Diversity in the Workplace

Question: Whyhasdiversityintheworkplacebeengivensomuchattentionlately? Answer: Introduction Diversity in places of work encompasses racial, sexual and religious differences by the employees of an organization. Moreover, a diverse organization should have people of different age groups, disabled workers, people whose lifestyles differ and even those with different physical traits (Fassinger, 2008). Initially, several organizations did not see the need to have a diverse human resource. Most only employed people from various backgrounds so that they may seem equitable( Rice, 2015). Interestingly, it has been discovered that a diverse human resource is more beneficial than a nearly homogenous one. As a result, several corporations give a lot of attention to this area. A diverse workplace can be described as a mosaic, meaning that individuals within that environment retain their individuality as they contribute to the goals of the organization (Canas, and Sondak, 2013). A look at some of the advantages of such working places can give us insights on how why most organizations are keen on having a diverse workforce. Discussion Organizations that are keen to adapt to fluctuations in the markets have to ensure that their workers are from different backgrounds. This is because the employees bring a variety of solutions to a particular problem (Barak,2016). The ideas generated by the employees during sourcing, allocation of resources, or while in service are from several perspectives meaning that the best solution to the problem will be found. Besides, the ideas generated most of the time target particular groups in the market who are well known by a given section of the employees (Barak,2016). The change in the consumer tastes hence can be noticed very fast and the appropriate action taken so that the grip on the market is not lost. As a result, it is a good idea to make sure there are people from different places in an organization. There is also better service provision, meaning that companies having a diverse human resource tend to have more satisfied customers. This has also contributed to the keenness of businesses on the issue of diversity (Herring,2009). A client who is able to, for example, relate to an individual in the organization or feel that he or she has something in common with a person within the organization will trust it. He or she might feel free to consult those they feel linked to for any clarification or advice in case the need arises (Roberge and van Dick,2010). They, as a result, get satisfied by the devices of the organization and may even influence others to transact with the organization. People from different groups do not share a similar organizational culture. Hence, they define their experiences within their set of cultural systems. The various groups present in a diverse organization identify or define their experience uniquely (Pitts, and Recascino Wise, 2010). Most of the time, females hold lower positions and thus view the organization from a perspective different from their male counterparts at the top who are usually more salaried (Nishii, 2013). In addition, other minorities in any organization interpret occurrences differently from the majority. As a result, they tend to execute they perform better since some problems may be opportunities to other groups. Moreover, those from the minority may are able to perform their duties better due to the cohesion and understanding between themselves. This results in companies that produce faster. Diversity also makes companies find talented or gifted people very easily. Sometimes there may be a need for certain skills such as mathematical ability or analytical competencies in an organization. The identification of individuals with the skills required would require the organization to search far and wide, and at times train those whom they find to meet their objective. This would be time-consuming and costly. A diverse organization raises the chances of having uniquely gifted individuals. Moreover, they are easy to identify when they work for the organization. Managers will only need to make inquiries about the background of the people whom they suspect of being gifted in certain fields based on the traits of the people from their country or background. If for example he or she comes from a region where most of the population are astute business persons it would be safe to assume that due to the influence of others the person in question is probably good in that sector. Hence , companies need a diverse workforce. The amount of revenue that organizations receive as a result of having employees from different backgrounds is also higher than those from homogeneous organizations. This is the reason why several companies, notably Solectron, based in the Silicon Valley are keen on implementing and improving diversity programs. The revenues of the firm at some point tripled after it launched a cultural awareness program for its employees, making them win the Baldridge Prize. The success of the company can be attributed to the efficiency of the different groups that work for the organization (Brown, 2007). Another company that managed to increase its revenue significantly is Voice Processing Corp, which has people from different countries. The marketing of their product has been successful because of the number of markets that they are able to penetrate as a result of a workforce composed of people from different nationalities. This proves that diversity increases access to markets, and has the poten tial of making company operations global. Consequently, several companies are now keen on making their human resource as diverse as possible. Another reason why companies are keen to embrace diversity is that of the lower cost of labor in a diverse organization. This scenario is evident in countries that accept a lot of immigrants every year. Most of these people move to their new localities with the aim of finding greener pastures, meaning that they can settle for less when it comes to the wages they receive. Natives on the other hand, due to the presence of institutions such as labor unions rarely accept low payment. Hiring for the purpose of cheaper skilled labor may be seen as manipulation by some people, even though it is a clever business strategy. However, countries that have organizations whose workforce demand too much money as salary are keen on diversifying so that they may make a good profit. Diversity Challenges and opportunities Workplaces consisting of people from different ethnic groups, age gaps, lifestyles or gender, do are also faced with some challenges because of the differences in beliefs, cultures or values of their workforce. These challenges may translate to poor relationships or seclusion of some groups within the organization. Communication between different groups in such a company may be difficult. There may be language barriers in such environments. Moreover, differences in accents can make the employees fail to understand one another within a short time hence making them fail to meet some objectives of the organization (Harvey and Allard, 2015). Besides, there are chances that failure to communicate effectively can lead to frustrations and thus strained relationships between the workers. The minority groups may also feel alienated