Media corruption - other side of the coin Essay Example for Free

Media corruption other side of the coin Essay ‘Whoever controls the media, controls the mind† In today’s world, the media has become a necessity just like food, clothing, and shelter. The media was ideally designed to be impartial and unbiased – to provide information, news, and knowledge that is objective and socially constructive. Unfortunately, in recent times, because of its money making approach the media has adopted a biased approach that is benefitting politicians and the corporate leaders. Sadly, the media is known to be resorting to â€Å"Paid News† – news that is published or broadcasted to benefit a certain class of people who have huge economic power and who wield that economic power to buy â€Å"The News† in their favor. The viewer’s/readers of such â€Å"Paid News† are at such a loss with this information that lacks integrity and they can be easily misled. Actually the readers/viewers are deceived in to believing â€Å"Paid News† which is indeed misrepresentation of the truth.. Article 19 of the Constitution of India â€Å"Reach to the public† states the right to freedom of speech and expression to media .When this freedom is misused by the media, it becomes a prime reason for media corruption, and more or less the willingness of Indian Govt. to eradicate this problem. The objective of this paper is to highlight the roots and remedies of media-corruption in India and to create awareness about the general public about the distortion of news/information by the media – to enable viewers to discern, and not be uninformed consumers of the news. Key words: necessary, money making approach, freedom.

Mentorship in Professional Practice

Mentorship in Professional Practice The following assignment will critically analyse the mentors role in facilitating learning within the practice setting. It is of importance to define the following terms: mentors role, facilitating learning, accountability, and supporting students who are failing in practice setting. The importance of establishing effective working relationships, an analysis of the learners’ needs, promote effective assessment and the evaluation of learning will be analysed. Finally, the conclusion will be drawn from the analysis of this assignment. A mentor is a clinical practitioner who supports, guides, supervises and facilitates student learning during a clinical practice Stuart (2007). Mentors are seen as a fundamental influence to students in a learning environment where students utilise their theoretical knowledge in to practical, learn key skills and achieve the required competence for registration. Ali et al (2008) also states that mentoring is an important that every nurse has to assume, formally or informally, sooner or later. Historically the concept of mentor dates back from the Greek mythology. Mentor was a friend of Odysseus who left his wife Penelope and son Telemachus, whilst he went to war. Odysseus asked his friend to guide and support his son therefore being his mentor (Pellat, 2006). The author agrees with the above authors as she is an experienced nurse who guides junior nurses, through reflection and feedback in their duty of care. Nursing and midwifery council [NMC] (2008) recommends that prior to the commencement of placement, mentors are to ensure that all students are allocated a mentor one week before to let the student and mentor prepare for the experience. A mentor does not only advise and guide students, but he or she is a role model to junior nurses. According to Morton and Palmer (2002) cited in Ali et al (2008) by being a role model , the mentor provides an observable image of imitation, demonstrating skills and qualities for the student to emulate. NMC (2006) notes that the role of a mentor in a clinical setting is fundamentally focused on the NMC competencies. Chandan and Watts (2012) noted â€Å"that mentor’s role goes beyond teaching knowledge and skills as they alleviate anxieties and supports students with acceptance and socialisation into both the higher education and clinical contexts†. Mentors establish effective working relationship by demonstrating their competence in building adequate skills to support learning for students who will becoming part of the team within the clinical settings. The key role of a mentor is to a help the student integrate into their designated practice setting. Royal College of Nursing [RCN] (2007) suggests that the relationship between a student and a mentor can be achieved by welcoming, orientating inducting and integrating the student into the multi-disciplinary team within the first 24 hours of entering learning environment. Learning can be facilitated by a positive relationship between mentors and students. This can create a mutual relationship built on understanding and empathy facilitating students to maximise their potentials within the clinical setting (Zellers et al, 2008). This relationship between student and mentor can be enhanced by working 40% of direct and indirectly of their time and also alongside the mentors shift patt ern. A mentor supervises the students assigned to her within a practice setting. Taylor cited in Stuart and Sundeen (1997) define supervision as an intensive interpersonally focused, one to one relationship in which one person is designated to facilitate the development of therapeutic competence in the other person. However, Ironbar and Hooper (1989) suggested that the supervisor should be someone with extensive clinical experience and training, who can provide expert support and guidance with well-planned learning opportunities, the provision of support and coaching for students in order to facilitate learning According to Johansson et al, (2010) the relationship between the student and mentor is the most factor contributing to clinical learning experience. Students attain direct knowledge and skills resulting in becoming aware of their roles. Willis report (2012) mentions that â€Å"Effective understanding of collaboration and inter-professional working is a key component of pre- regis tration nursing education†. A well collaborated learning contract can enable the mentor to facilitate learning with a clinical setting. According to (Worrall, 2007) an effective orientation to a