Hybrid Enterprise Resource Planning (ERP) Solution for the Lesley Case Study

Hybrid Enterprise Resource Planning (ERP) Solution for the Lesley Stowe Fine Foods - Case Study Example Through Hybrid strategies, LSSF can specifically alter implementation of the ERP system to meet its needs like the need to fulfill business processes and functions like production, order fulfillment, exception handling, and material management (Compeau & Scott, 2013). The hybrid strategies would have a positive effect on the firm performance only if there are suitable arrangements in the organization to solve tension that may arise from the hybrid strategies. Failure to have the suitable arrangements in the organization, then the strategies would negatively affect the organization’s performance. SaaS applications seldom function as stand-alone applications because organizations have SaaS for CRM, SaaS for HR and in-house analytic hardware with most of the information fed to ERP system within an organization’s data center. However, enabled processes allow secure flow of information among these systems (Leon, 2008). Therefore, the ERP system LSSF requires is a hybrid since it is characterized by various information systems for different business functions. The requirements for the ERP system for the business describe a hybrid ERP cloud since resources use many delivery options that link to each other and not all of them are managed by the business. Nevertheless, the applications need to somehow work together in order to provide the organization business value.

Technologies vs Traditional Skill Essay Example for Free

Technologies vs Traditional Skill Essay The traditional skills seems to be forgotten and dying due to the betterment of technology. The enhancement of technology improves the quality of life in the aspect of education, medication, and communication. The advantages of the improvement of technology can be seen in the field of education. The advancement in technology helps the students in their learning. The use of technology like projector in class makes the learning fun and easy to be understood by the students. In some schools, they use e-learning as a medium for the students to easily accessed to their teachers and learning. Now, a teacher does not need to use chalk and wasting their energy to write on the blackboard. Another contribution of the development of technology is in the aspect of medication. The body of a person can easily be analyzed by using the x-ray technology, microscope, scanners and many others. The revolutionized medicines and surgical tools make the treatment and surgery become less painful. The treatments become more efficient and many health problems can be cured easily. Lastly, communication is no longer limited because of the development of technology. In the past, people wrote and sent information through letter and telegram, which requires a long time to be received by the receiver. But now, information can be sent and received just by a click. Whether it is emergency services, friends, family or work related issues; we now have cell phones, PDA’s, email, and other ways of electronically transferring information we need to communicate for whatever reason. To sum up, there is no need to retain the traditional methods as the advanced technologies have already made the life ultimately easier.

Nature of Logic Essay -- Philosophy Philosophical Logic Thinking Essay

Nature of Logic   Ã‚  Ã‚  Ã‚  Ã‚  The nature of logic and critical thinking go hand in hand. A person must use logic during the critical thinking process. However, each person’s logic may depend on his/her perceptual process or their perceptual barriers. No person can ever fully understand their own perceptual process in its entirety. The reason being is that no person knows all of their perceptual barriers. Without knowing all of the barriers, how is a person able to determine the process in which they perceive things? While a person may know or assume some of their perceptual barriers, some of their perceptual barriers will never be uncovered because they may not know they even exist. They may not even know that they exist because the perceptual barrier is so strong that it will never be known to them, that it, in fact, is a barrier at all. This alone could be a potential barrier.   Ã‚  Ã‚  Ã‚  Ã‚  Aside from not being able to identify all of a person’s perceptual barriers, each situation that comes about where a critical thinking process may be utilized can call for a different process. For example, a person may use an entirely different perceptual process while at their place of employment than they would in their home. Even then a person may utilize a different process depending on the situations that occur on any given day. However, the way we think can be determined by the way we were raised and the way we currently are living. Many factors come into play that can cause percept...

Organizational Citizenship Behavior Essay

Human Resource Management (HRM) is defined as the organizational function that focuses on recruiting, management, and the directing of the employees that work in the organization. It also deals with compensation, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Even though the HR functions evolved, some things never change. Since most companies will always need the traditional HR functions such as hiring and firing employees, providing pay and benefits packages, training and developing the workforce, and dealing with employer – employee conflicts. Organizational citizenship behavior (OCB) is a concept defined as the set of additional activities that are beneficial to an organization and its employees. These activities are not required in a formal way; that is, they are not stated in a contract nor required by the company. OCB is commonly a behavior of employees towards their company and vice versa. It is clear that the organization’s HRM plays a vital role in implementing OCB through creating a well-established relationship between the organization and the employees. Rousseau and Geller argued that this relationship’s status is critical in the amount of OCB produced by employees where the company must deliver first a few requirements. (cited in Morrison, 1996). Schuller states that each company’s HRM has a set of principles and values that are integrated in its overall philosophy, which includes a respectful treatment of its employees (cited in Morrison, 1996). According to Eisenberger, Huntington, Hutchison, and Sowa, how effective is an organization in applying that philosophy is related towards how much the employees feel appreciated in their work place and therefore related to the amount of OCB displayed (cited in Morrison, 1996). OCB is present in all companies and can be considered a cycle. In fact, the HR department encourages OCB through several actions, which pave the way to creating a healthy organizational culture where the company protects its employees who are devoted to their company. This report will discuss OCB in Middle East Airlines (MEA) by taking a closer look at the employee – company relationship and the company – employee relationship. Literature Review on Organization Citizenship Behavior How Companies Encourage OCB In order for employees to work on achieving OCB, the human resource management has to work on some issues to help encourage each individual to participate in developing the company. The management must ensure that several things should be well done: Social Exchange, ldentification with Organizational Objectives, Empowerment, Selection and Socialization, Evaluation and Rewards, Rules and Job Descriptions. In an organization, Blau identified two types of relationships that tie the management and the employees together: the economic relationship and the social relationship (cited in Morrison, 1996). Konovsky and Pugh’ analysis states that it is more likely for employees to perform OCB under good social conditions than economic (cited in Morrison, 1996). Organ claims that this fact is due to several reasons: First, social relationships allow employees to have feelings of mutual trust with the organization and they will build long-term relationships with the management. This will encourage employees to help enhance the image of their company by practicing OCB. Second, the social relationship is one that is ambiguously defined, that is it does not have clear boundaries; therefore employees will more likely include certain citizenship acts in their job tasks (cited in Morrison, 1996). The identification of the employees with the organizational objectives is crucial for achieving OCB. That is because each individual will adopt and familiarize with the values and principles of the company, and hence become a part of its system, which will give a feeling of belonging and an encouragement for being part of the progress of the company. For employees to achieve OCB, Conger and Kanungo believe that they must be first willing to do so, and that is by being encouraged and empowered (cited in Morrison, 1996). Bowen and Lawler claim that many benefits are generated as a result of empowerment. First, it will shorten the time of response of employees to serve their customers. Second, the relationship between the employees and the customers will be more enthusiastic and kind. Third, it will allow the employees to be more innovative and generate ideas for the benefit of the company (cited in Morrison, 1996). Selection is the first phase of the entrance of an employee into a company. During this stage, Shore and Tetrick claim that each individual becomes aware of the job responsibilities in his field. Also, it is through this stage that the company indicates to the employee the responsibilities that the company has towards him as well, such as security, progress and training; hence it identifies a two-way relationship. This will lead to a feeling of respect and interest from the other party, which will lead to employees achieving OCB (cited in Morrison, 1996). Selection is also important in what is referred to by Chatman as person-organization fit: by learning about the organization’s objectives, the employee becomes aware that he or she will be chosen not solely for their job qualification, but for their compatibility with the work environment as well (cited in Morrison, 1996). Socialization as defined by Van Maanen and Schein is when the company prepares the new employees with the set of knowledge, approaches, and behaviors that they should apply in order to fit into their roles (cited in Morrison, 1996). Similar to selection, socialization is about showing the new employee that the relationship with the organization is based on social exchange. This can be clarified through such processes as orientation that holds within it more value than it shows. Chatman claims that socialization also familiarizes the employees with the company’s objectives and values not to mention that it plays a vital part in the empowerment process. (cited in Morrison, 1996). There are two extremes stated by Jones in applying socialization. The first is a highly institutionalized one where the new employees are separated and offered a common learning program. The second end is highly individualized, where employees are left on their own to engage in informal relationships with their fellow employees and to have self-learning experiences. There is however one disadvantage to socialization: when the objectives are clearly defined for employees, they tend to perform solely what they were expected to (cited in Morrison, 1996). Therefore, a company that seeks employee OCB will tend to have a more individualized socialization. OCB by definition includes the set of actions performed by employees that are not asked by management, therefore it is not directly rewarded. Thus, to encourage employees into applying this behavior, O’Reilly and Chatman believe that the company should employ indirect means that will encourage them to do so. That can be done by giving a reward to the organization’s performance as a whole. This will be helpful in two ways: first, it will further familiarize the employees with the company’s objectives and this way they will tend to act more upon achieving those goals through citizenship behavior. Second, by giving an award for the entire company’s performance, the organization will indirectly inform the employees that their job goes beyond what is clearly specified and limited into a certain role or department (cited in Morrison, 1996). According to Bowen, Siehl, and Schneider, when the company imposes a high number of rules and regulation, it is limiting and discouraging the employees’ ability to perform tasks outside their field of work, therefore limiting the OCB that can be achieved in that organization. A high number of rules will clearly define the limits of the economic exchange relationship between the employees and their company which will diminish their will to achieve OCB by determining exactly what the employees are asked to do and not to do and preventing them from engaging in any other action that is indirectly rewarded even if it benefits the company as a whole. Hence, in order for employees to want to perform citizenship behavior, the company must reduce its rules and thus create a social exchange relationship (cited in Morrison, 1996). Like rules and regulations, if a company describes the employees’ job in a very precise and narrow matter, it will reduce according to Bowen and Lawler the citizenship behavior applied by its subordinates. Employees will then have extremely well defined tasks to perform with no regard to any other company-wide actions. That way the exchange relationship between employee and company will more likely to be economic, not to mention that it reduces empowerment by limiting the resources needed by employees such as knowledge and skills to taking action towards OCB (cited in Morrison, 1996). How Employees Exercise OCB: To achieve organizational citizenship behavior, employees must practice different means. First, as Organ defines it, helping behavior is critical and evident in creating inter-employee relationships. Such behavior can be noted in the simplest acts such as when an employee assists his co-worker when the latter is overstrained with his paperwork or any other task being done. Second, according to Organ as well, sportsmanship, another dimension of OCB, is the ability to accept criticism and unfortunate events in the company without complaints, verbal or written. Consider a meeting for a marketing idea where employees are brainstorming. When the group rejects someone’s idea and the latter accepts that without being offended, he/she is considered to have a sense of sportsmanship. Third, organizational loyalty is a major concept when it comes to having a constructive organizational culture. This is evident whereby when employees are loyal to their company, they would feel safer and more content about the workplace and the organization’s culture. Podsakoff, MacKenzie, Paine, & Bachrach, 2000) Individual initiative, a fourth aspect of OCB, is represented in taking on additional responsibilities and engaging in task-improving actions without being asked to do so. This also includes encouraging others to do so, which helps the company as a whole improve. (Podsakoff, MacKenzie, Paine, & Bachrach, 2000) An example is when an employee suggests to adopt a new method of performing a task, which he/she knows will improve the way things s done. Related to this is self-development, which is yet another dimension of OCB. According to George and Brief, self-development pertains to voluntarily engaging in development courses that are not required from the company in the attempt of improving one’s skills and broadening one’s knowledge. (Cited in Podsakoff, MacKenzie, Paine, & Bachrach, 2000) For instance, an employee could learn about upcoming seminars and training sessions and inform his colleagues of their dates. A different aspect of OCB is civic virtue, which can be defined as a commitment to the organization as a whole. This takes place through engaging in governing the organization indirectly, looking out for its best interest, and protecting it from threats. (Podsakoff, MacKenzie, Paine, & Bachrach, 2000) A simple example of this is turning off the lights after having used the restroom. Similar to this is organizational compliance, the last dimension of OCB, which is when an employee complies with the company rules and regulations whether or not the latter is being monitored. Podsakoff, MacKenzie, Paine, & Bachrach, 2000) Returning to work right after having finished the permitted lunch break is an example of organizational compliance. It is crucial to note that all these behavioral aspects of organizational citizenship behavior are not part of the work contract or job description. Factors that diminish OCB: Several factors antecede and affect organizational citizenship behavior. Such factors can be set into four basic categories: employee characteristics, organizational characteristics, task characteristics, and leadership behaviors. The influence of these categories on OCB can be either positive or negative. It is evident that OCB is present in all companies, whether on a noticeable scale or an imperceptible one. This report will be depicting the negative relations between OCB and its antecedents, whereby, according to studies done in a meta-analysis by Podsakoff, MacKenzie, Paine, and Bachrach, it has been found that organizational and task characteristics have little impact on OCB relative to individual and leadership behaviors which have greater impact on OCB. Employee or individual characteristics affect the presence of OCB and how much the latter contributes to building a constructive organizational culture. Taking two extremes, one can consider an employee who is indifferent of his/her company’s interest. The latter would surely not engage in activities pertaining to civic virtue, thus not exercising good citizenship behavior. The other extreme is an employee who is very concerned about the company’s interest and always seeks to attain goals that hold the company’s benefit. Such employee is more likely to be engaged in the different dimensions of citizenship behavior. To go back to the bigger image, an employee’s characteristics help in determining how well OCB is exercised in an organization. Indeed, it is found that the existence of OCB increases with the increase of employee loyalty and concern to the organization, and decreases with indifference to the greater benefit of the company and the rewards granted for good citizenship behavior. Podsakoff, MacKenzie, Paine, & Bachrach, 2000) Leadership behaviors are quite correlated to the presence of citizenship behavior in an organization. According to another meta-analysis reported by Podsakoff, MacKenzie, and Bommer in 1996, leadership behaviors are mostly positively related to OCB, whereby most leaders reward citizenship behavior within performance in general, which increases such behavior in the company as employees are aware of such rewards. The only negative leadership behaviors are contingent and non-contingent punishment behavior as well as leader specification of procedures. This is due to the fact that employees feel confused as to why leaders perform contingent punishment, thereby decreasing their citizenship behavior. Non-contingent punishment is a discouraging factor by itself, which makes it obvious why it negatively affects OCB in an organization.