when have to clarify themselves continually. It is hence important for organizations to ensure that they develop ways of avoiding problems in communication as a result of differences in the nationalities of their workers. Resistance to change is another issue that can face such organizations. There is always some level of competition between employees from different groups. When they manage to meet an objective successfully, chances are that they will try as much as possible to maintain their position as a successful lot. This would translate to rigidity. Other groups fail to adapt to new practices because they may feel that such changes would compromise their beliefs or culture (Jackson and Joshi, 2011). Failure to change would result in stagnation in specific departments. In addition, adapting to new market demands for the organization would be a bit difficult when a group chooses to remain rigid. Hence, managers need to be keen when dealing with people from diverse backgrounds. The management may also be faced with difficulty when trying to implement policies that encourage diversity. There may be discord between the majority and minority groups when they feel that minority are granted more freedom ( Ozbilgin and Tatli, 2008). Accommodation of different cultural values may take a lot of time as the management tries to find ways of not making some section of the human resource not feel that they are being sidelined. During the implementation of the developed policies, there are chances that some people may even quit working for these organizations because of suspicion that their working conditions may deteriorate as a result of the inclusion of people that they do not like. There is always prejudice or misplaced belief about people from various backgrounds meaning that policies that favor them can be viewed as a betrayal by other workers. Hence managers need to make sure that the policies that they intend to use for the purpose of creating an inclusive workf orce are carefully evaluated and in case they may cause discord, they need to be modified. Generation gap may also cause problems in organizations that have embraced diversity. Chances are that, due to the differences in the perspectives of these people, they may fail to work in unison. Moreover, their views may differ on several issues resulting in friction between them (Kapoor and Solomon, 2011). Cliques may be triggered thereby making teamwork difficult to achieve. Teenagers and young adults may also fail to understand their older counterparts or behave in ways that are considered inappropriate when they interact with themselves. (Jackson, and Joshi, 2011) Besides, the younger workers may consider their older counterparts as being backward at times or even have the notion that they are better suited for working for the organization due to their knowledge or ability to use the latest technology. Hence, managers need to make sure that there is no discord between people who belong to different generations. Organizations that have not implemented diversity programs need to do so because it is a powerful tool not only for increasing the production of the firms but also portraying the business as a friendly, inclusive corporation (Trompenaars and Hampden-Turner,2011). Several diversity programs serve to prevent harassment of specific groups such as women and those from other nations. A good reputation makes it easy gain global access to the markets. Managers also need to train on diversity management if they are to realize the benefits of having a workforce composed of different people (Wales, Gorman, and Hope, 2010). To sum up, diversity also brings the opportunity of accessing cheap labor since people from other nations or even gender tend not to demand high wages compared to the locals and the majority. As a result, organizations that feel their operation costs are high as a consequence of the wages spent on payment of their workers can turn to diversity as a way of making things bette r. Conclusion To sum up, when the benefits and challenges as a result of diversity are compared it is evident that firms need to have people from different backgrounds. It is also prudent for managers to try and foster equality in the workplace. Areas that are overlooked when promoting equality and diversity such as gender balance need to be keenly addressed. When organization take diversity seriously, chances are that they will prosper. Most organizations are of late keen on embracing diversity because they have realized that there are a lot of benefits that result from having a workforce which consists of people from different backgrounds, ethnicities or even races. They have discovered that productivity is increased when the workforce is not homogenous as initially assumed by most companies. Moreover, they are able to expand their market by opening branches in the countries that those who work for the organizations belong to. In addition, the companies tend to have more satisfied customers mean ing that their growth is inevitable since customers tend to recommend such places to friends or family. Diversifying the human resource in an organization also has some challenges. These include the resistance to change, or adapt by sections of the workers. Besides, it is also difficult to implement policies that promote equality among the workers. In addition, generation gap and prejudice can cause communication problems between the workers. However, companies need to make an attempt of being diverse. References Barak, M.E.M., 2016.Managing Diversity: Toward a Globally Inclusive workplace. Sage Publications. Brown, M.G., 2007.The pocket guide to the Baldrige award criteria. CRC Press. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Dychtwald, K., Erickson, T.J., and Morison, R., 2013.Workforce Crisis: How to Beat the coming shortage of skills and talent. Harvard Business Press. Fassinger, R.E., 2008. Workplace diversity and public policy: Challenges and opportunities for psychology.American Psychologist,63(4), p.252. Harvey, C.P., and Allard, M., 2015.Understanding and managing diversity. Pearson. Herring, C., 2009. Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), pp.208-224. Jackson, S.E. and Joshi, A., 2011. Work team diversity. Kapoor, C. and Solomon, N., 2011. Understanding and managing generational differences in the workplace.Worldwide Hospitality and Tourism Themes,3(4), pp.308-318. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups.Academy of Management Journal,56(6), pp.1754-1774. Ozbilgin, M. and Tatli, A., 2008.Global diversity management: An evidence-based approach. Palgrave Macmillan. Pitts, D.W. and Recascino Wise, L., 2010. Workforce diversity in the new Millennium: Prospects for research.Review of public personnel administration,30(1), pp.44-69. Rice, M.F., 2015.Diversity and public administration. ME Sharpe. Roberge, M.E., and Van Dick, R., 2010. Recognizing the benefits of diversity: When and how does diversity increase group performance?.Human Resource Management Review,20(4), pp.295-308. Trompenaars, F. and Hampden-Turner, C., 2011.Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. Wales, A., Gorman, M., and Hope, D., 2010.Big Business, Big Responsibilities: From Villains to Visionaries: How Companies are Tackling the World's Greatest Challenges. Palgrave Macmillan.

