Sapir-Whorf Hypothesis

1. The Sapir-Whorf Hypothesis meant the comprehension of the world for an individual determines by the background linguistics system or grammar. In other words, language which use in his or her culture influence his or her thought, idea, view of the world. Explanation of this hypothesis will be more apprehensible by examples. ‘Cultural emphasis’ is one of the popular examples of Sapir-Whorf Hypothesis. Cultural emphasis is if a culture â€Å"A† counts more than about certain aspect another culture â€Å"B†, the culture â€Å"A† tends to have more verity of word that the culture â€Å"B† about the aspect.For example, in English words related family relationship might be 20 or less: aunt, uncle, father, mother, grandmother, grandfather, great grandmother or grandfather, son, daughter, cousin, father/mother in law, kin. In contrast, Korea has about 70 or more, which is a natural result as Confucianism was widely spread in Korea. Another obvious e xample to explain about Sapri-Whorf Hypothesis is â€Å"time†, and â€Å"space†. In the book, Whorf have studied to explain his hypothesis with â€Å"time† which is the most common nouns in the English language according to the Lera Boroditsky’s lecture.The Indo-Europeans (most western people) view the time in three major tenses-‘past, present, and future’. Even though ‘past’ and ‘future’ is an abstract concept compare to ‘present’, the language of western people consider ‘past’ and ‘future’ s real as ‘present’. Therefore, the Indo-Europeans have a cultural form of time units(century, decade, year, month, day, hour, minute even seconds), and from that form there are various other cultural form as records, histories, calendars, and even stock markets.However, the Hopis has different concept of time: objective, and subjective. The ‘objective’ is a fact wh ich exist, and the ‘subjective’ is a state is becoming. In other words, rather than past, present, future, there are things becoming that has individual life rhythms like growing, declining, or changing as plants, weather, or any other form of mother nature does. Therefore, Hopis likely to view the present (objectives) as becoming (subjective) can come to pass. Even Korea, had different concept of time before modernization.People divided a day in 12(based on Zodiac); in other words two hours was the smallest universal unit of time in Korea. So, occasionally, a friend should wait for about 2hours. By this cultural difference with western society, create a word â€Å"Korean Time†(being lazy) during the Korean War and the word is listed on Oxford Dictionary. Lera Boroditsky developed Sapir-Whorf Hypothesis by comparing time and space. She insists that the concept of time order in space differs by culture.Lera have shown an interesting video clip of â€Å"3D spacing † which is arranging time order if there is a dot floating on the air. Koreans may arrange time like ‘breakfast-lunch-dinner’(1-2-3/horizontal order) or ‘breakfast(up)/lunch(mid)/dinner(bottom)’ in the self-orientated position as Korean society had accepted western literacy of reading left to right, but still has some cultural trace of reading up to bottom. However, the Kuuk tribe’s answer differs by their direction.They will arrange time as 3-2-1 while facing north, and will arrange time by 1-2-3 while facing south. This order is defined by the direction of sunrise and sunset(east to west); and this is a consequence of a culture of saying hello as ‘where are you going’; and the possible answer for the Kuuk people is ‘Far over there to the north-north-east’ or ‘To the toilet of south west to clean by hand at south east’. In a nutshell, Sapir, and Whorf claims people understand their world by their linguist ic system which is highly related to culture.By comparing Hopis, Korean and Indo-Europeans, We could acknowledge that he norm of ‘time’ is different by culture; and by comparing Kuuk Thaayorre tribe, and Korean, we could admit that the arranging time differs by cultural sense of space. Consequently, Sapir-Whorf hypothesis seems quite reasonable as each group of people thinks and acts differently by the form of cultural language. Reference: http://fora. tv/2010/10/26/Lera_Boroditsky_How_Language_Shapes_Thought#fullprogram David S. Thomson’s (2011/10/25). The Sapir-Whorf Hypothesis: Worlds Shaped by Words.Retrieved from http://uee. unist. ac. kr/webapps/portal/frameset. jsp? tab_tab_grou p_id=_2_1&url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ftype%3DCourse%26id%3D_7103_1%26url%3D 2. The critics of Sapri-Whorf Hypothesis had insisted the bond between culture and language, doubts the relevance of person’s view of the world. The example of Shona which trib e has only three category of colors does not mean that Shona’s eye is psychologically different; and can’t see rainbow as English-speakers do. It’s just hard to speak the definition of the color.Moreover, Whorf probably didn’t consider dead metaphors for Hopi language. For example, â€Å"God be with you,† doesn’t mean that person will imagine God being with him. I do admit that Sapir-Whorf Hypothesis’s example has some risk of uncertainties as it is hard to totally understand culture of Shona or Hopies for Whorf of other people. However, I do not agree that it Sapir-Whorf Hypothesis is wrong twofold: one is the hypothesis is more related to mental state of people rather than physiological state; and the other is dead metaphor still affects in other way.First, even though it is true that people physiologically that human eyes are same, it doesn’t mean they recognize at the same way as others. For example there is an experiment f rom BBC ‘Do you see what I see’ that could reject critics concern. A person from BBC went to the tribe, Himba. The western experimenter showed 12 colors which only one color is different. The western person have shown 11 colors of no. 80-188-12(red,green,blue), and another color of no. 93-188-2(red,green,blue).Both colors seem ‘green’ and it is pretty hard to recognize the difference of us; nevertheless, the Himba recognize them without hesitation. In another experiment, the western person has shown 11 colors no. 35-95-65 and one color of no. 35-95-110. To the western, the two colors is apparently divided as blue and green; however, this is not the case of Himba tribe. And the second experiment seemed like a knotty problem for the Himba. Second, although it is a dead metaphor it still influences in an indirect way of person’s view of the world.Even the words ‘God bless you’, or ‘God be with you’ means just good luck, it stil l influences the view of the world. Though the person isn’t Christian, the linguistic system means that there is a culture of Christianity that is recognizable. There is an obvious difference of knowing about Christian and not knowing about Christian. A person knows about Christian heard ‘I’m a Christian’, he or she may see the person with some prejudice; but a person who doesn’t know about the Christian won’t care that much about it. In onclusion, although it is insecure to define another culture from the western view, it doesn’t mean that Sapir-Whorf is wrong. As matter of fact, critics concern about physiological view of the eye wasn’t related enough to the problem of human thought, and the dead metaphor still gave influence to the person’s view of his or her own world. Reference: David S. Thomson’s (2011/10/25). The Sapir-Whorf Hypothesis: Worlds Shaped by Words. Retrieved from http://uee. unist. ac. kr/webapps /portal/frameset. jsp? tab_tab_grou p_id=_2_1&url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ftype%3DCourse%26id%3D_7103_1%26url%3DBBC HORIZON (2011/08/20) Do you See what I see? www. youtube. com/watch? v=4b71rT9fU-I 5. People occasionally see each other sex as a different creature; and we easily have misconceptions about the differences between. Deborah Tannen argued â€Å"both women and men often feel they are not getting sufficient credit for what they have done, are not being listened to, are not getting ahead as fast as they should. â€Å"(p. 64); He explains several reasons why people misunderstand different sex with twofold aspects: conversational rituals, and strategies.In conversational rituals, Tannen claims â€Å"men often involve using opposition such as banter, joking, teasing, and playful put-downs, and expending effort to avoid the one-down position in the interaction. † while â€Å"women are often ways of maintaining an appearance of equality, taking in to account the effect of the exchange on the other person, and expending effort to downplay the speakers’ authority so they can get the job done without flexing their muscles in an obvious way. † For example, men tend to speak quite direct, including emotions, like ‘Hey! Chicken!Go and clean your dirty the room’; by contrast, women might ask ‘I think it would be really nice if the room is cleaned’ even though she thinks the room is dirty and disgusting. Tennen insist † Men whose oppositional strategies are interpreted literally may be seen as hostile when they are not, and their efforts to ensure that they avoid appearing one-down may be taken as arrogance. When women use conversational strategies designed to avoid appearing boastful and to take the other person’s feelings into account, they may be seen as less confident and competent than they really are. According to my experience, among friends between men, the conversation betw een friends includes insult. Usually, the more trust, the more insults exist between male friends; however, women tends to appraise nearly everything each other, appearance, clothing, make ups, and so on. For instance, there is a famous example of a true-ish story related to this. There is a couple. The man met his old friend in front of her girlfriend. While being happy meeting with his friend, suddenly, she said â€Å"Let’s break up, I didn’t knew you were such a crude person†. The man was just showing friendship in a universal way of other men do.In conclusion, men and women are easy to have misconceptions each other as they have their own cultural-like difference between. The gap of between is not only because of the conversational rituals, but also, the strategies they use. Reference: â€Å"Women and Men Talking on the Job†, from Talking from 9 to 5 by Debora Tannen. Copyright ? 1994 by Deborah Tannen. 6. The culture of Kula, the Potlatch, and food t aboo (pigs in the reading) are seems quite imprudent from the view of modern society led by western culture. However, it exist whether it is awkward or not for us.Through Marvin Harris’ logical objective point of view in adaptation, being economical, or being ecological, I would describe my possible reason of ‘why’ these culture exist. In the Milne Bay Province of Papua New Guinea the 18 island community holds a closed trading system called Kula or Kula Ring. The Kula was an enclosed trading system for only few senior male trading partners from each island were able to participate. With only a large outrigger sailing canoes, the long life-risking voyages were taken for this trade. And the result of this trade is to have few so-called luxuries which are made out of shells or similar form.This strange custom that was held between islands far apart had beneficial aspects for the each tribe. First, each tribe can show diplomacy. The better reciprocity of each tribe o verseas, the power of the island tribe is more influential. Second reason is that men of the tribe can have more unity. When people go through a hardship which is people each other feels more unity as more risk was involved in the incident. Through, this dangerous voyage, men in the tribe could have strong unity of going through hardship. Lastly, island tribe could have better economic status.By using surplus, they could get rich and have more stable economy of the island tribe. Potlatch is an undated ceremony which is held for incidents to celebrate like son's marriage, the birth of a child, a daughter's first menses, and so on. During the potlatch, tribal leader tenders to other tribe member a banquet which includes not only providing foods and presents, but also burning or tearing patriarch’s own property. Marvin Harris explained this as First, it is a feast for unity. And it could actualize his or her status as a patriarch. By showing off in front of other member of the t ribe, he could unify his tribe by earning respect.As respect could give the cause of gathering more asset of from his tribe member, he could continually gather and lose money and sustain his reputation as a tribe leader. Second, it is a way of bragging his power to other tribe with less blood or war. During Potlatch, other tribe leaders occasionally been invited. And the invited leaders have moral duty to open another Potlatch in his tribe. Through the ceremony, the tribe leader could show the economic situation or power of the tribe. Therefore, each patriarch could show better diplomacy to other tribe.Raising hog is one of the most economical ways of getting protein comparing between the amount of meat and the crops consumed. Nevertheless, Quran describe pig as a devil and not to be eaten. And Islamic version of Bible is still followed today. Though it seems not rational in present, Quran’s taught was greatly reasonable dozen centuries ago. Quran was an enshrined book for th e nomadic people in the Middle East which is filled with dessert. For them, water is more valuable then diamond. And among the cattle that nomadic people raise, pigs were the best consumers of water at that moment.Also, pigs that are raise in farms had more economical value as they simply don’t have to move and burn fat as much the nomadic people do. Most of all, pigs cannot sweat. They don’t have sweat hole as other mammals do. Their adaptations weren’t for the hot weather itself; and easily died in the hot and dry dessert condition. Harris’s argument is there is always a very logical reason for a culture whether it is strange or normal. And his logical reasons could be found by an objective point of view such as in adaptation, being economical, or being ecological.References http://en. wikipedia. org/wiki/Kula_ring http://en. wikipedia. org/wiki/Trobriand_Islands http://anthro. palomar. edu/economy/econ_3. htm 7. The Native Americans of the Great Plain were highly depended their lives to buffalos. Buffalos were not only the method of food, but almost everything they need: shelter, clothing, fuel, tools, weapons, and other equipment by using buffalo’s horn, skin, and even dung. Nevertheless, the Native Americans of the Great Plain never worshiped them. Instead, they worshiped Mother Nature, and Father Sky.In other words, they believed everything living and of nature had a spirits I believe that Marvin Harrison might guess this reason as that buffalos were very plentiful for them, and buffalos were not the only ‘sprit’ that influenced Native Americans: but, most of all, if they have worshiped buffalos, the ritual of hunting ‘holy’ buffalos might be thought as taboo. Buffalo’s economical value exists only by killing them. As they were valuable, but not valuable enough not to kill, the belief of Totemism might have been a great alternative to them. Reference: Darko-Adara (2009. 04. 20) Psycholog y Concert, StarBooks, Seoul http://en. wikipedia. rg/wiki/Plains_Indians http://www. buffalofieldcampaign. org/aboutbuffalo/bisonnativeamericans. html Midterm Essay AHS10404 20101695 Lee, Sang-Deok Answered questions 1. Define the Sapir-Whorf Hypothesis and explain it by giving examples of ‘cultural emphasis. ’ In your answer, refer specifically to the concepts of ‘time’ and ‘space’ in your language. Your answer should refer to the reading AND the lecture by Lera Boroditsky (10 points) 2. State how critics of the Sapir-Whorf Hypothesis criticize the hypothesis and discuss whether you agree or not, and support your argument with specific examples in your own language (5 points). . Describe Tannen’s arguments about why men and women misunderstand each other, and find some examples from your experience or from other sources. (5 points) 6. Describe the Kula, the Potlatch, and food taboo in the readings. How would Marvin Harris (possibly) exp lain all these cultural practices? Discuss Harris’ arguments in relation to these three practices. (10 points) 7. Native Americans of the Great Plains never worshiped the buffalo. Why not? Based on what Harris has written, can you think of reasons why they did not worship the animal that was the source of their food? (extra 3 points)