Values and Ethical Beliefs Based on Principles

Values and ethical standards play a very important role in our daily lives at home and work because of what we personally believe in. Values are things that we feel that have an important meaning in our lives. Ethics are the standards of behavior of what our society appears to believe what is right and wrong. My individual values and ethic have slowly developed due to my own personal life’s experiences with family, education, and work. In my reflection paper I will discuss my own personal values, morals, and ethics and relate it to my last job when I was working for a hospital in Arizona. I will incorporate my experience and analyze my moral and ethical principles in an organization evaluation of strengths and weaknesses using detailed examples of circumstances and contexts from the knowledge I have learned so far in my course study with Personal and Organizational Ethics. My personal values play a very important role in my life and they all have to do with what is most important to me. The things that I value the most are my family, religion, education, and my work. Family and religion are my two most important values that I believe to be very important in my life because family is where I have learned most of what and who I am today with my prioritizing my values, ethical and moral standards. My parents brought me up to respect and value family, religion, education, and never to take work for granted. I have had the pleasure of experiencing my parents love and support in all my decisions as an adult. Their love and moral guidance, I believe has helped me set my values and ethical standards. Moral standards include the norms we have about the kinds of actions we believe are morally right and wrong as well as the values we place on the kinds of objects we believe are morally good and morally bad (Velasquez, 2006). I only want others around me to be proud of who I am and what kind of moral and ethical decisions I make not only for me, my family but for my co-workers as well. In the future, if I am to be placed in a supervisor or management position I would want others to respect me due to how I handle certain situations with the best experience in making ethical, and moral decisions not only for them but for the company we work for. In my personal vision and mission statement I believe in honesty and truth. Not only do I believe in my own statement but I believe that businesses should focus on three different kinds of issues: systemic, corporate, and individual. According to Velasquez, 2006 p. 4, a Systemic issues in business ethics are ethical questions raised about the economic, political, legal, and other social systems or institutions within which businesses operate. This would touch on how a business operates when making decisions morality of capitalism, law, regulations, industrial structures, and social practices. Money should never get in the way of making the right decision for oneself or for one’s employer. I believe in the saying, †Å"What goes around will come around. † If I lie, cheat, or steel; it will come around and bite me in the behind ten times greater. If I stand up for the truth and work honestly at my job it will find me later down my life’s path and bless me ten times greater. My personal impression of what I would like others to view me to be in the future when I am a manager is someone that everyone looks up to for advice because they see how open, honest, and my moral along with my ethical reasoning’s are followed by a very strict code of ethics. As a future manager I want to follow and respect company’s policy guidelines and help others know that by doing this you can make a difference in people’s lives and even possibly save them from being fired, fined, and/or imprisoned. I think this is where the ethics of corporation come into play. Instead I want to help get them that promotion or raise they deserve. I’m all about helping others and myself to make a positive change in their values, morals, and ethical decisions based on holding to a code of ethics that is going to help keep principles in balance with today’s’ hard ethical decisions with companies that are located all geographically around the world. I worked as a clerk in the administrational department for five years in one the largest hospitals in Arizona I had the opportunity to experience many situations when dealing with moral and ethical decisions. One example was when I was supervising seven other employees in the administration department. We would take patients personal information such as their current home, work, employment, and insurance data and put it into a personal information program and file it for hospital records. I was also in charge of making sure the patient’s medical insurance were up to date, current, and proper medical billing was accurately inputted into the patient’s records. Once the patient left I would be in charge to take co-pays and then mail them bill for everything that was done during the visit. Now once in a while when a patient left and stopped by my window to check out they would ask questions and I would answer to the best of my ability without giving false or inaccurate information. If you couldn’t guess, most of the questions had to do with money and how much it was going to cost them and if their medical insurance was going to pay for the hospital bill. I had very little knowledge my first year working in the administration and billing department but as I got very familiar with medical terminology and billing codes I could see some discrepancy in how or what was being billed to their records. For example a person that had come into the emergency room for left ankle pain would most likely get a left ankle extra. I would take all their personal information down and of course most importantly their medical insurance information and put it in our data program. After two weeks they would receive their bill in the mail. Sometimes the insurance would pay for the entire cost but some insurance would not so this would put the responsibility of the patient to pay the hospital. Well, I was the one that patients would come and talk to and sit down with and put a payment plan together. They would bring in their bill and we would set out a billing plan. A few people that would request to see their medical records and reports because they just could not believe how expensive their hospital visit added up. Well, in many cases I found that customers disputed their bills because they believed that there was incorrect billing cost. Someone was putting in extra data that was not being done to the patient. Earlier I mentioned a patient that came in for left ankle pain and the doctor ordered one x-ray. Now this doesn’t sound too expensive but patients forget that they are also getting billed for other things than just one x-ray. The hospital will bill you for care by the doctor, nurses, x-ray tech, administration, x-ray machine, materials and products they use to service your needs. After explaining this to a patient most of them would not argue and then see that there is a bigger picture then just getting billed for one x-ray. However, there were a handful of patients that didn’t buy all our billing excuses. They wanted to see their medical records in front of them and see what was charged to their personal profile. This is when a code of ethics comes into play and what I didn’t understand back then from what I now understand today because of the knowledge I have learned from my current class in Personal and Organizational Ethics. There were people working in the billing department that would add on false charges to patient’s accounts just so that their bill would be high enough that insurances would be liable to take on cost to pay the hospital. There are insurances that will not cover cost if the cost does not reach a certain price and the hospital loses out on what percentage should be paid by insurance companies and would solely rely on patients to pay for the care that was given to them. When I was working in the billing department there was about 70 percent of patients do not pay their medical bills to the hospital and if they do it takes years and even decades for them to pay it off because they are only making the required minimum payment amount to the hospital. They work the system this way so they do not get sent to collections or damage their personal credit. If insurance companies or patients do not pay medical bills then the hospital could be at risk and could possibly result in future threats of closing down and putting hundreds of employees out of work. If I was managing an organization I would hope that my social responsibilities would be based on a specific utilitarian principle. Utilitarian principles require that managers pursue those goals that will produce the greatest social benefits and the least social harm (Velasquez, 2006). I would want to conduct business and perform at a level that would be socially and economically beneficial to my organization. My responsibilities would require me to make decisions that would work best for my company and the employees; making sure that no physical or financial harm would come to either one of them and to make sure that the produced goods are being met according to standard. If there would be a situation that would put myself, the company, or employees into a social or economical harm I would do my best to find an effective way to achieve the responsibilities that were given to me because of my position as a manager. Another responsibility that I believe is very important that is required as a manager is to have is the ability to do performance appraisals. It is an important part in the career development. One must obtain, analyze, and record information about the approximant worth of an employee to the organization. In my current job right now, I work at a local bank and my manager sits down with us every 6 months and does a performance appraisal. This is when I, the employee gets evaluated on my personal strengths and weakness. It is also a time for possible promotions, recognition, or the need for more training. In my opinion this is a very effective way that management can relay information back to their employees on how they are doing and what they expect from their employees to make their organization the best not only for themselves but for the entire company. If I was to analyze my previous organization I worked for back in Arizona on an ethical perspective when it came to finding out that extra charges were being inputted into patients billing records I would have to say that it morally and ethically wrong. If the hospital did not input extra charges then the patient’s insurances would not cover a certain percentage of the bill, so therefore the patient would have to pay out of pocket due to their own insurances not covering the cost. The hospital would solely rely on the patient to pay the bill however, because of past experiences the hospital has a good impression that the patient(s) will not pay back the hospital for the services that were provided. Is it morally ethical that the billing department put extra charges on a patient’s records when those procedures were not performed on the patient while they visited; only to help the patient not pay out of pocket so that their insurance would cover the cost of health care. I can see how the hospital is trying to prevent losses by adding on enough charges to the patient’s records so that the insurance would cover the cost instead of the patient going into debt; and therefore limiting the risk that the hospital may go bankrupt by never getting paid due to the patient unable to pay the bill. I have come to know and realize that if I am ever to be placed into a management position I want to portray a positive moral and ethical example to my company, co-workers, and others around me like my friends and family. I believe that there are principles that need to be followed and respected based on moral ethics and how they can relate to a business. In my opinion I believe that dealing with ethics in a business perspective I am following a code of ethics of what is right and not what is wrong. Ethical means accepted standards in terms of your personal and social welfare; what you believe is right (Velasquez, 2006). I may feel differently than another manager who is dealing with the same situation but we both choose to ethically make different actions and decisions base on our own experience and perspective of what is right; however, it doesn’t mean either one of us is wrong. Moral standards include the norms we have about the kinds of actions we believe are morally right and wrong as well as the values we place on the kinds of objects we believe are morally good and morally bad (Velasquez, 2006). For example my moral standards are to tell the truth and to protect innocent people. If my company wants me to lie about a finding on a report; I know that if I do this then I am not following my personal moral standards. Another example is if I know that my company is not disclosing any possible danger or harm to their employees due to the products or equipment that is toxic to their health they are using; then I know that I am not following my moral standards. In too many cases I find that what goes around will come back around. You can only through dirt over it for so long because the rain is going to come and clear away the findings. The truth will always come out sooner or later, and then what will others think of you for making unethical decisions based on moral standards they thought you had and lived by. However, it is possible that I allow myself to lower my moral standards due to unethical persuasions that have come from a higher threatening position that puts pressure on me. Therefore a decision or action could be forced upon me which is an example of nonmoral standards. According to Velasquez (2006), nonmoral standards can be contrasted with standards we hold about things that are not moral. For example my company may threaten to replace me if I do not do what is requested by them. It is possible that I could be persuaded to make a nonmoral decision over my moral standards based on examples like my job is at risk, my pay is good, I have bills and a mortgage, or I have a family to provide for. Nonmoral standards are the standards by which we judge what is good or bad and right or wrong in a nonmoral way (Velasquez, 2006). This is one example of my moral philosophies and ethical principles that I would not like to experience future management decision. Nor would I want to hold onto these kinds of standards in an organization I would be working for now or in the future. I find this to be a very weak characteristic that only hurts my organization reputation, me, and others that I may be leading moral and ethical examples for them to follow. We need to lead by examples in order to continue to make ethical business decisions. In order to change bad management habits or organizational conditions one must realize that there are areas that need improvement and then a plan needs to be developed. In my previous job working in the medical field for over 5 years I experienced highs and lows in regards to how management handled certain situations. Training new employees was something that needed to be addressed. Many new hires were lueless with policies and procedures. They had no experience or skills with the technology that the administrator department used. New employees were not properly trained. They were told and showed one time this is how we take patient’s information, insurance cards and put it into the data system. They missed vital information that was almost impossible to get once the patient left the hospital’s facility and insurances were not notified with in a proper time frame of the patient’s visit. My manager would find missing information and sit one by one and lecture new employees how they were not doing their job right; this sometimes lead to employees quitting and complaints to higher personal that the administration department was not properly collecting the right information from patients. Instead of lecturing new employees and making them feel bad for not doing their job correctly due to lack of proper and adequate training I would set a plan in action to train new employees and set up performance evaluations. My suggestion was to place new employees in a class for at least 1 week prior from starting and have them practice hands on training with our computer system we used when taking patient’s vital information. As a manager I would try to find ways to keep my employees instead of losing them due them being frustrated with not understanding the importance of collecting accurate data on patients when entering into the hospital. Also I found that when my manager would sit most of her employees down in her office she was rude, downgrading, and belittling most of them. When conducting a performance evaluation it would allow the manager and the employee to sit down and talk about what needs to be improved and also what areas have been met. In the five years I worked for this organization, not one time did I get any kind of praise or recognition. Going forward when I become a manager I know how important it is to express to my employees how much they are worth to me and the organization. I would suggest that the management board come together at lease quarterly and do something for their employees like providing a group lunch every quarter to show their appreciation or perhaps allowing the top employees to take off an hour early with pay. There are many ways to show an organization appreciates their employees like a thank you card, or a certificate to a restaurant. It is our job as managers to recognize the hard workers and appraise them once in a while for their commitment and hard work toward our organization. We are a team and one annot get the job done without the other and there is no position better than the other. In a business perspective we’ve seen that values and moral standards play a big role in how we make decisions on a daily basis. We base our values and morals on the importance of what we feel are ethically right and wrong. Our society that we live in is what helps us develop our ethics and keeps our belief strong with what is right, wrong, goo d and evil. My previous work experience and education has helped me develop my own moral standards. In this reflection paper I have discussed my own personal values, morals, and ethics and relate it to my last job when I was working for a hospital in Arizona. I have given examples of what kind of management skills I want to improve on and continue to develop for my future organization I will one day work for. I’ve realized that I must stand strong with my moral and ethical principles in order to be a good manager who will lead by great examples and help other follow in a positive way to use their moral and ethical principles when making important and vital decisions for an organization. I’ve used this course of study in Personal and Organization Ethics to help me evaluate the strengths and weaknesses and I’ve given examples using detailed circumstances and contexts from the knowledge I have learned so far. References Velasquez, M. (2006). Business Ethics: Concepts and Cases (6th ed. ). Upper Saddle River: Pearson Prentice Hall.

falcons in the uae essays

falcons in the uae essays Falconry is the upkeep of falcons. It is a very valued tradition in the UAE. Falconry is a sport that came to UAE many years ago. Poor people and rich people enjoyed it. It was a big part of their life in the desert. People think that it came by the muslim Arabs who went to Byzantine and Persia. The falcon is known as the Saqer. It is very loved by the people because of its beauty and lovely eyes. H.H. Sheikh Zayed Bin Sultan Al Nahyan loves falcons. Falconry is his favourite sport. He says falconry is a port that teaches endurance, strength, and patience. The two main species used for hunting in the UAE are the Saqr falcons (Falco Cherruq) which are brought from other Middle Eastern countries and the Peregrine (Falco Peregrinus) The Saqr is the most popular because it is good for desert hawking. The female Saqr (Al Hurr), which is larger and more powerful is the one which is used more than the male (Garmoush). The female Peregrine (Shahin or Bahri Shahin) is also thought to be better than the male (Shahin Tiba) for hunting purposes. Training falcons requires both courage and patience and it is made possible by the trainer. Ronald Codrai in his book The Seven Sheikhdoms describes the training of falcons as follows: "The key to success in falconry is the relationship of falcon and falconer who must exercise patience, skill, and devotion". The ability of a falcon to obey his master is what makes the Arabs like the sport a lot. In the training process, the falcon sits on a round wooden thing like a mushroom which moves. This is called Al Wakr. Or on the trainers hand which is protected from the sharp nails of a falcon by a big cuff which covers his hand, this is called the Mangalah. This is usually made from material which is filled with straw or cloth. This is where the falcon sits. The falcon is held by a two braids of cotton, these are called Al Sabbuq, and they are attached to a leash to make...

Conflict Resolution (no Cover Page Please) Example

Conflict Resolution (no Cover Page Please) Example Conflict Resolution (no Cover Page Please) – Coursework Example Can this study provide suggestions for how to deal with conflict between nations? If so, make suggestions based on the study’s findings. The study can provide suggestions for how to deal with conflict between different countries. In the past, conflict between communities was so much easier to resolve as it only revolved around specifically the two countries in question. However, at the moment, whenever there is a conflict between two countries there is a chance that other states are likely to join in as a way of offering support to the country they are in favour of. This further makes it harder when resolving conflicts between the countries (Deutsch and Kraus, 1960). This may further lengthen the periods of conflict resolution. The article elaborates that the determining factor for successful conflict resolution is if both parties to the dispute are willing to give and take in order to reach a solution in which both parties get to benefit. The mistake that most countries make while trying to resolve conflict between them is imagining that they can use their bargaining power as a threat to get the other country to yield to their demands. Truth of the matter is, countries depend on each other in some way so each country is bound to have some form of advantage to use as a counter threat. According to Deutsch and Kraus (1960) state, that use of threat during conflict resolution is likely to hold the conflict resolution at a standstill hence derailing the entire process. Using threats during conflict resolution results in psychological warfare in which each country is likely to not give in to three basing this on the notion that giving in would be a sign of weakness. Furthermore, one party choosing to yield to the other party’s threat is likely to deem more expensive in the end as compared to in an instance where they continue with the conflict resolution for a while longer. ReferenceDeutsch, M., & Krauss, R. M. (1960). Theories in social psychology, M orton Deutsch and Robert M. Krauss. Journal of abnormal and social psychology 1960 Vol. 61, No. 2 181-189.