Writing Sample For Comparison Essay

Writing Sample For Comparison EssayOne of the main things you should look for when applying for college is a sample thesis for comparison essay. What are these? In my opinion, these are your best chance to show that you are both the most academically advanced student and the smartest student in your high school class.The idea behind this essay is for you to use a thesis statement and then write down a similar one from your school's very first class. This will allow you to compare both your learning style and understanding of concepts. Also, you will get a better idea of how your classmates were learning. This will help you determine if you will have a hard time writing the thesis statement yourself.This is why it is so important that you use a writing sample for comparison essay. A student may not know much about a topic, but they may understand something very well. However, that student could be completely ignorant on how to present themselves to their professors in an unbiased mann er.Using this as a comparison will ensure that they will always come across with the best way to present themselves to their instructors. As a result, they will not be afraid to use any form of evidence to convince their professors of their intellectual abilities. They will be well prepared to answer any questions and stand out as being the smartest student in their class.In college applications, your thesis statement is one of the most important parts of your application. It is the first thing that a college or university reads when evaluating your application. For this reason, you must make sure that your writing sample for comparison essay comes from the very same class as the one you are trying to get into.In addition, the writing sample for comparison essay should clearly show the characteristics of the student you are trying to appeal to. Remember, you are trying to build up your confidence with your new college. Therefore, you must have the confidence that you will be able to write a good thesis statement.Another important factor that you should consider is your overall ability to apply knowledge to a subject. Most students are interested in becoming smart, but they are not familiar with the fact that there are other types of knowledge that they should develop. In order to become a more complete student, you should learn the other types of knowledge that you should be looking into.By taking the time to study and understand these other types of knowledge, you will be able to gain more confidence in presenting your thesis to your professor. Additionally, you will be able to show that you are able to write an essay that is well-written and concise. Theses are important because they are the basis for most college admissions tests.

PMA Results on Flight Express Aircrafts

The Beechcraft Baron 58 is the brainchild of Hawker Beechcraft Corporation. The corporation developed this particular model in1970. According to the Corporation’s website, a new Beechcraft 58 costs around 1.2 million dollars (Baron58 n.d). The specifications of this plane include a twin engine piston, six passenger seats, and two aft doors. It has a gross weight of 2450-2500 kilograms and a maximum take-off weight of 2450 kilograms.Advertising We will write a custom essay sample on PMA Results on Flight Express Aircrafts specifically for you for only $16.05 $11/page Learn More Flight Express is an air carrier company with a fleet of eighty-nine aircrafts. Out of these, twenty-seven are Beechcraft models (Flight Express 2010). Flight Express has its headquarters in Orlando, Florida and it operates in twenty six other states across the United States. Express prides itself in being a time-critical and an on demand carrier that specialises in regional air transport. The airline transports packages for several companies including those in publishing, life science, and banking industries. Flight Express’s pilots log over 64,000 flight hours annually (Flight Express, 2003). Although Flight Express operates under FAR (Federal Aviation Regulations), its operations will be looked into from the CAA’s perspective for the purpose of this cost assessment. This is mostly because the company’s FAR approved records are not accessible to the public. Since the cost assessment is done for a general case of 200 hours, the results obtained through either regulations (FAR or CAA) should not have a vast discrepancies between them. The Beechcraft’s maximum take-off weight is below 2730 kilograms, it is henceforth classified as a light piston engine aircraft (Civil Aviation Authority 2005). There are five specified maintenance checks for this aircraft category. The first one is Check A and it must be carried out before the first flight of the day. The second check is the fifty-hour check. This check has to be carried out after every fifty flight hours or alternatively after six months of operation. Then there is the 150-hour check that is carried out after every one hundred and fifty hours of flight. The other checks are the annual check- carried out after every twelve months, and the star inspection. The civil Aviation Authority stipulates most of these checks. According to the Authority, Check A requires the engine’s air filter to be inspected with emphasis on its cleanliness. The tyres and wheels of the plane also have to be checked for damages. The inflation levels and other anomalies also have to be checked.Advertising Looking for essay on aviation? Let's see if we can help you! Get your first paper with 15% OFF Learn More In addition, the functionality of the fuel pump has to be inspected during this check. The fifty-hour check involves inspection of the fuel pump, air filt er, wheels, and tyres. Extensive checks of these areas have to be carried out after either fifty hours of flight or six months whichever comes first. Most of the times, this check involves replacement of oil filters and tyres. The 150-hour check on its part coincides with the 50-hour checks. This means that all the inspections stipulated in the 50-hour check are included in this one. The standard operations in this check include engine servicing and sometimes tyre replacements. This check must be carried out after every one hundred and fifty hours of flight. On the other hand, the annual check is carried out after every twelve months. During this check all oil filters are replaced. The tyres might also be replaced if any signs of damage or wearing out were found. The fuel pump and the engine air filters might also be replaced during this annual check (Civil Aviation Authority 2005). Appendix X illustrates a study of how PMA parts can reduce the maintenance costs for Flight Express a ircrafts. For instance, it is assumed that Flight Express operates each Beechcraft Baron 58 for about 200 hours annually. This means that several parts will have to be replaced in accordance with CAA’s regulations. This means that aircraft parts like engine air filters, oil filters, main