Benchmarking Model Essay Example | Topics and Well Written Essays - 2000 words - 1

Benchmarking Model - Essay Example , systematic process of evaluating companies recognized as industry leaders, to determine business and work processes that represent ‘best practices’ and establish rational performance goals† (Zairi, 1998: 13-14). The core principle of benchmarking is measurement and comparison involving the best practices, which helps significantly improve the existing practices and performance. It should be noted that the so-called â€Å"best practices† have different levels and in reality the most preferable type of the ‘reference point’ or ‘benchmark’ may not even exist either due to limited technological levels, scarce resources and/or time, etc. Consequently, the best available practices are used as reference points in this case, which helps set feasible performance goals in the environment by incorporating realistic practices into operations. Jarrar & Zairi (2001) performed a large survey of 227 organizations in 32 countries in order to understand and assess the major tendencies and future directions of benchmarking. The survey results demonstrated that the practice of benchmarking was gaining prominence worldwide and across various industries, from manufacturing education. Also, Jarrar & Zairi (2001) listed several benefits of using benchmarking, namely: improving quality; increasing speed of service; improving processes; understanding customer requirements; setting internal standards; influencing strategic decision- making process; managing resources more effectively; deploying resources; and improving personnel management and changing leadership style within the organization. However, these benefits are available only to those whom are aware about the specifics of benchmarking process, and particularly such essential aspect as various types of benchmarking. There are four major types of benchmarking identified in the literature: benchmarking against internal operations (Internal Benchmarking); benchmarking against external direct product competitors

Traffic Camera Lights Should Be Installed Essay Example for Free

Traffic Camera Lights Should Be Installed Essay Red light running is a common problem in roads and intersections. According to the focus report from Texas House Representatives, injuries and fatalities from red light crashes had increased annually from 10,000 in the year 1975 to 24,000 in the year 2001 (Focus Report, p 1). In California, from the report of the National Advisory Board, there is an approximately 200,000 crashes where 150,000 are from injuries and more than 1,100 fatalities in the year 2001. (National Campaign to Stop Red Light, p. 1). In the years 1992 to 2000, the number of road accidents that had caused death at signalized intersections had increased by 19% nationwide where the red light running being the frequent cause. Half of the deaths were innocent pedestrians and occupants in vehicles that had been hit by these red light runners (National Campaign to Stop Red Light, p. 1).. Financially, California Highway Patrol estimates that the red light running fatality had caused $2,600,000 and other accidents costs between $2,000 and $183,000 (National Campaign to Stop Red Light, p. 1). In Texas, accidents are   estimated to be cost at between $1.4 Billion. Medical, Insurance and other related expenses falls at about $3 billion annually. Federal Highway Administration from the US Department of Transportation, red light runnin more than 100,000 crashes and approximately 1,000 deaths annually (Federal Highway Administration, page 1).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In order to address the problem of red light running, authorities had decided to use cameras. Traffic light cameras had been used in the United States in the 90’s. John Quain states that New York had been one of the first areas that had installed camera devices to catch law-breaking individuals (nytimes.com, 2008). Red light Cameras main goal is to make people obey traffic rules and minimize if not eliminate red light runner violators.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are three types of cameras that had been used by the police. These are the film camera, digital camera and video camera (National Campaign to Stop Red Light, p 13). The film camera has a limited amount of images to capture but has the highest image resolution among the other two types. The digital camera captures the picture and directs it to the computer. There is no need to get or retrieved the image from the site because the captured images go straight to the database of the operator. Lastly, video cameras are used to detect the speed and capture the images to detect the violators. The cameras have different features to sense the position of the car. This includes the video motion sensors, laser tracking and the sensors embedded in the road. When the car passes the stop line and the light has turned red, the camera captures a series of pictures of the infraction. This includes the license plate of the violator. From these pictures, the owner of the vehicle is issued a ticket. The ticket and the photographic evidence from the camera is then given to the owner via mail (nytimes.com, 2008). In addition to the mail, according to Seattle Post Intelligence, the owner is tasked to pay the fine in 18 days, if the owner was not the one driving he or she must ask for a hearing or an affidavit. If the driver had signed the affidavit the ticket is nulled. The tickets issued to the owner do not appear in the driving records (seattlepi.com, 2008).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are many benefits in installing the traffic light cameras. First benefit is to the police force. In the article from the National Campaign to Stop Red light runners, it had been stressed that the police force monitors the roads and intersections in order to ensure that there are no violators. If a particular scenario happens, the police is sometimes forced to chase the violator for the traffic ticket. This particular procedure does not only waste the time of the police but it also wastes gasoline. There have also been procedures that had assigned a particular group to monitor the roads. These situations waste time and effort of not only a single policeman but a group of policemen. Since the cameras had been installed, the police had more time to worry about other things aside from monitoring the traffic (National Campaign to Stop Red Light, p 11). In the year 1998, the International Association of Chiefs of Police had supported the red light cameras. The resolution had indicated that red light cameras are there â€Å"for more effective and efficient traffic law, in conjunction with normal enforcement efforts.† (National Campaign to Stop Red Light, p 11).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Second benefit is that the red light cameras had been able to reduce the red light violations by 40% at intersections with cameras and a 50% reduction at intersections without cameras (thenewspaper.com, 2008). The reduction of violations only shows that there the goals of the red light cameras had been met. Third benefit is the financial aspect from the type of crash accidents that had happened. According to the Federal Highway Administration in America, there is an approximate aggregate economic benefit of $39,000 per site per year. The $39,000 benefit came from the minimized right angle crashes and the increase in rear accident crashes. Even though there was an increase in the rear end crashes the economic computation of the crashes had resulted to a positive benefit for society. Another angle of economic benefit is that the camera systems pay for itself because of the red light running fines that has been generated. (Federation Highway Administration, page 84).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another benefit that the red light camera brings is that it had become a deterrent to bring behaviour change to motorists. (National Campaign to Stop Red Light, p 8). The behaviour change does not only include obeying traffic rules, it also includes respect for fellow drivers which had resulted to avoiding crashes, injuries and loss of life. Recent studies show that there have been   25 to 30 percent reduction in intersection injury crashes (National Campaign to Stop Red Light, p 8). In Seattle, the frequency of light running dropped. Studies revealed that there has been a reduction of at least 50 percent. The study shows that the cameras had reduced the frequency of car collisions. Seattle had made a one-year pilot period and the city had issued that there have been 16,539 citations. These citations had resulted to $1.1 million in penalties. More than 70% of the ticketed violators had paid for their fines (seattlepi.com, 2008). In London, red light and speed cameras had shown a reduction of 54% in red light violations. The 11,000 violations that had ben recorded in the last 6 months of the year 2000 had been decreased to 5,000 in the first six months of the year 2001. (Red Light Press Clippings, Page 1). The red light camera had been installed in different areas in the United States and it has also contributed a lot in the reduction of accidents and injuries in the road. Oxnard California had shown that there have been a reduction of injury crashes at intersections with traffic signals by 29 percent since 1997. This does not only include the intersections with camera. Fairfax, Virginia had experience a decline of 44% after a year of camera enforcement. Washington D.C. had shown a reduction of fatalities from16 percent to 2 percent in the first two years of installation. Charlotte, North Carolina had experienced 70 percent in the first year of camera enforcement. New York City, Maryland, and California also had shown a reduction of violations ever since the cameras had been installed. There are many issues that surround the installation of red light cameras. There have been studies that show that the installation of the cameras had resulted to an increase in the rear-end crashes of cars. The issue had been the timing of the yellow light and the fear of the people about the ticketing from the traffic enforcement offices. Another issue is that the enforcers may have adjusted the cameras so that there would be more people who would incur traffic violations to increase the fine collection. Some of the people view the installation of these cameras as an additional tax collection that the government is collecting from the people. The â€Å"Big Brother† issue had also been discussed, several people question their right to privacy. It had been noted that the use of the red light cameras violates the privacy of the people. (US House of Representatives, 2001) There may have been issues that are against the red light cameras however, the proponent of this paper believes that it is better to install traffic cameras in all the intersections. It is more important to be able to care for the safety of the people rather than think about the privacy and costs. Life costs more than anything else and it is the duty of the police to take care of the citizens of the country. People feel safer because they know that it is safe in the streets. Knowing that there are safeguards such as traffic camera lights in the roads helps people think that they are secure. The reduction of the violations of red light running had shown very promising results. It is not only easier for the police force to know the violators but it had also brought about the increase of security in the roads. Since people would not be able to escape their violations, the people are then disciplined and as a such this brings behavioural change from the drivers. Works Cited    Robinson, B.A. , â€Å"Same Sex Marriages (SSM), Civil Unions and Domestic Partnerships†. Religous Tolerance, 30, Texas House of the Representatives. â€Å"Red-Light Cameras in Texas: A Status Reportâ€Å"   Focus Report. May 2001. House Research Organization. 10 February 2008. http://www.hro.house.state.tx.us/focus/redlight79-15.pdf Quain, J. â€Å"Lights, Camera, Traffic Ticket† Technology. 6 January 2008. New York Times. 10 February 2008. http://www.nytimes.com/2008/01/06/automobiles/06LIGHT.html?ex=1357275600en=fedd158c6b011f9bei=5088partner=rssnytemc=rss Federal Highway Administration. â€Å"Safety Evaluation of Red-Light Cameras†. U.S. Department of Transportation. April 2005. Research and Development Technology Turner-Fairbank Highway Research Center. 10 February 2008. http://www.tfhrc.gov/safety/pubs/05048/05048.pdf National Campaign to Stop Red Light Running. â€Å"Stop on Red = Safe on Green†. 2002. National Campaign to Stop Red Light Running 10 February 2008. http://www.stopredlightrunning.com/pdfs/StopOnRedSafeOnGreen.pdf Galloway, Angela. â€Å"More red light cameras comingâ€Å" 2 January 2008. Seattle Post Intelligencer. 10 February 2008. http://seattlepi.nwsource.com/local/345753_redlight03.html BJS. â€Å"Red light cameras can reduce crash-related injuries† 20 April 2005. Science Blog. 10 Februar 2008. http://www.scienceblog.com/cms/node/7612/print Mobilizing the Region. â€Å"Facing Albany Roadblock, NYC must Fake Traffic Safety Program†. 24 November 2001. Tri-State Transportation Campaign. 10 February 2008.   http://www.tstc.org/bulletin/ City of Saskatoon. â€Å"Drive safe. Drive smart. Stop at red lights!â€Å" 2007. City of Saskatoon. 10 Februry 2008. http://saskatoon.ca/org/municipal_engineering/red_light_cameras/index.asp U.S. House of Representatives. â€Å"Red Light Camera Scam†. The Red Light Running Crisis May 2001. TheNewspaper.com 10 February 2007 http://www.thenewspaper.com/rlc/reports/rlcreport6.asp