President John Adams Fast Facts

President John Adams Fast Facts John Adams (1735-1826) was one of Americas founding fathers. He is often seen as the forgotten president. He had been quite influential at the First and Second Continental Congresses. He nominated George Washington to be the first President. He also helped write the treaty that officially ended the American Revolution. However, he only served one year as president. The passage of the Alien and Sedition Acts harmed his reelection and legacy.   Following is a list of fast facts for John Adams. You can also read the: John Adams BiographyTop 10 Things You Should Know About John Adams Birth: October 30,  1735 Death: July 4, 1826 Term of Office: March 4, 1797-March 3, 1801 Number of Terms Elected: 1 Term First Lady: Abigail Smith John Adams Quote: Let me have my farm, family and goose quill, and all the honors and offices this world has to bestow may go to those who deserve them better and desire them more. I court them not. Additional Adams Quotes Major Events While in Office: XYZ Affair (1797)Alien and Sedition Acts (1798)Kentucky and Virginia Resolutions (1798)Navy Department and Marine Corps Created (1798)Capital moved to Washington, D.C. (1800)Library of Congress established (1800)Midnight Appointments (1801) John Adams Quotes: The people, when they have been unchecked, have been as unjust, tyrannical, brutal, barbarous, and cruel, as any king or senate possessed of uncontrollable power. The majority has eternally, and without one exception, usurped over the rights of the minority. If national pride is ever justifiable or excusable it is when it springs, not from power or riches, grandeur or glory, but from  conviction  of national innocence,  information  and benevolence.... The history of our Revolution will be one continued lie from one end to the other. The essence of the whole will be that Dr. Franklins electrical rod smote the earth and out sprang General Washington. That Franklin electrified him with his rod - and  thenceforward  these two conducted all the policies, negotiations, legislatures, and war. The balance of power in a society accompanies the balance of property in land. My country has in its wisdom contrived for me the most insignificant office that ever the invention of man contrived or his imagination conceived. (Upon being elected as the first  Vice President) I pray Heaven to bestow the best of blessings on this house and all that shall hereafter inhabit it. May none but honest and wise men ever rule under this roof. (Upon moving into the White House) I must study politics and war that my sons may have liberty to study mathematics and philosophy. Did you ever see a portrait of a great man without perceiving strong traits of pain and anxiety? Every man in [Congress] is a great man, an orator, a critic, a statesman; and therefore every man upon every question must show his oratory, his criticism, and his political abilities. Modesty is a virtue that can never thrive in public. Related John Adams Resources: These additional resources on John Adams can provide you with further information about the president and his times. The Boston MassacreJohn Adams was an attorney for the defense during the aftermath of the Boston Massacre. But who was to blame for the Massacre? Was it truly an act of tyranny or just an unfortunate event of history? Read the conflicting testimonies here. Revolutionary WarThe debate over the Revolutionary War as a true revolution will not be resolved. However, without this struggle America might still be part of the British Empire. Find out about the people, places and events that shaped the revolution. Treaty of ParisThe Treaty of Paris officially ended the American Revolution. John Adams was one of the three Americans sent to negotiate the treaty. This provides the complete text of this historic treaty. Other Presidential Fast Facts George WashingtonThomas JeffersonList of American Presidents

Unit2crim discuss Essay Example | Topics and Well Written Essays - 250 words

Unit2crim discuss - Essay Example Scott Roeder does not deny killing George tiller, but the key to the case is to understand what was going on in Scott Roeder’s mind at the time of the killing. As the trial judge, this case depends on whether Scott Roeder’s idea in the use of deadly force was sensible. It is evident that he acted in an imperfect defense of the unborn children since he believed that the â€Å"preborn children† were in looming danger of being killed. This verdict by the trial judge indicates that the anti-abortion activist believed that the direct use of deadly force was essential in protecting against danger. In the recent decades, several states have expanded the debate to incorporate issues of unborn children killed by violent acts alongside expectant women. In some states, legislation increases criminal penalties for crimes that involve expectant women. Other legislation in other states has defined the unborn child as a person under feticide laws or fetal homicide (Steinbock 129). These laws create awareness on the mischief done to an expectant woman and the consequent pregnancy lost, but not on the unborn child’s rights. Therefore, if this case happened in a state that did not have a fetal homicide statute, I believe that the trial judge will do the same thing, by considering the mitigating factor of imperfect self defense. This is because they emphasize that fetal homicide laws impartially criminalize these cases and that they provide a chance to save from harm the fetuses and their mothers. These laws grant a fetus legal status different from the expectant woman, perhaps cre ating an adversarial bond between a woman and her unborn child (Steinbock 130). Several individuals and pro-life groups support these laws. They believe that human personhood starts at conception. Consequently, when an expectant mother is killed, the perpetrators are seen as having committing two murder acts. These are the killing of the pregnant

Restorative Justice Research Paper Example | Topics and Well Written Essays - 1000 words

Restorative Justice - Research Paper Example Restorative justice according to some scholars is the opposite of retributive justice since they differ in terms of characteristics, values, and outcomes of the legal process (Daly, 2002). Unlike retributive justice, restorative justice encourages offenders to take responsibilities for their wrongdoing and help them address the causes of their behavior and gives them an opportunity to make the rights their wrong. Miller and Iovanni (2013) supports that restorative justice is presented as a forward-looking problem solving approach to crime that involves the parties themselves and the community in active relationship with various agencies that help solve the crime. It brings victims and offenders in contact with each other thus giving victims an opportunity to get answers to questions that are direct concern to the parties in the disputes. Restorative justice process presents the offenders with the opportunity to offer an apology to their victims thus giving offenders chance to make am ends for their wrongdoing. Restorative justice applies as a single set of principles that allows victims, offenders, and communities to have participatory roles in matters that are of direct concern to them. ... According to Miers (2004), the restorative justice system places all at the mercy of the judicial process unlike retributive justice that only places the victim at the mercy of the judicial system. Stubbs (2007) also adds that the potential advantage of utilizing the restorative justice system is that it allows a victim empowerment and input as a means of addressing the harm caused to the victim. In restorative justice models, the victims have a voice and participate fully hence enable him or her to address all the issues surrounding the case (Daly, 2002). The offender may get to participate fully in the process unlike in other trials where he just sits in the dock to answer questions arising from the charges raised against him. The environment in restorative justice also differs with the environment in other forms of justice. The environment is restorative justice is more communicative and flexible than the courtroom environment making both parties feel comfortable during justice de livery system. According to Rodriges (2007), the direct engagement with the harm caused through communication with the victim has a greater potential for resolution and restoration in the dispute. He adds that through a less formal environment, the process allows for more individualized approach to the needs of the victims while offering a less threatening environment that may interfere with the justice delivery process. The restorative model of justice delivery is a very flexible model for the victims can choose to have a direct role in the restoration process. The results is that the process is less victimizing than the courtrooms and the offenders find themselves in the face with the direct

Forensic Pathology Research Paper Example | Topics and Well Written Essays - 2000 words

Forensic Pathology - Research Paper Example and 6 million child abuse allegations in the United States (â€Å"National Child Abuse,† n.d.) These data prove that children are the common victims of abuse and maltreatment, which also lead to their early death. Considering that child abuse is one of the most rampant crimes today, medical and legal practitioners try to find scientific and legal procedures to solve child abuse cases. Pediatric forensic pathology, as a medico-legal investigation procedure, proves sufficient enough to solve child death due to abuses. Accordingly, this paper aims to study the historical development of pediatric forensic pathology and analyze the significant events and people that contribute to its development. This paper will also discuss the theories and methods in pediatric forensic pathology; additionally, with case report evidences, this paper will show and analyze the successes and failures of the application of forensic pathology methods. Medico-legal investigation in America was patterned after England’s Coroner System, which empowers the coroner (equivalent to a sheriff) to perform judicial and ministerial authority over a corpse (Fisher, 1993, pp. 6-12). As an English colony, the American justice and medical system were patterned after the English system; thus, the American and English medical and justice systems are very much alike. During the years 1950 and onwards, American forensic pathology had undergone several changes and innovations; these innovations had contributed to the growth and advancement of forensic sciences in the United States (Rudin & Inman, 2002). Two of the most significant events in the history of forensic pathology in America are the establishments of the American Academy of Forensic Science (AAFS) in Chicago and the printing of the Journal of Forensic Science (JFS) in 1950. These were followed in 1966 by the discovery of the immunoelectrophoretic technique used to identify bloodstains; this technique was developed by Brian J. Culliford and Brian

The Real Cause of Conflict Essay Example | Topics and Well Written Essays - 1000 words