Martha McCaskey The Seleris Associates Industry Analysis Case Study

For the past 18 months Martha McCaskey has been an exemplary performer with high integrity and been assigned as a project leader to a crucial high profile project named Silicon 6. Upon successful completion of Silicon 6, McCaskey has been promised a promotion to group manager. McCaskey is being pressured by senior management to finish the project and have an action plan to present to the client. Now she has some options to weigh in order to complete the project. What McCaskey must decide is where she draws the line on compromising her values in order to complete Silicon 6. She will have to decide what constitutes proprietary information or is she engaging in â€Å"gentleman’s industrial espionage† McCaskey has also realized she might have to pay someone off to finish her project in order to attain her promised promotion. She felt she has always maintained a high degree of integrity until now. There were some warning flags McCaskey should have noticed. The focus this paper is to examine specific reasons underlying McCaskey’s situation, what the warning flags were and what tactics she should employ concerning her involvement in the Silicon 6 project and her future with Seleris. Martha McCaskey Seleris Associates Industry Analysis Division Case Study Martha McCaskey has been assigned as the Project Leader of the Silicon 6 Project with Seleris Associates Industry Analysis Division (IAD). She is facing some real tough decisions that can be career threatening and possibly have legal ramifications. Silicon 6 has become a crucial project for IAD. Silicon 6 will account for 20% of IAD’s revenues. If successful for IAD’s client then more lucrative projects would follow. This should have been a warning sign to McCaskey, a high profile project given to a new hire would not happen. McCaskey has been promised a promotion to Group Manager with a substantial increase in pay if she performs well. This was a warning sign. How could McCaskey be promoted to Group Manager? There were only 2 groups who was going to go? Was it just â€Å"lip-service† to entice her further to obtain the needed information on Silicon 6? Selersis’s client is a semiconductor manufacturer based in California. The client has retained IAD to identify cost structure and manufacturing processes for a new chip being manufactured by a competitor. Selersis’s client has offered to double the consulting fees if the required information could be obtained. McCaskey has been tasked by her management to formulate an action plan to present to senior management of the client and IAD. McCaskey is struggling with how she must decide what constitutes proprietary information and what is public knowledge. McCaskey wonders if she is engaging in â€Å"gentleman’s industrial espionage†. She has always maintained a high degree of integrity, until now. McCaskey now has some different approaches for finishing the Silicon 6 project to ponder. The Events Leading Up To Martha’s Situation Martha McCaskey has the right pedigree; Electrical Engineering (EE) degree from CalTech, and Harvard MBA. Shortly after finishing her MBA she became an associate with Seleris Associates Industry Analysis Division. This division specializes in clients in the computer component manufacturing industry. McCaskey’s offer was generous plus she received a good reference from a former CalTech associate who was employed there. The division was divided into 2 units. One unit was under Group Manager Bud Hackert called the â€Å"Old Guard† which worked mainly on independent projects and the other unit under Group Manger Bill Davies comprised of newer associates or â€Å"New Guard† where McCaskey was assigned. The New Guard group worked predominately on team projects. McCaskey’s first project received high praise from Tom Malone the division’s vice president stating her performance was the best the division had ever seen. The second project was very challenging. Under heavy pressure McCaskey was successful. After presenting successfully to the client, the president of IAD Ty Richardson asked McCaskey what her delay was on this project in writing the clients report. McCaskey was so outraged she finished the report in 10 days. Malone established her report as the new benchmark for IAD projects. This behavior by Malone should have been a warning sign as well. McCaskey had been with IAD a short time and already her work was a bench mark? There is no easier way to gain loyalty then by praise. McCaskey felt Richardson and Malone disapproved of her handling of the project. It was during this period that Malone suggested McCaskey ask advice of 2 members of the Hackerts’ group; Dan Randall and Chuck Kaufmann concerning obtaining sources of information. Hackert’s group was involved in gathering detailed information about competitors. This McCaskey quickly ascertained that Kaufmann and Randall were the real producers of this group. Before she was done on her current project McCaskey was asked by Richardson to talk with the rest of the members of Davies Old Guard group on the Silicon 6 Project. Randall was cold and unapproachable and Kaufmann was unavailable. McCaskey did work later with Kaufmann on some team projects and she found him to be approachable and fun to work with. The Atmosphere At IAD Several senior associates had left the firm in the last few months. McCaskey over the months has discovered was that IAD had some severe ethics issues. The president Ty Richardson is very sharp as well as a convincing salesperson with plenty of charm and charisma. He was very driven, mostly by money. The defacto Chief Operating Officer (COO) Tom Malone was the type of leader who was another great talker and salesman who once stated to Kauffman that he did not care about the turnover at IAD because he could just put an ad in the paper and hire all the staff he needed. Richardson and Malone stated to the staff about being part of the management team. However both would go on a client visit without involving the staff. The staff felt left out and perceived themselves as being non-contributors. McCaskey had been given the freedom by Richardson to perform her work as she wished and her work was also recognized by Richardson. Her bonus that year was $25,000 while the other associates bonuses were much smaller. This should have been a warning sign to McCaskey, special attention by senior management, to include a large bonus in excess of co-workers share. McCaskey And Silicon 6 McCaskey had been asked to work on Silicon 6 because of her EE degree and coursework on chip design. Richardson had stated the project was behind schedule and her expertise would be valuable. McCaskey was informed she would be working with Chuck Kauffman. Kaufmann was hard working but was taken advantage of by both Richardson and Malone. He was paid less than any other associate and felt the company needed his expertise to run the business. Kaufmann could not step back and see his situation. When trying to obtain information from industry sources McCaskey would identify herself as a representative of a trade journal. McCaskey thought that was a little more above board than visiting a target company and pretending to be interviewing for a job, as a consulting friend of hers does. Richardson spends more time with Randall, McCaskey and Kaufmann often making impromptu visits to see McCaskey and Kaufmann. McCaskey was still struggling with obtaining credible information on the target company. Seleris’ client had also placed a stipulation that the target company was not to be contacted, to avoid the appearance of price fixing. Malone had queried McCaskey on whether she had been able to contact any former employees of the target company. On other projects she had found former employees of target companies a valuable source of information. Kaufmann had confided in McCaskey he had paid a former employee of a target company a $5,000 consulting fee for spreadsheets and a business plan for a new product line. He mentioned Randall had done this on a regular basis on Seleris projects. IAD had no written formal policies concerning solicitation guidelines and rules of engagement working for a client. McCaskey confirmed with a coworker that members of Hackerts’ Old Guard group routinely paid off ex employees of target companies to obtain sensitive and proprietary information for Seleris’ clients and the Group Manager Hackert condoned and encouraged this behavior. Desperate for information McCaskey considered using former employees of the target company to complete Silicon 6. When she learned of the bribes McCaskey should have known what Seleris was all about, ethics not being an attribute. This was another warning sign she chose to ignore. Enter Phil Devon McCaskey’s best lead came via some random events. During her research she came across a professor at a small east coast engineering school who actively consulted with European semiconductor manufacturers. After contacting him McCaskey discovered he could not provide her with any information. Malone then suggested McCaskey fly out and interview him in person indicating he might have some â€Å"gossip† on the new chip. The face to face interview provided no new information that McCaskey could use. The professor suggested she contact Phil Devon a consultant in southern California who had been involved in the design and start up of one of the European chip manufacturers. The lead for Devon came about under such obscure circumstances. Malone told her to fly out to see the professor for â€Å"gossip† and then she discovered Devon? Did he know of Devon and intended to use McCaskey as a patsy? This was another set of warning signs for McCaskey. McCaskey set up an interview with Devon and discovered he