Corporate Entrepreneurship Essay -- Entreprenuer

Corporate Entrepreneurship Corporate Entrepreneurship can be seen as the process whereby an individual or a group creates a new venture within an existing organization, revitalizes and renews an organization ,or innovates. Zahra’s(1986) definition of corporate entrepreneurship suggests a formal or informal activity aimed at creating new businesses in established firms through product and process innovations and market developments,whereas sathe(1985) defines corporate entrepreneurship as a process of organizational renewal. Corporate Entrepreneurship has emerged as a much needed ingredient contributing towards the growth of any organization under a changing business environment. Corporate entrepreneurship (CE) is widely considered as a vital means to stimulate and sustain the overall competitiveness of an organization. Both practitioners and researchers have recognized the challenges of pursuing entrepreneurship within a corporation. CE is the result of the joint activities of an organization’s members, activities that pursue strategic objectives and constitute strategic roles. Thus, to face the challenges that CE poses for both theory and practice we need to advance our understanding of the activities and strategic roles involved in the CE process and their implications for performance. While strategic roles have been extensively studied, most studies analyze the strategic role of top managers and ignore the contribution of middle managers. Moreover, while there is a growing body of empirical evidence of a positive relationship between CE initiatives and performance, little research emphasizes the contribution of middle managers’ strategic rol es to superior performance. Innovation and entrepreneurship are often regarded as ... ...ll as private sectors have gone international with new ventures outside the country. These companies are generating revenue, though modest compared to their overall sales revenue, by deputing their expert personnel outside. Strategic renewal is another desired outcome of corporate entrepreneurship. The new economic order and business environment has created a pace of change which requires businesses to adapt more frequently and rapidly than ever before. The changes could involve corporate structure, mergers and acquisitions, addressing new market opportunities, changing product portfolios, repositioning, adapting infrastructure, or adopting new technology. Managers in an organization must be able to take stock of its situation under changing market conditions and agree on a coherent new strategy that will meet the challenges of the present as well as of the future.

