Ch 9 and 10 Free Essays

How are osteoarthritis and rheumatoid arthritis different? Osteoarthritis usually affects people 60 or older and is caused by increasing wear and tear at the joint surfaces or from genetic factors affecting collagen formation. On the other hand rheumatoid arthritis is an inflammatory condition. It is caused by the body attacking its own tissues as well as allergies, bacteria, viruses, and other genetic factors. We will write a custom essay sample on Ch 9 and 10 or any similar topic only for you Order Now 2) When the triceps brachii muscle contracts, what movements does it produce? When the triceps brachii muscle contracts, it produces extension of the arm. ) Why is the inferior region of the shoulder joint most vulnerable to dislocation? It is most vulnerable to dislocation because it is the most mobile synovial joint. Because of this it is frail and relies only on the surrounding ligaments, muscles, and tendons for stability. 4) A high school student comes to the emergency room complaining of persistent pain and stiffness in her shoulder joint. In talking with her, you discover that she has been spending many hours trying to improve her pitching skills for her school’s softball team.What is likely causing the pain? A shoulder subluxation is most likely causing her pain. This is a partial dislocation of the shoulder and is caused by her overusing her shoulder. This may cause a loose shoulder where her shoulder capsule will be stretched out as well as the ligaments. This could further lead to chronic shoulder instability. 5) Mary wants to enter a weight-lifting competition and consults you as to what type of muscle fibers she needs to develop and how she should go about it. What would you suggest to her?Mary needs to develop her fast muscle fibers. In order to do this, she will need to have frequent, brief and intensive workouts. She also needs to create muscle hypertrophy which will create an enlargement of the stimulated muscle. She can gain this by repeated and exhaustive stimulation which will create more mitochondria. With repeatedly stimulated muscles she can create near-maximal tension. 6) Describe the basic sequence of events that occurs at the neuromuscular junction and in the muscle cell.The first step is the arrival of an action potential at the synaptic terminal, next is the release of acetylcholine into the synaptic cleft, then Ach binds at the motor end plate and causes sodium-ion to rush into sarcoplasm which is then quickly broken down by AChE. The last step is it returns to initial state which occurs if another action potential arrives at the NMJ. 7) Many visceral smooth muscle cells lack motor neuron innervation. How are their contractions coordinated and controlled? Visceral smooth muscle cell’s contractions are coordinated by rhythmic cycles of activity that are controlled by pacesetter cells. ) A hypothetical genetic disease causes the body to produce antibodies that compete with acetylcholine for receptors on the motor end plate. Patients with this disease exhibit varying degrees of muscle weakness and flaccid paralysis in the affected muscles. If you could administer a drug that inhibits acetylcholinesterase or a drug that blocks acetylcholine, which one would you use to alleviate these symptoms? I would use a drug that inhibits acetylcholinesterase so that acetylcholine is not blocked.If the disease is producing antibodies that compete with acetylcholine than we would not want a drug that blocks it, we would want to inhibit it to activate the muscles. 9) Thirty minutes after Mary has completed a 25-km race, she begins to notice severe muscle soreness and stiffness in her legs. Her urine is dark colored. She wonders whether she may have damaged her muscles during the race. She visits the ER, and the doctor orders several blood tests. What kind of blood tests can help determine whether muscle damage has occurred?The type of blood tests that can help determine whether muscle damage has occurred include Creatine kinase tests, blood enzyme tests, kidney tests, electrolytes tests, red blood cells tests, and a complete blood count test. 10) Describe a motor unit. How many fibers does a muscle unit contain? A motor unit is controlled by a single motor neuron. It contains hundreds of muscle fibers that contract at the same time. All of the fibers will be the same type and the number of muscle fibers will vary within each unit. Usually, the number of muscle fibers innervated by a motor unit is a purpose of a muscle’s need for polished motion How to cite Ch 9 and 10, Papers

ILAC Method To Analyze The Foundation of Business Law