was a former employee of the target company at the vice president level. This was large warning sign for McCaskey. You should never approach an executive of a target company, they are not ignorant. Your true intentions will be figured out in no time. McCaskey felt uneasy with Devon from the start. Devon was almost too forthcoming with information. McCaskey felt certain that Devon could provide her with all the information she needed to complete Silicon 6. She felt he might be leading her on in order to find out who she was working for. This should have been a red flag warning for McCaskey. Devon was way too anxious to give up information. What were his motives? Just a nice guy who wanted to help for the right price? A disgruntled ex-employee? Was he working for the target company? Was he part of a sting operation ? She did not listen to her â€Å"gut† on this one. McCaskey was an intelligent person she should have gone with what she felt (Welch Jack: Straight From The Gut) When McCaskey debriefed Malone she informed him of her meeting with Devon and how she felt Devon could have provided her with all the information she required had she just asked. She then informed Malone she had come away empty handed with the needed information. She also informed him about how uneasy she felt about Devon’s demeanor to the point that he might call the authorities or inform the target company’s plant Silicon 6 of her interest if she pressed him for the target company’s information. Malone told her not to contact Devon anymore and just go through her client presentation with him. Malone informed McCaskey that Seleris would present the data as though it represented the actual Silicon 6 plant. When McCaskey objected Malone informed her no one would notice when they presented. Another warning sign, Malone was going to lie to the client. What McCaskey thought was to be a dry-run of her presentation turned out to be held in front of the client’s senior plant management. The plant managers stopped her within 15 minutes of her presentation stating it provided no new information. In a closed door session with Malone and McCaskey the client plant management stated their displeasure in Seleris’s handling of the Silicon 6 project stating how much business they had given Seleris and how they hope to continue the trend. However, given what they had just witnessed they had doubts. Malone then brought up how Seleris had just made contact with an former employee of the Silicon 6 plant who could provide them all the information required given the proper â€Å"incentives† were provided. The attitude with the client senior management immediately changed. The client senior management doubled the consulting fee for IAD stating the additional funds could be used for â€Å"incentives†. The client stated they did not care how IAD obtained the information as long as they got it. Malone was delighted in the turn of events and how delighted Richardson would be. When Malone briefed Hackert, he suggested that the consulting fee paid to Devon should be $7,000 not the usual $4,000 or whatever would make it worthwhile. Malone then informed McCaskey to think about how she handle Devon and not rule out the idea of using Kaufmann to meet with Devon. McCaskey realized she was in the middle of paying Devon off to complete Silicon 6 and receive her promised promotion. This was a huge warning sign. Malone was shooting from the hip and he succeeded. Plus he had the perfect patsy; McCaskey or Kaufmann. Strategies Martha McCaskey Could Have Taken One strategy McCaskey could have taken was to stand up and define herself as a person and an employee (Jack Welch Video: Define Yourself or Others Will). If you allow people to think that you condone certain behavior, as in McCaskey stating to Malone â€Å"You’re Amazing! † after the presentation she and Malone made to the Silicon 6 client. She seemed to admire him for his dishonesty. When she learned that Seleris was bribing former employees of target companies she further failed to define herself in not speaking up for ethics and distancing herself form the situation. Her co-workers could only assume she approved of such behavior. Being new McCaskey desired to excel and seek approval of her management; however bribery to succeed is not the way to differentiate or advance yourself. Differentiation is a way to manage your people and your business. It’s about getting the best players on your team in order to have everyone pull together and win. (Jack Welch; Winning; Chapter 3) You do not win by being dishonest. When McCaskey discovered her management was basically unethical she needed to have a face to face meeting with them immediately. McCaskey was not in a situation of good boss vs. bad boss (Welch Podcast: Good Boss vs. Bad Boss) with someone who was just a jerk or a bully, she was dealing with 2 people who were blatantly dishonest and unethical who were condoning and encouraging bribery and industrial espionage. They were crossing a line that could land them or McCaskey or Kaufmann in jail. More than likely it would have not been Richardson and Malone as they were the â€Å"know it all† types of mangers who would let subordinates take the fall. (Welch Podcast: Bosses Who Get It All Wrong). At this point McCaskey has realized both of her managers were dishonest. You cannot trust dishonest people. Trust is the fiber of good peer to peer relationships, once gone it’s hard to win back. Trust is like the stock market you can lose it overnight (Fiener Chapter 3 Law of Trust). McCaskey should have confronted both Richardson and Malone both with their behavior and asked to be moved off of the project. Better to be moved off or moved out than go to jail. McCaskey did not give herself a lot of options to improve her or change her situation as she went along with the status quo. She chose not to stand up and do her job the right way. She more than likely is going to be cannon fodder for her management. (Feiner Chapter 8 Law of Conscientious Objector). A culture change needed to take place at Seleris from top to bottom and bottom to top. However, the persons you had running the company Richardson and Malone were not about to inspire any change that would interfere with their personal cash flow. The main problem with Richardson and Malone is that while both were bright and charismatic, but they were the wrong type of leaders, they were not inspiring the right attributes. Feiner Chapter 2). They were not taking control of the situation for the good of the company or employees, they were doing for themselves. The burning bridge technique might have worked (Fiener Chapter 9 The Law of the Burning Bridge). For change to end it right the process must start right. Malone and Richardson were not about to upset their empire by admitting they were wrong and begin a dra stic change process. It is not in their moral fiber to do so. There was no way for McCaskey to have changed their behavior. A painful end is waiting for them. Three Emails McCaskey Should Write Ty: After some thought and soul searching I feel I should be removed from the Silicon 6 Project. I realize I have not produced well on this project and I sincerely regret my less than stellar performance. I would like to stay on with Seleris IAD and perhaps work on less high profile projects in order to give myself a much needed break. I feel very stressed and overwhelmed at this point. I would like to meet face to face with you in your office to personally discuss my options with you. I would also like to take a 2 week vacation to recover from the last few months as well. I notice your calendar is clear form 1300-1400 would that be convenient for you? Tom: Due to the tremendous stress I have been under I will be taking a couple of weeks vacation to recover. I would like to remove myself form the project. I will let you decide who should meet with Phil Devon, as I know you know the right person to speak with Devon. I have cleared this with Ty Richardson and he agrees that I need some time off. I will be moving on to some less high profile projects. Head of Human Resources: I have enjoyed my tenure Seleris IAD where I feel I have grown personally and professionally. I feel I have worked with some of the industry’s best consultants. It is a decision that I have thought about for a while and I feel it is the best option for me at this point. I will be terminating my employment within 2 weeks from receipt of this email. A certified letter confirming the same will be coming to you forthwith. Conclusion Martha McCaskey has painted herself into a corner. She can pay Devon off take her promotion and hope for the best with her future. Her situation is this; she is considering bribery and has engaged in industrial espionage. McCaskey should run not walk away from this situation. She should run; self terminate her employment and cut all ties with her co-workers. She should have seen the warning flags and listened to her â€Å"gut†. As soon as possible McCaskey should quit Seleris IAD and retain an attorney. She needs to provide him or her with complete details of her dealings on Silicon 6. McCaskey should act on the advice of her legal counsel to protect herself if Seleris IAD chooses to come after her if the dealings with Devon take a turn for the worse. Call it what you want; incentive, consulting fee, gift, it’s still bribery and illegal. I wonder what Jack Welch would have done?ReferencesWelch, Jack with Suzy, (2005). Winning, Harper Collins. Welch, Jack with John A. Byrne. (2001). Jack: Straight From The Gut, Warner Books Inc. Feiner, Michael, (2005) The Feiner Points of Leadership. Warner Business Books. Welch, J., Welch, S. (2009). Define Yourself or Others Will Retrieved from The Welch Way Website. http://www.welchway.com/