The Need to Prevent Supervisory Workplace Bullying

Much has been said about workplace bullying and its harmful effects to the victims. With a purpose to clear the area of discussion, this paper will talk about several areas of workplace bullying particularly the one which is manifested between bully superiors and subordinate victims. The paper will also present significantly essential components of discussion such as the issue’s characteristics, hypotheses, causes, implications and precautionary measures. The paper focuses on the supervisory workplace bullying, which involves supervisors and managers who use their power and position to intimidate and eventually inflict harm on their subordinates. The paper ultimately aims to make people realize the need to prevent, if not end, supervisory workplace bullying in order to avoid the unhealthy consequences that it brings in. It cites concrete ways to go about protecting the organization from such threat. Introduction Brief Introduction to the Topic The workplace is one setting that provides people with many experiences. As such, employees’ success or failures depend much on the particular situations that the office environment offers. Given a motivating surrounding, employees are expected to perform well and to deliver the things expected of them. Similarly, workers who are subjected to any form of work-related irritations, whether inflicted by their colleagues or superiors, are likely to manifest inefficiency and dissatisfaction at work. One particular kind of job-related nuisance which has significantly gained concern is workplace bullying. The workplace is an area that is least expected to provide employees with harmful or damaging feelings and thoughts. This is because it is in such environment where employees can supposedly have the opportunity to do their tasks and show their potentials hence the need for the workplace and its employees to be free from any manifestation of bullying. Bullying is, at present, alarmingly manifested in various workplaces. To make matters worse, workplace bullying is not limited among employees themselves. Bullying has escalated to a level that has involved no less than supervisors and higher management of companies. Supervisor or manager bullies use their authorities or positions to inflict harm to their subordinates. Purpose of the Project The purpose of this paper is to discuss, in particular, workplace bullying perpetuated by the immediate superiors of employees – or supervisory workplace bullying. In doing so, this paper seeks to present and analyze the essential details surrounding supervisory workplace bullying as an issue: its nature and characteristics, what causes the superiors to engage in it, its effects on the victimized employees, its overall cost to the company, and the things needed for its prevention. Problem Statement Supervisory workplace bullying has turned out to have a damaging impact on the employees and ultimately on the entire organization. It triggers consequences that bring more harm, as compared to the bullying that employees can do amongst themselves. Needless to say, efficient mechanisms for detecting and preventing supervisory workplace bullying have to be determined and put in place. Problem Background It is unfortunate to note that the workplace is the primary setting where employees are intimidated or bullied in today’s modern world. Bullying is no longer a common happening in recreational areas with children as the involved parties. The occurrence of bullying – especially supervisory bullying – in workplaces has become a serious concern that authorities both in the public and private sectors of society ought to address. Otherwise, its casualties would continue to increase day by day and its growing total adverse effects would remain unchecked. Scope of Problem Analysis In order to have a better and clearer understanding of supervisory workplace bullying, it is necessary to present its nature and characteristics. A detailed account of the dire consequences of supervisory workplace bullying and its quantified harm would help emphasize the urgency of preventing it from ever taking place. Then to advocate measures against the prevalence of supervisory workplace bullying, specific ways to deal with it are included in this paper. Description of the Proposed Project There will have to be ways for properly dealing with supervisory workplace bullying. Solving the problems it gives rise to will require adequate information on it – its causes and origin – and on how such problems arise from it. Research Questions †¢ Which supervisors are likely to bully their subordinates? †¢ Which subordinates are likely to fall prey to the bullying of their bosses? †¢ Which organizations are likely to have bullying supervisors? †¢ What can be done to prevent supervisory workplace bullying? Hypotheses Hypotheses have been drawn for confirmation through research on printed reports and materials about workplace bullying as a whole, and through the use of survey results as reliable data to base conclusions on. A set of hypotheses are focused on why supervisory workplace bullying has to happen. One states that supervisors who are likely to bully their subordinates are those who are not equipped with sufficient professional expertise or know-how. Thus, these supervisors try to cover or make up for their incompetence by bullying selected subordinates – in particular, those who are yet in probationary status and at the same time fearful of losing their jobs. Another hypothesis states that organizations with well-oiled and transparent working systems do not provide settings where supervisory workplace bullying will thrive; these organizations, in fact, deplore supervisory workplace bullying of any form and degree. The third hypothesis affirms that active involvement of management in the bid against supervisory workplace bullying and adequate information dissemination about it as something that is not tolerated within organizations would successfully ward it off. This would then form part of compliance to the enacted laws that require employers to see to the health and safety of all their employees. These questions and hypotheses serve as basis for doing a comprehensive research on the subject. This project aims to emphasize the need to undo the damages of workplace bullying and to establish that mechanisms that will address the prevalence of bullying in the workplace are not complicated or difficult to accomplish. This will encourage an anti-bully culture to prevail in the workplaces, which should eventually wipe out bullying as a common threat to the emotional wellbeing, the productivity level and the general welfare of organizations. Results Origin of the Concept Workplace bullying phenomenon traces its root from the trauma resulting from continued psychological fear of employees in the work environment. Heinz Leyman, the founder of a three-decade-old international anti-bullying association, has cited in her documentations that Namie (2003) used the term â€Å"mobbing† to describe such harmful act. The term â€Å"workplace bullying† was later used by Andrea Adams in the early part of 1990s to refer to the same form of intimidation when the victims happened to be employees doing their work in their respective workplaces. Thereafter, the concept of workplace bullying was introduced to the United States organizational setting by Namie in 1998 while an associate formally presented to the criminal justice system the legal issues emanating from it. Namie, 2003) Nature and Characteristics of Workplace Bullying Different sorts of threats and intimidation coming from supervisors and managers cannot be ignored. They are bound to cause stress, anxiety, discomfort and disappointment or even to inflict pain on the victimized employees. The workplace, then, becomes a hostile place. T here is no doubt that the presence of the bullying bosses doing their bullying tactics does not create a healthy culture. In general, supervisory workplace bullying damages the organization. Workplace bullying is generally characterized by the fact that it is unwanted, intentional, frequent and intense inappropriate behaviors which are enough to inflict harm and trauma-related manifestation to employees’ physical, psychological and emotional conditions (Namie, 2003). Hence, bullying in a work setting is a manifestation of either the supervisor or co-workers’ terrorizing, insulting, demeaning and embarrassing attitudes committed against employee-victim. The workplace bully wants power over his co-workers; the supervisory workplace bully wants control over his subordinates. Namie further said that workplace bullying is often caused by issues pertaining to gender, race, economic or financial status and positions of employees in an organization (Namie, 2003). Workplace bullying can be accomplished in various ways. The Trades Union Congress, by defining the term, names the factors that can lead to it: Workplace bullying can be defined as offensive, intimidating, malicious, insulting or humiliating behavior, abuse of power or authority which attempts to undermine an individual or group of employees and which may cause them to suffer stress (TUC website). Samples of Bullying Acts of Supervisors The Workplace Bullying Institute has described that supervisory workplace bullies generally inflict verbal or spoken abuse against subordinate employees, create work distractions such as sabotage that hampers workers’ tasks from being completed and manifest insulting behaviors with a purpose to threaten, humiliate and intimidate the victims (Workplace Bullying Institute, 2008). Specifically, supervisor and manager bullies can manifest several intimidating conducts which vary from physical or spoken offenses and from subtle and blatant manners. Some of the evident workplace intimidations done by superiors towards their subordinates include demeaning opinion or regular criticisms; shouting or use of offensive language; belittling or unreasonable statements or jokes about an employee’s physical looks, way of living and background. Additionally, the conducts include insulting acts; segregating employees from regular job interaction and development-related opportunities; excessive workload; unimportant pressure; illogical deadlines; meddling with personal and work belongings; aggressive conducts; intentional withholding of needed details, access, assistance and resources; fabricating the idea of uselessness; uncalled work alterations; unmerited jobs; not providing due recognition; exaggerated performance checking, and illogical disciplinary actions (â€Å"Workplace Bullying and Intimidation,† 2008). Prevalence of Bullying in the Workplace and Its Cost Bullying has become so common an occurrence in the working place. This statement is confirmed by documented surveys. Among them are the following: Date of bullying survey Survey origin Ratio of employees bullied % of workforce Number of employees bullied Bullied over the period†¦ Nov 1996 IPD 1 in 8 12 3. 5m 5 years Oct 1998 TUC 1 in 6 18 4. 5m 1 year Feb 2000 UMIST 1 in 4 25 7m 5 years Oct 2003 CHI 1 in 3 37 10. 4m 1 year Apr 2002 Lyn Quine 1 in 3 37 10. 5m 1 year Jan 1999 Lyn Quine 1 in 3 38 10. 5m 1 year Jun 1994 SUBS in 2 53 14m working life Source: UK National Workplace Bullying Advice Line webpage With the frequency of bullying incidents in workplaces, the total productivity of workforces of various organizations has been greatly affected. Needless to say, lowered productivity is tantamount to wastage of time and a general failure to maximize the resources – especially the human resources – that would have been available for the organizations and their respective pursuits. A noted psychologist, Michael Harrison, Ph. D. , has cited the results of a survey involving 9,000 federal employees. The entire exercise has led to the significant findings: that 42 percent of the female and 15 percent of the male employees all experienced harassment of any form within two years from the conduct of survey in 2002. In monetary terms, such incidents of harassment have accumulated costs pertaining to lost time and productivity amounting to over US$180 million. (Farrell, 2002). Source: Working to Halt Online Abuse, 2000 Also according to surveys, the male gender composes the majority of the harassers while the female gender composes the majority of the harassed parties. Source: Working to Halt Online Abuse, 2000 Causes of Supervisory Workplace Bullying Given the fact that workplace bullying is not only contained among employees themselves but is more apparent between superiors and subordinates in current work settings, it is empirical to determine and analyze the causes of the problem. This leads to the identification of the reasons behind the inappropriate and unreasonable bullying acts committed by supervisors or managers with their subordinates as victims and the motivating factors that make them engage in such untoward acts. Throughout these procedures, theories related to supervisory workplace bullying will be analyzed as to relevance and applicability. In an analysis of 148 organizational ethnographies, Hodson, Roscigno and Lopez (2006) learned that the relative and organizational bases of workplace bullying are established by three main theories. The first supporting hypothesis stated that powerlessness is related with the vulnerability of subordinates against the bullying of their superiors. Subordinates who are not yet secured with their employment such as casual and probationary employees, members of minority groups and workers engaged in low-end services fall prey to workplace bullying by their supervisors and managers. Secondly, the hypothesis about the context or culture of an organization – the bureaucracy therein and involvement of the company management people in general – also fail to stop workplace bullying and to support initiatives that would help the organization to rationally in dealing the issue. This led to the third hypothesis which explained that common path to workplace bullying is organization chaos. This means that workplace bullying is likely to be committed by supervisors and manager against their subordinates when there is chaos in the organizational set-up or where relational powerlessness adds to the lack of transparency, liability and competence of the superiors or within the organization in general (Hodson, Roscigno & Lopez, 2006). Effects of Supervisory Workplace Bullying Namie further reported that the prevalence of workplace bullying in the country was based on a ballpark figure derived from a random survey of Michigan workers that was conducted in 2000. The study indicated that the lives of a significant number of employees were severely affected because of existence of workplace bullying in their respective companies (Namie, 2003). The issue of workplace bullying has gained significance because of the apparent implications that it has inflicted on the lives of the victims. In particular, Parker-Pope (2008) has noted that supervisory workplace bullying has taken its toll on the emotions of subordinate employees. In fact, its seriousness and the gravity of its negative effects have surpassed another sensitive work-related offense which is sexual harassment. Parker-Pope added that in the current corporate setting, supervisors and managers tend to be insensitive to its damaging implications and even regard bullying as one of the harsh management styles (Parker-Pope, 2008). Workplace bullying is generally bad for any industry. This is due to the fact that bullied subordinates are inclined not to report for work and this scenario, coupled with increased turnover of employees, eventually affects the organization. Aside from emotional impact, workplace bullying results to serious health concerns where bullied subordinates suffer tension, misery, nervousness and even signs of post-traumatic strain illness (Parker-Pope, 2008). This finding is relevant in order to have an increased awareness on the harmful effects of workplace bullying. Aside from these apparent effects, the harm inflicted to bullied employees such as financial problem, reduced self-respect and phobias as well as other physical problems are alarming signs of the issue that need to be addressed. Prevention of Supervisory Workplace Bullying Citing previous studies which proved the negative implications of workplace bullying to the victims, Namie noted that it has definitely spurred an escalated lack of civility in workplaces. Hence, there is indeed a need to regard it in the same way as the other serious work-related offenses such racial discrimination and sexual harassment. In doing so, there will be a clear identification of the bullies and establishment of guidelines. Additionally, an increased awareness will pave the way for companies to create punishments as well as for the lawmakers to enact laws addressing workplace bullying and for the criminal justice system or law enforcement to implement the penalties (Namie, 2003). Supervisory workplace bullying can be prevented if the victims will have the conviction to work on putting such harmful treatment to a stop and if the company management is committed to address the concern. It is only through the collected efforts, therefore, of both the victims and management that workplace bullying can be totally eliminated from the organization. With this kind of cooperation in place, the problem of workplace bullying would be efficiently dealt with. More importantly, the bullies would hence be restricted from taking in more victims. The initial move to prevent, if not stop, workplace bullying is to accept its existence (Union Safe, 2005). When the problem is recognized as an issue that needs to be addressed, it is essential for the company, through its management, to formulate guidelines that will punish bully supervisors and managers as well as precautionary measures or steps that will protect the subordinate victims and punish. For the part of the company, the employers need to present a clear statement among all employees that such act is inadmissible and not tolerated. Another move to prevent economic losses that can stem from bullying acts within organizations is to arrange for training programs to be cascaded from managerial to staff levels and to impose anti-harassment policies that will brook no exceptions. Such policies should cover any act of bullying as something that will not be tolerated by management. (Farrell, 2002) A four-step process for recognizing and removing the risks of workplace bullying has been outlined to specifically guide management in handing the bullies right. Step 1 involves identifying the bullies as hazards; step 2 begins the assessment of the risks of having such bullies around; step 3 brings in effective measures to control such risks identified and assessed; and, step 4 requires the evaluation and review of how the bullies were accordingly dealt with. (Preventing Workplace Bullying: A Practical Guide for Employers) The following is an illustration of these four steps: Source: Preventing Workplace Bullying: A Practical Guide for Employers Preventing any form of bullying from occurring within an organization is not simply a move that top management would want to make for the sake of avoiding the huge costs and non-quantifiable but equally dire consequences that arise from its prevalence. Instead, such prevention is a specifically required by law – specifically, by the S ection 5a of the federal Occupational Safety and Health Administration. This law defines the safe and healthy workplace that all employers ought to provide employees; such workplace should, then, be free of threats and other hazards caused by the presence of an individual bully therein. (Farrell, 2002) Putting in concrete writing the campaign of the organization against workplace bullying and its serious policies against all forms of it should come a long way in discouraging everyone from ever bullying fellow members of the organization. A sample written company rule against workplace bullying is as follows: Source: Safety & Health Assessment Research by Prevention Conclusion The support and participation of everyone – the management and the victims themselves – are significant in achieving a good fight against workplace bullying. Subordinates should be able to stop it even at its initial stage by being confident and firm in telling the bully supervisor or manager that the action is a serious offense. The union, in turn, needs to ensure in the first place that the workplace is free from any form of intimidation as well as assist and give essential service to the victim. In doing so, a victim is assured that he or she is not alone in the fight against bullying while the bully superiors are warned as well that resorting to bullying will expose them to moral and legal liabilities. Workplace bullying is a serious and dangerous issue that should not be taken for granted. With heightened consciousness about workplace bullying in general, the bulling supervisors and the bullied subordinates will know their places in the organization and the rights of everyone therein. The management and staff of companies all ought to be properly apprised as to the specifics of workplace bullying – in particular, its characteristics, signs and manifestations, causes, theoretical basis, effects, and precautionary measures against it. Through the collected efforts of the employers, management, employees and the union, the subordinate victims are saved from the ill effects of being bullied while the needed help is provided to the bully supervisors or managers. Indeed, bullying bosses would have to come to terms with issues that they have to face within themselves. They should realize that their bullying actions are manifestations of psychological disorders that would have to be treated for their own good. The significance of supervisory workplace bullying is emphasized by the above discussion on the specific bullies’ actions which threaten the victims. It is important to recognize what causes the bully superiors to intimidate their subordinates in order to identify the appropriate actions to be taken. The extent of the adverse effect of supervisory workplace bullying is more than enough to spur action aimed towards preventing it at all cost. The materials gathered from related literature confirm the hypotheses on which this research has been based. Such materials on workplace bullying indeed confirm that bullying and intimidation are done by the very people who, as supervisors and managers, should have been first to see to the generally healthy working environment that their subordinates are entitled to. The workplace bullies have turned out to be mostly superiors who delight in abusing the authority and power that go with their positions in the company by causing the people at the bottom of the organization chart all sorts of despair and anxiety. They are sick people needing psychological therapy and, unless treated, they ought to never have been designated to occupy supervisory or managerial positions. The alarming increase in the frequency of reported workplace bullying has thankfully triggered higher levels of awareness and resolve on the part of management people to be vigilant in detecting slightest signs of bullying in their respective turfs and to decisively put an end to it all. This should mean that the bullying bosses will cease to make victims of their subordinates and that the non-bullying ones will not anymore hesitate to stop colleagues from engaging in their bullying ways. Increased consciousness should generally limit the opportunities of bullies to do any bullying. It has also been an acknowledged truth, as seen by the rising prevalence of workplace bullying, that management has not been proactively battling it as something that can harm the organization, in terms of both the individual circumstances of its members and the overall effectiveness of the group. Websites of various government welfare agencies and all kinds of published materials have been decrying workplace bullying as a menace to the entire organization, citing specific reasons to substantiate the harm that it is purported to cause. This rising consciousness will equip employees with sufficient ammunition against being victimized by a bullying boss, who is most likely to get away with his bullying when dealing with an intimidated and uninformed subordinate. Thus, bullying now becomes associated with bad bosses who are harboring some insecurities, tendencies toward racial discrimination, imbalanced value systems, or psychological disorders. Gone are the days when victims silently suffer from the ill treatment that they get from bullying bosses. These days, workers now know their rights as provided by enacted laws. Articles have been written to repeatedly emphasize that bullying is a threat against the overall safety and welfare of employees, which are protected by laws as vital to all organizations. In organizations that are inadequately set up, there is bound to be chaos and lack of transparency in different matters that ought to be well-established and systematized. Indeed, bullies would not thrive in an organization where everything is in order. Among the things to be clearly made known to everybody in an organization is how each of them is supposed to epitomize the vision, mission and objectives of their organization. These ideals would encourage virtues and good traits such as honesty, willingness to work hard, treating people right, and concern for other people’s well-being. Needless to say, these ideals go against the motives that lead people to bully other people. Improvement of corporate governance, therefore, is a step toward prevention of bullying in the workplace. Healthy organizations have efficient, skilled, well-trained and confident people, both officers and staff. In such organizations, bullying will not at all be tolerated. In general, competent superiors would never feel the slightest inclination toward bullying as a management tactic or as a way to get their needed confidence-boosting. Good managers deliver what is expected of them and get people to do their own share of work without at all having recourse to bullying. In fact, it is the absence of malpractices like bullying that bolster the integrity and authority of management people. Bullying managers do not at all win the respect and admiration of their subordinates – they get only fear, and even this fear is not known to last simply because bullying either will cease once detected or once the victim has decided to leave the company for good. Workplace bullying brings in unnecessary costs and losses. In totality, it triggers all sorts of dire consequences and not a bit of beneficial result. The development in the area of proactive fight against workplace bullying has undoubtedly improved the lot of the victims thereof. But a lot remains to yet be accomplished in this line of endeavor.