tyres, and nose tyres will be needed in the course of these checks. Other parts that can be replaced within the 200 hours of flight are fuel pumps and wheel assemblies. However, these parts are rarely replaced within this period in normal circumstances. Appendix X lists the estimated number of replacements that can be made within two hundred hours of flight. Within the estimated time frame of two hundred hours, a single aircraft will require these parts to be replaced; two engine air filters, one fuel pump, eight oil filters, two wheel assemblies, four main tyres, and two nose tyres. If Flight Express chooses to use OEM parts when making these replacements, it will cost the company fourteen t housand, seven hundred and ninety seven dollars and seventy eight cents. This includes the cost of a fuel pump that is often very high priced by most manufacturers. However, if Flight Express chooses to use PMA’s parts it will only cost the company a total of four thousand, nine hundred and eighty four dollars and fifty two cents. This indicates that Flight Express is set to save around sixty six percent in material costs if the company chooses to use PMA’s products. These possible savings are in terms of a single aircraft.Advertising We will write a custom essay sample on PMA Results on Flight Express Aircrafts specifically for you for only $16.05 $11/page Learn More Considering Flight Express operates a total of twenty seven Beechcraft Baron 58 aircrafts, the company stands to make substantial savings if PMA parts are used. Each of these aircrafts has an approximate two hundred hours of flight in one year. The total number of replacement s is in turn expected to be around fifty four engine filters, twenty seven fuel pumps, two hundred and sixteen oil filters, twelve wheel assemblies, one hundred and eight main tyres and fifty four nose tyres. If the company goes for PMA products, the company can save in excess of two hundred and forty thousand dollars in each maintenance cycle. When this list excludes the high priced fuel pumps, it will still cost Flight Express 45,136.54 dollars. It will cost the company seventy seven thousand, five hundred and forty six dollars and four cents if these same products are sourced from OEM. One of the limitations of this assessment is the method used to arrive at the average two hundred hours of flight per year. This is because this figure is estimated from the number of flight hours logged by each pilot annually (Flight Express 2010b). Summary The results of this case study indicate that PMA’s products are cheaper compared to those from alternative companies. Aviation companie s can take advantage of the cost cutting options provided by PMA. Any aviation company that chooses to use PMA-made spare parts stands to save a lot of money in maintenance costs. References Baron58, n.d, Beechcraft Baron 58 General Information. Web. Civil Aviation Authority, 2005, CAP 411: Light A/C Maint Schedules (Aeroplanes). Web. Flight Express, 2003, Initial and Recurrent Flight Training Handbook: Beechcraft 58 Baron. Web.Advertising Looking for essay on aviation? Let's see if we can help you! Get your first paper with 15% OFF Learn More Flight Express, 2010, About. Web. Flight Express, 2010b, Flight Express Fleet. Web. This essay on PMA Results on Flight Express Aircrafts was written and submitted by user Fallen One to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Smart Goals Management Essay Sample

Smart Goals Management Essay Sample Smart Goals Management Essay Example Smart Goals Management Essay Example This paper explores the issue of goal-setting and in particular SMART technique. Although there are many interpretations and variations of this acronym, originally it states that any goal should be specific, measurable, attainable, relevant and time-bound. This work examines Larrie Rouillard’s, John Lawler’s, Lois J. Zachary’s, Edwin A. Locke’s, Gary P. Latham’s researches in goal-setting and suggests that SMART technique is rather new and actual tool in goal-setting, but it cannot be applied to any situation. That is why it is important to analyze the situation before targeting. SMART Technique Each person in his life should not only have goals, but strive to achieve them. If a person has no clear goals or does not try to achieve them, he loses the meaning of life. So claimed sages in antique times, and now almost all modern psychologists tend to support this judgment. In any job, goals-setting is also very important. Even if the goal is to increase sales efficiency it is important to understand how, what and why it is done. Awareness of company’s or personal needs and desires will enable the choice of a shorter and more efficient way to achieve the desired result. Goals are important because they serve as a roadmap guiding and moving in the direction to desirable way of life. Goals help turn ideas into action and dreams into reality. Having goals does not mean it is impossible to live in the moment. It simply means that there is a developed plan to see beyond it. Thinking beyond today gives greater control over human destiny. Goals should not be limited to careers and education. It is necessary to set goals for every area of life (Mack, 2007, p. 164). It is necessary to specify a goal to know where you want to move and what your direction is. Uncertain goals lead to uncertain results. One of the main tasks of management is to establish objectives for the organization as a whole system to determine the reason of its foundation, operation and development. Targeting is a starting point in the work of the manager, which is very valuable in marketing, management and life. Each management objects’ life cycle begins with the stage of creation, which primarily determines the goals and objectives of the organization, its specialization, size, resources, markets of products or services, etc. Firstly, it is necessary to establish the mission which is the overall objective of the company, expressing the reason for its existence. It usually specifies the status of the company, declares its working principles, the real intentions of its leaders, defines the most important characteristics of the organization. There are many definitions of a goal This term is concerned by many authors from the point of view of psychology or marketing. In most cases, these definitions bear the same meaning but are expressed in different words. According to Rouillard (2003), â€Å"a goal is a specific and measurable accomplishment to be achieved within a specified time and under specific cost constraints† (p. 4). There are two types of goals: long-term goals (from 1 to 10 years or more) and short-term goals (from one month to one year). Short-term goals should comply with long-term ones and help to achieve them. Science of management has not developed any universal rules applied in the formulation of the goal. Thus, researchers define several criteria which make goal-setting easier, more accurate and achievable. SMART