clinical placement can help the student to feel relaxed and encourages motivation for learning through early identification of learning objectives. To have the opportunity of being a member of the multi-professional team, the mentor must ensure that the student is fully integrated into the team and working alongside professionals so that he or she can gradually become competent in most clinical of skills. Learning within a clinical setting can be facilitated through the use of a variety of approaches by mentors and staff who have the right skills. Mentors facilitate learning to students by applying reflective learning as a learning technique that reinforces the mixing of theoretical and realistic learning into practice. According to (Pritchard and Gidman, 2012; Carr, Heggarty and Carr, 2010) â€Å"Reflective learning i s an effective tool in supporting mentorship, allowing students the opportunity to reflect on past experiences and to learn from them before moving forward†. (Pritchard and Gidman, 2012) elaborated further that by adopting new teaching approaches, mentors can address students past experiences enabling the students to have some confidence to reflect on what they have learning outcomes. NMC standards support learning and assessment (2008) outlined certain principles to be achieved in order to become a mentor. Mentors’ should be able to create an environment that can facilitate learning by supporting students, encouraging learning activities, off ward learning experiences, assessments, supervision, professional vision and applying evidence based practice within the clinical settings. It is a requirement that all registered nurses are to convey professional knowledge and competence to student nurses by regularly taking part in the learning and development of students through teaching, activities, supervision and assessments NMC (2010). NMC (2008) requirements recommends day to day support for the students’ by their allocated mentors in order to enable student learning experiences and assess practice learning outcomes. This can create a conducive learning environment within a clinical setting by teaching or providing learning opportunities for students an d colleagues through planning, reflective practice and evaluating learning activities. Mentorsare influential in helping the student reach theiraims and objectives. They carry out assessments to ascertain the students level of theoretical knowledge, practical clinical skills and also taking into account the learners previous experiences can aide mentors to facilitate learning. Sharing knowledge and experience with students assist the mentor to identify the student’s individual learning style Ali et al (2008). Therefore a mentor can facilitate a students learning by keeping his or her knowledge and skills up to date by researching into current trends and annual mentorship update. The role of a mentor is to ensure that there is readily available of learning resources, precise learning opportunities and a plan on how the student can achieve the planned learning objectives. Mentors must possess qualities such as a being an educator, good effective communication skills, acting as an advocate and good leadership qualities to institute an effective working environment for student nurses. However this can develop students’ in understand what is expected of them in the near future. Accountability is part of the mentors’ role in facilitating learning in a clinical setting through professional judgments on students’ performance. Mentors are accountable for confirming students who have met their NMC competencies in practice. Learning can be facilitated through appropriate support and supervision in carrying out summative assessment of the student‘s competence when carrying out clinical skills during teaching sessions. Mentors are accountable for every decision and action they make on the care provided by students (NMC 2010). They have the duty to facilitate learning and support failing students by giving constructive feedback and effective teaching sessions. However Duffy (2004) recommends mentors to fail students who are not able to meet the required level of practice because it is the mentor’s responsibility to make the final assessment and to be aware that they are accountable for passing or failing the student NMC, (2006). Keeping su fficient and evidence based records can help mentors to support their decisions. Rodgers (1969) defines facilitation as a style of teaching that assist mentors in understanding students’ effective style of learning that includes student focused learning, none commanded, self-directed reflective whilst involving them in the learning process. Mentors are regarded as effective facilitators in both skills and art because they engage everyone in the learning experience. By acting as an advocate, mentors can facilitate student growth and development resulting in students being able to solve problems simultaneously. Within the clinical setting mentors’ critical reflection as a method for teaching and learning can create an even pathway for the students to pursue their learning journey. According to the NMC code of practice (2008b, p: 5) have the duty to share their knowledge and skills to facilitate students’ and their colleagues development by teaching new skills for example depot injection techniques and completing risk assessment documents. Mento rs can facilitate learning by using physical resources such as teaching aids to enhance learning for students and colleagues within their clinical settings. It is essential for the mentor to facilitate learning to students by encouraging them to attend on and off ward learning activities for example, meetings, practice sessions, student forums and other health departments in order to acquire expertise clinical skills and knowledge and for further development. Mentors must ensure that there is a vast range of potential learning opportunities available to learners in order to facilitate learning and meeting specific students’ learning needs. At the same time the mentor needs to be mindful of the quality of the learning experience and consider how they can further develop the learning environment to enhance the students’s experience. The role of a mentor within a clinical