Rubik’s Cube Instructional Speech

In 1974, a twenty-nine year old Hungarian named Erno Rubik was trying to solve a structural design problem. He was working on a model that would help him explain a three-dimensional geometric when he finally ended up creating the famous, colorful cubical form we know as a Rubik’s cube!However, Rubik did not give the cube his name—he called it the â€Å"Magic Cube.† It was renamed the Rubik's Cube by the Ideal Toy Corporation in 1980. Little did Rubik know that his cube would become a sensation around the world with the first world championship held in his native, Budapest, in 1982, with a sixteen year old Vietnamese girl winning the competition, unscrambling the Cube in 22.95 seconds. Solving a Rubik’s Cube requires some study and decision-making.There are a variety of methods used to solve a Rubik’s Cube, but the most popular and the most effective is called the Fridrich method. In the next few minutes, I would like to share with you how to solve t he Rubik’s Cube. As I said before, there are many different algorithms and ways to solve a Rubik’s cube. But the one that I have found to be easiest to understand was the Fridrich Method. Now today, I’m only going to explain how to solve one face of the cube due to the limited amount of time. Start with solving the cross. I like to start with the color white, so I will describe the steps according to starting with the white cross.Each side of the cube has a different color center. The center color determines the color of the side. I chose to start with the white center piece on the bottom and the opposite side yellow piece on the top, simply because that’s the way I learned.1.Look around the cube for white edge pieces, not corner pieces but pieces that outline the cross shape. Move the pieces to the top of the cube around the yellow piece.†¢ Each white piece of the cross will have a color adjacent to it.2.You want to match up the, say white blue piec e to the blue center piece and the white red piece to the red center piece and so on.3.Then you want to make sure the white piece is matched up with the bottom white center piece and flip the from face 180 degrees clockwise.†¢ Do so for every color until you get the all-white cross.4. Now each white piece should still be matched to the same color center piece.5.Next you will solve the corners.†¢The next 2 steps are the hardest to follow but I will try my best to explain clearly.6.Look around the cube for white corner pieces. If you have a white corner piece on the top you have to memorize a move. Up clockwise, to 180 degrees, then right goes right back down. This move can be used on any side.7.Now look at the other color that is adjacent to the white on its side, not top. Match the adjacent color diagonally to its same color by moving only the top layer. Then do the following move: move the right side clockwise, top clockwise, right counter clockwise.8.Do the same steps wi th the other white pieces. It could take a few tries to get it right but keep repeating it until you get it.Now you should have the bottom of the cube solid white and the bottom layer of each side filled with one color.If you’ve ever tried to solve the Rubik’s cube and given up, I encourage you to try it again now using the Fridrich method I began to explain. For further instructions you can visit http://www.wikihow.com/Solve-a-Rubik's-Cube-(Easy-Move-Notation). But first let me warn you; as â€Å"Cubing† infects people of all ages around the globe, there has actually been a name given for those that are obsessed with a Rubik Cube. They are called â€Å"Cubaholics†. Many of real Cubaholics are said to suffer from ‘Rubik's wrist' and ‘Cubist's thumb'! Beware!