Criteria Although it is often attributed to Drucker, the acronym SMART for objectives is not specifically mentioned in The Practice of Management, though the emphasis on specificity in SMART terms is clearly part of the approach (Lawler Bilson, 2010, p. 85). The first known use of the term was mentioned in November 1981 in the Management Review by George T. Doran, who is commonly believed to be the creator of this tool of targeting. This technique can be easily understood. According to the SMART criteria, any goal should meet five criteria that are encrypted in the acronym SMART in order to be easier or more achievable. However, its exact content is rather indefinite. Over thirty years of the technique’s existence dozens variations of it were created; there even appeared additional letters (SMAART, SMARTER). The list below shows the original transcript of the acronym letters and the later variations. S specific (later also: sustainable, stretching, significant, simple, even small) M measurable (later also: meaningful, manageable, motivational) A attainable (later also: appropriate, achievable, acceptable, agreed, assignable, ambitious, attractive) R relevant (later also: resourced, realistic, resonant, rewarding) T – time-bound (later also: timed, time-framed, time-oriented, time-based, timetabled, timely, trackable, time limited, tangible) Any goal should match each SMART criterion. If the goal does not match at least one of them, it is set incorrectly. In this case either it is not possible to reach the goal, or the result will be not the one desired. To set the goal, it is necessary to specify it according to the criteria in a written form. The golden rule of management says, what is not written does not exist. It is highly important to write goals and objectives because it gives the person a chance to read, reread, absorb them, and observe his progress (Wilson Dobson, 2008, p. 4). Poorly written objectives fail to convey any management commitment to achieve particular results, and they provide little guidance for defining meaningful measures to assess performance (Poister, 2008, p. 63). Formulating SMART goals is an iterative process that requires time and good conversation. It usually begins with discussion of a fairly broad statement of intent and moves from the general to the more specific and focused. Ideally, it is necessary to sharpen the focus of the goal and articulate it in a written form (Zachary Fischler, 2009). Specific Goals Setting a goal, it is necessary to ask the question about what you want to get as a result of its implementation? Why is exactly this criterion so important? It is needed to form the view of the intended result in mind. In case of setting a goal for employee, it is necessary to put original image of the result into his mind. During the presentation of the goal, the employee forms his own idea of the result. Finally, it may happen that the manager and the employee imagine the same goal in different ways. To avoid this, feedback is needed; it is necessary to check whether the employee understood his task. That is to achieve a clear understanding from the answer to the question what the result of the goal implementation should be. Strive to leave as few default issues as possible. Otherwise, the risk of not achieving what is planned increases, especially in the new and unusual situations. Measurable Goals Measurability of goals presupposes criteria (meters), which determine whether the goal is achieved and to what extent. If there are no meters, it becomes very difficult to evaluate the results of the work and monitor the process fairly. Examples of the criteria, which can be used to measure the goal: Percentages, ratios (this criterion is applicable to situations in which there is an opportunity to plan and analyze recurring events; for example, if the goal is to increase sales, the increase of sales by 30 percent serves as a meter); External standards (this criterion is applicable in cases when it is necessary to get a feedback; for example, if the goal is to improve service, positive review of the customer serves as a criterion for its implementation) ; Frequency of an event (for example, a sales manager’s job is successful if every second (third, fifth) client comes back to him for service again); Averages (this meter can be used when there is no need for a breakthrough in work performance and the only need is to provide stability and maintain the quality of the work, for example, three (five, ten) sales representative’s visits of stores monthly); Time (for a definite period it is necessary to achieve definite results; for example, the goal is to increase sales by 30 % over 6 months); Prohibitions (some actions are prohibited, and disobedience is followed by punishment; this is a specific criterion, but sometimes it can be used successfully; for example, the goal is to reduce delays when the criterion for each delay is fine) ; Compliance with corporate standards (every organization develops its own standards, the eligibility criteria is to do the job as it is accepted in the company); Approval of the leaders (this means that the manager of the company should approve an employee’s ideas or projects; it can be a subjective opinion, but if the employee at the time of targeting knows that this criterion of evaluation is used in the situation, he will strive to satisfy his manager; for example, if the task is to draft marketing activities not later than January 20, the criterion here is to get the manager’s approval). There is also another approach to measure goals However, it is more applicable for personal goals than company goals (for example, if the person wants to learn a foreign language). Grade from 1 to 10 how close you are now to your goal (what is your level in a foreign language now). Grade from 1 to 10 how much do you aspire to get when the goal is achieved (what level do you want to have). Determine how you will get to know about your achievements (for example, whether you can write in a foreign language without a dictionary or communicate with foreigners). Achievable Goal When setting goals, the manager should consider professional opportunities and personal qualities of the employees. The manager needs to answer the question about how to keep the balance between tiresome work and achievable result. The goals adjustment mechanism is helpful here. It states the necessity to set goals appropriate to the employee’s experience and individual characteristics. At the same time, the employee should not be underestimated, and the intense rhythm of work should be kept. In situations where it is necessary to improve the overall performance of the team, there should be used different approaches to the employee with good results and the employee who barely fulfills existing norms. This strategy is also applicable to new employees and employees who have been working for the company for a long time. A more accurate interpretation of the word â€Å"achievable† in