The Real Cause of Conflict - Essay Example Over the years several psychologists have developed tests to evidence and describe the different personality types, including Jung, Myers-Briggs and the Big Five Personality Tests, which is now the most extensively acknowledged and used model of personality. The Big Five was developed in the 1970's by two different research studies which though completed differently came to similar conclusions: that a majority of personality traits can be defined under five broad themes, extroversion, emotional stability, orderliness, accommodation and intellect. All other personality traits can be correlated to one of these independent personality traits (Howard & Howard, 2007). However, there is a weakness with this theory, as researchers have not been able to completely agree on what exactly the fundamental aspect of each personality trait is (Howard & Howard, 2007). People frequently seek and admire personalities that are different from their own, and being appreciative to these positive attributes they have may hinder them to realise it could cause stress and be a significant contributor to disagreements. Usually people seek out individuals who fill these personality differences, in which to have personal or working relationships with. A lot of people who have personalities where they are exceptionally well-organized are often drawn to partners who have a preference to handling situations in an easy going and effortless manner. In comparison rational, sensible thinkers prefer affectionate, sensitive partners, and vibrant extroverts may have a preference for strong, quiet people (Landau & Landau, 1997). The same can be apparent in working relationships between co-workers. This is most likely because they perceive their counterparts as being more relaxed at managing situations they themselves would find hard to achieve (Landau & Landau, 1997). As Smallwood (2009) states, differences in individual personalities can work to an advantage in teamwork, as there is an chance for the team members to merge together, not in the case that everyone thinks the same and agrees, but that everyone's individual strengths and abilities can work together to create a stronger, and more effective conclusion or solution to the problem they are working on. HowveHHowever, these personality differences can also cause significant problems when working in a team, as they clash rather than compliment each other (Smallwood, 2009). These problems may occur when one individual feels that their way is the only 'right' way to do something. However, as evidence shows there is always more than one way to reach the same result, and an individual can learn a lot from watching how another person achieves these results. Smallwood (2009) suggests that teams do require different personalities to produce an effective work environment where the different attitudes and abilities produce an effective whole, from its different parts; however, it is easy for an individual to become judgemental of another team member who does a task in a different way from which they would, rather than appreciating the differences. In addition, team members will sometimes judge the behaviour of a co-worker, by assuming they are feeling a certain way because of their outward behaviour. For example, if a co-worker is quiet, the individual may assume that they are angry, as this is how they

Human Freedom and the News Essay Example | Topics and Well Written Essays - 750 words

Human Freedom and the News - Essay Example There is also in general a lessening of the ability that people have to air their views regarding matters of their own lives. According to humanist views t5his kind of a weakening of human agency is not desirable. There may be certain views regarding human agency that talk of the importance of the privileging of the agency of the collective over the individual; the humanist view is at the other extreme of such a view and privileges the importance of the individual’s right to decide his or her own future. The philosophical impact of this issue involves also the ideas of equality that are put into jeopardy when the army invades the private spaces of the people who are on either side of the border. There are obviously always several sides that take up different positions as far as Indo-Pak relations are concerned. This may be due to the strategic position that both countries occupy during the present political era. Mahendra Ved’s article â€Å"India, Pakistan continue to talk through tensions† talks of the situation where there is an acceptance of the situation whereby there has been a breach in the relations between the two states that have then led to loss of freedom on both sides of the border (Ved, 2013). However, another essay by Mohammed Iqbal talks about the condition that worsens the situation where both the countries are in denial regarding the situation and the need for talks (Iqbal, 2013). The process of talks that is to be seen as an assertion of human agency is not taken to a logical conclusion. Instead, what happens is a blunting of certain notions of agency for the other. The decision of the leaders of the state are then considered to be the ones that need to be taken into account and not those of the people of the state. The state then becomes the main agent that destroys the force of human agency. The concepts of humanism were discussed at great length by a philosopher like Rene Descartes who felt that one needs to express a g reat deal of doubt regarding the philosophies that have been assigned to one by larger narratives. These metanarratives are questioned by Descartes and he advocates the use of one’s own reason for the purpose of understanding the world in general. The importance of humanist ideology in his thought can be understood from the following lines- But, to this end, it will not be necessary for me to show that the whole of these are false—a point, perhaps, which I shall never reach; but as even now my reason convinces me that I ought not the less carefully to withhold belief from what is not entirely certain and indubitable, than from what is manifestly false, it will be sufficient to justify the rejection of the whole if I shall find in each some ground for doubt (Descartes). In the conflict that has been described above, one may wonder how humanism can be applied. The aspect of humanism that rejects any metanarrative can then be used to look at the Indo-Pak conflict. This co nflict is largely created through the refusal of the two states to accept the individual agencies of the people who are a part of these nations. The state then seeks to create for the people a metanarrative that suppresses the individual narratives that are sought to be created. Such narratives are sought to be created through various means such as music, art, literature and sports. These too are made to fall into the larger nationalist narrative as is seen in the politicization of the major

The Real Cause of Conflict Essay Example | Topics and Well Written Essays - 1000 words

The Real Cause of Conflict - Essay Example Over the years several psychologists have developed tests to evidence and describe the different personality types, including Jung, Myers-Briggs and the Big Five Personality Tests, which is now the most extensively acknowledged and used model of personality. The Big Five was developed in the 1970's by two different research studies which though completed differently came to similar conclusions: that a majority of personality traits can be defined under five broad themes, extroversion, emotional stability, orderliness, accommodation and intellect. All other personality traits can be correlated to one of these independent personality traits (Howard & Howard, 2007). However, there is a weakness with this theory, as researchers have not been able to completely agree on what exactly the fundamental aspect of each personality trait is (Howard & Howard, 2007). People frequently seek and admire personalities that are different from their own, and being appreciative to these positive attributes they have may hinder them to realise it could cause stress and be a significant contributor to disagreements. Usually people seek out individuals who fill these personality differences, in which to have personal or working relationships with. A lot of people who have personalities where they are exceptionally well-organized are often drawn to partners who have a preference to handling situations in an easy going and effortless manner. In comparison rational, sensible thinkers prefer affectionate, sensitive partners, and vibrant extroverts may have a preference for strong, quiet people (Landau & Landau, 1997). The same can be apparent in working relationships between co-workers. This is most likely because they perceive their counterparts as being more relaxed at managing situations they themselves would find hard to achieve (Landau & Landau, 1997). As Smallwood (2009) states, differences in individual personalities can work to an advantage in teamwork, as there is an chance for the team members to merge together, not in the case that everyone thinks the same and agrees, but that everyone's individual strengths and abilities can work together to create a stronger, and more effective conclusion or solution to the problem they are working on. HowveHHowever, these personality differences can also cause significant problems when working in a team, as they clash rather than compliment each other (Smallwood, 2009). These problems may occur when one individual feels that their way is the only 'right' way to do something. However, as evidence shows there is always more than one way to reach the same result, and an individual can learn a lot from watching how another person achieves these results. Smallwood (2009) suggests that teams do require different personalities to produce an effective work environment where the different attitudes and abilities produce an effective whole, from its different parts; however, it is easy for an individual to become judgemental of another team member who does a task in a different way from which they would, rather than appreciating the differences. In addition, team members will sometimes judge the behaviour of a co-worker, by assuming they are feeling a certain way because of their outward behaviour. For example, if a co-worker is quiet, the individual may assume that they are angry, as this is how they

Interview Questions Essay Example | Topics and Well Written Essays - 500 words

Interview Questions - Essay Example These highlight the differences, however there are similarities as well, as both micro-level and macro-level analysis involve understanding how the activities of specific entities creates somewhat of a trickle-down effect on all aspects from either an individual level or wide-scale business/government/finance activities. Opportunity costs can best be defined as the largest-valued decision that is relinquished after a decision has already been determined. Opportunity costs are different for each individual or organization and they represent what has been missed in order to fulfill a different objective. For example, a student who decides they must take a full-time class load at a local university would have several opportunity costs: They would lose time with friends in order to study hard or they would miss out on working at their fathers business in order to receive a higher education. This is an important economic model as it indicates scarcity and further aids in decision-making to assist in determining what the best course of action is once a decision has been made. Suppose that more companies receive permission to drill for oil in Alaska and U.S.-controlled waters. In addition, assume that the popularity of SUVs declines in favor of smaller, more fuel efficient automobiles. What will be the result on the market (supply, demand, price, and quantity) for oil in the U.S.? How does this move the supply and demand curve? The demand for oil would be considerably less, as more fuel efficient automobiles represents less consumer need for gasoline. At the same time, with companies digging in Alaska (and other areas), the supply of oil would also continue to increase. When this happens, when demand decreases and supply increases, likely the most significant impact would be a temporary lowered price for oil, at least until the demand for it grew. Assume that before the dig in Alaska gasoline was $3.50 per gallon. Afterward,