setting is to develop the student clinical skills through teaching and explaining the clinical procedures and to provide the appropriate knowledge base for nursing interventions. Learning can be facilitated by equipping the clinical setting with all useful and adequate resources for carrying out the teaching sessions. Mentors can also obtain new knowledge and skills through their guidance and support of students (Klasen, 2002). Their contribution to a supportive learning environment and quality learning outcomes for students can be brought about by being approachable, supportive and being aware of the student’s style of learning. Mentors plays a significant role in the assessment of student’s level of capability assesses your level of capability student gains the optimum experience from the clinical learning environment. It is also important when embarking on the mentorship course and in house training for other qualified staff to assist students translate theory into practice. Mentors needs additional skills through structured learning activities and teaching sessions to utilise in an environment settings designed for this purpose, Gopee (2011) . Quinn (2000) commented that mentors can enhance students’ skills performance and development in a methodical and acute way by providing the students with feedback and reinforcement. Communication is the most important tool that a mentor can utilise to facilitate learning for students within a clinical setting. As a skilled communicator a mentor needs to establish additional communication skills for the management of students’ complex issues arising within the clinical setting. Components of communication are essential in a clinical setting because mentors are able to exchange information and establish an effective working relationship. Ali and Panther (2008) commented that mentors should use effective communication and facilitation of skills to develop a personal and professional relationship with the students allocated to them. Learning can be facilitated by carrying out the initial, intermediate and final interviews thus allowing the mentor to find out about the student’s previous learning experiences, identifying the individual’s strengths and weaknesses and their level of participation, Doel and Shardlow (2005). Interaction between stude nts and Mentors enables more flexible and individualised learning process using a one to one effective approach within a structured learning environment (Warren, 2010). Enhancing learning through assessment can assist the mentor’s ability to research and prepare an appropriate environment, which is conducive with learning, teaching and assessment. The provision of teaching and learning activities facilitate learning within a clinical setting as it enables the students to achieve the intended outcomes during their placement by relating theory to practice while developing critically reflective skills in order to facilitate learning NMC (2008). Mentors can facilitate learning by providing inter-professional learning opportunities for example integrated skills teaching model. By utilising the Kolb’s (1984) learning cycle mentors can integrate of theory into practice and the art of and science of nursing by using the four stages of learning namely Activist, Reflector, Theorist and Pragmatist. Mentors can facilitate student leaning by having a well-structured teaching session that includes style and space, providing feedback and identifying future learning needs. Learning styles promotes better student integration into clinical settings. Frankel, (2009) states that nurses learning styles promote better integration of theory i nto practice. The ability to critically analyse and evaluate the strengths and limitations of learning, teaching and assessment within their practice area is one of the mentors’ roles. However, through the knowledge the mentor possesses they can develop and present innovative approaches to enhance students’ learning. By carrying out student assessment a mentor can facilitate learning to a student by observing the student during a teaching session where by the mentor is bale to know the student’s learning style for example visual, auditory and kinaesthetic learning.

Starbucks HR Policies and Practices

Starbucks HR Policies and Practices Contents (Jump to) IntroductionBackground of the Study DefinitionsRationaleHRMOrganizational PerformanceHuman Capital Advantage Company Information [Starbucks] Literature ReviewHRM and Organizational PerformanceHRM Policies PracticesRecruitment Selection PolicyReward PolicyEmployees Development PolicyHuman Capital and Competitive Advantage Critical AnalysisCurrent and past HRM policies in StarbucksPast and current HRM challenges in Starbucks HRM Policies and StarbucksRecruitment selection Policy and StarbucksReward Policy and StarbucksEmployees Development Policy and Starbucks Personal Reflection LearningIssues Identified in Starbucks Policies Recommendations and ConclusionsRecommendationsConclusion References In this essay the impacts of Human Resource Management (HRM) policies are evaluated on organizational performance with a thorough study of Starbucks. It provides complete insides into the Human Resource (HR) three dimensional model and its implementation in Starbucks is evaluated. Introduction Background of the Study The workforce of an organization is considered as a source of competitive edge over the competitors for that organization (Barney, 1991) (Barney, 1991) (Pfeffer, 1998). So due to this the significance of the employees has risen greatly and the need of the organization to develop a better human resource system has become one of the major organizational concerns to ensure the optimum use of human capital to get their maximum productivity. This increasing importance of human capital has raised the interest of the researchers to understand the relationship between high performance and effective human resource management policies and so far many researchers have also confirmed that effective human resource policies have positive effects over the performance of the organization (Huselid, 1995). But still we can see a huge gap in studies that have been conducted to understand the impacts of that positive relationship between organizational performance and