Question: READ THE FOLLOWING SCENARIO AND USE THE ILAC METHOD TO ANALYSE THE SCENARIO. On April 20 Ming wrote a letter to Lee in which she stated that she was wanting to sell her boat for $10,000 and since Lee had so often admired it, would she be interested in buying it? On receiving the letter the next day, Lee immediately telephoned Ming stating, Its exactly the boat Im after but I would like a few days to think about it. Would you hold the boat for me for a week? Ming answered Certainly. On the evening of April 26, Lee telephoned Ming saying, I accept your offer and I will bring payment for the boat to your house tomorrow. Ming replied to Lee Im sorry but you are too late. I sold the boat to Cherry earlier today. On hearing this Lee was furious and insisted Ming recover the boat and sell it to her. Using the ILAC method and relevant contract law and supporting cases, discuss with reasons whether or not a legally enforceable contract exists between Ming and Lee and explain the subsequent consequences of your answer. Does The Intricacy of The Topic Intimidate You? Tame Your Fear with Unmatched Assignment Help Services from Professional Writers. Answer: Issue The issue that needs to be decided in the present case is that an offer was made by Ming to Lee to sell her vote for $10,000. After receiving the offer, Lee made a phone call to Ming in which Lee asked Ming to hold the vote for a week. Ming became ready to hold the boat for a week however when Lee telephoned Ming, accepting the offer, Ming told Lee that she had already sold the boat with Cherry. Therefore, it needs to be decided if Ming was bound by the promise made by her to hold the board for a week. Law The law provides in this regard the law provides that are promised to keep the offer open is not valid unless it is not supported by separate consideration. It is required in such a case that there is a separate contract and this contract is for keeping the offer open. Such a contract is also known as an option. This type of contract is most useful in case a person is willing to enter into the major contract but wants to have some more time to make further investigations are evaluations. In case, the commitment of some resource like time or money is involved in such investigations, the person who is conducting these investigations may like to have a guarantee that in case the investigations are successful, such persons should be able to reap the benefit of initial expenses made on the investigation or evaluation. Therefore in such a case, the option is a way to encourage this type of initial involvement before making a major commitment. It is also known as keeping one's options open. Application The leading case in this regard is that of Dickinson v Dodds (1876). In this case, Dodds made an offer to sell his house to Dickinson and stated that the offer will remain open until 12 June, 9 AM. However, Dickinson was informed by a third party on 11th June that Dodds has sold the house to someone else. Thereafter, Dickinson purported to accept the offer however Dodds replied that the property has already been sold and it is too late to accept the offer. In this regard the court held that no particular form of revocation is required. The only thing required in such a case is that the offeror somehow conveys to the offeree that he has changed his mind regarding the offer. At the same time, the court also stated that the promise to keep the offer made by the offeree was not binding due to the reason that such a promise was not supported by any consideration. In the present case also, Ming had accepted to keep the offer for a week however the offer was not supported by any consideration. Conclusion on the basis of the above discussion, it can be said that the promise made by Ming to keep the offer open for a week was not supported by any consideration therefore, the promise is not binding on Ming. As a result, early enforceable contract is not present between me Ming and Lee and Ming can sell the boat to Cherry before the expiry of one week. TYPE YOUR REFERENCE LIST HERE Turner, Chris (2007). Unlocking contract law (2nd ed. ed.). London Case Law Dickinson v Dodds (1876) 2 Ch D 46

Was Mary Mallon a victim or villain free essay sample

Mary Mallon was a woman of Irish descent who came to the United States as an immigrant to start a new life in 1886. She worked as a cook in a house where wealthy families came to celebrate their vacation. She was a healthy carrier of typhoid and made the guests sick and they died because of her. Although science had not been developed enough yet and she was tried unfairly it did not make her only a victim. Mary Mallon transformed from victim to villain. When she decided not to report to the police and return to cooking. Mary Mallon was a victim when she was quarantined for the first time. Science had not been developed enough yet to prove and explain what healthy carriers really were and if they existed at all. She believed that she could not be a carrier without being sick. At the time she was asked by George Soper, a researcher who specialized in investigating where diseases come from, to cooperate to do a test with him, which she did not want to do. We will write a custom essay sample on Was Mary Mallon a victim or villain or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Soper implied that she might carry the bacteria and be the cause of the vacationers in the house getting sick. But because she was not sick herself she did not believe a word he said and ignored him. Mary had no reason to believe she could be a typhoid carrier. At the time the theory was; you either have typhoid and are really sick or you do not. The same applies to spreading it. She at least would have to be very sick in order to spread it. No one knew about healthy carriers, who like her, were healthy and yet carried the disease with them their whole lives and could also spread it. They did not get sick themselves because their immune system had beaten the bacteria. Therefore, when police officers came to arrest her and put her in quarantine without trial, she really did not know what was happening to her and why. They told her that she was a healthy carrier and had made people sick, but why would she