Elderly need care, not neglect and indifference Essay

PHYSICALLY, the elderly are not longer as able and agile as the young. To most old people, walking can be an ordeal – and crossing the road is even more difficult without help. While it is already hard for most of the aged to get to the other side of a busy road that has no pedestrian crossing, what is even sadder is that motorists seldom stop for them. Old people whose sense of judgement is impaired through ageing, are frequently run over on the road. They can no longer handle heavy traffic, and left to their own devices, are likely come to grief. As one observer notes, it seems modern society is built by the young for the young – a dynamic creation that does not give much consideration to the old, sick, handicapped or disabled. The infirm and frail elderly are usually tolerated as a liability or nuisance, and with self-esteem ripped away from them, they suffer in silence as they go through what is left of their twilight years. This busy world is certainly not looking too kindly on old folks. Crossing the road is just one problem the elderly encounter, another is getting onto a bus. The old timer is usually the last to get on. And even if he manages, he very likely will have to stand. Rarely does anyone care give up his or her seat for an old man or woman. In the old days, the family unit was strong. Today, it is breaking up as young men and women travel widely in search of greener pastures. Normally, what this entails is neglect – with the elderly being left to fend for themselves, most times under very difficult circumstances. The more fortunate ageing parents may have a child or two staying with them while the less lucky ones may have to live out their lives in an old folks’Â  home – or in their empty house after all the children have flown the roost and may only return to visit once in a blue moon. Such a situation poses a very real problem for society and it is what the old dread most – being unwanted and uncared for while on borrowed time. There are other problems old folks face but none can be as painfully heart-breaking as the indifference and neglect shown them by their own flesh and blood. Most senior citizens end up in welfare homes because they are abandoned by their families – frequently at public hospitals which, in turn, have little choice but to turn them over to shelters run by the government or NGOs. In most cases, family members refuse to take their elderly parents back. Invariably, these public hospitals have to hand the abandoned old folks to NGOs. Even so, shelters, run by benevolent societies, are mostly full these days. According to the Social Welfare Department, between 2008 and 2011, the number of old folks, abandoned by their families, has steadily gone up one per cent each year. Welfare homes caring for the 60 and above, admitted 340 senior citizens last year compared to 248 in 2010. Stats from the National Population and Family Development Board, an agency under the Women, Family and Community Development Ministry, showed that as at 2004 when the Fourth Malaysian Population and Family Survey was undertaken, over half a million elderly parents were not given financial support by their children. It is, of course, unfair and incorrect to say all young people desert their parents in their old age. What is obviously a disturbing trend though is that a lot of sons and daughters are leaving their ageing parents to die at old folks’ homes. Why? In trying to look for an answer, sociologists argue it is important for society to understand the needs of young people with changing times. These experts explain that young couples nowadays need to work to support themselves and their own growing families. As such, most not only send their old parents to welfare homes but their own children to nurseries or playschools as well just to keep up with the rat race. While it’s reasonable for young families to want their own space and privacy, there are some who simply do not want to look after the elderly due to what is generally referred to as the generation gap manifesting itself in the lack of understanding and tolerance for the changes in their parents’ behaviour which could be caused by insecurity and mental illnesses. Whatever the reasons that may have caused the young to shirk their responsibility of caring for their elderly parents, they, nonetheless, still have the moral responsibility to support and cherish them. After all, the young will themselves become parents and grow old one day – and quite naturally, also expect their own brood to look after them in the final phase of life. Needless to say, it’s important to inculcate filial piety in children at a young age. Wholesome family values such as caring for the elderly spontaneously out of love should be continuously fostered to create a truly caring Malaysian society.

Refer to assignment criteria Essay Example | Topics and Well Written Essays - 2000 words

Refer to assignment criteria - Essay Example On one hand, the law stipulates that it is the duty of health care providers to give information to their patients when obtaining consent and also warn them of any possible risks that are likely to be encountered during the treatment or medical procedure. On the other hand, the quantity of information to disclose, and the truthfulness of that information is also a factor to consider as much as a health care provider is required to give out information to patients. The statement under scrutiny in this paper can be dissected in a myriad of ways. It is imperative to point out that in relation to the law in England and Wales, it is the duty of health care providers to care for their patients. This was clearly stated by the House of Lords by Lord Diplock in the Sidaway v Bethlem Royal Hospital case of 1985. According to Lord Diplock, â€Å"A single comprehensive duty covering all the ways in which you are called on to exercise skill and judgment in the improvement of the physical and men tal condition of the patient.† (Sidaway v Bethlem Royal Hospital 1985). The law in England and Wales also clearly stipulates that it is the duty of the health care provider, while caring for a patient, to clearly advice a patient and disclose all pertinent information that will permit the patient to come up with good decisions based on the nature of care being given (Hills v Potter 1983). However, the law is not quite clear on the distinction that should exist between therapeutic and non-therapeutic contexts. Most of the famous cases that are related to the topic in question reveal just how difficult it is for one to know just how much information to reveal to a patient. This difficulty arises from the fact that it is not very clear whether very inquisitive and curious patients should be told more than needs to be told. Another issue that causes this difficulty lies in the fact that the law is not comprehensible on whether the health care provider has the discretion to distort or withhold information. Lastly, the issue of therapeutic and non-therapeutic circumstances mentioned above also contributes to the difficulty in knowing just how much information to reveal to a patient. A review of the Hatcher v Black case of 1954 can explain this point further. In the case, the patient consented to partial thyroidectomy proposed by the doctor. The patient was not made aware of the slight risks that could have her voice permanently impaired. In fact, the facts of the case reveal that the patient was told that there were no risks at all. After the operation, her vocal cord became paralysed. In the summary given to the jury by Lord Denning, the pertinent question of what a doctor should tell a patient was very conspicuous. The doctor admitted that despite knowing the slight risk that existed, he told the patient before the procedure that there was no risk. The doctor was quick to add that he did this for the patient’s own good. The doctor did not want to have his patient worry because this would be detrimental to her overall wellbeing. In fact, the doctor said that the circumstances under which he did this were justifiable. The issue that arises here is that law does not say that the doctor was wrong in doing what he did under such circumstances. Several doctors were called as witnesses, and none of them felt that the doctor was wrong in what he did under the given circumstances. For these reasons, Lord Denning saw no reason to condemn the doctor (Hatcher v

Research proposal Essay Example | Topics and Well Written Essays - 3000 words - 6

Research proposal - Essay Example rious industries, including the UK banking sector is also making vital use of IT networks in their processing of customer services (Ho & Mallick, 2006; Samakovitis, 2006). It is often argued that IT systems hold considerable significance in the building cooperative associations with customer groups that further facilitates better customer serving and hence, contributes to augmented customer loyalty. Both these spectrums, i.e. customer loyalty linked with better customer serving, have been many a time associated with the longevity and continuous expansion of any service sector today, and likely to be apparent in the banking sector as well. Keeping speculations aside, the UK service sector, which is the other dimension in focus of the title chosen for this study, has been reported as growing impressively over the past few years even if its particular drawbacks remain to be consistent (Mullineux, 2012). The three key dimensions of the UK financial sector, vis-Ã  -vis, and its banking sector involve payment services, insurance services against risk and intermediation services between lenders and borrowers. While all these three dimensions present different challenges for the banking institutions in the UK, the continuously changing demands and shifts in the market functions have somewhat forced these banks to build a close and strong relationship with its customers (Davies & et. al., 2010). The particular problems presented by the UK banking services sector have thus been attempted to be resolved with the usage of IT innovations (Aliyu & Tasmin, 2012). Nevertheless, this topic yet remains as negligibly studied among the modern scholars, indicating a gap in the literature obtainable to test such speculations. Hence, emphasizing this gap currently present in the scholar society, the proposed study will aim at deriving firm conclusions on the strength of influences imposed by IT innovations and developments on the UK banking industry. From a mere tool for communication,

Trends in Common Law Jurisdictions Essay Example | Topics and Well Written Essays - 2000 words - 1

Trends in Common Law Jurisdictions - Essay Example First, it must specify the requirements pertinent to the service subject matter of the contract. This often includes the date, time and length of the performance. (Each song must be in the length of 1-3 minutes). It is also important to clarify how many batches of songs is Finbar expected turn over before he gets paid. This can be expressed in terms of weeks or months. (Finbar should turn over three songs to TV8 in the first week of May. Finbar will get paid every two weeks for the ten weeks that the song will be used by TV8.) This will ensure that both TV8 and Finbar will know what is expected of Finbar to avoid disputes during the duration of the contract. The second thing a performance contract must contain is the manner of compensation for Finbar. This can be a guarantee ("TV8 will pay Finbar 60 Euros every week), incentive (TV8 will pay Finbar 5% of the total contract price if ratings of the children’s TV show rise by at least 2%). In this case, Finbar had no contract with TV8. There was no written agreement between him and Jenny McSwindle. McSwindle’s letter to Finbar could not be considered a contract. The letter was, at the very least, an offer to Finbar. Finbar did not expressly, and in writing, signify his assent or consent to the terms proposed by McSwindle in her letter. While it could be said that Finbar’s act of sending TV8 some material was an implied assent to the contract, the same act had actually no consequence. Jenny McSwindle had sent Finbar a letter withdrawing her â€Å"offer† on April 30 but Finbar apparently, unaware of this withdrawal, sent the material on May 01. From the foregoing, it could be said that there was â€Å"no meeting of the minds† between Finbar and Jenny McSwindle. McSwindle’s â€Å"offer† was not simultaneous with Finbar’s â€Å"acceptance.† Events which had transpired could be described only as a â€Å"negotiationsâ €  between the parties. Negotiations may or not end in a contract. In this case, it clearly did not end a contract.     Ã‚  