relation to the context of the goal may be â€Å"individually achievable†. This mea ns that goal should always challenge worker, bring him out of the comfort zone and immerse him into the development zone while maintaining his aspire to self-actualization by making some efforts. It is always necessary to challenge workers because such achievements motivate them, but it is also necessary not to make goals too stretching because it demotivates employees (Yemm, 2012). High or hard goals are motivating because they require one to attain more in order to be satisfied with low or easy goals. Feelings of success in the workplace occur to the extent that people see that they are able to grow and meet job challenges by pursuing and attaining goals that are important and meaningful (Locke Latham, 2006, p.265-268). It seems appropriate to distinguish several types of employees in the company: Skilled worker, ambitious â€Å"star†; Skilled worker, enterprising, moderately ambitious; Skilled worker, adherent of stability, routine; Longtime employee, passive, diffident; New employee who has just come into the company. Depending on the type of the employee, it is necessary to use different approaches to make company goals attainable. The second option is setting the goal, which provides the improvement of effectiveness a half closer to the limit of possibilities. Such a problem is pertinent for those team members who have a long experience of successfully coping with their problems, but do not look for novelty and do not tend to stand out. Although, the goal to increase labor productivity may cause some resistance from the employee, it is doable because of his competence. The third option of goals adjustment mechanism application targets to improve performance of the work significantly and get closer to the limit of possibilities. Experienced and enterprising employees who aspire to career development with their desire to achieve more are ready to work harder and achieve better results. Finally, the fourth option is setting the goal above the limit of possibilities. As it is already possible to conclude, such a targeting is applicable to the most ambitious and successful team members. These employees have high results, but in order to remain on the first place they also need to develop, solve more difficult problems in comparison with the ones they have already solved. Thus, given the experience and individual personality traits, it is possible to set goals to the employees, which will stimulate their intensive work and development. Relevant Goal This is the next criterion of setting SMART goals. Reflecting on whether the task is significant, it is necessary to answer the question why the employee must perform this task (why it is important for the goals of the company). In formulating personal goals, it is necessary to determine in advance, what is its purpose. It is necessary simply to know the answer to one question: â€Å"Why?†. Another question to validate and correct formulation of the objectives is â€Å"What for?† Here is an example: a person sets a goal he wants to make X-sum of money. He should immediately ask himself the question â€Å"Why?† The answer is â€Å"Then I buy something!† â€Å"Why?† – â€Å"To do something else† And so on. At the end of the chain, there should be approximately the following answer: â€Å"Because this will make me happy†. If this is what will make you happy, then you are on the right track. Otherwise, if at the end of the chain you have plunged into uncertainty, it was the wrong personal goal. Time-bound Goal Date or the exact period of performance is one of the main components of the goal. It can be either a fixed date or it may cover a certain period of time. Goal works like a train. It must have clearly established departure time, arrival time and duration of the way. This temporary restriction helps to focus on the goal at a given time or even earlier. Goals without deadlines or time schedule which often appear to be vulnerable to everyday crises are possible in any company. Setting deadline is very important for motivation. It defines how much time is available and if there is any flexibility (Richman, 2011, p. 66). Depending on the time of their achievement, goals can be divided into long-term goals and short-term goals: Long-term goals are the objectives that person sets for the end of the year, for four or five years from now, or even for a lifetime. However, there are times when long term goals can seem awfully far in the future. Short-term goals also known as proximal goals, can be set for an hour from now, or for the end of the day, week, month. By accomplishing daily, weekly, and monthly goals, person moves closer to long-range academic, career and personal goals (Van Blerkom, 2011, p. 36). SMART Technique Application Even though SMART technique is very useful tool in targeting, it is important to understand that this is not the universal tool, and it cannot be applied to any situation and any company. The following criteria determine whether the SMART technique is useful in the situation: Dates of goals achievement should be actual. Long-term planning for SMART technique does not make sense in a rapidly changing situation where the goals lose their actuality before they are achieved. There are some situations when not a particular result, but a movement in a particular direction is important. In this case, the SMART technique cannot be fully applied. The technique involves making efforts to achieve the goal. If any actions are not planned, the effectiveness of the methodology is low. Spontaneous planning is pertinent to some people. After clarifying the meaning of the acronym SMART, it should be noted that in 1996 Edwin Locke from the University of Maryland published the results of his research on goal setting and motivation. This study involved more than 40,000 people from eight countries from children to scientists. Some of the results of this study are the following: The more difficult the goal is, the greater pleasure the person achieving it gets. The more specific the goal is, the easier it is to regulate activities. Objectives which are both specific and difficult determine the best efforts used to achieve them. The person makes better progress when he is convinced that the goal is important and achievable. Goal-setting is most useful when there is feedback indicating progress toward goals. Goal-setting mediates the impact of previous experience on subsequent action. Targets stimulate planning. People have more difficulties in achieving the goals if they have no experience or training, or if they are under extreme pressure, especially time limitation. Targets influence personality. Targets are the standards to measure the feeling of satisfaction. In order to gain a complete understanding of SMART goals, it is necessary to use them in practice. This includes setting both personal and company goals, which will help to determine efficiency or inefficiency of the technique.