Filipinos as Consumers Essay Example for Free

Filipinos as Consumers Essay Philippines is considered as one of the countries with the lowest economic status, thus most Filipinos earned low or insufficient income to sustain their needs or wants. The insufficiency of their income made them to become wiser when purchasing the products. Some preferred to choose products with affordable prices while others stick to their loyalty to a specific brand. Practically, the Filipinos also prioritize their basic necessities than purchasing other unimportant products and they also look for more affordable alternatives. For example, if the price of rice increased and a certain Filipino citizen cannot afford to purchase it, he will switch to the best alternative which was corn. Sales and discounts have huge roles on how the Filipino consumers purchase. Based on my observations, Filipinos were attracted to â€Å"big discounts and sales† because they believe that they could spend less. There are some that they marked the date of their most awaited sale of their favourite products on malls or stores. Some grabbed the opportunity to purchase the products in their lowest prices though they do not badly need the said products. In my personal experience, I am easily attracted to the products with yellow price tag which signifies discounted prices. But I realized that during regular days, the price were the same on the yellow price tags. This simply shows how influential yellow price tags are and how Filipinos were attracted to discounts and sales. Brand names were one of the concerns also of the Filipinos. Though the prices increase on the products of a specific brand, loyal customers will prefer to purchase it. They were not only purchasing the product alone but also their experience from that product or brand. Nowadays, many stores in our country offer and sell products that were imitated from the original brands. These imitations were very affordable but their durability were not trustworthy. The product might be easily broken and the money that you have spent will be wasted. When a consumer bought a fake Nokia cellular phone, a tendency that it will not function very well and it might contain hazardous parts. I prefer to purchase products from a well-known and trusted store because of the assured durability of the product and they offer customer service. Products with good and large packaging invite more consumers to purchase. As a consumer, good packaging has a great impact on me because those products will be noticed easily. Large packaging may give a thought to the consumers that it has greater amount and lesser in price compared to the other products. Smaller packaged products and sachets were patronized also by the Filipinos. To most Filipinos, the small amount of money they spent on shopping, the better. I can relate this situation on my personal experience. My mother always buys shamp oos in sachet because according to her that it would be more practical to buy in sachets. Instead of buying a shampoo in a 90 mL container, the price was lesser and it has wide availability on sari-sari stores. Amount of money was an important factor when the Filipinos shop. It was very common to the Filipinos that we plan ahead or make a list of the possible items to be purchased. They also made some estimation of the possible prices of the listed items. This was one of the ways on how the Filipinos budget their own money. Nowadays, most consumers preferred the local brands because of its cheaper prices. Such as Happee toothpaste, C2 tea, Human Nature products, Champion Laundry detergent, MyPhone cellular phone and many more. According to current reports from ACNielson, the number one concern of the Filipino consumers was for â€Å"health, wellness, and youthfulness†. Filipinos are worried to acquire diseases because of the expensive medicines or treatments that they would spend. Filipinos cared on how they appear physically and give importance on time, the reason for the increase on the consumption of cosmetics, health and convenience products. When it comes to food products, some Filipino consumers checked the â€Å"nutrition facts† that were placed at the packaging of a certain product. Those Filipino consumers were usually the mothers who were very much concern and secure the health of its own family. When it comes to junk foods, I chose the chips with the â€Å"Sangkap Pinoy Seal† because of the assurance that it contains vitamins and nutrients. Children usually hate the â€Å"healthy foods† and would like to eat more sweets and chips. Their mothers were having a hard time on how to feed healthy and nutritious food to them. But the markets today offered products that the children will surely like its tastes and at the sam e time gives them the right nutrition. Advertisements were very influential to the Filipino consumers. Televisions, mobile phones, newspapers, and radios were the mediums used for advertisements. I have noticed in some advertisements that they used one of the powerful or effective people in the country to attract more consumers. Famous actors and actresses, successful people and politicians were usually the common endorsers of their products. With the help of the product endorsers, a great possibility that the sales of the product will increase and will be well-known in the industry. Consumers from different regions may vary because of the influence of their culture and tradition. There are some that prefer to spend less and save more. Others were known to be â€Å"great spender† because their region was composed of wealthy people. Poor Filipinos prefer to stick on whatever available food or thing that they can afford with their small amount of money. Though majority of the status of the Filipinos have not improved, but recent studies showed that Filipino consumers exhibit wiser purchasing habits. This simply implies that most Filipinos today are becoming wiser consumers.