Introduction to campylobacter Literature review

Introduction to campylobacter - Literature review Example 163–189). Since campylobacter is present in large quantities in stool, isolation may be considered from this point. However, it is important to note that isolation requires certain conditions of microphilic atmosphere and a media that contains antibiotics. Several methods have been developed to isolate campylobacter. One of them is the membrane filtration. This is used in isolating the microorganism from low turbidity water. Filters of pore size of 0.45 microns are used, and the water is passed as the platting is done face down for the selective agar for the campylobacter. The selective agar is described below in another isolation method. The filters in this process are removed after an overnight incubation. The streaking of plate for isolation before re-incubation then follows this. Prior lab tests have indicated that in the presence of pre-filtration with filters of pore sizes of 6.0 and 5.0 has consistent results of recovery of about 30 jejuni CFU per 250 ml of the seeded water that is nat ural (Line 1711–1715). The other method of isolation is the conventional cultural method. In the laboratory, the sampled specimen is prepared for isolation. If, for example, the sample of raw chicken, a sample of filtrated, chicken rinse water may be used. The water is taken and centrifuged at a rate 16000 times the weight for a period of ten minutes in a minimum temperature of 4 degrees. With an enrichment media of Preston broth, the supernatant is discarded while the pellet is suspended. After the sampled pellet is re-suspended, incubation of the sample at a microbic atmosphere that has 10 percent carbon dioxide, 5 percent oxygen and 85 percent nitrogen. All this happens at a temperature of 3 degrees for 24 hours. The enrichment broth is made consistent with the nutrient broth with supplementation including trimethoprim 10 mg/l, cefoperazone 15 mg/l, rifampicin 5 mg/l, polymyxin B 2500 iu/l and amphotericin 2mg/l. This enriched culture is then placed in

The Evil of Animal Rights Essay Example | Topics and Well Written Essays - 250 words

The Evil of Animal Rights - Essay Example Animal rights activists harboring agendas known to themselves are doing everything to scuttle this noble initiative that can go a long way in improving the health of people if scientists are given the green light to continue carrying out experiments that are meant to discover new medicines. The authors argue that these activists are comprised of a group of terrorists called Stop Huntingdon Animal Cruelty (SHAC) and it targets individuals associations or any organization with links to Huntington which is responsible for carrying scientific experiments on animals for medicinal purposes. These terrorists instead use violence and their actions are evil than what they purport to represent. The animal rights activists claim that the animals have rights that are equal to men hence they should not be killed for any purpose. However, the widely accepted argument is that man has control over animals and can use them for his benefit. The authors use rhetorical tools such as pathos where they try to appeal to the emotions of people by highlighting that pure hatred of people drives the actions of the animal rights activists to destroy property in the guise of safeguarding the interests of animals. The authors also use ethos when they state that: â€Å"There is no question that animal testing is absolutely necessary for the development of life-saving drugs and medical procedures.† They want to appeal to people’s logic by reminding them â€Å"that millions of people will die unnecessarily if it is not permitted,† a fact known by the same animal rights activists. In conclusion, it can be seen that the above-mentioned article is presented in a convincing way and the authors have carefully selected the rhetorical tools that are meant to convince the targeted readers to share their ideas.

Hooters Of America Essay Example | Topics and Well Written Essays - 1750 words

Hooters Of America - Essay Example (Hooters of America, Franchise Disclosure Document, 2010). Therefore, their beginning can be traced back to 1984 with a different name while their functionality under the name of â€Å"Hooters of America† can be traced back to 1989. â€Å"Hooters of America† is mainly concerned with the business of running Hooters Restaurants. However, it has many affiliates, which run different kinds of businesses under the title of â€Å"Hooters† such as Naturally Fresh, Inc., Super Sports Merchandisers, Inc., Super Sports Marketing, Inc., Hooters National Advertising Fund, Inc., Hooters Magazine, Inc., Hooters Racing, Inc., Hooters Sports News, Inc., Hooters Sports Productions, Inc. and National Golf Association, Inc. (Hooters of America, Franchise Disclosure Document, 2010). There are varieties of eatables served at Hooters Restaurants and there are certain unique characteristics that make Hooters Restaurants different from other dining spots. â€Å"Hooters of America† offers franchises for the institutionalization of its restaurants and its services under the name of â€Å"Hooters of America† (Hooters of America, Franchise Disclosure Document, 2010). It is a public traded company. As far as the expanded business of the company is concerned, â€Å"Hooters of America† is a large networked corporation with many affiliates. Their head office is in Georgia. All the affiliates of the company are also located in Georgia (Hooters of America, Franchise Disclosure Document, 2010). The company has license to operate in the whole United States of America and also outside the States. The company provides franchises for restaurants (Hooters of America, Franchise Disclosure Document, 2010). The franchises of â€Å"Hooters of America† are spread in the whole United States due to which, it can be easily stated that the business network of the company is widely expanded. The company,

Homeworkunit 3 Sandwich Blitz Essay Example for Free

Homeworkunit 3 Sandwich Blitz Essay Sandwich Blitz, Inc. opened its doors for business October 15, 2004 and now consists of eight locations. It specializes in organically grown food ingredients, upscale breakfast and healthy beverages. The President and CEO, Dalman Smith and Vice President and CFO, Lei Lee are the sole owners. Dalmon and Lei are wishing to expand the business, but first they need to conduct a SWOT analysis to determine the strengths, weakness, opportunities and possible threats involved in the expansion. Sandwich Blitz, Inc. has several strengths; they have shown a positive track record of ROI of 30% for 2011. They have their own training center and are able to provide specialized training to their managers as well as hourly employees. Additionally, they have been able to obtain small prime pieces of property at low costs to erect their small but suitable prefabricated buildings. Lastly, they have shown that they have been successful in expansion, expanding seven additional locations since 2004. An area of weakness that Dalmon and Lei need to review is the lack of time they currently have to devote to expanding their business. Dalmon is busy dealing with issues at the eight locations and Lei is swamped with financial matter. Dalmon and Lei need to consider hiring a district manager to help oversee the current eight locations. They are also vulnerable to other competitors copying their specialized ingredients due to lacking private label branding and need to take action to rectify that opportunity. Sandwich Blitz has several opportunities. They need to stick to the basics and provide a customer what they expect and that is quality, fresh and healthy products. Customer’s wants to know that they can expect the same product at each Sandwich Blitz location, so consistent food recipes and procedures are vital for all locations to follow. To help increase the customer diversity and base, Sandwich Blitz needs to provide new and innovative products. They also need to get with the times and start utilizing social media to help drive sales. The possibility of new franchise operations with similar products moving into the area is a large threat for Sandwich Blitz. The decrease in sales from two high generating locations can substantially affect revenues. Cannibalizing their current locations is a possible threat if they erect another building too close to an existing Sandwich Blitz. Damon and Lei need to analysis their targeted area to ensure it will not affect their current businesses. They need to review all the SWOT data  before they make any drastic decisions.