Using the Six German Modal Verbs

Using the Six German Modal Verbs Modal verbs are used to indicate a possibility or necessity. English has modal verbs like can, may, must, and will. Similarly, German has a total of six modal (or modal auxiliary) verbs that you will need to know because theyre used all the time. What Are the German Modal Verbs? Man kann einfach nicht ohne die Modalverben auskommen!  (You simply cant get along without the modal verbs!) Can (kà ¶nnen) is a modal verb. The other modal verbs are just as impossible to avoid. You have to (mà ¼ssen) use them to complete many sentences. You shouldnt (sollen) even consider trying not to. But why would you want to (wollen)? Did you notice how many times we used modal verbs while explaining their importance? Here are the six modal verbs to look out for: dà ¼rfen -  may, be permitted  Ã‚  Ã‚  kà ¶nnen -  can, be ablemà ¶gen -  like  Ã‚  Ã‚  mà ¼ssen -  must, have tosollen -  should, ought to  Ã‚  Ã‚  wollen -  want to Modals derive their name from the fact that they always  modify  another verb. Additionally, they are always used in tandem with the infinitive form of another verb, as in,  Ich muss morgen nach Frankfurt fahren. (ich muss  Ã‚  fahren) The infinitive at the end may be left off when its meaning is clear:  Ich muss morgen nach Frankfurt. (I must [go/travel] to Frankfurt tomorrow.). Whether implied or stated, the infinitive is always placed at the end of the sentence. The exception is when they appear in subordinate clauses: Er sagt, dass er nicht kommen kann. (He says he cannot come.) Modals in the Present Tense Each modal only has two basic forms:  singular  and  plural. This is the most important rule you need to remember about modal verbs in the present tense. As an example, the verb kà ¶nnen  has the basic forms  kann  (singular) and  kà ¶nnen  (plural). For the singular pronouns  ich,  du,  er/sie/es, you will use  kann  (du  adds its usual -st  ending:  du kannst).For the plural pronouns  wir,  ihr,  sie/Sie, you will use  kà ¶nnen  (ihr  takes its usual -t  ending:  ihr kà ¶nnt). Also, note the resemblance to English  in the pairs  kann  / can and  muss  / must. This means that the modals are actually simpler to conjugate and use than other German verbs. If you remember that they have only two basic present tense forms, your life will be much easier. All of the modals work the same way:  dà ¼rfen/darf,  kà ¶nnen/kann,  mà ¶gen/mag,  mà ¼ssen/muss,  sollen/soll,  wollen/will. Modal Tricks and Peculiarities Some German modals take on a special meaning in certain contexts.  Sie kann Deutsch, for example, means She knows German. This is short for Sie kann Deutsch... sprechen/schreiben/verstehen/lesen. which means She can speak/write/understand/read German. The modal verb  mà ¶gen  is most often used in its subjunctive form:  mà ¶chte  (would like). This implies the probability, wishful thinking, or politeness common in the subjunctive. Both  sollen  and  wollen  can take on the special idiomatic meaning of it is said, its claimed, or they say.  For example,  Er will reich sein,  means He claims to be wealthy. Similarly, Sie soll Franzà ¶sin sein, means They say shes French. In the negative,  mà ¼ssen  is replaced by  dà ¼rfen  when the meaning is the prohibitive must not. Er muss das nicht tun, means He doesnt have to do that. To express, He must not do that, (not allowed to do that), the German would be,  Er darf das nicht tun. Technically, German makes the same distinction between  dà ¼rfen  (to be permitted) and  kà ¶nnen  (to be able) that English does for may and can. However, in the same way  that most English speakers in the real world use He cant go, for He may not go, (doesnt have permission), German speakers also tend to ignore this distinction. You will often find, Er kann nicht gehen, used  instead of the grammatically correct version, Er darf nicht gehen. Modals in the Past Tense In the simple past tense (Imperfekt), the modals are actually easier than in the present. All six modals add the regular past tense marker -te  to the stem of the infinitive. The four modals that have umlauts in their infinitive form, drop the umlaut in the simple past: dà ¼rfen/durfte, kà ¶nnen/konnte, mà ¶gen/mochte, and mà ¼ssen/musste. Sollen becomes sollte;  wollen  changes to wollte. Since the English could has two different meanings, it is important to be aware of which one you intend to express in German. If you want to say, we could do that, in the sense of we were able to, then you will use   wir konnten  (no umlaut). But if you mean it in the sense of we might be able to or its a possibility, then you must say,  wir kà ¶nnten  (the subjunctive form, with an umlaut, based on the past tense form). The modals are used much less frequently in their present perfect forms (Er hat das gekonnt, meaning He was able to do that.). Instead, they typically take  on a double infinitive construction (Er hat das nicht sagen wollen, meaning He didnt want to say that.).

Adolesent Internet Shopping Essay

Adolesent Internet Shopping Essay Adolesent Internet Shopping Essay Adolecent Internet Shopping How to Spend an Allowance Without Leaving Home This article by Michelle is an article about young kids and how they are using the Internet. This article shows the advantages that kids have by using the Internet. I think that the most important advantage that all of the kids in this article learned was how to save money. Each kid had to save their money in order to buy some of their favorite things which made them understand the importance of saving money. In this article, we are introduced to three parents who introduced their children to the Internet as a resourceful way to save to the mall, and teach their children financial dicipline. In each case, the parents feel that by introducing their children to the Internet, will teach their kids the value of money and the importance of saving to get what you want. Jordan Ray and his parents one example. Jordan’s dilemma was that he was too young to go the mall to check out his favorite things. His parents were busy and his dad felt as though he was Jordan’s pay objects. The Ray’s alleviated this problem by introducing Jordan to the Internet. Fifty dollars of credit and an account online is what helped Jordan to understand the importance of saving. With credit and an account, Jordan was now able to visit some of his favorite without taking time away from his busy parents. Next we met Anna Morton whose situation was a little different. She lived in a small town

Using the Spanish Word Todo

Using the Spanish Word Todo Todo is a common Spanish adjective and pronoun that typically means all or every. Like most other adjectives, todo must match the noun it refers to in number and gender; when used as a pronoun, it also changes with number and gender according to the noun it replaces. Using Todo As an Adjective As an adjective, todo can come either directly before the noun or frequently before the definite article that comes before a noun. In this usage, todo is typically the equivalent of the English all before a plural noun and every before a singular noun. Vamos a tomar todas las medidas apropiadas para eliminar la discriminacià ³n. (We are going to take all appropriate means to eliminate discrimination.)Tenemos zapatos de todos tipos y colores. (We have shoes of all types and colors.)Todo el tiempo estoy pensando en ti. (I am thinking about you all the time.)Todas las personas son iguales, pero unas son ms iguales que otras. (All persons are equal, but some are more equal than others.)Hawi es el estado con mayor porcentaje de gente asitica de todo Estados Unidos. (Hawaii is the state with the highest percentage of Asian people in all of the United States.)El papa ha afirmado que toda persona tiene derecho a emigrar. (The pope has stated that each person has the right to emigrate.) Using Todo As a Pronoun As a pronoun, todo and its variations typically have the meaning of all, although the context can require other translations: Todo es posible. (Everything is possible.)Todos fueron a la playa. (They all went to the beach. Or, everyone went to the beach.)Todas estamos bajo mucha presià ³n. (All of us are under a lot of pressure.)Todo puede cambiar de un segundo. (Everything can change in a second.)Todo est bien. (All is well.)No todos quieren hacer negocio en Internet. (Not everyone wants to do business on the Internet.)A pesar de todo tenemos algo que festejar. (Despite everything, we have something to celebrate.) MiscellaneousUses for Todo Sometimes, todo can be used to add emphasis: El corazà ³n latà ­a a toda velocidad cuando te vi. (My heart was beating at a high speed when I saw you.)Te lo mostramos con todo detalle. (Were showing it to you in great detail.)Visitar Manzanillo es toda una aventura. (Visiting Manzanillo is quite an adventure.) Todo and its variations are used in various phrases and idioms: ante todo - primarily, principally, above everythinga pesar de todo - in spite of everythingasà ­ y todo - nevertheless, in spite of everythinga todo color - in full colora todo meter - at full speed, at full forcea todo pulmà ³n - with all ones might (a pulmà ³n is a lung)casi todo - almost everythingcon todo - nevertheless, in spite of everythingdel todo - entirely, without exceptionde todas todas - with absolute certaintyde todo en todo - absolutelyen todo y por todo - under all circumstancespor todo, por todas - in totalsobre todo - primarily, principally, above everythingtodo el mundo - everyone Using Todo With a Plural Form of Ser It is common in Spanish for a sentence of the form todo conjugated ser plural predicate to use a plural form of ser. The phenomenon, which contrasts with English usage, can be seen in these examples: No todo son millonarios en el bà ©isbol profesional. (Not everyone is a millionaire in professional baseball.)Todo son problemas. (Everything is a problem.)Todo son buenas noticias. (Its all good news.)Todo eran mentiras. (It was all lies.)

Mollie's job Essay Example | Topics and Well Written Essays - 750 words

Mollie's job - Essay Example The company may have been relying on the outsourcing of labor from countries with low wage. The aim of this outsourcing might have been to ensure high quality production as a cost effective means. The relocation might be due to the searching of relatively cheaper labor cost in the market. This means that the relocation may have been to countries low labor costs or availability of markets. Low labor cost is a relative factor that over time may change, thus explaining the several relocations (Moley). The movement may be due to search of better infrastructure and qualified workers access. The skilled labor abundance will lead to lower prices for quality services (demand and supply rule). The availability of technological skills also might have been the reason to why the company kept moving. Technological inventions and innovation have advanced to be common thus making it hard to cope up with if the labor force is not exposed enough. Companies or businesses might be forced to move from one area to another in search of highly skilled management personnel. Another reason would be to move where the employees can easily access capacity building services easily (Moley). Companies and organizations can relocate in search of benefits that relate to financial incentives (Moley). The generosity within the financial incentive offers may make a company to decide to relocate from country A to B. Or even chose country or state A over the country or State B. Financial incentives like tax incentives normally increase the profit margin of companies, thus suitable for conducting business. The Mollie’s case may be due to the same issue; thus making her employer to move from one area to another. The multiple movements are normal since the incentives offered may differ from one country to another. In summary, the incentives offered are normally relative and depends with the governing body of the area thus differ. The Mollie’s employees may have been looking for new

The impact of firm resources and host country specific factors on Dissertation - 1