believe this? It was a really novel idea and people were still under the assumption that typhoid was spread by lack of hygiene. So was she. â€Å" Message to good Housewives† with the warning that the house might look clean, â€Å"but don’t get the idea that you can judge simply by the appearance of things†. â€Å"Wherever there is dirt, germs can breed; and flies and vermin will come† (Tomes Reading, p 165). People also did not know that typhoid could be spread by uncooked food like ice cream. If science had been developed more they could have maybe used Mary to find a cure or at least it would probably have given her a better trial in the first place. Now everyone was thinking she had typhoid, so let us just lock her up. Maybe they could have thought of better solutions if they had known more. However, Mary Mallon became a villain after she was released from quarantine, because then she knew she was not allowed to go back to cooking and she did anyway. As a result, many people in the hospital where she worked became sick and died. I have to believe that when she was in the hospital and all of the papers were written about her and cartoons were published she had to know she was carrying it. They would not have kept her in quarantine for so long if she had not been a threat to civilization. Also given the fact that the people in the house where she had worked at first had all become sick must have proved a point to her. They did multiple tests on her as well that proved she carried it. She might still have been thinking that it could not be true but that would have been really ignorant. The facts speak for themselves. When she got out of quarantine and had to obey the rules that they had given to her, and did not obey them she had transformed in to a villain. She knew she was not allowed to cook again because she could spread the disease that way. She had to inform the government where she was and did not do that either. The fact that she went back to cooking for me proves she turned into a villain, because that made many innocent people sick and caused many of them to die. And the worst thing is that of all places she did it in a hospital. She knew she was not allowed to do it but still did it with huge consequences. When she did not know what she was doing she was a victim of her own medical condition, once she knew what she was doing she had become a villain. The fact that after she came out of quarantine she had to work extremely low- paid and bad jobs did not give her the right to go back to cooking and make innocent people sick and die.

Human Resource Management and Organizational Change

Human Resource Management and Organizational Change Introduction The human resource management is responsible for managing the human resources of an organization. The HRM aims at improving the performance of an organization through effective management of human resource. It is involved in job description in an organization, planning and recruitment of employees.Advertising We will write a custom essay sample on Human Resource Management and Organizational Change specifically for you for only $16.05 $11/page Learn More According to Risher (23), strategic human resource management involves merging the corporate strategy and the HRM strategy. The policies of HRM should be well defined for intended outcome to be realized. This study aims at examining the importance of human resource management with regard to change in organizations. The study will focus on change process and would highlight a case of successful change process that involved human resource management in Ford Motors Corporation. Human Resource Manag ement Employees are the most valued asset of an organization. According to Greer (21), human resource management is â€Å"a strategic and coherent approach to the management of the most valued asset of an organization.† Not all the management staffs of an organization are concerned with the firm. The HRM is concerned with managing the workforce in the organization. The strategy involves policies laid down by the organization with a philosophical and ideological underpinning. HRM is mainly made of four component that include beliefs, information on people management, involvement of line managers and shaping of the employment relationships through set levers. A HRM system comprises of HR philosophies, strategies, policies, processes, practices and programmes. According to Becker and Gerhart (792), the components can be categorized into three groups that are the HR system architecture, policies and processes (practices). HRM emphasizes that firm workers are important in achievin g the mandate of the organization through sustainable competitive advantage. There is need for integration of HRM strategy with the corporate strategy of the organization. HRM helps the organization attain the necessary integration. Managing employees is not different from managing other resources of the organization. However, the differences arise in the nature of the resources being managed, i.e. people. Since the behaviour and the performance of the human resource depends on factors such as motivation, ability, perception of roles and situational contingencies, HRM is concerned with ensuring the resources are productive by providing necessary support (Zheng Yand and McLean 33). The human resource of an organization is involved in various activities such as staffing of employees and enhancing their training. This involves recruitment of new company employees by selecting knowledgeable and skilled individuals with experience to fill up vacant positions in the firm. The success of a recruitment exercise depends on planning, analysis of the job, recruitment and selection of the required staff (Risher 26).