Elderly Care Comparative Study | Research Methodology

Elderly Care Comparative Study | Research Methodology A COMPARATIVE STUDY OF ELDERLY CARE AMONG HINDUS AND MUSLIMS IN RURAL AND URBAN AREAS OF ALIGARH DISTRICT A comparative study of elderly care among major religious community of Aligarh district Introduction: Since time immemorial, across the world history, care affairs of the elderly were totally family concerns, carried out mostly at home by women and elder themselves (Bookman Kimbrel, 2011). In the twenty first century the needs, rights, concerns and problems of elderly persons are getting more attention of people from different walks of life i.e. social scientists, statesmen, administrators and social workers etc. Aging is neither a new phenomena nor a kind of ailment rather it’s a latter part of life cycle, considered one among the most challenging phenomena around the world- irrespective of developed and developing country as well. In, India, family based care of elderly is fastest growing concern for the big chunk of elderly population, about hundred million. This study seeks to highlight the existing pattern of care affairs of elderly in the informal setting, and interaction between elders and cares in the family. Here, more emphasis has given to peep into the nuts bolts of care relations among elderly and their family members. Research problems In the last couple of decades, innovation of wide range life saving drug, its availability and accessibility to common man have improved health of elderly, consequently the raised the life span of people worldwide and in India too, in contrast to previous normal age. That demanding lot of care and support for them includes medical, financial, psycho-social, spiritual and religious care. Now India is the home of about100 million people, taking care of elderly is of course a serious affair, can’t be left as it is going on. In due course of time, by the introduction of industrialization, urbanization and modernization in India, living style has drastically changed, where institution of joint family transformed into nuclear family. The industrial revolution not just change the people living standers, rather it’s too altered the age stratification resulting, lessen the power, prestige and importance of elderly people in society, finally, the elderly turn into social elite to social problems (macionics,2013). Because, the paradox, whether the responsibility of elderly care is a family matter or of government, becoming a matter of concern in India. Literature review Significance of study From the prehistoric time, India has been a country of care, love, affection, companionship and intimacy, where elder’s status remained matter of high consideration and elders considered as nucleus of power. Till the pre-independence era, most of the families were living jointly and agriculture was the major source of income and elders were the headed the family. But, after the industrialization, urbanization and modernization, joint family turned into nuclear family. Now, their position is no more, some time their status worst to social problems. Elderly people above the age of 60, have less resources, income and high life expectancies, require more, need, concerns and cares. Objectives of the study To undertake a socio-economic, and situational analysis of the condition of the elderly people in the family. To comprehend the pattern of family based elderly care practices in terms of various parameters such as religion, area (Rural-Urban), class and gender etc. To develop an extensive list of needs and difficulties as faced by elders in the family. To decipher psycho-social and emotional conditions of elderly people and associates factors. To identify the influence of religion and religiosity on care of elderly. To critically assess the changing value systems and social institutions that impinges upon the care and social support system with reference to the elderly. To study the level of awareness among the elderly as regards policies, programmes and legislatives provisions safeguards in India. Key Words: elderly, elderly care, family based care practice, religion and religiosity Conceptual framework Research questions This study will focus on the comparison care concerns and status of elderly care in the family among Hindus and Muslims in different settings i.e. rural and urban area. Further will seek to answer the following important questions concerning family based Elderly Care. What are the existing system and patterns of elderly care in the family? What are the dimensions and the level of care provided by the family members? Who is the responsible person for the care of elderly in the family? What is the quality of the elderly care in the family settings? What are the major day to day challenges of elderly care in the family? What is the impact of structural changes in the family on elderly care? What are the sources of livelihood of elderly people? What is the attitude of elders toward the care provided by family members? What is the level of satisfaction among elderly about their care? What are the role of religion and religiosity on care relation and care of elderly in the family? What are the differences and similarities in the family based elderly care among Hindus and Muslims in rural areas. Research Methodology Scope of the study This study will focus to study the day to day pattern of care relation and care of elderly and most possible issues and challenges, encountering elderly people within the family. This study will explore the level of differences and similarities of elderly care, among Hindus and Muslims family on the one hand and rural and urban on the other hand. Universe and Sample The study will be conducted in the selected rural and urban areas of Utter Pradesh, particularly in Aligarh District. The basic respondent of the study will be elderly people (60 or more age) and their potential caregiver in the family. Sampling Frame First of all, willing elderly people for being respondent for the purpose of study will be enlisted, respective to their economic classes, religion and sex, would be helpful to have proper result of the study. Sampling Method Sample Design As elderly care is personal and sensitive issue the sample would be selected on the basis of purposive sampling stratification of the universe will be on the basis of religion (Hindu Muslim), areas (rural urban) economic class (upper, middle and lower), and sex. SAMPLE DESIGN Tools and techniques for the data collection This study would be based on qualitative as well as quantitative data. Therefore mixed approach will be adopted, includes survey research for quantitative data to have empirical analysis and qualitative methods i.e. interview schedule and case study method will be used to comprehend a comprehensive and wider description to fill the gap of quantitative data. Through, direct observation and in-depth interview of elders, issues and concerns of their care in the family would be more elaborated and will cover all aspect of their care life, includes, their living arrangement, relationship with family members, in the family References Bookman, A. Kimbrel, D. (2011) Families and elder care in the twenty-first century. Princeton University, 21 (2), 117-140. Macionics, J.J. (2013) Social problems. New Jersey: Pearson publication.

Déjàvu and the Brain :: Biology Essays Research Papers

UGH! I Just Got the Creepiest Feeling That I Have Been Here Before: Dà ©jà   vu and the Brain, Consciousness and Self We have all some experience of a feeling, that comes over us occasionally,, of what we are saying and doing having been said and done before, in a remote time - of our having been surrounded, dim ages ago, by the same faces, objects, and circumstances - of our knowing perfectly what will be said next, as if we suddenly remember it! (Dickens in David Copperfield - chapter 39 (1)) It happens to me and it has probably happened to you. It is sudden and fleeting, leaving as unexpectedly as it came. While the experience is striking in its clarity and detail, it is difficult to recapture or recount. Generally, it is left unexplained and is described in a vague sense, often simply as, "Wow, I just got the strangest dà ©jà   vu." Because it is so difficult to research and seems to have no deleterious effects on daily and long-term nervous system function, dà ©jà   vu has been left largely to the wayside of neurobiological investigation. In all of its ambiguity, dà ©jà   vu is still a perplexing phenomenon that has not yet been fully explained. The value of truly understanding the source of dà ©jà   vu and its circuitry is in uncovering one of the many keys to the role of the conscious self in the functioning of the brain. What is dà ©jà   vu and how does it work? Dà ©jà   vu is considered a common phenomenon. Surveys show that about one third of the population has had the most common form of dà ©jà   vu sensations (1). Due to the subjective and often indescribable nature of the associated feelings, it has been difficult, to determine who is actually experiencing dà ©jà   vu. In general, however, dà ©jà   vu is "any number of hard-to-explain sometimes upsetting occurrences of unexpected recognition, in which the person involved has trouble identifying an antecedent for the events and/or places which seem so strangely and intensely familiar (1)." Dà ©jà   vu has been defined as "familiarity without awareness (13)." While the situational cues of a dà ©jà   vu are familiar, there is a definite lack of awareness about the specific source of the memory. Arthur Funkhouser (1) defines three types of dà ©jà   vu in an attempt to more clearly delineate between associated, but different, neurological experiences. These are dà ©jà   vecu (already experienced), dà ©jà   senti (already felt) and dà ©jà   visità © (already visited).

Accounting Report Essay -- GCSE Business Marketing Coursework

Accounting Report Anyone considering accounting needs to assess whether this career fits his or her interests, abilities, and aspirations. There are certain qualities and qualifications, however, that a person should consider before making a commitment to a particular career field. Selecting a career can take a lot of time, and many people do not choose until they are adults. Contributing to the difficulty in choosing a career is the vast number of vocations from which to choose. The field of accounting alone covers dozens of types of accountants and dozens of jobs. In trying to decide whether accounting is an appropriate career choice, a person should talk with bookkeepers and accountants that have years of experience. Ask questions about their daily work requirements, their likes and dislikes about accounting, and how they became interested in the profession. Questions such as these can give a person insight into the profession and help in considering accounting as a career. Accounting is a system used to provide financial information about a business or person. Accountants prepare and analyze financial records for individuals, companies, governments, or other organizations. Accounting is a basic need for every business, and the term business has been broadened to mean any operation that deals with money. That includes families and corporations, and also schools, theaters, art galleries, charitable organizations, and even some private persons. People sometimes call accounting â€Å"the language of business† because accounting data are used to detail firms activities. Accounting tells the history of a business or person in numbers. Over one million people are employed as accountants, and most can be found in private business and industry. â€Å"Nearly 40 percent of all accountants are certified, and about 10 percent are self-employed’(Caruna, 1). In addition to openings resulting from growth, the need to replace accountants who retire or transfer to other occupations will produce thousands of job opening annually in this large occupation. The Occupational Outlook Handbook states that the expansion of accountants is related to: â€Å"increasingly complex taxation, growth in both the size and the number of business corporations required to release financial reports to stockholders, a more general use of accounting in the management of business, and outsourcing of a... ...anning and control. â€Å"Other examples of consulting projects of CPA firms are: advising and developing a system for a stock exchange, assisting a new integrated financial management system for New York City, and helping several major railroads with resource planning† (Rosenthal, 22). A career in management consulting offers the opportunity to work with a company’s executives in applying the concepts of modern management and information technology. The final level of entry into public accounting is entrepreneurial services. In the book Careers in Accounting, it says that working in the entrepreneurial field â€Å"is a fast-growing and dynamic area that has been formed in most large firms in the last few years† (5). The person working in this area deals with the special requirements of a startup or growing company. Professionals in this group are involved in counseling and advising the emerging or middle-market company that may lack the resources to successfully handle planning, cost control, attracting capital, going public, or choosing the right information system or compensation plan. Audit, tax, and management consulting skills are all used to fill the needs of an emerging business.

Joan of Arc :: essays research papers

Choose one of the women discussed and decide which of the â€Å"syndromes† you think society would have applied to her and why? Do you agree or disagree?   Ã‚  Ã‚  Ã‚  Ã‚  Joan of Arc the Patron Saint of France could have very easily been characterized under many â€Å"syndromes† by her society. Joan being a virgin and highly religious could have been viewed under the Chaste Syndrome, she may have been viewed under the Tomboy Syndrome for being a warrior and dressing like a man, or she may have been viewed under the Shame Syndrome for taking command of the French army leading them to defeat over England. Joan possibly could have been viewed by society under a culmination of all these â€Å"syndromes†, being called a Warrior Queen. It is difficult to choose just one of Joan’s abnormality’s or shall I say â€Å"syndromes† according to her society, but the Chaste Syndrome describes her the best from my view.   Ã‚  Ã‚  Ã‚  Ã‚  Joan being a virgin, which is none of my business or her community’s, and showing a venerance to God correlates closely to the image of the Virgin Mary. Joan being such a close resemblance to the Virgin Mary would allow her society to classify her under the Chaste Syndrome. Throughout the classroom reading assignment on Joan of Arc I get the impression she is pristine and wants nothing but to obey the voices of St. Catherine, and St. Margaret. When being interrogated she says, that the voices â€Å"told her to fight boldly and God would help her.† Joan’s society would have hopefully seen her under the Chaste Syndrome, she was one to be revered and emulated much like that of the Virgin Mary.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion my opinion stands in disagreeance with Joan’s society for one reason, a syndrome is defined as a group of signs and symptoms that occur together and characterized a particular abnormality.

