadership (e.g., Sankar, 2003). Assuming there is continuing if not increasing interest in the character of leaders, much work is needed in the years ahead to assure greater clarity of concept about these vital-yet-elusive concepts if they are to play a prominent role in leadership development practices in organizations. Pressure to Demonstrate Return on Investment The future trends noted reflect in part a response to the changing context of leadership. Perhaps the strongest pressure facing leadership practitioners in the future may be to demonstrate ROI (Kincaid Gordick, 2003). While leadership development is strategically important, it is usually expensive. Yet while leading-edge companies today such as PepsiCo, IBM, and Johnson and Johnson spend significant time and resources on leadership development, attempts to quantify its benefits precisely have remained elusive and have led some to speculate that investment in developing better leaders may be falling short of the desired impact. In todays economy, leadership development expenses will likely have to meet certain standards of proof of impact or return on investment. Demonstrating and quantifying the impact of leadership development investments is likely to emerge as a priority for organizations committed to building leadership strength. To maximize ROI for leadership development efforts, its payoffs organizations must effectively plan, implement, and evaluate their initiatives. They must create a chain of impact that connects leadership development to relevant organizational outcomes (Martineau Hannum, 2003). Historically, most organizations have not closed the loop through systematic evaluation and thus make assumptions about its efficacy based on anecdotes, reactions, or hunches. New Ways of Thinking about the Nature of Leadership and Leadership Development Emerging new perspectives on the nature of leadership may profoundly affect our thinking about leadership development. Increasingly, leadership and leadership development are seen as inherently collaborative, social, and relational processes (Day, 2001). Similarly, Vicere (2002) has noted the advent of the networked economy where partnerships, strategic and tactical, customer and supplier, personal and organizational, are essential to competitive effectiveness. As a result, leadership will be understood as the collective capacity of all members of an organization to accomplish such critical tasks as setting direction, creating alignment, and gaining commitment. Leadership development based on this paradigm is more difficult to design and implement than those that have been popular for the last several decades in which the focus was to train individual leaders. Taking this next step will require a deeper understanding of the role of organizational systems and culture in leadership development (VanVelsor McCauley, 2004). Conclusion The dual challenges of understanding the nature of leadership development and implementing effective leadership development practices will likely be greater than ever before. At the same time, we find ourselves guardedly optimistic about the fields future. Our optimism is directly tied to some of the trends that make the future both challenging and interesting. For example, leadership development practices will need to become better integrated in the broader context of organizational business challenges and systems. Thus, not only will organizations need to hire and develop leaders, they will also need to be the kind of organizations that nurture and reinforce enactment of the kinds of behaviours desired in those leaders. Similarly, demands to demonstrate ROI can encourage greater rigor and clarity in our understanding of the nature of leadership development and in how we assess its impact. Meeting such challenges will be one important thrust of more comprehensive efforts in the years ahead to demonstrate convincingly the strategic role of people in organizations.