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Other duties of the HRM is offering rewards to motivate employees, developing employees through education and training, maintain employees in the organization through proper administration and enhancing employee management relations. Under employee relations, HRM is responsible for spearheading participation of employees in trade unions through negotiations. In spite of all these roles, the activities that the human resource management is involved in vary from one organization to another. Moreover, HRM emphasizes on high employee commitment, workplace learning and enlightened leadership in an organization. There are several HRM models. The Fombrun, Tichy and Devana model give emphasis to interrelatedness and co herence of GRM activities. In this model, HRM is made of four components that are employee selection, appraisal, development and their rewards. The four components aim at increasing the performance of an organization. The Harvard HRM model has six components that include evaluation of situational factors, taking into account the interests of the stakeholder, HRM policies, and the outcomes of HR activities, long-term consequences and utilization of the feedback by the firm. Similar to the Harvard HRM model, The Warwick model has five components that include the analysis of the organization’s environment internally and externally, business strategy and HRM content. All those internal or external factors that affect effectiveness of the human resources are usually considered under this model (Risher 27). International Human Resource Management As explained above, globalization has is a common of the modern business environment as businesses are able to conduct business globally. Countries have opened up their borders for international trade and companies are able to operate in different markets other than their domestic markets. Many organizations have ventured into other global markets by establishing subsidiaries across the globe in different regions. Apart from the ability of firms to operate globally, globalization has enabled mobility of factors of production including labour. Employees could move from one country or region to work and operate in another. Due to mobility of labour, firms must adjust their human resource policies from the local or country of origin policies to international HRM that incorporates international regulations concerning employee relations.Advertising We will write a custom essay sample on Human Resource Management and Organizational Change specifically for you for only $16.05 $11/page Learn More In the international HRM, multinational organizations manage their employees in different countries of o peration based on the country or region’s employee relations. The international human resource management incorporates all aspects of managing human resources at the global level including use of employee databases that are managed using information systems. An organization utilizing IHRM usually ensures to comply with HRM and legal regulations applied in the country of operation. Therefore, IHRM could be said to be applied by multinational corporations operating at a local level while observing international regulations governing HRM. Strategy and International HRM The word strategy was added to HRM to indicate the need to establish a relationship between the external strategy of an organization and the internal Human resource strategy. According to Armstrong (121), the HRM policies and practices must fit into the company’s strategy as applied in the external business environment. The immediate business condition faced by the organization in the external environment m ust be taken into consideration in order to attain the necessary competitive advantage. Bratton and Gold (93) adds that strategic planning as applied in the normal HRM only considers quantitative aspects of finance, marketing and productivity in the organization with less attention being given to the qualitative dimension such organizational culture, the value system of the firm and power depicted by company management. In addition, unless the human resource section of the firm is involved in the strategic planning of the organization, it is difficult to achieve the strategic plans. Strategic HRM involves cohesiveness of HR policies and practices, internalization of the role played by HR in the firm and employee integration. Cohesiveness is concerned with ensuring that HRM practices complement the company’s practices and policies. The integration of workers ensures that there is identity of interest for the firm and its human resources. The matching model is used to describe the nature of any element of integration and the strategic planning and HRM link (Armstrong 123). The Matching Model Under this model, it is assumed that countries that experience high wages for employees are able to gain a competitive advantage through utilization of Porter’s generic strategies of cost effectiveness and differentiation of products. However, each of Porter’s strategy requires a unique set of responses from employees in order to reinforce the behaviour pattern. HRM is responsible for matching the reciprocal employee behaviour to the application of generic strategies of Porter to organizations.