effective human resource management system for multinational companies. Most of the previous researches have been conducted to understand the implications of that relationship on Domestic industries of Europe (e.g., Guest and Hoque, 2008); USA and very few studies have been made in Asia. Rationale This essay is focused to understand the HRM policies adopted by big multinational retail service provider Starbucks and critically discusses what type of value they have created by successful implementation of these HRM policies in the form of more committed and motivated workforce. Definitions HRM HRM is an important function of organizations performed internally in order to hire the required workforce, manage them effectively and ensure that they are working in right direction in order to achieve overall organizational goals (Robert L. Mathis,ÂÂ  John H. Jackson, 2008). Organizational Performance When we compare the planned or expected output of the organization with the actual performance we can get the organizational performance level (Daniel M Wentland, 2009). Human Capital Advantage According to Boxal, 1996 the human capital advantage is collection of all specific HR activities that are considered as special features of that firm, although these practices are performed by using formal as well as informal both types of processes. Company Information [Starbucks] This essay discusses the effectiveness of HRM policies on the organizational performance of Starbucks. It is one of the some major organizations, dealing in retail sector that offers magnificent benefits to its both full time and part time employees. Starbucks is coffee Stores Company originated in 1917 in Seattle, USA and now it has become a large organization working at world level in 44 countries with 15000 stores. It is one of the leading organizations in retail business and is known for its special coffee brand and as roaster. The company has implemented five corporate strategies that are; offer best quality products, ensure maximum penetration in market, offering a highly social atmosphere, provide relaxing, develop the best working conditions and increase the profitability of the company by offering high margin products and reducing the costs (Jacqueline L, John L. Colley,ÂÂ   Doyle,ÂÂ  Robert D. Hardie, 2004). It has adopted the Laissez Faire management style and above the management at store level it has hour different levels of management in its organizational structure. The skills that give it advantage of its competitors are the ability to make drinks and the skills of employees. At Starbucks employees are considered as partners of the organization and provided with special trainings to develop better understanding of the product and teach them new methods of brewing and techniques of sales. Partners have powers to take decisions when needed and shift supervisors assign them duties. Evalua tions and Promotions are used to motivate them. The performance of the company is well observed through the balance sheet of last five years as the assets of the company have been doubled as they were in 2005. Owners equity is also raised (SBUX, Balance sheet) Literature Review HRM and Organizational Performance According to most of the HRM specialists the effective human resource management system is very much important to achieve high levels of organizational performance (Delery, 2009; MacDuffie, 1999). According to them the effective Human resource management system is mostly designed to ensure high organizational performance by getting optimum overall output of the company rather than having more focus on individual performance. As Reeves and Dare (2007) describes that we can get high performance from an employee by increasing his motivation and abilities by using any method. In the field of HRM and organizational performance a significant contribution is from Huczynski and Buchanan, 2009. According to them when HRM activities are designed in an organization according to its strategy it increases the productivity level of the organization, reduces its turnover and also enables it to perform well in financial sector (Huczynski Buchanan, 2009). Their findings proved that when organization succeeded to satisfy its workforce and make them committed it can make its performance in corporate sector much better. The productivity is also very much dependant on the job design (Huczynski Buchanan, 2009). HRM Policies Practices According to Huselid and Becker (1995) have critically examined the human resource management system and find out the three major dimensions of it. Recruitment Selection Policy Many studies have proved that an effective recruitment and selection process in organization is very much crucial for its success and to achieve high performance goal of the company. The system should be rigorous and should be designed to meet the overall organizational goals according to Reeves ad Dare (2007). The researchers have found that there is a positive relationship between effective recruitment and selection process of the company and overall organizational performance. When organization selects employees who best match its requirements and have enough abilities to contribute to the overall success of the company they can reduce their cost of employee development, they dont need to invest in employee training programs that costs a lot to the organizations. Reward Policy According to many researchers the compensation based on performance is a very successful tool to get high performance level (e.g. Arthur, 1998; Delery and Doty, 2009; Huselid, 1995; MacDuffie, 1999). Doty and Delery (2009) even declare the reward system based on performance as only method of achieving high performance level. Along these many other studies have discussed the positive relationship of performance based reward system with the overall performance of the organization Like in control theory by Snell, 1999, cost theory by Wright and Jones, 1992, and agency theory by Eisenhardt, 1988 and all these studies have found a positive relationship between the overall performance of the organization and the reward system based on performance. According to expectancy theory by Vroom 1964 the high performance level of an individual can be expected if organization meet his