Powerpoint on Universal Studios Hollywood Park (see other instructions Presentation

On Universal Studios Hollywood Park (see other instructions ) - PowerPoint Presentation Example The company went to receivership and Standard successfully obtained only to lose it two decades later to the MCA (Sehlinger, & Testa, 2011). The company has since diversified to the international platform. The entertainment company serves almost all ages in the global society through the production of the most appropriate films that each age may deserve. The movies sell globally across different cultures and political systems because of its approach to customization to ensure that ethics are not contravened whatsoever (Sandler, 2008). The Universal studios based in Orlando which own a water park establishes the best local example the company’s entertainment approaches. The company ensures that entertainment services are the key to drawing visitors to its services which include hospitality services (Sehlinger, & Testa, 2011). The company’s management ensures advertisement throughout different geographic and demographic segmentations with precise emphasis of the benefits accruable from visiting the studios or using its products (Wallace, & Adams Media Corporation, 2004). These approaches target both local and international clients (Plunkett, 2007). The American based and one of the oldest entertainment production companies has its headquarters at Hollywood. However, over the last half a century, the company diversified accordingly to different markets in the United States of America, central Europe, and south East Asia (Enz, 2010). These effects date from the initial owner ship of the Laemmle’s family, to the receivership by Standard to the current ownership. The US authorities implement stringent approaches to regulating ownership and decision making processes of the media industry. Therefore, Universal studios fall under the acts thus; only 20% of the shares may be sold to the foreign investors, although the authorities may withhold such measures if the increased foreign investments shall benefit the indigenous

On Sexual Double Standard Essay Example | Topics and Well Written Essays - 750 words

On Sexual Double Standard - Essay Example Guys will take advantage of her, use her, and try to get her to bed. She will have a hard time having girlfriends as she will surely be avoided and despised out of disgust. Men are not exempt from double standards. Having friends from the opposite sex during a relationship is also subject to the sexuality of who's making friends with whom. Girls will always justify their relationships with other guys since they are "always in control of their emotions" and are "able to separate boyfriends from boy friends." The situation is a lot more different when guys are concerned. A man who has a close friend while in a relationship is always confronted and accused of dishonorable things. He may even be charged for keeping that friend in time of "loneliness." Double standard is but a bitter fact of life. The truth that standards are almost always applied more leniently to one gender than to another is a manifestation of huge injustice. Double standard greatly violates one tenet of justice known as impartiality-the principle that "same standards be applied to all people, without regard to subjective bias or favoritism." The existence of double standard clearly implies the toleration of discrimination, unfairness, inequality, and prejudice. Thus, double standard should cease to exist in order to promote justice in the society. Men and women should have a fair playing field where each receives equal reaction and recognition of what they "do" and not of what they "are." The widespread double standard in our society is due to various justifications. It is argued that sexual double standard is natural and that's the way things should be. Society has readily accepted that some things are naturally "men's" things while some are "women's." A good example of this is the widespread perception that men are polygamous, allowing them to sleep around even if they are in a relationship but women are expected to be faithful to their husbands. However, viewing that the existence of double standard as natural is also another way of accepting that prejudice and injustice are natural phenomena. The above illustrations of double standard emphasizes the fact that double standard tolerates misbehavior of one gender attributing this to "human nature." Infidelity is perceived to be acceptable when committed by male. The argument here is that, misbehavior should be totally reprimanded and eradicated as it destructs the morality of a community. Just think about the number of families being shattered by "father's night outs." Justifying moral degradation with double standard will not only endanger the moral fiber in the society but will tend to destroy it altogether. The equal right of both sexes is also tainted by double standard. A man who is attracted to a pretty woman can always ask her out. However, a woman asking a man out is less acceptable. The commencement of a relationship is seen as the "right" of every guy while ladies can only accept. It is argued that each man and woman should have the same right and opportunity not only in pursuing relationships but other important aspects. The existence of double standard only gives way to the famous perception that one sex is stronger while the other is relatively weaker. This unequal right irrefutable leads to oppression. The existence of double standard in the society creates an imbalance not only in the responsibility but rights of people. As

The Social Aspect of Computing Essay Example for Free

The Social Aspect of Computing Essay How has the online sharing of information, such as film and music, changed western buying habits? Record shops, cinemas, radio stations, video rental stores and even libraries are losing customers to the global trend that is OIS (Online Information Sharing the official MPAA and RIAA term for internet piracy). It once used to be a common sight to see small record shops filled with teens picking their favourite artists new records from the well stacked shelves, paying at the desk, discussing music with others and making new discoveries. It was not uncommon for people to buy or rent VHS tapes or sit at home listening to the radio. Piracy of course was alive here, the market for pirate radio, pirate tapes and pirated videos was enormous, the difference between then and today? Equipment. Nearly every person below 40 has a computer in MEDCs and also has the knowledge to share everything they want from their media collection with others. The most significant difference between the days of pirate radio and the days of worldwide networking is that you no longer need to know how it works to do it; millions of parents mindlessly expose their young kids to P2P networks such as KaZaA and LimeWire which are full of adult content, viruses and include open chat programs which might allow sexual predators access to their children. The first consumer P2P (peer-to-peer) network of note (others such as MC2 , Direct Connect and TinyP2P had existed before but were not widely adopted by the average user) called Napster allowed only for the sharing of music files such as WAVE and .mp3 (leading to MPEG 3 becoming the most popular music format in years to come). This was the most organised piracy or the time among teenagers and young adults through the internet but had problems in terms of the danger that faced the user (being caught) in that the centralized nature of the service meant that the server not only listed the files bring shared by members but all of the files passed through it in an effort to prevent the proliferation of malicious programs. This was extremely bad news for the user as Napster now had the IP address of each and every user, an integral flaw which would come back to bite the company and its user base later on before it could change its process and remove the evidence from its servers. Napster