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More To achieve this, HRM begins by matching the philosophy, policies, programs its practices and the five P’s so that the outcome stimulates and motivates the behaviour of employees towards each individual competitive strategy. Rynes et al. (382) postulates that the HRM practices and policies of an organization should be configured and managed in a manner that is congruent to the particular strategy of Porter. Thus, the HRM practices should match the strategies of an organization in order to gain a competitive advantage and performance. In summary, the basic of the matching model is the fit between the external strategies of the firm and the internal strategies that include HRM strategies. In spite of the benefits of the matching HRM model, Bratton and Gold (99) argues that the matching model is based on a rational view of strategic decision making that is also based on predispositions and planning actions. Moreover, it is argued that the strategic decisions (both the firmâ€℠¢s and for HRM) are affected by organizational politics hence lack of clarity in terms of environmental influences. Resource based Model of International HRM This model calls the attention of the strategic nature of employees of an organization and the importance of learning at the work place. Organizations possess unique competencies in their employees that enable them gain a competitive advantage over their competitors in an industry. The competitiveness of employees is depicted by their knowledge and skills that ensure an organization lead in innovative products. The resourcefulness of employees can be increased through work place learning and education. According to Bratton and Gold (102), it is not possible to achieve the competitive advantage of an organization by analyzing the external environment alone, but by including the analysis of the company’s skills and capabilities carefully. Therefore, in terms of a SWOT analysis, the matching model emphasized on the opportun ities and threats facing the firm from the external environment while resource approach emphasizes the examination of internal strengths and weaknesses of a firm to form a competitive advantage. Strategy in IHRM and Organizational Performance According to Armstrong (127), most HRM models make an assumption that an alignment between the strategies of the organization and HRM strategies could improve the competitiveness of the organization hence improved performance. The resource-based model indicates that there exists a causal chain of policies of team empowerment, education and learning at work, commitment of employees, synergy and improved performance of an organization. The cycle is called involvement – commitment cycle. According to Sims (376), it is important that employees be committed to the organization because through commitment, they will share the goal and objectives of the organization. The employees will then be loyal hence improving the performance of the firm. T hrough commitment, workers can show dignity, self worth and psychological involvement n the activities of the organization (Rynes et al 374). According to Rogers and Wright (1998), HRM assumes that employees are an important resource to an organization and the performance of the firm depends on them. The positive impact of HRM on the performance of the firm depends on formulation of appropriate policies and processes and their effective implementation. In a study conducted by Farnham (56) to find out the existing relationship between HRM and organizational performance, it was established that it is not easy to measure the impact of HRM practices on the performance of an organization. Doubts have been made concerning the validity of some studies. According to Armstrong (159), surveys that only ask about the number of the extent of HR practices are not sufficient to understand the existing link between HRM and performance of a company. Change Management The improvement of business pro cesses in an organization has not been smooth for most firms. As the management of an organization introduces change in the company, there is always resistance to change with most employees opting to remain with the current processes of the firm. Change Management Process In order to apply the required change, an organization needs to identify the problem it is facing in order to find and develop the best solution to the problems. According to Brown and Kusiak (77), lack of proper diagnosis of the problem could lead to implementation of the wrong process in the organization. The outcome could worsen performance rather than improve the performance of the organization. The problem identification process involves various steps as outlined below. Problem Identification Organizations face many issues some of which are complex while others are simple. The identification of problems of the firm needs to be followed by prioritizing the issues so that the company can make decision on which issues to be solved first. Symptoms: the establishing of the issues affecting the organization needs to be followed by diagnosing the features or symptoms of the problem. The symptoms of the problems of the firm should be distinguished from the causes of the problem. According