Tubing design

Tubing design Tubing design In the previous chapter, selection procedure of tubing diameter was based on well performance analysis. In this section, the procedure for selecting tubing material properties is presented. Selection of material is carried out by considering different forces that act on the tubing during production and workover operations and then a graphical method is used to present the tubing load against material properties. 1.1 Forces on tubing During the life of the well, tubing is subjected to various forces from production and workover operations which include: * production of hydrocarbon, * killing of the well, * squeeze cementing, * hydraulic fracturing etc. The activities result in change in temperature and pressure inside the tubing and casing-tubing annulus, which can cause a change in tubing length (shortening or lengthening). The change in length often leads to increase in compression or tension in tubing and in extreme situation unseating of packer or failure of tubing (Hammerlindl, 1977 and Lubinski et.al, 1962). According to the authors the change in pressure inside and outside of tuning and temperature can have various effects on tubing: * piston effect(According to Hookes Law), * helical buckling, * ballooning and * thermal effect. HOOKES LAW EFFECTS Changes in pressure inside and outside the tubing can cause tubing movement due to piston effect. According to Hookes law, change in length of tubing caused by this effect can be calculated using the Equation 4.1. Where is the change in forces due to the change in pressures inside ( ) and outside () tubing and can be expressed as: Where, (see Fig. 4.2) DL1= change in length due to Hookes Law effect, inch, L = length of tubing, inch, F = force acting on bottom of tubing, lb., E= modulus of elasticity, As = cross-sectional area of tubing, inch2, Ai = area based on inside diameter of tubing, inch2 and Ao = area based on outside diameter of tubing, inch2, Ap= area based on diameter of packer seal, inch2, = change in pressure inside annulus at packer (Final Initial), psi and = change in pressure inside tubing at packer (Final Initial), psi. Notes: DL, DF, DPi or DPo indicates change from initial packer setting conditions. It is assumed Pi = Po when packer is initially set. HELICAL BUCKLING The difference in pressure inside tubing and casing-tubing annulus acts on the cross sectional area of packer bore at tubing seal and leads to a decrease in the length of tubing due to buckling. This effect is known as helical buckling. When the tubing is restricted from movement, a tensile load is developed. This effect is increased with increase in inside tubing pressure. The change in length caused by helical buckling can be calculated by the Equation 4.3. where Force causing buckling: Ff = Ap (Pi Po) If Ff (a fictitious force) is zero or negative, there is no buckling. Length of tubing buckled: n = Ff / w Where, DL2= change in length due to buckling, inch, r= radial clearance between tubing and casing, inch, w = ws + wi wo, ws = weight of tubing, lb/incn, wi =weight of fluid contained inside tubing, lb/in. (density multiplied by area based on ID of tubing), wo= weight of annulus fluid displaced by bulk volume of tubing, lb/in. (density multiplied by area based on OD of tubing), =tubing outside diameter, inch and =tubing inside diameter, inch. Buckling can be avoided by applying surface annular pressure. BALLOONING EFFECTS The radial pressure inside the tubing causes tubing to increase or decrease in length. When the pressure inside the tubing is greater compared to the pressure inside the casing-tubing annulus, it tends to inflate the tubing, thus shortening the tubing. If the pressure inside the casing-tubing annulus is greater compared to pressure inside the tubing, then the tubing length is increased. This effect is known as ballooning and the change in length caused due to this effect is given by Equation 4.4. Where, DL3=change in length due to ballooning, in. m= Poissons ratio (0.3 for steel) R= tubing OD/tubing ID Dri=change in density of fluid inside tubing, lb/in3 Dro=change in density of fluid outside tubing, lb/ in3 Dpi=change in surface pressure inside tubing, psi Dpo=change in surface pressure outside tubing, psi d=pressure drop in tubing due to flow, psi/in. (usually considered as d= 0) THERMAL EFFECTS Due to the earths geothermal gradient, the temperature of the produced fluids can be high enough to change the tubing length. The effect is opposite (decrease in length) when a cold fluid is injected inside the tubing. It is ideal to take the change in average string temperature. The change in length due to temperature can be calculated using the Equation 4.5. Where, DL4=change in length, in. L=length of tubing string, in. C=coefficient of expansion of steel per oF DT=temperature change, oF PACKER SETTING FORCE The setting of packer requires forces which may lead to change in length of tubing. This change in length can be calculated using the Equation 4.6., which is derived based on Equations 4.1 and 4.3. The force on packer should not exceed critical values whereby it can cause permanent damage to the tubing. The initial weight on packer may cause slack off and to check if this situation might exist, one could use Equation 4.7. Where, F = set-down force. The tubing can suffer permanent damage if the stress in the tubing exceeds the yield strength of the tubing material. It is therefore advised to determine the safe tubing stresses for a given production or workover operation. The safe tubing stress can be calculated by using the following Equations (Allen and Roberts, 1989): The critical values can be calculated using Equations 4.8 and 4.9. Where, Si=stress at inner wall of the tubing So=stress at outer wall of the tubing For free-motion packer: When the packer exerts some force on the tubing, an additional term Ff should be added to Fa and the sign in Equations 4.8 and 4.9 varies in way to maximize the stresses. Example 4.1: An example of Tubing Movement calculation: The following operations are to be performed on a well completed with 9,000 ft of 2-7/8 OD (2.441 ID), 6.5 lb/ft tubing. The tubing is sealed with a packer which permits free motion. The packer bore is 3.25. The casing is 32 lb/ft, 7 OD (6.049 ID). Calculate the total movement of the tubing (note: notation is used for inch). Conditions Production Frac Cement Initial Fluid 12 lb/gal mud 13 lb/gal saltwater 8.5 lb/gal oil Final Fluid Tubing 10 lb/gal oil 11 lb/gal frac fluid 15 lb/gal cement Annulus 12 lb/gal mud 13 lb/gal saltwater 8.5 lb/gal oil Final Pressure Tubing 1500 psi 3500 psi 5000 psi Annulus 0 1000 psi 1000 psi Temp Change +25oF -55oF -25oF SOLUTION Production: Hookes Law Effect At bottom hole conditions DPi = Final pressure inside tubing Initial pressure inside tubing DPo = Final pressure inside annulus initial pressure inside annulus Using Eq. (4.2) Using Eq. (4.1) Helical Buckling Effect Using Eq. (4.3) Ballooning Effect Using Eq. (4.4) Temperature Effect Using Eq. (4.5) Total Tubing Movement (Tubing lengthens) Fracturing: Hookes Law Effect At bottom hole conditions DPi = Final pressure inside tubing Initial pressure inside tubing DPo = Final pressure inside annulus initial pressure inside annulus Using Eq. (4.2) Using Eq. (4.1) Helical Buckling Effect Using Eq. (4.3) Ballooning Effect Using Eq. (4.4) Temperature Effect Using Eq. (4.5) Total Tubing Movement (Tubing shortens) Cement: Hookes Law Effect At bottom hole conditions DPi = Final pressure inside tubing Initial pressure inside tubing DPo = Final pressure inside annulus initial pressure inside annulus Using Eq. (4.2) Using Eq. (4.1) Helical Buckling Effect Using Eq. (4.3) Ballooning Effect Using Eq. (4.4) Temperature Effect Using Eq. (4.5) Total Tubing Movement (Tubing shortens) 1.2 Selection of Tubing Material Tubing selection should be based on whether or not the tubing can withstand various forces which are caused due to the variations in temperature and pressure. The API has specified tubing based on the steel grade. Most common grades are: H40, J55, K55, C75, L80, N80, C95, P105 and P110. The number following the letter indicates the maximum yield strength of the material in thousands of psi. The failure of the tubing can be attributed to the loading conditions. There are three modes of tubing failure which include: * burst (pressure due to fluid inside tubing), * collapse (pressure due to fluid outside tubing) and * tension (due to weight of tubing and tension if restricted from movement). The graphical design of the tubing can be achieved by creating a plot of depth vs pressure. This design is carried out by calculating pressures inside the tubing and casing-tubing annulus at the bottom hole and tubing head. The maximum differential pressures at surface and bottom hole are examined using the plot. This maximum condition usually occurs during stimulation. When the maximum allowable annular pressure is maintained during stimulation, a considerable amount of reduction in the tubing load can be achieved. The burst pressure load (difference between the pressure inside the tubing and annulus) is mostly experienced in greater magnitude close to the surface but may not necessarily be always true. The burst load lines are plotted followed by plotting collapse load lines. The collapse loads are calculated with an assumption that a slow leak at the bottom hole has depressurized the tubing. This scenario is sometimes expereinced after the fracturing treatment when operators commence kickoff before bleeding off the annular pressure. If the data for pressure testing conditions (usually most critical load) is available, it should be included in the plot. Along with the collapse and burst loads, the burst and collapse resistance for different tubing grades (available) are plotted. By observing the plot we can determine which tubing grade to be selected that can withstand the calculated loads. An example of selecting