Hrm and Technology

1. 0 Introduction In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach. The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications, initial screening to final section. This particular search can be for entry level, middle level and high level position as appropriate, according to the external and internal factors of an organization. Huge cost reductions in HR have also been experienced through technology application, while, they have also led to adverse impacts such as redundancies and lay-offs. Communication development technology contributes furthermore, from the recruitment process to career development process through training and development, and creates resource personnel in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient Human Resource Management. Access to Human Resource Information systems (HRIS) has also helped to automate most of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner. This report further outlines the adoption of virtual work and outsourcing as a result of modern technological evolution, and the benefits and impacts that technology has embraced towards Human Resource Management. 2. 0 DISCUSSION 2. 0 What is Human Resource Management? According to Samson & Daft, â€Å"Human resource management refers to the activities undertaken to attract, develop and maintain an effective workforce within an organization†. In other words HRM is the function dealing with managing people within the employer – employee relationship (Stone, 2005). HRM function involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employee needs. HRM is closely related to other management aspects, as its main objective is to improve the productive contribution of people. Human Resources Management encompasses a wide range of activities inclusive of identifying and deciding on staffing needs, hiring, recruiting and training the most suitable employees, ensuring and evaluating their performance, , and ensuring that the personnel and management practices conform to various regulations. It also includes activities relating to managing approaches for employee issues such as benefits and compensation, safety, employee records and personnel policies. (Snell & Sherman, 2004). Human Resource managers plan, administer and review activities relating to staff selection, training and development, conditions of employment and other human resource issues within organizations (Peters, 2004). 3. 0 Objectives of using Technology in HRM The study of HRM describes what human resource managers do and what they should do. While there are many definitions of HRM, its primary purpose is to improve the productive contribution of people within an organization. Until the last few years the discipline was known as personnel  management. (Eddie & Smith, 2004). Now the term ‘human resource management' is increasingly used in recognition of the importance of an organization’s workforce in contributing to the goals of that organization. Today's human resource issues are enormous and appear to be ever expanding. The human resource manager faces a multitude of problems ranging from a constantly changing workforce to coping with ever increasing government rules and regulations. Because of the critical nature of human resource concerns, they are receiving increased attention from upper levels of management. It used to be rare to see job advertisements for human resource managers. Now such advertisements are very common and encompass significant organizational responsibilities. People are the common element in every organization. From an organization’s perspective, its staff is its human resources. It is people like you who produce the goods and services that create wealth. It is these goods and services that contribute to our standard of living. (Collins, 2005). There are many challenges facing organizations today. The better our organizations work, the easier it is for society to meet the present and future threats and opportunities. It can be said that the central challenge we face in society is to continually improve the performance of our organizations in both the private and public sectors. Part of this improvement will come from organizations becoming more efficient and effective. This requires the effective management in these organizations. 4. 0 Technology in the modern business An Organization’s Technology is the process by which inputs from an organizations environment are transformed into outputs. This model integrates organizational  level technology research with human resource management strategies. (Robert, Mathis, John Harold 2006). The model relates dimensions of technical processes to human  resource practices, focusing on practices used to develop employees. These relationships are mediated by the type of skills employees  use. An empirical study of 139 employees found support for two  hypotheses developed from the model. Results suggested that  technology and HRM activities are connected through the level  of cognitive skill complexity and the amount of support employees  receive in developing new skills. Due to changes in the way  decisions are made in organizations today (for example, making  more decisions at lower levels) the connection between the work  process, the skills employees need, and the emphasis on developing  employees will become increasingly important. 5. Impact of Technology in HRM The technology has radically changed the way employees and managers access human resource data, and the use of online HR solutions has expanded rapidly over the past year. (Collins, 2005). Self-service and online tools have become important in the continuing effort to improve the management of HR functions and to drive competitive advantage, the survey found. â€Å"As the lines blur between HR data and that used by the rest of the enterprise, organizations find it makes sense to consolidate all employee data using a corporate portal. The importance of HR self-service is increasing, especially those applications that improve employee performance. â€Å"We're seeing the strongest growth among applications focused on managing and enhancing worker skills and productivity–no surprise given that up to 70 percent of an enterprise's expenses are people-related. _New skills required: As new technologies are developed and implemented, there is an Urgent need to upgrade existing employee skills and knowledge if the organization wants to survive and flourish in a competitive world. Additionally there will be growing demand for workers with more sophisticated training and skills especially in emerging ‘hot’ sectors like telecommunications, hospitality, retailing, banking, insurance, biotechnology and financial services. For example, services. For example, service sector employee requires different skills than those utilized in manufacturing. (Peters, 2004). They need strong interpersonal and communication skills as well as the ability to handle customer complaints in a flexible way. _ Downsizing: New Technologies have decimated many lower end jobs with frustrating regularity. Increased automation has reduced employee head counts everywhere. The pressure to remain cost effective has also compelled many a firm to go lean, cutting down extra fat at each managerial level. The wave of merger and acquisition activity, in recent A time has often left the new, combined companies to downsize operations ruthlessly. The Positions that have been filled up with workers possessing superior technical skills and Knowledge has also tilted the poser base ( in many emerging industries) from management to technical workers. It is not uncommon today for managers to have limited understanding of the technical aspects of their subordinates’ work. Managing the expectations of knowledge workers is going be major area of concern for all HR Managers in the years ahead. (Akin, Norton, Peg, 2004) _ Collaborative work: Technological change has resulted in hierarchical distinctions being blurred and more collaborative teamwork where managers, technicians and analysts work together on projects. Team based incentive plans have also made it necessary for all classes of employees to work in close coordination with each other. Telecommuting: The rapid advances in technology have led to the relocation of work from the office to the home. Telecommuting has become the order of the day where employees work at home, usually with computers and use phoned and the Internet to transmit letters, data and completed work to the home office. Companies have been able to increase their applicant pool through this mode and empl oyees have also been able to live further away from cities and gain considerably due to savings in rents, transportation etc. _ Internet and intranet revolution: Internet and information technology have enabled companies to become more competitive by cutting costs. Manufacturers, bank, retailers, and you name anything have successfully harnessed computer technology to reduce their costs and deliver want satisfying goods and services to customers at an amazing speed. Even in HR, internets and intranets are being used to handle training, benefit administration, performance management and out placement functions, in recent times. (Peters, 2004). The cumulative impact of new technology is so dramatic that at a broader level, organizations are changing the way they do business. Use of the internet to transact business has become so commonplace for both large and small companies that e-commerce is rapidly becoming the organizational challenge of the new millennium. Managing virtual corporations and virtual workers in this technology driven world is going to pose tough challenges for HR Managers in the years ahead. _ Role of HR in a virtual organization: A virtual organization is network of companies or employees connected by computers. Virtual workers work from home, hostel, their cars, or wherever their work takes them. The human resources function plays a unique role in a virtual organization: i. Psychological fit: The lack of face-to-face interaction in virtual organization, virtually compels HR professionals to determine the psychological fit between different units initially. (Collins, 2005). ii. System alignment: Given the lack of physical proximity, it becomes even more critical that the organization’s mission, vision and measures be aligned and that all parties are familiar with these issues, the HR function can play an important role in this task. iii. Reconsider rewards: In a virtual unit. Very few permanent exit. In many cases, the organization will be staffed with workers having different motivational forces. So rewarding each entity in an effective way becomes an important job. iv. Reconsider staffing needs: In a virtual organization, most employees work on a contractual basis. Finding people with requisite skills, a knowledge and motivation level becomes an important activity. v. Build partnerships: Virtual, teams have to be built from scratch paying attention to their unique requirements. The concept of employment needs to be replaced by the concept of ‘partnership’ especially when most tend to work independently away from the permanent employees or owners of the organization. vi. Develop leaders: Leaders become the major forces for building trust, creating a mission and instilling a sense of belonging to the organization HR can play a major role in ensuring that leaders assume these responsibilities and meet them in an effective away. (Collins, 2005). 6. 0 Technology in HR Activities A human resources officer develops, advises on and implements policies relating to the effective use of personnel within an organization. HR personnel work comprises a number of different but related policies, all of which are required by organizations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity. HR staffs need to ensure that the organization employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives. Collins, 2005). Typical work activities As a human resources (HR) officer they must have a clear understanding of their organization’s business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. (Farquharson, 2006)The exact nature of the work activities varies according to the organization, but is likely to include: working closely with departmen ts, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures; †¢ promoting equality and diversity as part of the culture of the organization; †¢ liaising with a wide range of organizations involved in areas such as disability, gender, age, religion and health and safety; †¢ recruiting staff – this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates; †¢ developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management; †¢ advising on pay and other remuneration issues, including promotion and benefits; †¢ undertaking regular salary reviews; negotiating with staff and their representatives on issues relating to pay and conditions; †¢ administering payroll and maintaining records relating to staff; †¢ interpretin g and advising on employment legislation; †¢ listening to grievances and implementing disciplinary procedures; †¢ developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels; †¢ planning and sometimes delivering training, including inductions for new staff; †¢ Analyzing training needs in conjunction with departmental managers. (Farquharson, 2006) When considering all the above accepts of a human resource manager, they must allocate much and more time and energy on selecting the right candidate to the right position. The technology can be used on Selected HRM activities such for Employee recruitment, employee selection, training and development and performance appraisals 6. 