to Brown and Kusiak (82), business analysts usually hear many issues affecting, the firm and they give many solutions. It is important that the firm does not ignore any solution given. However, the solution provided should be argued out with the management of an organization in order to establish its effectiveness (Boeker 155). Alternatives: after serious analysis of a given situation in an organization and hearing possible solutions from a business analyst, it is important that the organization develop alternatives for its problems. The approaches that could solve the problem of an organization could come with different consequences and costs that make it necessary for the management to discuss each alternat ive exclusively. After discussion of each alternative, it is important that the management make a decision regarding the best solution to fix its issues. The decision should be based on the best approach that solves the problem affecting the firm while leaving it with the least negative effects. The decision made should be followed by implementation and follow up of the effectiveness of the approach. According to Brown and Kusiak (83), follow up is important for organization to ensure that the approach follows the set guidelines and that it has no side effects. In the process of solving an issue that affects an organization and effects change in the firm, firms do use various methods. Some approaches include cause effect approach and business process reengineering. Reengineering According to Hammer and Champy (2), process improvement in organization requires reengineering, which is defined as the ability of an organization to disregards all its assumptions and traditional way of doi ng business and instead developing and adopting a new process centred business organization. The adopted new process should help an organization improve its performance. In order to achieve the required process reengineering for an organization, an organization needs to adopt a fresh perspective and approach. In order to acquire change through process reengineering, it is necessary that an organization rethink and establish radical redesigning of its processes in order to generate the required dramatic improvements. The process could be well illustrated in the figure below. As indicated in the above diagram, Hammer and Champy (3) notes that reengineering requires starting over for an organization. In order for an organization to succeed in the modern environment, there is need for its processes to be fast, of high quality, flexible and of low cost. The initial phases of organizational change began long time ago with Adam Smith who proposed labour specialization, followed by establi shment of infrastructure, the assembly line and hierarchical structure of the firm. In spite of the importance of these principles, their application in the modern business environment could result in delays, rigidity and high overhead costs in the production process. The first step of reengineering begins with the focus on the fundamentals of the company. The fundamentals of an organization relate to the main activities of the firm, why they are done the way they are and the tacit rules and assumptions of present activities. According to Hammer and Champy (4), reengineering concentrates on what ought to be or should be done and ignores what is done. The radical redesign phase is concerned with the reinvention of the organization. This does not involve making of superficial changes or marginal enhancements to the firm but changes and designs that enhance new features of the organization. The potential dramatic result is the phase that the firm realizes the outcome of reengineering. According to Piderit (202), reengineering leads to quantum leaps in the performance of an organization rather than incremental improvements. Business process orientation involves evolving of the firm around its business processes. The processes undertake inputs in order to generate valuable outputs to the customer. In order for a business process to work, it must produce added value rather than internal activity. Successful Reengineering Process: Ford Motor Corporation Ford Motor Corporation applied the process analysis and problem solving in the 1980s by examining its employee accounts of about 500 employees. After a careful examination of the accounts payables, it was revealed that the company took much of the time in the department to track down discrepancies between orders that were purchased, shipping receipts and invoices. The realization of the problem led to a rethink of possible solutions and reengineering was the only viable solution (Ford Ford and D’amelo 372). The company took various steps as explained below. The management began by establishing an online database mainly for the purchase orders whereby all orders issued by buyers were recorded in the database. Goods were received at the dock while there was an individual to check in the database. The match of the shipment and what is in the database led to the reception of the goods and vice versa. This eliminated possibilities of any discrepancies between orders that were made and received. Once the shipment is received, the database is updated immediately to reflect the change. In addition, a check was generated automatically and issued to the vendor in time. The process improvement applied by Ford Motor Corporation was a success. This is because the