tubing based on graphical design is presented below. Example 4.2: Graphical tubing design Based on the data given below, select a tubing string that will satisfy burst, collapse and tension with safety factors of 1.1, 1.0 and 1.8 respectively. Planning Data: D =9000 ft true depth, f = 2.875 inches, tubing OD, CIBHP = 6280psi, closed-in bottom hole pressure, FBP = 12550psi, formation breakdown pressure, FPP = 9100psi, fracture propagation pressure, Gpf = 0.4 psi / ft packer fluid gradient, Gf = .48 psi /ft fracturing fluid gradient, g = 0.75 gas gravity at reservoir, Pann = 1000 psi, maximum allowable annulus pressure, SFB =1.1, safety Factor, Burst Condition, SFC =1.0, safety Factor, Collapse Condition, SFT =1.8, safety Factor, Tensile Load, Burst and Collapse rating of available tubings: B_L80 =9395 psi, C_L80 =9920 psi, B_J55 =6453 psi, C_J55 =6826 psi, B_H40 =4693 psi and C_H40 =4960psi. Solution: Step 1: Calculate the ratio of bottomhole pressure to surface pressure. Referring table 4.1 in the manual, determine the ratio of surface and BHP at the given reservoir gas gravity, At a gas gravity = 0.8 and Depth 9000 ft, the ratio is 0.779 At a gas gravity = 0.7 and Depth 9000 ft, the ratio is 0.804 At gas gravity 0.75 the ratio of surface pressure to BHP is Table 4.1 Ratio of surface pressure and BHP in gas wells for a range of gas gravities. Depth of Hole Gas Gravity (ft) (m) 0.60 0.65 0.70 0.80 1000 305 0.979 0.978 0.976 0.973 2000 610 0.959 0.956 0.953 0.946 3000 915 0.939 0.935 0.93 0.92 4000 1219 0.92 0.914 0.907 0.895 5000 1524 0.901 0.893 0.885 0.87 6000 1830 0.883 0.873 0.854 0.847 7000 2133 0.864 0.854 0.844 0.823 8000 2438 0.847 0.835 0.823 0.801 9000 2743 0.829 0.816 0.804 0.779 10000 3048 0.812 0.798 0.764 0.758 11000 3353 0.795 0.78 0.766 0.737 12000 3660 0.779 0.763 0.747 0.717 13000 3962 0.763 0.746 0.729 0.697 14000 4267 0.747 0.729 0.712 0.678 15000 4572 0.732 0.713 0.695 0.659 16000 4876 0.717 0.697 0.67 0.641 17000 5181 0.702 0.682 0.652 0.624 18000 5486 0.687 0.656 0.645 0.607 19000 5791 0.673 0.652 0.631 0.59 20000 6097 0.659 0.637 0.615 0.574 Step 2: Calculate the pertinent pressures for different operating conditions. a) Pressures inside casing-tubing annulus Assuming during the production and killing of well, packer fluid is present inside the casing tubing annulus. For producing situation: Pressure inside annulus at surface = packer fluid gradient * Depth Pkill_prod_surface= = 0.4* 0 = 0 psi Pressure inside annulus at bottom hole = packer fluid gradient * Depth Pkill_prod = Gpf *D = 0.4* 9000 = 3600 psi For Stimulation: Pressure inside annulus at surface= Pstim_surf = 1000 psi Pressure inside annulus at bottomhole = packer fluid gradient * Depth + (Max Allowable pressure inside annulus) Pstim_bh= Gpf *D + Pann = 0.4*9000 + 1000 = 4600 psi b) Pressures inside tubing At bottom hole, pressure = CIBHP At surface, pressure = CITHP (closed in tubing head pressure) CITHP = ratio * CIBHP CITHP = 0.792 * 6280 = 4973 psi KILL SITUATION: When a well is killed, the bottom hole pressure is given as sum of CIBHP and maximum allowable annulus pressure. At bottom hole, pressure inside tubing during kill situation (BHIP) = CIBHP+Pann BHIP =6280 +1000 = 7280psi Tubing head pressure during kill situation is calculated by multiplying BHIP with gas gravity. At tubing head kill pressure (THIP) = ratio * BHIP = 0.792*7280 = 5765 psi FORMATION BREAKDOWN SITUATION: During stimulation the bottomhole pressure is the formation break down pressure and can be calculated by the density of the fracture fluid .In this problem the break down pressure is specified. At bottomhole, pressure inside tubing during formation breakdown (BHFBP) = FBP BHFBP = 12550 psi The tubing head pressure can be calculated by subtracting the hydrostatic head generated by the fracturing fluid from the bottomhole pressure. At tubing head, pressure (THFBP) = FBP -Gf* D =12550- 0.48* 9000 = 8230psi FRACTURE PROPAGATION During stimulation (propagation), we experience some pressure drop due to friction. Based on the pumping rates and properties of proppants we can determine the drop in pressure. Assuming a pressure drop of 0.35 psi / ft (usually calculated through properties of fracturing fluid and pumping rate), the bottomhole pressure at fracture propagation (BHFP) can be calculated as: DPfr = 0.35 psi/ ft At bottomhole, BHFP = FPP BHFP =9100 psi At tubing head, the pressure inside tubing can be calculated as: Tubing head fracture propagation pressure (THFP) = BHFP + DPfr* D Gf*D = 9100 + 0.35*9000 -0.48*9000 =7930 psi Step 3: Calculate the burst load for different operating conditions: Defining the burst loads: Burst Load pressure = pressure inside tubing pressure in the casing- tubing annulus Burst Load at tubing head for producing conditions: BL _surface_prod = CITHP Pkill_prod_surface = 4973 0 = 4973 psi Burst Load at bottomhole for producing conditions: BL _bh_prod = CIBHP Pkill_prod = 6280-3600 = 2680 psi Burst Load at tubing head for killing operation: BL _surface_kill = THIP Pkill_prod_surface = 5765 -0 = 5765 psi Burst Load at bottomhole for killing operation: BL _bh_kill = BHIP Pkill_prod = 7280-3600 = 3680 psi Burst Load at tubing head for formation breakdown: BL _surface_fbp = THFBP Pstim_surf = 8230 -1000 = 7230 psi Burst Load at bottomhole for formation breakdown: BL _bh_fbp = BHFBP Pstim_bh = 12550 -4600 = 7950 psi Burst Load at tubing head for fracture propagation: BL _surface_fbp = THFP Pstim_surf = 7930 -1000 = 6930 psi Burst Load at bottomhole for fracture propagation: BL _bh_fbp = BHFP Pstim_bh = 9100 -4600 = 4500 psi Step 4: Calculation of collapse Load Defining the collapse loads: Collapse load pressure = pressure in casing-tubing annulus- pressure inside tubing In order to plot critical collapse load conditions (CLL) normally, we assume that a slow leak in tubing has changed the pressure inside casing-tubing annulus to CITHP and that tubing is empty and depressurized. Step 5: Plot the Load lines. Plot the burst load and collapse load lines for various completion operations, burst and collapse resistance lines for the available tubing grades. The obtained plot is illustrated in Fig. 4.4. It can be observed from plot that formation breakdown situation has the maximum burst pressures. The maximum burst pressure line and collapse line are plotted with the available ratings of tubing. The resulting plot will look like Fig. 4.5. Then by inspecting the graph we can come to a conclusion that L-80 grade is the best grade available that can withstand the collapse and burst pressures during various operations. But in other situations we have an option to select multiple grades on tubing which are guided by the estimated loading conditions. Estimation of Tensile Load: Most of the tubing failures are caused due to coupling leakage and failure. The failure of coupling can be attributed to inadequate design for tension of the tubing. This load being one of the significant and causes most failures compared to failures due to burst and collapse pressures. A higher safety factor is used while designing tubing. The design can be initiated by considering only the weight of tubing on packer. Some companies even ignore buoyancy effects while calculating weight to have a better design. So ideally a tubing design for tension is carried out by calculating the weight of the tubing in air. Then the buoyant weight of the tubing is calculated using the densities of steel and mud. Selecting a grade of casing which can handle the tensile load generated due to the weight of the tubing. An example below illustrates the design of tubing for tension. Example 4.3 Tension Design Tubing weight: 7.2 lb/ft Tubing length: 12,500 ft Packer fluid: 0.38 psi/ft = 54.72 lb/ft3 Density of steel: 490 lb/ft3 Win_air = 7.2 x 12,500 = 90,000 lb Wbuoyant = = 0.89 x 73,600 = 80,100 lb Joint Specifications J55 L80 EUE HYD CS EUE HYD A95 API joint strength (Klb) Design factor Design capacity (Klb) 99.7 1.8 55.4 100 1.8 55.6 135.9 1.8 75.5 150 1.8 83.3 Tubing Tension Design Considerations 1. Requires L80 tubing at surface 2. Requires joint strength capability of HYD A95 or equivalent Review questions 1. When would buckling of tubing above a packer likely to occur? 2. A 10,000-ft, high-rate oil well is completed with 5ÂÂ ½ 15.5 lb/ft tubing (wall thickness 0.275). Under producing conditions the flowing temperature gradient is 0.40F/100 ft, and under static conditions the geothermal gradient is 1.8oF/100ft from a mean surface temperature of 40oF. When the well is killed with a large volume of 40oF seawater, the bottom-hole temperature drops to 70oF. If free to move, what tubing movement can be expected from the landing condition to the hot producing and to the cold injection conditions? If a hydraulic packer were to be used and set in 30,000 lb tension, what would be the tension loading on the packer after killing the well? (Ignore piston, ballooning and buckling effects). 3. A 7000-ft well that is to be produced with a target of 15,000 STB/D using 5ÂÂ ½ tubing encounters 170 ft of oil-bearing formation with a pressure of 3000 psi. What rating of wellhead should be used? If a single grade and weight tubing is to be used, what is the cheapest string that can probably be run, assuming that Grade Weight (lb/ft) Collapse Strength (psi) Burst Strength (psi) Tensional Strength (1000 lb) Cost Comparison J-55 C-75 N-80 15.5 17.0 17.0 17.0 20.0 4040 4910 6070 6280 8830 4810 5320 7250 7740 8990 300 329 423 446 524 Cheapest Most expensive Moderately expensive REFERENCES 1. Allen, TO and Roberts, AP, Well Completion Design- Production Operations-1, 3rd edition, 1989, pp 182-187. 1. Hammerlindl, DT, Movement, Forces and Stress Associated with Combination Tubing Strings Sealed with Packers, JPT, February 1977. 2. Lubinski, A, Althouse, WS, Logan, TL, Helical Buckling of Tubing Sealed in Packers, JPT, June 1962. 3. Well completion design and practices PE 301-IHRDC EP Manual Series, Boston, MA 02116, USA.