expected needs. But most important thing is that the reward system based on performance is dependent on other functi ons of human resource management. The individual output should not be the only basis of rewards provided by the company; organization should also consider the contributions of that person in the overall organizational performance. Employees Development Policy The performance of an organization is very much dependant on the employees development policy of the organization. Organizations use a number of practices in order to develop their human capital. First of all the investments made by the organization, to provide non-technical and technical trainings to its workforce, determines the success of organization to increase the knowledge level of its employees. According to many researchers like Huselid and Delaney (1995), McGrath and Koch (1996), Huselid (1995) the organizational performance can be increased greatly by providing proper training to the workforce. They all have developed a positive relationship between overall organizational performance and the employee development policies of the organization. Organizational are now more concerned to develop their employees in order to achieve high performance they invest in their trainings and also try to make it possible to have long-term mutually beneficial relationship with them (Doty an d Delery 2009). In order to enable their employees to plan their careers properly they design proper career development programs for them. The companies that have promotion system from within the organization they have usually more committed and motivated employees as they want to work hard in order to get promotion (Snell and Lepak, 1999) and when company adopts internal promotion system it shows the commitment of the organization towards its workforce. Human Capital and Competitive Advantage With the increasing globalization trends the importance of skilled human resource have raised greatly, now human resource is considered that if an organization invests its efforts to Develop its human resource as an advantage in result that human capital will contribute to establish overall competitive advantage of the organization (Boxal, 1999). Critical Analysis Current and past HRM policies in Starbucks The committed and motivated employees have great significance in the overall organizational success and Starbucks realize that very early. So Starbucks gave great importance to recruitment process in order to select right people for jobs and develop them and retain them in order to get sustainable high performance of the organization. And effective HRM policies adopted by the company also shows its commitment towards its human resource. From its start Starbucks has given great importance to its frontline staff and baristas because they give it competitive advantage by providing the customers the experience of the Starbucks. They always remained the center of the companys attentions. From first day while hiring someone for company, the qualities that are given great importance are dependability, adaptability and ability of the candidate to work as an effective member of a team. Still, as current HR policy to develop the right people the Starbucks is making huge investments in the development and training processes of the workforce. They are taught the techniques and skills that they will be required to perform their tasks while working at Starbucks and increase their efficiency as well. With these huge investments in human resource the Starbucks can expect to have strong employee satisfaction level (HRM, Starbucks). Past and current HRM challenges in Starbucks The biggest challenge that Starbucks cope with in first decade of 21st century is to maintain the goodwill of the organization while having a high expansion rate and to develop the qualified workforce to support its expansion policy. The analysts were in doubt that with this fast expansion policy whether it would be able to meet the goals to be a positive employer. In early years of 21st century the company claimed that its huge costs on human development have been showing great in the financial position of the organization. In fiscal year 2004 the spending on human resource development was more than its spending on advertising expenses that were $68.3 million. In mid of 2004 in order to meet these heavy costs the company needed to increase the price of its beverages with 11cents these were already premium prices for the Starbucks products. But other hand company was not in position to cut down the incentives that it provides to workforce because that action can lead a major decrease in their morale. Starbucks still keeps its high expansion policy as every day it is adding 5 new stores in its portfolio with 200 new employees. So the challenges for Starbucks are not changed as they were at the start of 21st century (SBUX, Daily Finance). HRM Policies and Starbucks Recruitment selection Policy and Starbucks Starbucks is one of the world biggest organizations and having each day addition of five new stores in its large profile and in order to maintain this magnificent growth Starbucks has to hire 200 new employees every day. The process of recruitment in Starbucks includes many tools like interview of the candidates in which they also attend the sessions of coffee tasting and the terms and conditions are being developed and they are emphasized to provide with notes that are handwritten rather than response letters also the use to phone calls if appreciated. By using all these tools Starbucks get to know the response time of candidates. Starbucks also asks its recruiters to regularly send gift cards of Starbucks to its job applicants whether they are selected or not for job they must be treated as customers for the company. The process of recruitment in Starbucks is specifically designed for the job that is needed to be filled. The mission of the Starbucks is to expect the diversity and p rovide the employees the opportunity to develop themselves. After passing the interview Starbucks first train its employees before final selection (Starbucks, ICMR India). Reward Policy and Starbucks Starbucks always give more importance to its people than products, in a store staff it has 16 partners and one manager and