head count people in the purchasing department reduced drastically from 500 to 125 employees with efficiency in time management being improved dramatically. According to Piderit (785), the reengineering process as applied at Ford Motor Corp oration is a lesson to be emulated by many firms wishing to reengineer their processes. The changes that the company implemented could not have been achieved without the aid of the modern information technology. The process reengineering reflects old processes that have undergone new wrinkles. Conclusion The modern business environment is dynamic and full of many challenges that organizations needs to develop different mechanisms of solving their issues. The process of solving a problem involves first identifying the issue affecting the corporation and determining possible ways of solving the issues. Out of the many alternatives, the management could choose one. Process improvement and reengineering is one of the many methods of solving issues affecting the firm. The reengineering process is vital since it helps an organization develop new processes and frameworks of the firm. Ford Motors in the 1980s in which it introduced new process of recording purchases thereby ending up cuttin g down its costs dramatically conducted one of the successful reengineering. Reengineering process could be accompanied by knowledge and innovation. Armstrong, Michael. A Hand Book of Human Resource Management Practice. 10th ed. London: Kogan Page. 2006. Print. Becker, Brian, and Gerhart, Barry. â€Å"The impact of human resource management on organizational performance: progress and prospects.† Academy of Management Journal 39.4 (1996): 779–801. Print. Boeker, Warren. â€Å"Strategic change: The influence of managerial characteristics and organizational growth.† Academy of Management Journal 40.1 (1997): 152-170. Print. Bratton, John, and Gold, Jeffery. Human Resource management: Theory and Practice. 2nd ed. New Jersey, NJ: Lawrence Erlbaum Associates, Inc., Publishers. 1999. Print. Brown Derrick and Kusiak, Jan. Problem Analysis Techniques. London: IRM Training Pty Ltd. 2007. Print. Farnham, David. Employee Relations in Context. 2nd ed. London: Institute of P ersonnel and Development. 2000. Print. Ford, Jeffery, Ford, Laurie and D’amelo, Aangelo. â€Å"Resistance to Change: The rest of the Story.† Academy of Management 33.2 (2008): 362-377. Print. Greer, Charles. Strategic Human Resource Management. 2nd ed. Upper Saddle River, NJ: Prentice Hall. 2001. Print. Hammer, Michael, and Champy, James. ‘Reengineering the Corporation: A manifesto for business revolution’, 2000. Web. Piderit, Sandy. â€Å"Rethinking resistance and recognizing ambivalence: a multidimensional view of attitudes toward an organizational change.† Academy of Management Review 25.4 (2000): 783-794. Print. Risher, Howard. â€Å"Re-focusing performance management for high performance.† Compensation and Benefits Review 35.5 (2003): 20–30. Print. Rynes, Sara. et al. â€Å"The importance of pay in employee Motivation: discrepancies between what people say and what they do.† Human Resource Management 43.4 (20044): 381â€⠀œ394. Print. Sims, Ronald. â€Å"Human resource management’s role in clarifying the new psychological contract.† Human Resource Management 33.3 (1994): 373–382. Print. Zheng, Wei, Yand, Baiyin and McLean, Gary. â€Å"Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management.† Journal of Business 63.7 (2009): 30-39. Print.

How to Format Captions

How to Format Captions How to Format Captions How to Format Captions By Mark Nichol Captions, like other display copy, are generally styled in contrast to the running text for aesthetic and practical reasons: The appearance of display type offers a change of pace from the uniform appearance of running text and makes it easier for readers to distinguish it from the default content. The font size should be the same as the running text, or smaller. Captions come in several forms, and they can vary to some extent within a print publication or on a website according to function. At their simplest, captions can consist merely of the name of the person pictured, or can identify, in a few words, an object or a location. A longer phrase, in the form of an incomplete sentence and without punctuation, might describe whatever is pictured. Or the caption might consist of one or more complete sentences that explain the contents of the photograph or illustration. Occasionally, a brief article is itself formatted as a caption. (Be cautious about not overwhelming readers with information, however. Caption copy can be redundant to a passage in the running text but should not go into excessive detail.) It’s best to minimize the different forms a caption can take in one publication. When captioning a headshot photograph of a person, for example, be consistent about whether you simply label the photo with the person’s name or whether you provide additional information. Because such photos tend to be small, printing the subject’s name alone is recommended. But a caption for a larger candid photo, as opposed to a posed headshot, for example, should provide some context. Choose between using incomplete sentences or complete sentences when providing more detail; it’s better form to be consistent with one approach or the other. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:15 Terms for Those Who Tell the FutureWork of Art TitlesDozen: Singular or Plural?