The impact of firm resources and host country specific factors on international entry mode strategy - Dissertation Example Data Gathering Instrument 62 List of Tables List of Figures Chapter 1: Introduction This study aims to determine the factors that influence the choice of entry modes that U.K firms may explore in their effort to establish a presence in a foreign market. Such factors shall pertain to either firm specific or country specific resources and attributes which exert an influence over the eventual choice of a mode of entry of a multinational firm into the host country. During the third quarter of the twentieth century, globalisation was considered a largely political issue, with implications concerning foreign dominance and power wielded by rich, developed nations over the developing and underdeveloped Third World countries. As a consequence, the globalisation commitment entered into by countries in multilateral agreements was met with slow progress and considerable suspicion by political and civic groups. Businessmen were quick to see the advantages, however, of gaining access to new market s opening up across borders. In deciding upon entering a foreign market, a firm takes on considerable risks, but foresees that there is an opportunity to earn considerable returns as well. It will therefore base its decision on whether or not there is a favourable trade-off between risks and returns – that is, whether the chances of earning returns significantly higher than it would in the local market would exceed the risks that it may be facing. This is the crux of the normative decision theory. On the other hand, behavioural theory suggests that a firm may also consider entry into foreign markets depending on the trade-off between the relative availability of resources in the targeted site compared with the home site, as against the degree of control that may be exercised, which is... The paper tells that in an era of expanding globalization, tastes and preferences of people in different countries and cultures have converged, due to many factors most prominent of which is the increased flow of electronic communications by which people across borders are able to exchange information and socially interact with one another. As a result, the fashion clothing industry has been rapidly expanding across the globe, with the development of brand loyalty and affinity playing a large part in the economic success of certain brands. Fashion clothing companies, in an effort to penetrate new markets and, in some cases, explore new, less costly sources of factors of production, contemplate cross-border expansion. The problem with such a strategy is that there is no one fixed approach to entering another market. Each situation is approached in its own context, because of the unique set of issues relating to each location’s political, economic, social, technical, legal, and environmental circumstances. The particular competencies and resources of the business also work to influence the feasibility of the company’s entry into a foreign market. It is thus possible for a company to select and control the conditions of its entry into other countries, such that it may develop channels of distribution with varying degrees of commitment and exposure. Three companies in particular – Marks & Spencer, Burberry, and Next – have pursued aggressive expansion strategies in foreign markets.

Book Review of American Grace Essay Example | Topics and Well Written Essays - 750 words

Book Review of American Grace - Essay Example American grace is an optimistic book that explains how Americans manage their religious diversity. This is the main cause of inequality and social conflicts experienced within America. The authors say that American religion has adopted most of the social justice-oriented change rather than promoting the positive expected changes. Therefore, the book affirms that social contacts and familiarity in America increases religious tolerance instead of theological doctrine. The authors emphasize religious history of Americans even though they draw attention on the last half of the century throughout the entire book (Putnam & Campbell 3) Who are the authors? Robert D. Putnam and David E. Campbell wrote the book American Grace. Putnam is a political scientist and professor of public policy at Harvard University, where he lectures both the â€Å"Graduate and Undergraduate Courses†. He is a member of the National Academy of Science, a previous president of Political Science Association and a fellow of British Academy. David Campbell is a political science professor at the university of Notre Dame. He is also the founding director of Rooney Center for the study of American Democracy. What are the author’s findings about American religion? The authors discovered interesting things about the American religion. They discovered that that religious experience and religiosity are alive in the United States. This is regardless of the fact that millennial generation present barriers to the management and the spread of religious aspects in the state. According to empirical studies, American religion is unique compared to other western nations. The authors believe that the American’s rates of religious belonging, behaving and believing are high (Putnam & Campbell 36). In addition, the authors assert that Americans have a very complicated religious experience, which is seen in their historical tradition, races, gender, personal relations, and generational. Therefore, the authors conclude that the high level of pluralism that exists in America pervades them. The authors also insist that the potential of American pluralism developing into strife is unlikely to happen because of friendship among the believers where the impor tance of religious diversity is seen. After their research, the authors determined that most of the Americans are intimately acquainted with people from other faith. This is true because their research indicated that every American has an average of at least two friends from a differing faith. Putnam and Campbell also discovered that most American Protestants highly value the Buddhists compared to the Muslims. However, the black Protestants value Muslims compared to the Buddhists. This is because most of the black Protestants are acquainted with black Muslims (Putnam & Campbell 76) The authors discovered that the American religious diversity is not as tolerant e as many people tend to think. This is because; most of the American believers are willing to bend their basic doctrines in the name of interfaith amity. For example, most Christians and evangelical Christians believe that it is possible for the non-Christians to go to heaven. This means that they do not believe in the New Te stament chapters, which insists that without Christ, no one will see the kingdom of God. In the book, the authors also discovered that almost half of the white American population diverted from their parent’s religion by turning to other religious tradition or lapsing into religious indifference (Putnam & Campbell 176). A significant proportion of the married people in America married a person who came from different religious tradition. The authors realized the American’s perception of heaven depends on personal experience with their friends or families who come from differing religious background. The authors real

Examples of e-Procurement applications and tools Case Study

Examples of e-Procurement applications and tools - Case Study Example E-business refers to the application of technologies, especially Information and Communication Technologies (ICTs), to undertake or sustain business activities and processes, inclusive of research and development, procurement, design and development, manufacturing, operation, logistics, finance, value chain integration, HRM, design and development (Boone and Kurtz 2011, p.4). Procurement refers to the process by which companies purchase goods and services from a diverse range of suppliers. E-procurement infers the business to business (B2B) or business-to-consumer, business-to-government purchasing of work, goods or services via the internet, besides other information-based and networking applications such as Enterprise Resource Planning and Electronic Data Interchange (Turban, David, Lee, Liang, and Turban 2011, p.5). Procurement can be a critical part of a company’s overall strategy for cutting down costs. E-procurement methods incorporate methods such as electronic data interchange (EDI), online marketplaces/ e-marketplaces, and a combination of the two. E-procurement can be facilitated through the application of either a manual process or employing of automated software such as Enterprise Resource Planning Tools (ERP tools). E-procurement value chain comprises of aspects such as Contract Management, Vendor Management, e-Auctioning, Indent Management, e-Tendering, and Catalogue Management (Harrison and Hoek 2008, p.12). E-procurement ICT incorporate components such as e-procurement software, B2B auctions, B2B market exchanges and purchasing consortia that are directed at automating workflows, consolidating and leveraging organizational spending power and citing fresh sourcing opportunities online. The most cited procurement use of the Internet revolves around consummating the transaction and attainment of technical advice. Top performing organizations mainly conduct more than 20% of their e-procurement transactions online,  besides utilizing the internet for e-procurement applications such as communicating with vendors, verifying vendor price quotes, as well as purchasing from the vendor’s catalogues (Boone and Kurtz 2011, p.212). Technological advancement has led to the onset of commercial trans actions such as Electronic Funds Transfer, supply chain management, internet marketing, Electronic Data Interchange, online transaction processing, and inventory management systems (Neef 2001, p.36). Types of e-procurement There are several examples of e-procurement tools, each of which avails benefits to manufacturing enterprises in ensuring that raw materials and other essential manufacturing components are delivered  on time to meet production schedules in the most effective manner to maximize profit margins. Web-based ERP Web-based ERP is engaged in creating and endorsing purchasing requests, placing procured orders and receiving goods and services via application of a software system based on internet technology. ERP software packages from vendors such as Oracle, SAP AG, and the SAGE Group are designed to maximize the resource planning of an enterprise. In the manufacturing industry, web-based ERP is designed to generate purchasing schedules so as to achieve a perfect just-in -time (JIT) assembly cycle (Li 2007, p.300). One of the outstanding characteristics of ERP software is its capability to generate purchase orders via and production application of the bill of materials for the finished products as a basis. ERP systems also issue reschedule notices to suppliers (Neef 2001, p.38). Other types of e-procurement software include Vendor Management Systems, e-MRO (maintenance, repair and overhaul), SAAS transformation, e-Tendering, e-marketsites, e-Sourcing, and

Iser-The Reading Process Essay Example | Topics and Well Written Essays - 500 words

Iser-The Reading Process - Essay Example However, expectations are seldom fulfilled, instead building upon each other, modifying each other. â€Å"Thus, the reader, in establishing these interrelations between past, present and future, actually causes the text to reveal its potential multiplicity of connections. These connections are the product of the reader’s mind working on the raw material of the text, though they are not the text itself† (Isler). Timing plays a critical element in the interpretation of a work such that a second reading can not repeat the same experiences of the first. Finally, in interpreting the text, the work becomes something of a mirror, revealing the way in which the reader thinks while forcing them to think about things from a different perspective than their natural surroundings. Envisioning is another part of the interactive process as something different from observing that encourages the active use of the imagination. When something is observed, the imagination is no longer call ed into play, diminishing the reading experience. The concept of grouping also plays a large role, as the reader continuously strives to group information together in configurations that make sense according to their interpretation of the text. Grouping provides the author with the tool of illusion. Although illusion can be overused, some illusion is necessary. â€Å"Without the formation of illusions, the unfamiliar world of the text would remain unfamiliar.† It is through the process of building and experiencing illusions that the reader opens himself to the unfamiliar world of the text without becoming imprisoned in it. It is only through reading that we are able to uncover this unformulated portion of the text and helps us develop a formulated meaning, but still allows us the freedom to develop this meaning on our own. It is as our interpretation shifts with the emergence of other

Absorption costing and marginal costing Assignment

Absorption costing and marginal costing - Assignment Example Simpson Ltd has produced more than its estimated sales volume. Hence closing stock got piled up which could be avoided if they would have followed methods like just in time inventory system, regular delivery system etc to reduce the stock holding costs (Chadwick. L., 1998). As of now, in this case, since the sales volume is lower than the production volume, the profit is higher in absorption costing than in marginal costing. This is because of higher valuation for the closing stock in absorption costing than what is valued in the marginal costing. The difference of increase in closing stock valuation is attributable to the fixed expenses charged to the cost of goods manufactured in the absorption costing while in marginal costing, the same are not being charged as it is guided by the contribution principal of sales less variable costs. Hence, as the costs of goods manufactured is more in absorption costing, naturally, its closing stock valuation would also be higher which is deducted from the actual sales (through deduction in the cost of goods manufactured) indirectly thereby increasing the profit figure. In this way, the profit figure gets inflated in the case of absorption costing than in marginal costing thereby misleading the management about the higher profit figures than what is really earned if we observe the data for only one term. However, as this closing stock gets utilized in the next period, if the production is lesser in that period, the absorption costing would record lesser profits than that of the variable costing thus nullifying the differences arising in this term. In this way, there is no difference in the reporting of the profit figures if taken on a long term basis in both the systems. (Walker.J. & Burke. L., 2003). Absorption costing is used for external reporting purposes as mandated by the financial statements under the guidelines of the generally