one assistant manager on them. The incentives that Starbucks provide to its workforce are free health care that also includes vision and dental care facilities. It offers Stock options as well in the form of extra benefits and along this the employees who work average 20 hours a week for the company and continue it for three months company provides them shift drinks free and free pound of tea or coffee in every week. The rise in salaries of employees is based on performance evaluations that are conducted semi annually and these raises can be from 0% to 5%. Company does not offer any monetary bonuses but provide many non monetary awards like it offers about 30% discounts to the employees on all goods that they buy (Starbucks, ICMR India). The contribution of partners in overall organizational performance is recognized by several different kinds of programs. Just l ike company has implemented a program of Green Apron, that is an evidence of Starbucks commitment towards environmental issues and its brand behavior. Green Apron book is provided to every partner that contains the values of the company and desired behaviors and peer recognition cards. Team contributions are also recognized to evaluate their performance. Employees Development Policy and Starbucks In employee development policy Starbucks has designed training programs and learning sessions for new as well as existing employees. The employees are provided refresher courses in order to align their skills with industry customer demands. In training programs that Starbucks offers to its employees include; customer dealing techniques, coffee making workshops, customer care programs. Personal Reflection: I will make the comparison of Starbucks with an IRAN based coffee provider named Tunnel Restaurant Coffee Shop. This is a big chain of Coffee shops and restaurants with 15000 employees in IRAN. The chain network of the company is spread in whole IRAN with 724 stores. If we compare the three HR dimensional model of this restaurant with Starbucks; The reward system in Tunnel restaurant is not based on performance of the workers they have fixed reward system and annual bonuses that are aligned with religious festivals. While Starbucks ha performance based reward system discussed above. They lack the business knowledge due to the nonexistence of capital based business. Employee development also not that much efficient as they still based on traditional views and take human resource as business costs. Employee selection process is much better and we can say too much extant same like Starbucks they have policy to hire the people from the area where they operate their store (ChefMoz Dining Guide, Tunnel Restaurant Coffee Shop, 2009). Learning: The application of three HR dimensional model for performance of Starbucks has helped me a lot to develop understanding about how to identify the organizational needs and designing systems according to those specific areas where need occurs and to cover the deficiencies. These three dimensions are very much crucial for the organizations as they help to develop the business to create most precious asset that is human capital. Issues Identified in Starbucks policies: Most of the workforce of Starbucks is below the 20 years of age and the incentives that Starbucks is providing are more focused on health facilities that include medical, vision and dental care facilities and also Stock options for employees. The numbers of monetary awards that are being offered to employees are very few include semi-annual raises and wage rates based on per hour working. Although the focus of the Starbucks is more on providing the third place atmosphere but still the turnover rate of employees is very high and one of the big reasons behind it is the exchange of managers in store whenever upper management wants so it has very bad impacts on the partners. One more issue that company is facing in this area is that although the focus of the company is equal on direct labors and high margin products but the performance of some stores is not satisfactory in this segment. Recommendations and Conclusions Recommendations Although Starbucks is one of those few multinationals that have strong commitment towards their people but after this study we can make many recommendations to the company to do in near future in order to increase their performance; While designing the incentive package for the employees company should also consider the age factor of them and offer benefits according to their needs. The number of monetary awards should also be increased with non monetary benefits as it is argued that monetary benefits motivate faster and have long term effects on employees. The exchange of managing level staff should not be frequent. The audit should be done carefully and the stores that are not performing well they should be closed as they cause extra costs to the company. Conclusion Starbucks is one of the big organizations of the globe it has a large employee base and the way through which it is managing its employees is very appreciable although the need for more work in some areas is always remain even in perfect systems. References Barney, Jay B, 2004, sustained competitive advantage and resources of Firm. Management journal, pp 99-120. Boxall, P. (1998), Achieving competitive advantage through human resource strategy: towards a theory of industry dynamics, Human Resource Management Review, pp. 265-288. ChefMoz Dining Guide, 2009, Tunnel Restaurant Coffee Shop Delaney and Huselid, 1995, HRM impact on organizational performance perceptions. Journal of Management, PP 949-969. Delery, Harold Doty, 2009, Models of theorizing in strategic human resource management, Academy of Management Journal, pp 802-835. Dyer, Lee Todd Reeves. 2007. Human resource strategies and firm performance, The International Journal of HRM, pp 656-670. Daniel M Wentland, 2009, Organizational Performance in a Nutshell, pp 3-7. Eisenhardt, Kathleen 1988, Agency and institutional-theory explanations: The case of retail sales compensation. Academy of Management Journal, pp 488-511. Guest and Kim Hoque, 2008, in new non-union workplaces the Employment relations. HRM Journal, pp 1-14. Huczynski, A.A., Buchanan, D.A. (2009), Organizational Behavior. 