$787 Billion Economic Stimulus Plan Essay Example | Topics and Well Written Essays - 500 words

$787 Billion Economic Stimulus Plan - Essay Example The $787 billion stimulus bill passed by Congress will not quickly solve the historic problems besetting the economy, but it could reduce the damage, while providing relief for the unemployed and the uninsured. Moodys Economy.com chief economist Mark Zandi says the bill could help end the economic slide. He warns, however, that the stimulus spending will likely be too small, given the size of the economic decline, and suggests Congress may have to revisit the issue (Kirchhoff) The plan we passed tonight will strengthen our economy by creating millions of good-paying jobs here at home; deliver tax relief for 95% of workers and invest in Americvas future by fixing our communities roads and bridges, improving our childrens education and making our country more energy independent. While House Democrats said the bill is needed to create or save 3.5 million jobs, Republicans countered the proposal would leave future generations saddled with debt. Republicans also noted they had little time to read the massive bill, which was released late Thursday night (Wolf) The crisis is so deep that only the economic reform policies alone may not bring the desired results. Many economists believe that the current recession may continue longer than anticipated. In my opinion, the life styles of the American public need to be fine tuned based on the realities. The greedy public accepted the offers (loans) from the financial institutions with both hands without properly evaluating their financial capabilities. They have approached the banks for everything and the banks were ready to help them without even assessing their backgrounds or financial strengths.The financial institutions miscalculated that the global economy will never exhaust and whatever the goods and services sold in the market will bring profit. Such irresponsible allocation of resources

Fair Payment System Essay Example | Topics and Well Written Essays - 1000 words

Fair Payment System - Essay Example A rapidly growing body of literature and research indicates that flexibility and equity have now come to occupy a vital place in remuneration schemes and the inability of strike a balance might results in breach of psychological contract. This brings us to some relevant concepts in the discussion of fair pay system today. First we need to understand that when an employee starts working for an organization, it establishes a relationship between the employer and the employee. We call these exchange relationships since employee promises to offer something for the payment he hopes to receive. His services include loyalty, dedication, commitment and good performance. In return he hopes to be paid in a way that would match his talents and his input. One very important concept in this regard is that of equity theory that helps us to see why we need flexibility and fairness while creating a remuneration strategy. Equity theory studies the psychological acknowledgment of being treated equally. This is a very relevant concept and one that is being used increasing in developing fair pay system. Equity theory states that employees must feel that they are being treated fairly when they compare their pay with those of their counterparts at the same position. This is where inputs and rewards are closely studied. Employees would want to make sure that their input, if it is equal, must follow equal rewards. Adams (1965) explained that equity theory studies the ingrained mental process that allows a person to see how are efforts being rewarded and whether or not same efforts are being rewarded with similar returns. Equity theory further states that if people experience inequity, they will change their behavior in order to attain the feelin g of equity or remove the tension that arises from the feeling of inequity. If they feel that their ratios are lower when compared to those of their colleagues in the same position, they will start behaving in a negative fashion to bring their ratios at par with their efforts. Some will start coming late to work, or decrease their inputs or not meet deadlines etc. Psychological contract is another important concept which has been helpful in developing fair pay systems. Argyris (1960) who coined this term describes it as a 'set of practical and emotional expectations of benefits that employees and employers can reasonably have of each other.' Since that time, the term has been defined and redefined a number of times with Rousseau's definition becoming most influential: 'An individual's belief regarding the terms and conditions of a reciprocal exchange agreement between the focal person and another party A psychological contract emerges when one party believes that a promise of future returns has been made, a contribution has been given and thus, an obligation has been created to provide future benefits'. (Rousseau 1989) Pay is generally the most important part of the contents of a psychological contract. In a UK study conducted by Herriot et al. (1996), it was found that employees used fairness and pay most frequently when work environment was discussed. It was the two things that topped the list of things that employees paid attention to when discussion of work environment came up. Pay for performance is the third most commonly discussed concept in development of fair pay system. Recent developments in the field of management and performance-based evaluation systems provide conclusive evidence of the fact that the understanding of