h ad finally made stealing music easy but was considered flawed by many in the IT community who wanted easier methods of sharing software, video and text files and a safer method of sharing music. Audiogalaxy was the first mainstream centralized P2P client that was capable (although not by design) of sharing any kind of file whatsoever, it gained popularity after the downfall of Napster and was the first time that the MPAA took note of file sharing software as connections became more capable of allowing fast download of high quality video. Audiogalaxy only indexed *.mp3 files, the obvious way round this limitation was found quickly: by (for example) naming a *.exe piece of software from tree.exe to tree exe .mp3. This made AG extremely useful for illegal distribution of both legally and illegally purchased data between users with experience in CGI and Batch (CGI parameters had to be edited to share non mp3 files) but was not as popular as eDonkey2000 (another P2P later to become known as eMule) program which did not have the security limitations of previous P2P clients as it was much faster to decentralize and allow open sharing and indexing. Especially in the case of Napster, facilitating thousands of minor crimes led to a series of lawsuits launched by musicians against the company (Metallica, Dr. Dre, Madonna) but received praise from other artists (Radiohead, Dispatch, Editors) for allowing distribution of singles prior to an albums release. Eventually a larger lawsuit was filed against the company which eventually resulted in bankruptcy after a lawsuit (which inadvertently increased the services user numbers) filed by the RIAA resulting in Napster closing down their network and being blocked from selling the company without liquidating assets under Chapter 7 of the US Bankruptcy Act meaning that the company was forced to close. The name was later sold to Swedish pornography company PMG who run it as a paid for service using similar looking software. AudioGalaxy was also sued and shut down as its out of court settlement rendered the service effectively useless and resulted in the services user base abandoning it en ma sse as a result AG too, opened a pay service to distribute music. In efforts to decentralize and avoid federal prosecution, modern networks designed for file sharing are de-centralized, often encrypted and use proxies to disguise IP addresses, for these reasons modern networks make it much less likely for a user to be discovered and served with a court order or other legal reprimand. A de-centralized system does not have a server which holds the files but instead a server that indexes a list of all available files rather than storing them. Most modern p2p systems also use (as mentioned previously) a process of encryption and proxy servers to make them untraceable. The servers often do not ask uploaders and downloaders of content to register accounts as they have previously done, this prevents user name linking: a process that the CIA reportedly used wherein they would search a napster username through a series of websites trying to gain personal data on a pirate in order to find and prosecute them. Another security feature of modern P2P protocols is the streaming swarm structure which works on a rarest first basis, splitting files into multiple parts and downloading these parts (to be reconstructed into a usable file on the leech (downloading) computer) rather than an actual file. As none of these individual parts is usable as the intended finished product on its own Swedish law allows the redistribution under its own piracy laws for this reason, the most prolific pirating groups are based in the country. One such group is the Swedish pirate political party called Piratbyran, the Piratbyran, (whose motto Pirate and Proud has itself caused problems for the group) this organised group has demanded that (along with the Pirates website piratgruppen.org) pirates be treated fairly by the law of the world as they believe they have the right to appraise things and decide if they are worth purchasing before doing so. For this reason, Piratbyran have set up Kopimi, a copywright alternative (said copyme) which declares others right to use your work as they see fit (this being a more extreme version of many other previously concocted alternatives like creative commons which permit a user the right to use works for non commercial reasons of their choice) for anything at all. The group also used Bram Cohens bit torrent protocol and created the worlds largest tracker a website that indexes all of the files available through the protocol which is called ThePirateBay.com (a.k.a. TPB), this site is distributed in over 20 languages and is currently the most popular tracker for the most advanced, secure and efficient protocol that is commercially available at this time. They are however intending to create their own protocol to remove their reliance in Bram Cohen (the creator) who has recently cut distribution deals with Hollywood film studios and is believed to be considering taking the protocol commercial. Governments across the world are certainly taking note, shown in hundreds of adverts which have only proven ineffective thus far. In the USA and the UK the governments have been running multiple adverts against piracy on legally purchased DVD videos and Blu ray / High Definition DVDs which are fairly useless: the advert assumes You wouldnt steal and lists a series of items before telling you piracy is a crime and showing w young girl getting up from her computer where she is downloading a film and walking out of the door. Most people tend to be offended at the fact that, after legally paying for something, they are forced to watch an advert telling them not to steal. This string of adverts alone has caused a series of parody adverts which take off the script of the original You might steal a book and even inspired a film called Steal this movie. Of course there are also positive sides to the increase in stealing and sharing among internet users, the little guy for example is heard far more than the major executive, companies are embracing the freedom culture and popular bands are pre releasing their albums for free to gain fan support. Sharing is even curing cancer! A largely adopted project ([emailprotected]) launched by a US university is folding protein strings over a massive decentralized network in an effort to discover a cancer cure or prevention in lieu of the supercomputer they would normally require. Those passing records about in the early days probably never saw that coming when they connected their first networks! Back in the early 1980s, piracy (albeit not online) was rife amongst office workers and the computer competent, these early criminals would exchange software through floppy disk and share records between each other. As the 90s started and the first networks were being created within offices, the stealing only increased as files could be copied between computer terminals via cable rather than by hand. Now, with the age of the internet: it is estimated that over 300 million of the worlds population routinely steal information and data over the internet with millions more borrowing DVDs and books from each other, whether or not these people are stealing more or less because of the internet is unquestionable, with our ability to access millions and millions of people we are able to share and steal far more than we previously could have done and this only provides incentive to give and take more than we would normally have done in a spirit of world community that is evoked by groups that exist in this sphere such as piratgruppen and the piratbyran. References: [1] English Wikipedia 18:06 18:09February 7th 2008 Pages on: Peer to peer file sharing, torrent, napster, audiogalaxy, warez, piratbyran or piratgruppen all saved complete to maintain coherence throughout the essay [2] Piratgruppen.org, Piratbyran or The Pirate Bay Blog, all saved complete to maintain coherence throughout the essay as of 18:17 18:23 February 7th 2008