6th edn. Pearson Education. Jones, G. Patrick. Wright, 1992, an economic approach to conceptualizing the utility of human resource management practices, pp 271-300. Jacqueline L. Doyle,ÂÂ  John L. Colley,ÂÂ  Robert D. Hardie, 2004, Corporate Strategy, Corporate Strategy, pp 1-25. MacDuffie, John P, 1999, manufacturing performance and Human resource bundles: Industrial Relations Labor Review, pp 197-221. Robert L. Mathis,ÂÂ  John H. Jackson, 2008, Human resource management, strategic HR management and planning, pp 33-64. Pfeffer, Jeffrey. 2007. The human equation: Building profits by putting people first. Boston: Harvard Business Press. Snell, Lepak and D.P, 1999, the human resource architecture, academy of management, pp 31-48. Vroom, Victor. 1964. Work and motivation. New York: Wiley. Starbucks Growth Challenge and HRM Policies available at: http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/Starbucks%20Human%20Resource%20Management-Growth%20Challenge-Case%20Studies.htm#The_Human_Resources_Challenge Starbucks, Wikipedia.org http://www.starbucks.com/

Cervical Cancer Essay -- HPV Cancer, Cervical Cancer

Cervical cancer malignant cancer of the cervix uteris or cervical area. It may present with vaginal bleeding but symptoms may be absent until the cancer is in its advanced stages, which has made cervical cancer the focus of intense screening efforts using the Pap smear. About 2.2 percent of women carry one of the 2 virus strains most likely to lead to cervical cancer. One of the symptoms of Cervical Cancer is very Unusual amount of discharge. Treatment consists of surgery in early stages and chemotherapy and radiotherapy in advanced stages of the disease. An effective HPV vaccine against the two most common cancer-causing strains of HPV has recently been licensed in the U.S. These two HPV strains together are responsible for approximately 70% of all cervical cancers. Experts recommend that women combine the benefits of both programs by seeking regular Pap smear screening, even after vaccination. Symptoms of advanced cervical cancer may include: loss of appetite, weight loss, fatigue, pelvic pain, back pain, leg pain, single swollen leg, heavy bleeding from the vagina, leaking of urine or feces from the vagina, and bone fractures. Cervical cancer happens when cells in the cervix begin to grow out of control and can then invade nearby tissues or spread throughout the body. Large collections of this out of control tissue are called tumors. However, some tumors are not really cancer because they cannot spread or threaten someone's life. These are called benign tumors. The tumors that can spread throughout the body or invade nearby tissues are considered cancer and are called malignant tumors. Usually, cervix cancer is very slow growing although in certain circumstances it can grow... ...sease (STD) is the main cause of cervical cancer. Cervical cancer resembles various nonmalignant venereal diseases in that it is associated with promiscuity. In to that?s addition, there was also another possible risk factor, Evita's mother died of cervical cancer at the age 77. Cervical dysplasia is a also condition characterized by the presence of abnormal cells in the cervix, indicating either precancerous or cancerous cells. The condition is classified as low-grade or high-grade, depending on the extent of the abnormal cell growth. Low-grade cervical dysplasia progresses very slowly and typically resolves on its own. High-grade cervical dysplasia, however, tends to progress quickly and usually leads to cervical cancer. An estimated 66% of cervical dysplasia cases are estimated to progress to cancer within 10 years.

Sanctity of Life Essay -- Science Biology

Sanctity of Human Life Does a person have the right to kill another human life, at any stage of development? A city council debates over whether to sacrifice Bill, a man with no earthly attachments, to save five members of society. Two parents face the choice of using an embryonic stem cell treatment to reverse their son’s paralysis, or leave him paralyzed from the neck down. The mother wishes to employ the treatment while the stepfather is against the treatment because it kills an embryo. In both situations, sanctity of life compels one not to sacrifice an innocent human life, potential or existing, to improve the well-being of another. An embryo is potential human life; therefore, one cannot sacrifice it. Potential human life is present at the point of conception, when the egg and sperm join. Only nine months separate this embryo from being a developed human. Letting an embryo die to increase the well-being of the young man disregards the sanctity of human life. The young man still has potential; he is not dead. The embryo personifies the rawest potential in human life. Both are human lives that have inviolable potential. Kant’s categorical imperative is applicable here. The embryo is an end, not a means. It should be valued for its very existence; it is a significant life with equal standing alongside other lives. A universal law is moral only if applied to all persons. If one believes all should be honest, then he or she must be honest or that law is not universal. Universal application of the sanctity of life deems sacrificing one to save another as immoral, for then one is making an exception to that law . Thus, no form of human life is worthy of sacrifice. In the organ-harvesting dilemma, the sanctity of life prevents... ...at endangers others. Works Cited Weston, Anthony. A 21st Century Ethical Tool Box. 2nd ed. New York: Oxford, 2008. Print. Pgs.127-144 Anthony Weston has taught ethics for 25 years and currently is a professor of ethics at Elon University. He has written numerous books regarding ethics and the employment of them. This book is a guide discovering ethics, their morality, and application. He utilizes vivid excerpts from renowned authors and philosophers to impart information effectively. While reading this book, one discovers new concepts about the world around one and oneself. Weston credits collaborative professors of similar studies, with helping produce this book in the beginning of the text. Information taken from Weston’s book was crucial for understanding ethics, especially the excerpt from Kant’s Grounding for the Metaphysics Morals.