Iser-The Reading Process Essay Example | Topics and Well Written Essays - 500 words

Iser-The Reading Process - Essay Example However, expectations are seldom fulfilled, instead building upon each other, modifying each other. â€Å"Thus, the reader, in establishing these interrelations between past, present and future, actually causes the text to reveal its potential multiplicity of connections. These connections are the product of the reader’s mind working on the raw material of the text, though they are not the text itself† (Isler). Timing plays a critical element in the interpretation of a work such that a second reading can not repeat the same experiences of the first. Finally, in interpreting the text, the work becomes something of a mirror, revealing the way in which the reader thinks while forcing them to think about things from a different perspective than their natural surroundings. Envisioning is another part of the interactive process as something different from observing that encourages the active use of the imagination. When something is observed, the imagination is no longer call ed into play, diminishing the reading experience. The concept of grouping also plays a large role, as the reader continuously strives to group information together in configurations that make sense according to their interpretation of the text. Grouping provides the author with the tool of illusion. Although illusion can be overused, some illusion is necessary. â€Å"Without the formation of illusions, the unfamiliar world of the text would remain unfamiliar.† It is through the process of building and experiencing illusions that the reader opens himself to the unfamiliar world of the text without becoming imprisoned in it. It is only through reading that we are able to uncover this unformulated portion of the text and helps us develop a formulated meaning, but still allows us the freedom to develop this meaning on our own. It is as our interpretation shifts with the emergence of other

Unconscionable contract Essay Example | Topics and Well Written Essays - 250 words

Unconscionable contract - Essay Example In the case at bar, Amy, who was a college student, was led to believe by the salesman that the home theater system, Alpo Model XL2, costs $3,000, when in truth and in fact, the actual standard cost of the theater system is only $1,000. The price given by the salesman was two times higher than the prevailing standard cash market price of the item bought by the buyer. Hence, the â€Å"rent-to-own† contract signed by Amy is considered unconscionable. Under the law, Amy has the remedy to demand the return of the excess $2,000 since the contract price is unconscionable, excessive and unfair on her part. Here, the salesman acted in bad faith at the time of the signing of the â€Å"rent-to-own† contract. Therefore, in order to cure the damage caused to the buyer, Amy can go to court and have the contract declared as unconscionable and oppressive, since there was a violation on the part of the salesman to fulfill his obligation in good faith in accordance with their contract.

Employee Recruitment and Retention on the Plumbing and Heating Industry Essay Example for Free

Employee Recruitment and Retention on the Plumbing and Heating Industry Essay The way in which companies recruit and retain their employees is considered as a competitive weapon. Not until recently that firms are becoming serious on the act of recruitment as the Bureau of Labor statistics estimates that jobs will grow faster at a rate that is not proportional with the labor force, hence forcing the aforementioned to appeal to various groups such as omen and minorities. As such not only recruitment is very vital but also retaining employees (Denton, 1992, p. 14). According to Frank Doyle, the senior vice president of corporate relations at General Electric: For U.   S. corporations, tomorrow’s competitive battle will be won or lost on the strength of their ability to build and retain a skilled work force (Richman 1990, 76 as cited from Denton, 1992, p. 14). General Electric believes that labor shortage does not significantly matter if companies know which people to hire and to retain. For instance, companies such as Merck Co. often times target certain universities or campuses that give a more detailed specialization on certain knowledge and skills that are very vital to their business. The Plumbing and Heating Industry  The plumbing and heating industry has been experiencing shortages as well on their workforce due to the difficulty of finding skilled plumbers and retaining them. It needs several numbers of years training on order to become a qualified plumber and heater and such also requires a deep dedication for a lifelong learning process. Certain skills are also necessary to be a good plumber such as need a head for heights, the ability to work in cramped conditions and the stamina to complete physically hard work day after day (The Institute of Plumbing and Heating Engineering, 2007). In addition with this, plumbers also need the intelligence to solve complex equations. More importantly, they must have the expertise and flexibility to install various systems and the capability to comprehend the logic of various systems. They should also have the ability and initiative to solve a problem and a passion to know and apply various technologies on their work. Plumbers and heaters must also have a creative mind and a sound judgment, and finally they should be professional and honest (The Institute of Plumbing and Heating Engineering, 2007). Employee Recruitment Interviews In order to find the right people, the process of interviewing and getting to know them not only through their answers but also through their eye contacts, body languages and the likes (Dibble, 1999). For instance, some companies like Merck often conduct a 30-minute interview in order to assess the qualifications of prospective employees. Hewlett-Packard did it further by implementing a technique called behavioral interviewing that is developed by organizational psychologist Paul Green that would assess the future behavior of a prospective employee based on his or her past behaviors. In using this technique, interviewers can design employee questions that would allow them to elicit behaviors that are closely related to the job that they are looking for (Denton, 1999, p. 16). The process of behavioral interview often times identifies 21 skills that are very vital for certain jobs such as coping, decisiveness, assertiveness, tolerance of ambiguity, written communication skills, creativity, commitment, team building, versatility, and leadership (Denton, 1999, p. 17). For the aforementioned skills there are still eight job behaviors that are needed to be known such as how prospective employees deal with â€Å"varied duties, deal with diverse groups, respond to others needs, be socially flexible, roll with the punches, understand individual differences, make others comfortable, exhibit wide range of social behaviors ( More 1988, as cited from Denton, 1992, p. 17). Decentralized Hiring Traditional recruitment approaches that focuses on interviewing prospective employees by a single person is no longer deemed as vital nowadays. For instance, the Springfield Remanufacturing Corporation (SRC) one of Americas most successful small companies still has their hiring process as a group activity. SRC adopts a non-traditional method of recruitment by having all of their applicants have five or six interviews with various individuals that he or she might be working with (Denton, 1992, p. 18). Recruitment through Reputation The reputation of the company is also one of the leading factors in which highly knowledgeable and skilled employees will desire to work for the aforementioned. For instance SRC received more than 2,500 applications for a small company that only employs 300 people. It could also be noted that the company only pays $6 or $7 per hour, yet applicants are still flocking to them. One significant reason for this is its reputation for being one of the best places to work. One of the ways of doing such is the capacity of a company to manage the diversity of their workforce (Denton, 1992, p. 19). The shortages in terms of prospective employees is a growing concern among companies that is why there is a need to focus more on recruiting minorities and women. However, in order for a company to have a wide application pool, such must first establish to have a good reputation of being able to effectively manage organizational diversity (Denton, 1992, p. 20). Aggressive Recruitment for Entry-Level Workers One of the best ways to tap to a good employee resource is through recruiting entry-level workers through implementing various programs such as â€Å"Adopt-a-School† or â€Å"Join-A-School†. These programs allow companies and organizations to establish partnerships between business and schools which may involve elementary school, vocational school or even a university (Denton, 1992, p. 5). The main value of such programs is the establishment of closer relationships between schools and in a macro perspective, creating better understanding businesses and industry. More importantly, partnerships such as like these, would allow companies to easily recruit personnels that can improve the companys image that could help the prospective applicants to view your companys business as a career, hence a better chance of creating a wide labor pool (Denton, 1992, p. 26). Employee Retention If finding good people is hard, so as looking for ways to make them stay. One of the companies that have displayed such an admirable trait is Federal Express, wherein they have emphasized the importance of retention, recruitment and employee relations (Dibble, 1999). If a particular company is very careful in terms of recruiting, there is also a relatively better match of keeping them. One best way of doing such is the company centralizing all of its recruitment centers (Denton, p. 47). After which, they provide immense value on putting their people first on their list. Good employee relations for Federal Express involve deeds that impress employees and improve relations (Denton, p. 48). According to Fred Smith, CEO of Federal Express, I think a lot of companies talk about how their employees are their most important asset, but where you can really tell whether it is very important or not is how much their senior management spends on the issues ( Trunick 1989, 19 as cited from Denton, 1992, p. 48). Through implementing the philosophy of people, service, Profits the company makes their people feel that they are indeed needed in the organization. They let them answer several basic questions such as What is expected of me, and what do you want me to do? (p. 48). These questions are answered by having all of their employees attend extensive orientation programs wherein the Federal Express values are discussed Incentives Career advancement is not the only incentive that will make people stay within the organization. For instance the use of awards program that is designed to reinforce a particular desired behavior such as superior quality of work and customer centricity played a lot in terms of motivating employees to stay (p. 49). One very good example of this is Federal Express Bravo Zulu Voucher Program: wherein employees who displayed admirable work performance such as going beyond what is expected of them are able to receive cash or non cash rewards. Also, their Suggestion Awards Program allow employees to participate in the management process by sharing their ideas that will enable the company to improve its operations. Any idea implemented that will lower costs, increase productivity, revenues or promote safer working conditions will receive recognition and $100 to $25,000 worth of cash (p. 49). Communications Open Communication among employees is also vital to solve a problem. The internal employee response program allows employees to find answers to situations that they perceived as something that is disagreeable, controversial or is contrary to existing policies. If employees express negative concerns about their work or with the management, the latter is expected to respond within 14 days. These concerns are assured to be forwarded to the CEO (p. 50). Appeals Board The Appeals Board is a venue wherein decisions among complaints could be given and also disciplines could be implemented. However, it is very important that when keeping such a type of venue for resolution of organizational conflicts, the organization must have the capability to streamline its process to make the time alloted for every case reasonable enough (Denton, 1999, p. 52). Survey, Feedback, Action (SFA) An annual survey of employee attitudes is also important for the company to measure its employee opinions and to make changes that could hopefully change not so favorable employee attitudes to the company (Dibble, 1999). This assures that the management will see clearly what its team feels about the organization. In addition such allows a fair gauge of attitude and anonymity among employees (Denton, 1999, p. 52). Education and Trainings Continued learning is a venue wherein employees themselves would feel that they are indeed valued by the company. As such it us also very relevant as well that the organization will invest on trainings or even scholarships to employees who wanted to continue their education (Logue, Yates and Greider, 2001, p. 46-47). Conclusion The Plumbing and Heating Industry has been experiencing a significant decline in terms of its workforce. Hence in order to solve this problem the industry must be able to adopt effective recruitment and employee retention practices that were formulated in theory and practice of various management scholars and organizations. For the purpose of this research, in order to have an effective recruitment process, the research has emphasized the importance of: Interviews, Decentralized Hiring, Recruitment through Reputation, and Aggressive Recruitment for Entry-Level Workers. On the other hand, in order to retain employees, companies must be able to focus on: Incentives, Communications, Appeals Board, Survey, Feedback, Action (SFA), and Education and Training.