1 Recruitment & Selection The HR manager faces the main challenge when it comes to Recruitment and selection the manager has to be much more careful when choosing the right candidate. A recent study showed that the correlation between the ability to deliver well in a job interview and the ability to do well on the job is just 14 percent, or one good employee out of every seven people you hire. (Okpara, 2006). If you or your recruitment agency has found itself in a similar position, there are proven methods to improve this average. The same study considered these methods. Background Checks  Ã¢â‚¬â€œ According to (Okpara, 2006). The 14 percent increases to 26 percent if the candidates passes a series of  employee background checks like falsified educational credentials and other serious liabilities, background checks only reveal information when an individual has been caught being lying. Of equal or greater value are underlying attitudes, as well as actions at which an applicant has not been caught, to most fully protect the organization against negligent hiring lawsuits and to assure the organizations are hiring reliable, ethical, hard-working employees. Knowing this information about the people the company hire is absolutely essential because a business can be held liable for accidents and crimes committed by its employees. Personality Tests  Ã¢â‚¬â€œ consider traditional assessment tools used in the hiring process. These assessments measure personality characteristics. Personality tests  raised the rate of success in hiring to around 50 percent positive. (Okpara, 2006). Many employers want to know a candidate’s aptitude and personality type to ensure an appropriate job match. Some want to know it before they hire a candidate, some before they promote an employee, and some before they create work teams. In an effort to learn more about an employee, employers today administer personality tests. There are many kinds of personality tests available, but in the workplace a validated and reliable occupational assessment is critical to success on the job. (Okpara, 2006). Those professionals do not pass or fail but should be selected for the job that matches their individual personalities. Abilities Assessments  Ã¢â‚¬â€œ When applicants were tested for both abilities and personality, employers found they were hiring the right people just over half or about 54 percent of the time. (Times, 2006) After managers have used to identify their employee’s strengths and areas for development, they can use the Series to software’s available to develop the competencies that are most important to their professional growth and success. (Okpara, 2006). The software’s are conveniently located on the Internet, making it easy to implement and execute. These systems help managers to keep doing the things they do well, stop doing those things that interfere with their effectiveness, and start doing things that will improve their performance. These systems encourage managers to perform their jobs better. It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer â€Å"people problems,† increased employee retention, and greater profits. It is an ideal method for managers to improve their leadership and management skills. It can be used anywhere and at any time because it is on the Internet. After responding to questions and doing online exercises, it gives managers the tools they need to maximize their strengths, become better managers, and lead more effectively. Interest Assessments  Ã¢â‚¬â€œ To take it one step further, the study considered  interest assessments, an even more sophisticated tool. It measures the job-related qualities that make a person productive – Thinking and Reasoning Style, Behavioral character, and Occupational Interests. These systems were used for placement, promotion, self-improvement, coaching, succession planning, and job description development. (Okpara, 2006). It is a flexible management tool that develops Job Match Patterns that can be customized by company, department, manager, position, geography, or any combination of these factors. Job Match  Assessments  Ã¢â‚¬â€œ The study found that the most impressive and successful assessments are integrated measures of a combination of factors, and also include the concept of  job match. They use cutting-edge technology combined with empirical data to evaluate the candidate against employees who are exemplary in performing their duties. Okpara, 2006). These recruitment assessments increased an employer's ability to identify excellent candidates more than 75 percent of the time. Hiring top performing employees may be one of the most valuable activities you can do for your business. This system combine tested and reliable data derived from pre-emp loyment screening assessment system, with a customized job analysis survey to create a benchmark by which the manager can hire an employee who best fits for the job and company. Employee Selection Process By including job match as a key factor in your employee hiring process, allocation of human capital will be significantly more effective. Most employee hiring decisions are made with inadequate information, but Profiles International assessments will deliver the information that the manager need to know before tendering a job offer and making a hiring mistake. 6. 2 Performance Appraisal Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate measuring an individual’s performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call centre or performing data entry are examples. (Peters, 2004). In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job content and appraisal content. A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. (Peters, 2004). This particular technological approach occurs more often in the ontext of jobs that involve personal judgment, high discretion, and open-ended tasks for which real-time performance monitoring is not an option. 6. 3 Training and Development The activity of Training and development has been made more efficient from the implementation of technology to it. Organizations now use computer based training sessions which use a visually demonstrated and presentation oriented training programme for the employees. (Peters, 2004). Programmes are stored in computers which reduce the necessity of getting trainers to repeat the training programme over and over again. The employees are also equipped with software’s which enable them to re-check and use as manuals for the work they perform, thus influencing a cheaper mechanism of Self Training. (Peters, 2004). Errors and omissions are eliminated in the training programme, making the employees to understand their job processes more efficiently. 6. 4 Reward System The revolution is being driven by new technologies and by the major social and political changes that have led to the globalization of business and to the increasing numbers of democratic, capitalist countries. Billions of people have recently entered, or are about to enter, the capitalist world. (Collins, 2005). A smaller but very significant number have entered the world of electronic connectedness as a result of the growing popularity of the Internet, satellite TV, cellular phones, and videoconferencing. The combined effects of technological and political change on organizations are enormous and multifaceted. Increasingly, organizations are finding that in order to be competitive in the new global economy they have to reinvent themselves in important ways. This is true of their basic organizational structure, their global reach, and their use of information technology. (Collins, 2005). It is also true of their reward systems. The old reward practices and systems that worked well in nationally focused, bureaucratic, capital-intensive, hierarchical, steady-state, near-monopoly corporations. Dramatic change is needed, and it is not difficult to identify what the key theme of today's reward systems should be: a focus on rewarding excellence. Many factors argue for excellence being the number-one focus of any organization's reward system, including the ability to attract and retain the best people and to motivate the kind of performance that an organization needs in order to succeed in the new economy. Creating reward systems that focus on excellence and treat employees as human capital investors requires a major change in the way most systems operate. (Collins, 2005). Reward systems typically treat employees as job holders who are rewarded according to the size and nature of their jobs and how well they perform their jobs. Viewing them as human capital investors suggests a different approach to rewards in two respects. First, it suggests basing rewards on the value of the human capital that people bring to the organization. What their job is at a particular moment is much less important than the value of their knowledge and skills. Second, it suggests rewarding people according to how effectively they use their human capital-their knowledge, skills, and competencies to help the organization improve its business performance. Creating reward systems that recognize the value of human capital and reward performance excellence is not easy. It requires a careful articulation among an organization's reward system, business strategy, organization design, information systems, and employees. (Collins, 2005). I will begin our discussion of how it can be done by considering how reward systems impact organizational effectiveness. 7. 0 HRIS Human resource ‘info system’ The Human Resource Information System (HRIS) is a program or software or online issue solving method for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. (Stone, 2005). In general packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. It is very important to select the HRIS carefully based on the capabilities you need for the organisation. Benefits of a Human Resource Information System (HRIS) is no longer a â€Å"nice to have,† but a necessity to help HR manage both a sea of information and the money spent on benefits plans, as HR faces limited resources and constantly changing data. (Stone, 2005). As a result the HRIS that most effectively serves companies tracks: Pay raises and history, pay grades and positions held †¢ Performance development plans, training received †¢ Disciplinary action received, personal em ployee information †¢ High potential employee identification, and applicant tracking, interviewing, and selection. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs. 8. 0 Benefits of Technology in HRM Technology is changing the way we work, the roles we undertake, and the interactions through which work gets done. (Peters, 2004). Companies are leveraging to manage the complexity of the global HRM and to deliver high-quality service. Companies use either a common system universal to all location For a example, HSBC uses people soft Ids to identify all the employees dispatched globally. SAP is the system that is used in MAS Holdings Globally, which enables the employees, suppliers and the management and the higher management to make Operational, analytical and strategic decisions, or a set of non standard system in unique to a each location to handle their HR programs and informational needs. The problem with the latter is that data are often late, incomplete and/or inaccurate. However because the time and cost factors they are the most commonly used. To reduce the negative impact of such problems some companies are developing service centers utilizing self service technologies and HRIS databases to eliminate routine work and to push delivery point back the employee or line management. With an appropriate use of HRM technology Human Resources staff enables employees to do their own benefits updates and address changes (example: by creating a data entry format , uploading it to the intranet and later program the filled data to be store into a central location), thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. (Farquharson, 2006). Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. 9. 0 Conclusion Technology and Human Resource have brought about a radical change in meeting with the strategies, policies and implementation of the corporate planning of an organization. In other words, it has become the nucleus of an organization, which caters to the requirements of selecting the right candidate for the suitable job, training and coaching them to develop and achieve the desired levels to maximize objectives and to create a competitive edge in the industry and ultimately sustain them in the organization with a career development plan. In this process, opportunities will be given to those who are really in need of a specific exposure in another country so as to acquire the required skills. This so called valuable resource will be able to cater to the demand with a long-term view, by adopting the right technology advancement at the right time and improve the overall operation of the organization with a clear vision and hence contribute to the bottomline which will enhance the share value and satisfy the shareholders to achieve satisfaction. 10. 0 Reference ? Stone, J, R. (2005). Human Resource Management. (5th Ed. ). John Wiley and sons, Australia ? Anne Osborne Kilpatrick, James A. Johnson, 2004. Handbook of Health Administration, Co. CRC Press ? Collins, M. (2005). Professional recruitment: Journal of proquest education, p. 32. ? Eddie, C. & Smith. (2004). Human Resource and Personnel Management: Text and Cases, Co. Tata-Mcgrawhill, p. 87-89. ? Farquharson, M. (2006). Performance appraisal: Journal of proquest education, p12. ? Grey. . (2005). Human resource planning: Journal of proquest education. ? Robert L. Mathis, John Harold Jackson, 2006. Human Resource Management, Co. Thomson South- Western ? Okpara, J. O. (2006). Job satisfaction: American journal of academy of business, p81. ? Peters, L. (2004). five keys to effective recruiting: Ivey business journal, p 21-24. ? Snell & Sherman, 2004, managing human resource 12th edition