Comparing Frederick Douglass and Sojourner Truth

Question 3 Sojourner Truth and Frederick Douglass two inspirational black figures in black history were very atypical from their fellow slaves. Both figures were disrespected then and even more respected today. There were plenty of trial and tribulations throughout their lives but they preserved to become the icons they are today. For many reasons we can see how they are atypical from there fellow slaves and how we should be thankful for our freedom and take advantage of opportunities just like they did. Sojourner Truth, one of the elite black females in women history is atypical of her slaves because her name alone is still being discuss in today’s society. By changing in her name to Sojourner Truth, her name alone is atypical from the rest of her fellow slaves. It has tremendous meaning because she felt as one of God’s children her words were very moving, powerful and truthful. Another example is that Sojourner Truth stood at 6’0 tall, that’s extremely tall for a woman, and with this height she created a dominant presents. Born a slave, Sojourner Truth couldn’t read and write like most slaves, but her strong mindset and her perseverance were acknowledged early. Only a select few of slaves had a heart of a champion, but Truth’s willingness to stand for what she believed in and what was right ultimately gave her the recognition she proudly deserves. She was involved in many organizations from women’s rights to being a New York Perfectionists (Anthology of African American Literature pg 112). On her quest for women rights, her best well known speech was he â€Å"Address to the Ohio Women’s Right Convention†. This powerful speech moved plenty of African American women to push for equal rights among their gender. Truth was a strong, proud black woman and with amazing antics as such, we can see why she was atypical from her fellow slaves. As much as Sojourner Truth was such of an importance to slavery and women rights, Frederick Douglass had more of an impact in his success of abolition slavery. With a contribution that big we can all see why Frederick Douglass was atypical from his fellow slaves. Just like Sojourner Truth, Frederick Douglass already stood out from the rest of his fellow slaves at a height of 6’4. Frederick Douglass ability to read and write is unbelievable feat by itself but his persuasion with his words was powerful and influential. His demeanor commanded everyone’s attention and when he spoke all eyes were on Douglass. His willingness to show other slaves how to read and write is only part of his determination that is shown. Escaping from slavery and providing for his family shows great determination and pride within himself. His knowledge about slavery, the analogy used in speeches made Frederick Douglass one of the most important figures in history. As Arabram Lincoln asks Frederick Douglass to come to the white House to help Lincoln with his candidacy, shows the impact Douglass has on political views in this era. A gesture so big shouldn’t go unnoticed in history. Also it shouldn’t go unnoticed because a white man is asking for help from a black man to keep his presidency intact. Therefore is goes to show how important Frederick Douglass was and shows that he’s very atypical from his fellow slaves. These powerful figures had outstanding contributions to everything we are allowed to do today for example women voting, equal opportunity and the right to make a difference if you truly worked hard at it. Sojourner Truth was important figure to women without a shout of doubt. Frederick Douglass covered all aspect of justices for blacks

Literary Essay †Julius Caesar Essay

As humans, none of us are entirely good or entirely evil. It is the same with the characters in the play Julius Caesar by William Shakespeare. While many are portrayed as good or evil, none really are. This can be more easily explained through the characters Brutus, Marc Antony and Julius Caesar. From the very first mention of Brutus the audience is told that he is the most honorable man in Rome. This would persuade us to believe that he is a good character. From the beginning this is true, but not too far into the play, after some coaxing by Cassius, Brutus’ more evil side is revealed. He contributes to the plot of killing Caesar and says in Act II scene 1 line 10 â€Å"It must be by his death†¦Ã¢â‚¬  This alone is totally the opposite of what an honorable man would do. Nevertheless, he tries to redeem himself by adding in Act II scene 1 line 11-12 â€Å"I know no personal cause to spurn at him, but for the general.† So we are led to believe that â€Å"sacrificing† Caesar is and honorable thing being done for the Roman people not just a well organized murder. This is one example of how no one is entirely good. Next is Caesar’s right hand man, Marc Antony. He loved Caesar very much and was deeply saddened when Caesar was murdered. After this event, he persuades Brutus to let him speak at Caesar’s funeral as a friend. Act III scene 1 line 227-230 â€Å"And am moreover suitor that I may produce his body to the market place; and in the pulpit, as becomes a friend, speak in the order of his funeral† The real reason why Antony wanted to speak at the funeral was to let the people know that Brutus murdered Caesar for no good reason. He expresses his success in Act III scene 2 line 270-271 â€Å"Belike they has some notice of the people, how I had moved them.† Marc Antony never forgives Brutus and the other conspirators for murdering Caesar and even goes to war with them because of it. Antony fighting for his friend’s death shows that he is good. But he tricks the others which show’s some bad in him. The last case is a little different than the others. This last example exactly isn’t of complete good or evil. It just shows how no one is perfect. Caesar was to be the ruler of the Roman Empire. Everyone thought that he was the best person for the job. He was thought of as a god. Gods are perfect  and Caesar was far from it. In Act I scene 2 lines 111 Cassius tells Brutus stories of how weak Caesar is. â€Å"Caesar cried ‘help me, Cassius, or I sink.'† He continues by adding in lines 127-128 â€Å"Alas it cried, ‘give me some drink, Titinius,’ as a sick girl.† This shows how Caesar was not like any god even though that is what the people believed. The whole point of this essay was to show how even in plays that it is impossible to have someone who is entirely good or evil. It’s just too unrealistic. As humans, we all possess good and bad characteristics. They may not be balanced but there isn’t anyone who is totally good or evil.