Information and Electronic Commerce :: Internet Net World Wide Web Media

Information and Electronic Commerce The communication revolution, industrial revolution and now the electronic revolution have all made life easier for us. Electronic commerce is a small ingredient that has helped this electronic revolution get started, but does it really accommodate the entire population? Electronic commerce itself has had a major impact here in the U.S. with both its people and its economy. It has made us look at trading in a different way, besides traditional trading of concrete materials, "[it involves world trade] of entertainment, information services, technical information†¦ now accounting well over $40 billion of U.S. exports alone" (Framework, pg. 3). E-commerce makes transferring information fast, easy, and cheap, but it also has its downfalls, and not everyone can be satisfied. Personal privacy is now becoming obsolete, small businesses can now be managed by one person leading to the loss of potential jobs, and countries that are not as technologically advanced miss out in all the actio n. "Unfortunately, collection, re-use, and instantaneous transmission of information-can, if not managed carefully, diminish personal privacy" (Framework, pg. 16). E-commerce is a business itself that lets us know more information about the providers, consumers, and people in general. This could be a great if you have a business and want everyone to know who you are and what you sell. Others can, however, take your information and use it for the wrong purpose, invading your privacy and exposing it. A great example is essays over the Internet. Other people take these and sell them to other students. This invades your property and does not help anyone. The student who wrote it probably did not see any of the money and the student who bought a copy did not learn about the subject. However, if you still want to market yourself electronically, you will have to sacrifice your privacy in one way or another. E-commerce has helped small businesses to flourish. "Approximately 85% of existing businesses are categorized as small businesses, and approximately 85% of these are owned and operated by a single individual" (Electronic, pg. 120). This can ultimately lead to a loss of potential jobs. E-commerce facilitates business transactions so much that you no longer need a lot of people doing other work for you. Before a single individual could not handle a business, they would have to hire someone else to do different tasks. Now a single individual can make all the money, and all the others have lost a job.

common law and equity Essays -- essays research papers

Equity is frequently referred to as a supplement to the common law. Cruzon defines Equity as a system of law developed by the court of chancery in parallel with the common law. It was designed to complement it, providing remedies for situations that were unavailable at Law. Because of this, Equity provided a dimension of flexibility and justice that was often times lacking because of the common law’s rigidity. This rigidity stems from the fact that, while courts sometimes altered their jurisdictions and procedures, the fundamental premises and noticeable forms of the common law went largely unchanged between the 13th and 19th centuries. The common law was regarded as a birthright for all Englishmen; however, as the Crown continued to impose new jurisdictions, many statues sought to protect the peoples’ right to due process. In 1215 the Magna Carta was issued which sought to protect a free man’s right to life, liberty, and property except by the due process of the law. These statutes meant to limit the power of the crown, the very power that had introduced the common law as an alternative to the previous localized form of justice, and characterized a shift in the common law. Yet, due process legislation could only be invoked where the common law was considered to be deficient, and petitions were sent to the king, seeking his grace, when this was thought to be the case. Gradually the number of these petitions increased so much that they had to be reserved for special councils of the parliament, and as they continued to increase, only the most significant petitions were reserved for the parliament. The re st, mainly private suits, were passed on to individual councilors such as the chancellor, admiral, or marshal. These councilors grew in importance as petitioners began approach the appropriate individual directly. Out of the councilors’ arrangements for dealing with these cases, along with their added significance, developed several distinct courts. The most important of these was that of the chancellor as it developed its own jurisprudence. The Chancery began as the royal secretariat. Originally it was a department where royal writs and charters were drawn and sealed. Much of the chancellor’s later power stemmed from the fact that he had custody of the great seal of England, which was used to authenticate these documents. Because the writs originated from thi... ...  Ã‚  In the 19th century radical reforms of the judicial system attacked the practical flaws of the chancery. In 1813 the supreme power of the chancellor was checked by the appointment of a vice-chancellor. Later, this effort was continued by increasing the power of the Master of the Rolls, and the abolition of many of the offices in the court. By reducing the spread of the court and once again streamlining business, hopes were for joining the two courts and, once and for all, eliminating the rivalry between them. After 500 years, however, the chancery still left a bad taste in peoples’ mouths, and under Victorian legislation, the power of the supreme courts was increased to administer the law and equity: the chancery and the common law courts were abolished, forever ending the age old dispute between the two. While the chancery was abolished, equity has taken on a broader meaning and still survives today in England and the US. It is that approach to justice giving more precedent to particular facts of a case. Equity is important because it gave increasing protection to the individual, and represented a breaking away from the medieval notion of the all-powerful feudal lord.

The Gift of Life

The Gift of Life by Deborah Greenspan One of the greatest miracles of modern medicine is the ability to successfully transplant human organs, such as kidneys, corneas and hearts, into human beings who would die otherwise. At this very moment, 48,000 people are waiting hopefully for organ transplants (Tenery 20). Seven of these unfortunates will die each day because there are no organs to be had (Hans 84). For them the wait is over. Today, I'm going to tell you why you should become an organ donor and perhaps save the life of one or more of these people. People whose organs don't function properly live half lives hat affect not just themselves but everyone they love as well– their children, their spouses, their mothers, fathers, family and friends. An individual whose kidneys don't function can't develop and cultivate a career. A child whose heart is weak can't get out and run with her friends. A man with a bad liver may not be able to keep his job. Thus candidates for organ do nation feel guilty. They become invalids, unable to spend quality time with those they love, and fearful of the burden they are placing on their families. Let me make this real for you. Her name was Claire. She was the mother of two small children.When her kidneys stopped functioning, she felt that her life was over. Three times a week she spent half a day in dialysis and the rest of the day recovering from the procedure. She never had any energy and was always exhausted. Her illness added 20 years to her appearance and the constant battle with the side effects of the drugs took its toll. When she became a candidate for a kidney, she was happier than she'd ever been in her life. Unfortunately, she died before an organ became available. It's too late to save Claire, or to repair her children's lives, but there is something each of us an do to help others like her. We can carry a donor card. A donor card can be carried around in your wallet. It tells doctors that if you die your organ s can be used to benefit those like Claire who need them. According to Shanteau and Harris, editors of Organ Donation and Transplantation, one donor can provide more than 12 different organs and tissues, yet other studies have found that while most people have a positive attitude toward organ donation, few actually carry donor cards. For instance, a study by the Transportation Council of Southern California found that 77 % of the respondents had a ositive attitude toward organ donation, but 1% of those same people carried donor cards. According to Mary Ellen Anton, R. N. , â€Å"Misinformation, or the lack of information, can be one of the greatest barriers to organ donation. † A common myth regarding organ donation is that organs will be taken before death has occurred. People also fear excessive costs to their families, and some also believe their religion does not support organ donation. These myths actually have little substance. Death in the form of an absence of brain a ctivity has to be established before organs are taken. There s no cost to the family of the donor, and most religions do support organ donation. It's easy enough to check with your minister, priest, or rabbi. Organ donation is an incredible gift. It can save the life of the one who receives it, but strangely, it also helps the family of the one who died. According to Ellen Heck, director of transplant services at the University of Texas, â€Å"Families have told us that donation was the one thing that helped them through the loss. † Think about this carefully. It could be your child or your best friend who needs a kidney. If more people carried donor ards Claire might be alive today, and her daughter, who is only four, might be sitting on her lap right now laughing. In closing let me recap what I've told you. People whose organs don't function properly–and they could be anyone–need you to be an organ donor. Imagine a child opens her eyes and witnesses a brillian t sunrise for the first time. Her organ donor made that possible. By donating your organs you will give the gift of life and make your own death a meaningful one. Take the literature, read it, sign it, and carry a donor card. It's the right thing to do. Thank you.