Steroids and Sports Essay -- Sports Argumentative Drugs Essays

Steroids and Sports Steroids, ever since their introduction into the sports world five decades ago, they have been a controversial issue (WebMD medical news). Anabolic performance dates as far back as the original Olympic Games. Today walking into any gym you will find some one who is using steroids or some kind of enhancement supplement. Anabolic steroids are so popular with athletes from high School level all the way up to the top. For the past fifty years, athletes around the world use steroids to gain muscle mass, and along with regular work-outs try to achieve the results they desire. Kids today using these drugs are getting younger and younger every day. But is it worth the cost? I believe the ban on steroids should be strictly enforced because besides the health risks it provides, it also compromises the integrity of the game in sports. The history of anabolic steroids can be traced back to the 1930's when a team of scientists first produced synthetic testosterone. The purpose of this synthetic steroid was to improve malnutrition and muscle loss in patients. In to the sports arena they were first introduced by the German athletes in preparation for the 1936 Olympic Games (Measles 2). The Russian Weight-lifting team won several metals in 1952 Olympic Games due to the use of "synthetic testosterone (Measles 54). After this American sport's physicians determined the US athletes should have the same completive advantage, and so the Americans started to use steroids. By the 1968 Olympic Games in Mexico City, the debate was not over the ethical or moral use of the drugs, but whether which drug was more effective. By 1969 all was in the open; the talk among users was all praise of the effect steroids had on performance (M... ...ung athletes should be encouraged to rely on their natural talents and strengths for the sake of fair play and medical safety. Anabolic steroids improve strength but that doesn't necessarily make you a better player. Work Cited Anabolic steroids in Sport and Exercise. Second edition. Charles E. Yesalis, MPH, ScD the Pennsylvania State University Editor. Explains the history of Steroids and also talks about how it is used in today's sports, and how steroids can be prevented. www.9NEWS.com/acm_news.aspx?OSGNAME=KUSA&IKOBJECTID=b401471f-0abe-42 In this article they talk about the growing use of steroid in sports. INFOFACTS; Steroids : www.drugabuse.gov In this website they talk about the health hazards of using Anabolic steroids. AMETRICAN COLLEGE of SPORTS MEDICINE Steroid survey reveals dangerous trends among users: June 1, 2005. www.acsm.org

Human resource management activities in healthcare Essay

There are many external and internal factors that might affect the health care organizations; however they are more likely to be affected by external forces that in turn affect their daily operations. Some of the factors that affect the human resource department of a healthcare organization are mentioned below. †¢ Economic factors †¢ Social and cultural changes †¢ Technological changes †¢ Legal changes HR planning and analysis Premeditated planning is a procedure that allows the health care associations to direct their future actions utilizing the resources that are accessible to them while keeping in mind the goals of the organization. There are some internal and external strength that have to be taken care of by the association and then a SWOT Analysis should be carried out. Some of the advantages of Human Resource planning are that it permits effectual use of workers and assists to replace the significant vacancies that have to be filled. Furthermore, planning suggests realistic recruitment projections, facilitates the staffing resources to be utilized more proficiently and efficiently and it also allows a improved focused investment in training and retraining, growth, career counseling and efficiency enrichment and also assists to uphold as well as to get better the level of variety. Human Resource planning is a very fundamental part of premeditated planning in addition to strategic HR planning, it assists to examine and classify the need for and accessibility of HR so that the association can meet its goals. Pynes, 2004). Projections aids in appraising the current condition and to estimate future demand and affairs by looking at the history trends of the association and is significant for the associations in a way that it assists to predict the retirement plans of the staff whereas the demand estimate helps to foresee the labor force that would be required in the future. EEO compliance EEO stands for equal employment opportunity and this expression was shaped by President Lyndon B.  Johnson when he marked Executive Order 11246 on September 24, 1965, formed to forbid federal contractors from discerning against workers on the grounds of race, sex, creed, belief, color, or nationality. Recently most managers have also added sexual compass reading to the directory of non-discrimination. The Executive Order as well required contractors to put into practice affirmative achievement plans to augment the contribution of minorities and females in the place of work. Pursuant to federal policy, affirmative achievement plans must comprise of an equivalent opportunity plan statement, an examination of the existing work force, recognition of problem areas, the establishment of objectives and schedules for mounting employment prospects, definite action-oriented plans to tackle problem areas, support for society action plans and the establishment of an internal audit and reporting structure. (EEOC, n. d. ). The reason why employment opportunity equal is important is because it is morally a right way to conduct oneself in the workplace, moreover it also helps in making the business prosper. The way that I move toward civil rights laws and employment civil rights laws, is I in fact think that they are all connected, they are all civil rights laws, anti-discrimination laws in the place of work, whether anti-discrimination on the grounds of race, sex, disability, age, creed or nationality they are all entrenched in the similar bedrock standard and i. e. , that individuals should be judged in the place of work, based upon their capability to carry out the job and not based upon the threats, myths and typecast that one may have because of their race, or gender, or disability, or age, belief or nationality. That is in fact the unifying feature of all of the regulations in which the EEOC puts into practice and imposes, I think that is really significant that is both rising out of my own personal understanding and what I feel is right; that people should be judged based upon their ability to do the job†¦ and that’s really the very simple core of what we do. And if you sort of take that notion, that principle, one step further, or take it one step, it makes business better. To the extent that you’re making employment decisions in the workplace, whether they be on the basis of hiring somebody for a job or promoting somebody for a job, or treating somebody on the job, you ground those workplace decisions in the ability of that individual to do the job, rather than on a stereotype, or a fear, or a myth, because that person is from a different race than you, or a different religion, or looks different, or is older, or doesn’t walk, or moves around or communicates in a different way from you. If you base those workplace decisions, upon the ability of that individual to do the job, you will get the most qualified person. You won’t let internal biases, or fears, or myths, or stereotypes get in the way of selecting the best qualified person. Therefore I think, it is in best interest of the business to strip away those typecasts, those threats and those myths, in order to obtain the best competent person, because then company will really be improved. The Quotations page, n. d. ). Other considerations Some of the other considerations the human resource management in the health care organizations has to take care of are staffing, development of employees, compensation, health, safety and employee and maintaining labor management relation. Staffing The HR department must ensure that a fair selection policy is being used when hiring a candidate and everyone should be given an equal opportunity. Moreover, the job should be made available for every person who has the potential to do it and for this both internal and external recruitment should be opted for. Other than this, it is also essential to provide clear job criteria for the vacancies that are being announced by the human resource department of a healthcare organization. Full supervision must be done to ensure that the right candidate has been hired after which training should be provided to him. (Shi, 2006). Development of employees Health care organizations should invest in training to augment individual performance and organizational productivity, moreover it should also focus on developing management skills/development and supervisory skills, technical skills and communication skills and provide training to the employees who are new in the organization especially the ones who are working or are hired for lower-level positions in order to augment their performance. Compensation This comprises the wages and bonuses, vacation payment, sick leave payments, recompense of the staff and insurance policies, etc. , it is HR Department that is in command to expand and to direct the benefits compensation structure for the workers that serve as an incentive to promise the staffing. Their objective does not just come to an end after staffing but they also have to work on retaining workers and make them stay on with the organization. Once the employee is hired, it is the duty of the benefits coordinator to explain the benefits and the incentives the employee can expect from the organization so that the employee is aware about it in the beginning and he does not get discouraged later onwards. Health and safety It is essential for the organization to ensure safety of employees at the workplace and the health care organizations must their employees’ health and medical benefits and the employees should be given free medical services. Employee management relation and Labor management relation It is essential for the HRM at the healthcare organization to avoid any kind of discrimination in context with the age, gender, race or religion of an employee and it is basically the duty of the HR department to take care of this so that fair treatment is given to each and every person. Moreover, the HR department must also provide the assistance of negotiation in case any issues arise between the employees working at any level in the organization in order to ensure a healthy work environment. In the same way, the HR department also has to manage the labor and have good terms with them as well. (Leat, 2001).